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Overview
"This book examines common preconceptions about "the graying workforce" and explodes myths to separate fact from fiction." Because of their professional expertise, workers over the age of 60 will continue to be important contributors to organizations, but what are their special needs, strengths, and weaknesses? How does age affect cognitive performance, job attitudes, and motivation? How do age stereotyping and employment discrimination affect older adults? What kinds of employment patterns will typify older workers? How can they best be attracted and retained? The authors of this book provide "state of the science" answers to these questions. Psychologists, policymakers, and human resource personnel will find that the discussion in this timely book provides the impetus for creative solutions to future organizational challenges.Synopsis
The American workforce of the near future is going to be significantly older demographically. Pulling together research findings on workforce aging, Hedge (a fellow at the Society for Industrial and Organizational Psychology and the American Psychological Association), Borman (CEO, Personnel Decisions Research Institutes), and Lammlein (an industrial-organizational psychologist who earned his PhD from the U. of Minnesota) offer discussion of the issues that are likely arise in managing the aging workforce, including age stereotyping; age discrimination; research on aging and physical capabilities, cognitive abilities, job performance, attitudes, and personality; job trends and the aging worker; and the relationship between human resources practices and the older worker. Annotation ©2006 Book News, Inc., Portland, OR
Doody Review Services
Reviewer:Christopher J. Graver, PhD(Madigan Army Medical Center)
Description:This book provides an overview of the growing population of older individuals and their potential, as well as consequences, of being part of an aging workforce. It brings together current research on such key issues as stereotyping, age discrimination, physical capabilities, cognitive abilities, and the relationship between older workers and current human resources practices in one concise volume.
Purpose:The purpose is to summarize current research on the aging workforce, point out gaps in our current knowledge on this topic, and inform researchers, policy makers, and higher level management about important work-related issues in this age of a "graying America.
Audience:According to the authors, this book is intended for a diverse audience. From psychologists to business professionals, supervisors to HR managers, issues addressed in this book will be meaningful to a large audience. It is not intended to be an academic treatise, but rather a practical and accessible review of key issues supported by empirical data.
Features:True to its intention, this book is not filled with technical terms or endless streams of methodological tedium, but rather provides accessible information to a diverse audience. It starts out with background information about "graying America" and current trends in aging and older workers. It also provides factual information regarding true declines in physical and cognitive abilities as we age, and points out common myths. It then proceeds to provide information regarding current legislation for older workers, as well as research findings regarding the use of older workers, retirement decisions, age discrimination, and the benefits of maintaining an older workforce. There are chapters dedicated to practical advice for companies on attracting, managing, and optimizing the talents of the older workforce. Training and career management are addressed, as well as future trends and directions. The inclusion of graphs and charts is helpful, especially for summarizing the epidemiological information.
Assessment:Overall, this is a well written book. It is concise and easy to read; it will take most readers only a few hours to read cover to cover. Nonetheless, it covers important issues, refers to sound empirical findings, and provides practical advice. For anyone involved in the management or care of older individuals, especially in regards to career issues, sitting down with this book is well worth an afternoon. The only drawback is the price at $79.95. For such a short, nontechnical book (171 pages), half that would seem more reasonable (APA members can expect to pay $49.95).
Editorials
From The Critics
Reviewer: Christopher J. Graver, PhD, ABPP-CN(Madigan Healthcare System)Description: This book provides an overview of the growing population of older individuals and their potential, as well as consequences, of being part of an aging workforce. It brings together current research on such key issues as stereotyping, age discrimination, physical capabilities, cognitive abilities, and the relationship between older workers and current human resources practices in one concise volume.
Purpose: The purpose is to summarize current research on the aging workforce, point out gaps in our current knowledge on this topic, and inform researchers, policy makers, and higher level management about important work-related issues in this age of a "graying America."
Audience: According to the authors, this book is intended for a diverse audience. From psychologists to business professionals, supervisors to HR managers, issues addressed in this book will be meaningful to a large audience. It is not intended to be an academic treatise, but rather a practical and accessible review of key issues supported by empirical data.
Features: True to its intention, this book is not filled with technical terms or endless streams of methodological tedium, but rather provides accessible information to a diverse audience. It starts out with background information about "graying America" and current trends in aging and older workers. It also provides factual information regarding true declines in physical and cognitive abilities as we age, and points out common myths. It then proceeds to provide information regarding current legislation for older workers, as well as research findings regarding the use of older workers, retirement decisions, age discrimination, and the benefits of maintaining an older workforce. There are chapters dedicated to practical advice for companies on attracting, managing, and optimizing the talents of the older workforce. Training and career management are addressed, as well as future trends and directions. The inclusion of graphs and charts is helpful, especially for summarizing the epidemiological information.
Assessment: Overall, this is a well written book. It is concise and easy to read; it will take most readers only a few hours to read cover to cover. Nonetheless, it covers important issues, refers to sound empirical findings, and provides practical advice. For anyone involved in the management or care of older individuals, especially in regards to career issues, sitting down with this book is well worth an afternoon. The only drawback is the price at $79.95. For such a short, nontechnical book (171 pages), half that would seem more reasonable (APA members can expect to pay $49.95).