標(biāo)題: Titlebook: Managing an Age-Diverse Workforce; Emma Parry (Principal Research Fellow in Human Res Book 2011 Palgrave Macmillan, a division of Macmilla [打印本頁(yè)] 作者: 照相機(jī) 時(shí)間: 2025-3-21 17:19
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作者: AVERT 時(shí)間: 2025-3-21 23:57 作者: jungle 時(shí)間: 2025-3-22 01:08
Marcie Pitt-Catsouphes,Christina Matz-Costa,Melissa Brown作者: Endearing 時(shí)間: 2025-3-22 04:45
Fiona Carmichael,Claire Hulme,Lorna Porcellato,Barbara Ingham,Arvin Prashar作者: creatine-kinase 時(shí)間: 2025-3-22 12:11
Extending Working Life: The Retention of Older Workersers can put in place to encourage the extension of working lives. The contextual factors that employers need to consider include: (.) the institutional framework; (.) changes in the economy; and (.) changes in working lives.作者: 地殼 時(shí)間: 2025-3-22 16:01
ee perspectives, generational and age diversity and international comparisons.?It includes both conceptual argument and empirical research in order to provide insights into this important area.978-1-349-31663-2978-0-230-29911-5作者: 比賽用背帶 時(shí)間: 2025-3-22 19:43
The Impact of Generational Diversity on People Managementon this growing practitioner literature and consider how this relates to the academic underpinnings of the study of generations. The aim is to draw together an understanding of how generational diversity may affect the workplace, the relationship that this concept has to ‘a(chǎn)ge’ and ultimately the implications for practitioners.作者: 遺忘 時(shí)間: 2025-3-23 00:26 作者: atopic 時(shí)間: 2025-3-23 04:10 作者: commune 時(shí)間: 2025-3-23 06:19
Younger Academics’ Expectations about Work and Future Employersrations of graduates, the chapter not only outlines concrete empirical findings in this respect but also identifies broad emerging themes. In this way, it provides a potential contrast to the ageing workforce and its characteristics, the major focus of this collection, thus generating insights into similarities and differences between age groups.作者: Oligarchy 時(shí)間: 2025-3-23 11:52 作者: 有權(quán)威 時(shí)間: 2025-3-23 15:38
The Impact of National Context on Managing Age Diversity: The Cases of the UK and Germanyional initiatives to encourage older workers to remain in or re-enter work. Our focus on older workers is not meant to deny any discrimination experienced by younger workers, but focuses on how employers are reacting to government initiatives emanating from EU initiatives to bring older people into work.作者: VEN 時(shí)間: 2025-3-23 19:41
The Business Case for an Age-diverse Workforceong-Stassen and Templer 2006; Shacklock, Fulop and Hort 2007). There are also supply-side reasons for improving access to the labour market of an age-diverse workforce, particularly in relation to those older than 55 years of age. These include providing a context for healthy ageing and addressing flexibility preferences for individuals.作者: 清唱?jiǎng)?nbsp; 時(shí)間: 2025-3-24 01:32
Situating Age (In)equality within the Paradigm and Practices of Diversity Managementlenging organisational age inequality, paying particular attention to the role of broader social norms and perceptions about ageing, and how these must be considered if we are to change workplace attitudes or behaviours that perpetuate discrimination based on age.作者: Vsd168 時(shí)間: 2025-3-24 02:58 作者: 凹室 時(shí)間: 2025-3-24 09:34
978-1-349-31663-2Palgrave Macmillan, a division of Macmillan Publishers Limited 2011作者: 雪上輕舟飛過 時(shí)間: 2025-3-24 12:03
Introduction ages, lifestyles and personal circumstances among employees than at any time in the past. We see this as a timely moment, perhaps even a strategic inflection point, when all those interested in the management of people might take new bearings and consider what this kind of major social change means.作者: stress-test 時(shí)間: 2025-3-24 18:39
