Online from: 1980
Subject Area: Economics
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|Title:||Older workers and organizational change: corporate memory versus potentiality|
|Author(s):||Philip Taylor, (Office of the Pro-Vice Chancellor and President, Monash University, Churchill, Australia), Libby Brooke, (Business, Work and Ageing Centre for Research, Swinburne University of Technology, Hawthorn, Australia), Christopher McLoughlin, (Office of the Pro-Vice Chancellor and President, Monash University, Churchill, Australia), Tia Di Biase, (Business, Work and Ageing Centre for Research, Swinburne University of Technology, Hawthorn, Australia)|
|Citation:||Philip Taylor, Libby Brooke, Christopher McLoughlin, Tia Di Biase, (2010) "Older workers and organizational change: corporate memory versus potentiality", International Journal of Manpower, Vol. 31 Iss: 3, pp.374 - 386|
|Keywords:||Australia, Case studies, Older workers, Organizational change, Qualitative methods|
|Article type:||Research paper|
|DOI:||10.1108/01437721011050639 (Permanent URL)|
|Publisher:||Emerald Group Publishing Limited|
Purpose – Drawing on the recent work of Sennett and others who considered the position of older workers in dynamic economies subject to rapid change, this paper aims to examine the perceived fit between employees of different ages and their employing organizations in four Australian workplaces.
Design/methodology/approach – Analysis of qualitative data, collected among workers and managers in four Australian organizations, was performed.
Findings – Results suggests that potentiality tended to be prized as an asset over corporate memory. While managers were frequently paternalistic towards their older employees, ageing human capital was often devalued as managers tried to balance operational budgets and organizations sought to remain responsive to changing market demands.
Originality/value – The paper discusses the implications for the prolongation of working lives.
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