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Book part
Publication date: 7 November 2017

Eleanor M. M. Davies, Karen Hanley, Andrew K. Jenkins and Chad Chan

Older workers represent an increasingly important source of labour for organisations. Irrespective of age, a worker needs the appropriate skills and knowledge to be productive and…

Abstract

Older workers represent an increasingly important source of labour for organisations. Irrespective of age, a worker needs the appropriate skills and knowledge to be productive and to help the organisation achieve its strategic objectives. However, in many organisations, older workers are less likely to be offered training opportunities than their younger compatriots. This is due, in part, to negative stereotypical assumptions about older workers by managers. Learning and training are influenced by an individual’s career span and motivation. As a person ages, their work-related needs will change. There is a shift from growing and developing their career to a focus on security, maintenance, emotional satisfaction and mastery. Cognitive change takes place during a person’s life, and a gradual decline in primary mental abilities can be expected, but the notions of general decline are simplistic and misleading. A person is able to learn at any age and the older worker is capable of adjusting to changes in work. Many people assume that older workers are homogeneous but this is not the case. There are significant differences between older workers and these differences need to be acknowledged and understood. The organisational culture will affect learning and training opportunities for older workers, as will the attitudes of managers to older employees. Learning and training for older workers will also be influenced by the national culture and, in this chapter, selected Asian countries are discussed. The chapter concludes by offering recommendations regarding learning and training for older workers in organisations.

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Managing the Ageing Workforce in the East and the West
Type: Book
ISBN: 978-1-78714-639-6

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Article
Publication date: 1 February 1971

C. SELBY SMITH

The paper is devoted to the question of how to allocate a given educational budget. Alternative avenues of expenditure on post‐secondary education are treated as investment…

239

Abstract

The paper is devoted to the question of how to allocate a given educational budget. Alternative avenues of expenditure on post‐secondary education are treated as investment projects and their benefit‐cost ratios are compared. The analysis is essentially static and is based on two investigations carried out by the author, one in Canada, the other in the United Kingdom. The paper is organised into three sections. The first discusses the methodology underlying the two detailed studies. The second presents conclusions on particular aspects of the general problem of allocating resources within formal education, and is divided into four parts: the balance between private and social costs and benefits, between academic levels of education, between types of education and between male and female education. The final section of the paper contains four more general points and emphasises our ignorance in much of this area.

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Journal of Educational Administration, vol. 9 no. 2
Type: Research Article
ISSN: 0957-8234

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Article
Publication date: 1 January 1976

PETER DOSSOR

The Australian Capital Territory has shaken off the bonds of the New South Wales Department of Education and instituted an Authority responsible directly to the Federal…

50

Abstract

The Australian Capital Territory has shaken off the bonds of the New South Wales Department of Education and instituted an Authority responsible directly to the Federal Government. The new system includes in its design for “a working partnership for local‐central control” school boards. This paper attempts a comparison of that partnership with that evolved within the New Zealand experience. The A.C.T. Authority as it is presently constituted exercises control only over government primary and secondary schools. The discussion is therefore restricted to these fields and ignores preschool and technical education and independent schools, all of which are expected eventually to be brought within the scope of the Authority. Six issues are discussed in detail: (1) the general question of centralisation, (2) the role of a centralised agency, (3) the role of the community in an education system, (4) life‐long education, (5) the appointment of staff, and (6) the control of finance.

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Journal of Educational Administration, vol. 14 no. 1
Type: Research Article
ISSN: 0957-8234

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Article
Publication date: 1 January 1973

G.S. Haman and C. Selby Smith

It is always difficult to review a book which is a collection of papers. The review may concentrate on the importance of the topic which stimulated the editors into action: on the…

78

Abstract

It is always difficult to review a book which is a collection of papers. The review may concentrate on the importance of the topic which stimulated the editors into action: on the extent to which the topic is adequately covered by the individual papers: on the authority of the writers of particular papers and the quality of one paper in relation to others: on the depth of treatment of the topic: or again on the unity of the presentation. This book is unique in that it ranks high on all of these considerations.

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Journal of Educational Administration, vol. 11 no. 1
Type: Research Article
ISSN: 0957-8234

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Article
Publication date: 1 January 1980

JUNE GLEESON

This paper presents the results of an investigation into the relative costs of part‐time and full‐time education at Colleges of Advanced Education. Estimates of the relative net…

38

Abstract

This paper presents the results of an investigation into the relative costs of part‐time and full‐time education at Colleges of Advanced Education. Estimates of the relative net private, social, and institutional costs indicate that the private and social costs of part‐time education may be significantly below those of full‐time study, but that the institutional costs may be higher. However, differential rates of attrition may influence the estimates made, as would the value placed upon the leisure foregone by part‐time students.

