The aging of baby boomers, along with the predicted decrease of the available labor pool, will place increased scrutiny and emphasis on issues relating to an aging workforce. Furthermore, future economic downturns will place strong pressure on older workers to remain in the workforce, and on retirees to seek employment again. Aging and Work in the 21st Century reviews, summarizes, and integrates existing literature from various disciplines with regard to aging and work. Chapter authors, all leading experts within their respective areas, provide recommendations for future research, practice, and/or public policy. This definitive source comprehensively reviews: trends and implications regarding the demography, income, and diversity of the aging workforce; the issue of age bias in the workplace; job performance, work-related attitudes, training and development, and career issues of older workers; and topics of age and occupational health, technology, work and family issues, and retirement. The intended audience is advanced undergraduate and graduate students, as well as researchers in the disciplines of industrial and organizational psychology; developmental psychology; gerontology; sociology; economics; and social work. Older worker advocate organizations, like AARP, will also take interest in this edited book.

The aging of baby boomers, along with the predicted decrease of the available labor pool, will place increased scrutiny and emphasis on issues relating to an aging workforce. Furthermore, future economic downturns will place strong pressure on older workers to remain in the workforce, and on retirees to seek employment again. Aging and Work in the

Aging and Work in the 21st Century, 2nd edition, reviews, summarizes, and integrates existing literature from various disciplines with regard to aging and work, but with a focus on recent advances in the field. Chapter authors, all leading experts within their respective areas, provide recommendations for future research, practice, and/or public policy. Fully revised and updated, the second edition takes up many of the same critical topics addressed in the first edition, and incorporates twelve new authors across the volume and three brand new chapters on recruitment and retention, legal issues, and global issues in work and aging. The intended audience is advanced undergraduate and graduate students, as well as researchers in the disciplines of industrial and organizational psychology; developmental psychology; gerontology; sociology; economics; and social work. Older worker advocate organizations, such as AARP, will also take interest in this edited book.

When Congress enacted Social Secuirty in 1935, with the age of retirement set at age 65, average life expectancy was 62 years. By the time Medicare was enacted 30 years later, life expectancy had risen to age 70. Since the enactment of Medicare, life expectancy has risen to age 76 today and may be expected to increase further in the decades to come. Clearly, the increase in post-retirement life expectancy has significant implications for the level of national expenditures attributable to an aging population. One of the approaches suggested as a solution to the so-called income transfer problem is to redefine old age, that is, to push retirement and its associated benefits off to a later age. This would effectively increase the size of the workforce, with older workers continuing to contribute their payroll taxes for an extended period of time. The critical question Sicker poses is, will there be enough appropriate employment opportunities for a growing number of older workers in the workforce of the future? The evidence for a positive response is far from clear or compelling. Sicker examines the prospective place of the aging worker in the employment environment of the 21st century in light of the restructuring of American business and the world of work in the final decades of the last century. In doing so, he raises serious concerns about the validity and utility of some of the neoclassical economic ideas and assumptions that have become part of the conventional wisdom of our time. Sicker contends that these dubious propositions have unwittingly contributed signficantly to the problem through their manifestation in public policy. However, the principal focus of his analysis is not on economic theory as such, but on the realities and uncertainties that an aging American workforce will face in the decades to come. This book is significant reading for scholars, researchers, and the general public interested in labor force and aging policy issues.

Annotation This forward-thinking book examines common preconceptions about?the graying workforce,? exploding myths and separating 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, policy makers, and human resource personnel will find that the discussion in this timely book provides the impetus for creative solutions to future organizational challenges.

This timely volume provides an up-to-date and comprehensive summary about what is known about aging and work and addresses the challenges and opportunities confronting older workers and organizations. The authors describe current and emerging topics related to work and aging adults such as working in teams, the increasing diversity of the labor force, work and caregiving, the implications of technology for an aging workforce, and health and wellness issues. The authorship is international; the authors are renowned for their respective work in the topical areas and represent a broad range of disciplines within academia, as well as offer perspectives from government and policy. Jobs, organizations, the labor market, and the workforce are experiencing dramatic change. Workers of all ages, including older workers, need to interact with the wide variety of ubiquitous technologies that are reshaping work processes, job content, work settings, communication strategies, and the delivery of training, and this book aims to update readers on the particular issues facing today’s aging adults in the workplace. The chapters’ broad and inclusive scope encompasses: Workplace aging and jobs in the 21st century The retirement income security outlook for older workers Population aging, age discrimination, and age discrimination protections Older workers and the contemporary labor market The role of aging, age diversity, and age heterogeneity within teams The intersection of family caregiving and work Current and Emerging Trends in Aging and Work is relevant to a broad audience of academic researchers, practitioners, and students in psychology, sociology, management, engineering (industrial and human factors), the health sciences, gerontology/geriatrics, and public health. It is also a useful resource for government and policy leaders, as well as workers and managers in the public and private sectors.

Aging Into the 21st Century draws on developmental theory and gerontological research to provide a framework for the creation of 'value-friendly' long-term care settings and for psychotherapy with the elderly.