Positive ageing and human resource development
Author(s)
Bibliographic Information
Positive ageing and human resource development
(Routledge studies in human resource development)
Routledge, 2019
- : hbk
Available at 2 libraries
  Aomori
  Iwate
  Miyagi
  Akita
  Yamagata
  Fukushima
  Ibaraki
  Tochigi
  Gunma
  Saitama
  Chiba
  Tokyo
  Kanagawa
  Niigata
  Toyama
  Ishikawa
  Fukui
  Yamanashi
  Nagano
  Gifu
  Shizuoka
  Aichi
  Mie
  Shiga
  Kyoto
  Osaka
  Hyogo
  Nara
  Wakayama
  Tottori
  Shimane
  Okayama
  Hiroshima
  Yamaguchi
  Tokushima
  Kagawa
  Ehime
  Kochi
  Fukuoka
  Saga
  Nagasaki
  Kumamoto
  Oita
  Miyazaki
  Kagoshima
  Okinawa
  Korea
  China
  Thailand
  United Kingdom
  Germany
  Switzerland
  France
  Belgium
  Netherlands
  Sweden
  Norway
  United States of America
Note
Includes bibliographical references and index
Description and Table of Contents
Description
Positive Ageing and Human Resource Development seeks to introduce readers to some of the major cultural issues that the current demographic changes of the workforce as the national default retirement age within the UK has moved from 60 to 67 and beyond represent for the workplace. This phenomenon is happening in other economies. It recognises there are social shifts in terms of the psychological contract and expectations of different sets of workers. Rather than seeking to extend ideas around multi-generational research eg millennials and generation X/Y, it provides some contributions and commentary which may inform employers, HR professionals and those interested in Human Resource Development (HRD) when considering how to plan for these challenges. It considers the concerns that HRD thinking has largely been focussed upon the development of leaders or managing people, rather than how such sociological shifts may impact upon the nature of work and subsequent productivity. It recognises that many companies have failed to plan their people management strategies and talent management approaches to cope with this shift largely given their uncertainty how to address.
It takes a set of contributions then, which focus upon different issues broadly based around age, in order to provide illustrations of some of the areas for discourse of the lived experiences of those affected by the probability of working into their late 60s or potentially even late 70s. Much of this is focussed around women's working lives as the impact of later working represents a number of peculiar issues around the valuing of women's work and its contributions.
Table of Contents
Foreword
Diane Keeble-Ramsay
Chapter 1 Challenges of Age for Workplace Development
Diane Keeble-Ramsay
Chapter 2 Leadership, Millennials and Ageing
Kevin Roe
Chapter 3 Challenging the way we engage an aging workforce
Jonathan Smith and Jonathan Martin
Chapter 4 Menopausal/post-menopausal women and maternal career disruption
Diane Keeble-Ramsay, Julia Claxton and Kathleen Ridealgh
Chapter 5 Not so many happy returns
Bronwyn Betts and Diane Keeble-Ramsay
Chapter 6 Feeling Phoney - the workplace implications of the imposter phenomenon on women
Theresa Simpkin
Chapter 7 Virginia Woolf and age-old feminism
Lloyd Gray
Chapter 8 Ageism and Career Blocking: Toxic Workplaces and Ethical Dilemmas
Andrew Armitage
Chapter 9 Tales from Academia: The MAD Set
Michelle Liang, Aileen Lawless and Deborah Humphreys (LJMU)
Chapter 10 Concluding thoughts and future Directions
Andrew Armitage
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