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Journal of Educational Administration, vol. 18 no. 1
Type: Research Article
ISSN: 0957-8234

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Book part
Publication date: 10 July 2014

Anthony Potts

This chapter explores the migration decisions and motives of a group of academics who were recruited to three Australian higher education institutions during the period 1965–2003…

Abstract

This chapter explores the migration decisions and motives of a group of academics who were recruited to three Australian higher education institutions during the period 1965–2003. The chapter furthers our understanding of historical patterns of academic mobility and the experience of academic mobility and adds to our understanding of the academic profession. The research used a micro approach to migration history and focussed on academic migrants’ decision-making processes. The research used semi-structured interviews with three groups of academics who were interviewed in 1982 and 2003. The academic migrants in this research were not committed to any particular institution or curriculum. What was most important in their migration decision was simply obtaining any academic position. Many, if not most of them, owed their academic careers to the growth in Australian higher education caused by its transition from an elite to a mass system. They obtained their academic posts because of the global nature of academic work. The question that arises from this study is what Australian universities will need to do to attract a new generation of academics as they compete in a global market for academic personnel.

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Academic Mobility
Type: Book
ISBN: 978-1-78350-853-2

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Article
Publication date: 6 July 2010

Erica Smith, Andrew Smith and Chris Selby Smith

This paper aims to examine the employment and training of mature‐aged workers, so that suggestions for improving training for mature‐aged workers may be offered.

2962

Abstract

Purpose

This paper aims to examine the employment and training of mature‐aged workers, so that suggestions for improving training for mature‐aged workers may be offered.

Design/methodology/approach

Six expert interviews were carried out by telephone, and three case studies involving company site visits were completed. Each company case study involved interviews with managers, trainers and mature‐aged workers. The study was confined to the manufacturing industry.

Findings

Mature‐aged workers bring many advantages to workplaces and some employers show a definite preference for them over younger workers; but in some cases training needs to take account of lack of confidence and literacy and health issues. However, there is great diversity among mature‐aged workers.

Research limitations/implications

The research is confined to shop‐floor workers in manufacturing, and does not address training of mature‐aged managers and professionals. The research is small‐scale but provides new insights, and importantly the voices of the workers themselves.

Practical implications

The paper identifies managerial and training practices that can immediately be implemented.

Originality/value

The paper identifies some issues that can be taken up at a policy level as well as within companies. For example, the preference for qualification‐based training at a national level is not necessarily consistent with what mature‐aged workers prefer.

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Journal of Workplace Learning, vol. 22 no. 5
Type: Research Article
ISSN: 1366-5626

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Article
Publication date: 1 March 2005

Paula McDonald, Kerry Brown and Lisa Bradley

This mixed‐method study aims to determine the extent to which the career paths of senior managers conform with the traditional versus protean elements described in the careers…

8494

Abstract

Purpose

This mixed‐method study aims to determine the extent to which the career paths of senior managers conform with the traditional versus protean elements described in the careers literature and whether these paths vary by gender.

Design/methodology/approach

A total of 15 senior managers (seven women and eight men) in a large public sector agency in Australia were interviewed about their career trajectories to date. Data were coded according to four major areas which characterise and distinguish between traditional and protean careers: development, orientation of the employee, definition of success, and organisational environment. A total of 81 managers (34 women and 47 men) from the same organisation were also surveyed. Variables of interest were those that could be triangulated with qualitative data such as the availability of career opportunities.

Findings

Results suggest that, contrary to much existing literature which proposes that all careers have been fundamentally altered, the traditional career which relies on length of service, geographic mobility and a steady climb up the corporate ladder, is still the dominant model in some organisations. However, the trend towards protean careers is evident and is more pronounced for women than for men.

Research limitations/implications

The specific nature of the organisation (large, male‐dominated, public sector) may limit the generalisability of results.

Practical implications

The framework used to explore career paths according to traditional/ protean elements in this study may assist human resource practitioners to develop appropriate strategies which maximise the professional development of employees.

Originality/value

The results of this research challenge the universality of change in the nature of careers, particularly in public sector environments.

Details

Career Development International, vol. 10 no. 2
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 4 February 2010

Jessica Abell, Jane Hughes, Siobhan Reilly, Kathryn Berzins and David Challis

Policy requires that those with complex long‐term needs be offered case management, a primary care led service dependent on local health and social care resources. This paper…

284

Abstract

Policy requires that those with complex long‐term needs be offered case management, a primary care led service dependent on local health and social care resources. This paper explores the arrangement of networks for a number of case management services, using data from a postal questionnaire.

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Journal of Integrated Care, vol. 18 no. 1
Type: Research Article
ISSN: 1476-9018

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Article
Publication date: 1 May 1995

Margaret Patrickson and Linley Hartmann

Considers the implications of Australia′s ageing population forfuture human resource management practice. Acknowledges that downsizingpractices which initially targeted older…

7767

Abstract

Considers the implications of Australia′s ageing population for future human resource management practice. Acknowledges that downsizing practices which initially targeted older workers may have contributed to raising the profile of their vulnerability and suggests reforms will be needed in all key human resource functions to reduce bias, improve equity, and focus on the potential benefits older staff can contribute. Differences in health and safety records indicate that age alone does not differentiate between staff, and hence dismisses perceptions of older staff as more accident prone. Stereotypes which militate against hiring older staff need to be addressed and training practices will need restructuring to accommodate alternative training methods which encourage older staff to reskill. Discusses potential new mentoring roles. Proposes that performance criteria which measure contribution need to be developed for all employees so that rewards can be disentangled from length of service and ensure that jobs, not individuals, become the basis of evaluation.

Details

International Journal of Manpower, vol. 16 no. 5/6
Type: Research Article
ISSN: 0143-7720

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