Age Discrimination and the Law: Forging the Way Aheadish law has been remarkably slow to respond to age discrimination. Only in recent years has legislation been enacted to address the issue. This chapter seeks to set out the current law on age discrimination and to consider the issues that are troubling (or will trouble) the courts.作者: 貧困 時(shí)間: 2025-3-24 20:46
ee perspectives, generational and age diversity and international comparisons.?It includes both conceptual argument and empirical research in order to provide insights into this important area.978-1-349-31663-2978-0-230-29911-5作者: intercede 時(shí)間: 2025-3-25 01:35 作者: Prostaglandins 時(shí)間: 2025-3-25 05:36
https://doi.org/10.1057/9780230299115age diversity; diversity; diversity management; empirical research; gender; management; Motivation; Retenti作者: 后退 時(shí)間: 2025-3-25 11:18 作者: creatine-kinase 時(shí)間: 2025-3-25 12:24 作者: forestry 時(shí)間: 2025-3-25 19:26
Introduction ages, lifestyles and personal circumstances among employees than at any time in the past. We see this as a timely moment, perhaps even a strategic inflection point, when all those interested in the management of people might take new bearings and consider what this kind of major social change means作者: 命令變成大炮 時(shí)間: 2025-3-25 20:42
The Business Case for an Age-diverse Workforcedecline in skilled immigration and skill shortages in a range of occupations in countries covered by the Organisation for Economic Co-operation and Development (OECD). This raises both macro issues for governments trying to support an increasingly older population through pension schemes and a micro作者: 寬敞 時(shí)間: 2025-3-26 01:31 作者: 食道 時(shí)間: 2025-3-26 04:28 作者: Generosity 時(shí)間: 2025-3-26 08:29
The Prism of Age: Managing Age Diversity in the Twenty-First-Century Workplace (see Chapter 2 for workforce ageing statistics). Between 1997 and 2007, the labour force participation rates of adults who were aged 55–64 years increased from 49.6 per cent to 57.1 per cent in Canada, from 41.1 per cent to 51.3 per cent in Germany, and from 54.1 per cent to 61.8 per cent in the Un作者: 發(fā)微光 時(shí)間: 2025-3-26 13:53 作者: 變異 時(shí)間: 2025-3-26 19:54
Ageism and Age Discrimination: The Experiences and Perceptions of Older Employeeshemselves. The chapter begins by setting out some contextual issues. In section 8.2 some recent qualitative research that provides an ‘insider perspective’ on the views of older men and women is reviewed. Within this body of work, a range of factors that constrain the employment of older people has 作者: BYRE 時(shí)間: 2025-3-27 00:25
The Role of Age in Career Progression: Motivation and Barriers to Fulfilment in Older Employeestion have created flatter and less hierarchical organisations with fewer promotional opportunities and reduced security of tenure (Wilson and Davies 1999). This, in turn, has redistributed responsibility for career progression from employers to employees themselves (Baruch 2006). These changes affec作者: concert 時(shí)間: 2025-3-27 02:21 作者: contradict 時(shí)間: 2025-3-27 08:19
Extending Working Life: The Retention of Older Workersill occur on a broader scale than is currently the case (Vickerstaff et al. 2008). This chapter explores the various policies and measures that employers can put in place to encourage the extension of working lives. The contextual factors that employers need to consider include: (.) the institutiona作者: 格子架 時(shí)間: 2025-3-27 10:43
The Importance of ‘Teaching Old Dogs New Tricks’: Training and Learning Opportunities for Older Workd. Populations in these parts of the world are ageing fast (see Chapter 2). For example, in 2007 less than fifth of the European population was aged 65 and over, but by 2032 this age group is predicted to increase to around a quarter (Dunnell 2008; Lutz 2008). In the absence of any other change, thi作者: Cupidity 時(shí)間: 2025-3-27 17:39 作者: 修飾語 時(shí)間: 2025-3-27 21:25 作者: 觀察 時(shí)間: 2025-3-28 01:02
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