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Diversity in organizations: new perspectives for a changing workplace
- Editors:
- CHEMERS Martin M., OSKAMP Stuart, COSTANZO Mark A.
- Publisher:
- Sage
- Publication year:
- 1995
- Pagination:
- 282p.,bibliog.
- Place of publication:
- London
Looks at changes in the make up of the workforce in the United States due to demographic changes. Looks at the positive contributions that women, people from minority ethnic groups, and older people can make to organisations. In 3 sections: individual reactions to diversity; diversity effects on groups and teams; and organisational perspectives on diversity.
When age stereotypes are employment barriers: a conceptual analysis and a literature review on older workers stereotypes
- Authors:
- DORDONI P., ARGENTERO P.
- Journal article citation:
- Ageing International, 40(4), 2015, pp.393-412.
- Publisher:
- Springer
- Place of publication:
- New York
Literature has shown that age stereotypes are contextual barriers for workers’ occupational wellbeing. The current paper provides a conceptual analysis and a systematic review of research literature on age stereotypes toward older workers and it highlights how age stereotypes represent possible employment barriers into the ongoing ageing workforce. Using a systematic review methodology, 18 publications were identified (published in English language since 2000 to 2014 in relevant peer-reviewed journals). The main findings of selected empirical studies indicated that: a) there is the need to focus HR management policies on older workers; b) age stereotypes toward older workers are multidimensional and there is the simultaneous existence of both positive and negative stereotypical beliefs; c) managers’ age stereotypes can affect several organisational outcomes. Self-categorisation theory and intergroup bias are recommended as promising theoretical approaches for studying age stereotypes toward older workers and their cognitive identification with the age group. (Edited publisher abstract)
Age-friendly organisations: the role of organisational culture and the participation of older workers
- Authors:
- APPANNAH Arti, BIGGS Simon
- Journal article citation:
- Journal of Social Work Practice, 29(1), 2015, pp.37-51.
- Publisher:
- Taylor and Francis
- Place of publication:
- Philadelphia, USA
Population ageing is a global phenomenon that has become prominent in international discourse over the past few decades. This discussion is often coupled with the economic implications of population ageing through reduced workforce participation of the older age group, increased government spending on health and pensions and reduced government income from taxes. A means of mitigating the economic costs of ageing is to lift the proportion of older individuals in the workforce and prolong working lives. This brings to the forefront an important point regarding the need for organisations to undertake changes so as to better enable the employment of older individuals and to cater for an ageing workforce. This article critically reflects on age-friendly organisational practices that can have an impact on the recruitment and retention of older individuals. It further contends that there is a need to develop a deeper understanding of factors that constitute an organisational culture geared towards the older demographic, in order for strategies and practices directed at older workers to be effective. Through this argument, the authors consolidate the literature on age-friendly organisational practices and propose a conceptual model of an age-friendly organisational culture, drawing from both functionalist and interpretivist paradigms. (Publisher abstract)
Working carers of older adults: what helps and what hinders in juggling work and care?
- Authors:
- BERNARD Miriam, PHILLIPS Judith E.
- Journal article citation:
- Community Work and Family, 10(2), May 2007, pp.139-160.
- Publisher:
- Taylor and Francis
This paper reports on a study which investigated how working carers and managers in two public sector organizations - a Social Services Department (SSD) and a National Health Service (NHS) Trust - combined their work and caring responsibilities. A multi-method approach was adopted consisting of five phases. First, a profile of the two organizations was established, followed by a short screening questionnaire to all employees to identify who was caring for an older adult over the age of 60. Third, a lengthier postal survey was sent to the 365 carers who had indicated a willingness to participate further. In the fourth and fifth phases, carers and managers were interviewed in depth about their experiences. This paper reports briefly on the survey, but then concentrates in particular on what was said in the interviews about what helps and hinders working carers of older adults. Despite the existence of policies to support carers, the findings suggest that these were far less important than informal support from colleagues and a sympathetic manager in the workplace. Commuting distance between work, home and the older person also posed difficulties for carers, along with inflexible schedules and work overload. Employers are urged to explore these issues further if they are serious about recruiting and retaining employees, and developing the work - life balance agenda to meet the needs of those caring for older and disabled adults.
Caring for our elders: a contemporary conundrum for working people
- Authors:
- SWANBERG Jennifer E., et al
- Journal article citation:
- Families in Society, 87(3), July 2006, pp.417-426.
- Publisher:
- The Alliance for Children and Families
As the U.S. population of individuals older than age 65 increases, so does the number of employees providing informal care to aging family members and friends. Using quantitative data, the authors describe the types of elder care situations experienced by individuals employed at one large organization in the United States. The authors present demographic information about employee caregivers and the people for whom they are seeking services, the reasons employees seek elder care consultation and services, and the types of services offered by the elder care program. Employees’ perceived benefits of utilizing elder care resources programs are also examined. Implications for practice, policy, and further research are discussed.
Good business: case studies in corporate social responsibility
- Author:
- UNIVERSITY OF BRISTOL. School for Advanced Urban Studies
- Publisher:
- University of Bristol. School for Advanced Urban Studies
- Publication year:
- 1993
- Pagination:
- 151p.,bibliog.
- Place of publication:
- Bristol
Contains case studies on the implementation of corporate social responsibility policies. Looks at: Reckitt and Colman's environmental policy; Iceland's policy on CFCs; British Airways environmental policy; Shell's management of an oil spill; Shared Interest Society Ltd. and ethical investment in the third world; the Cooperative Bank's ethical policy; Typhoo Tea and fair trade; consumer cooperatives in Britain and Japan; Ove Arup and corporate social responsibility; B&Q's employment of older people; and Sainsbury's equal opportunities policy and women.
Corporate culture and caring: the business case for family friendly provision
- Author:
- INSTITUTE OF PERSONNEL MANAGEMENT
- Publisher:
- Institute of Personnel Management
- Publication year:
- 1993
- Pagination:
- 72p.,list of orgs.
- Place of publication:
- London
Practical guide to designed to help all employers to calculate the cost of supporting employees with family responsibilities against the greater costs of not doing so.
The unconscious at work: individual and organizational stress in the human services
- Editors:
- OBHOLZER Anton, ROBERTS Vega Zagier
- Publisher:
- Routledge
- Publication year:
- 1994
- Pagination:
- 242p.,bibliog.
- Place of publication:
- London
Aimed at people managing and working in the human services, including consultants, trainers and students of organisational behaviour. Offers employees new ways of looking at their own experiences of stress at work, and of increasing understanding of the processes which can undermine effectiveness and morale. Part 1 contains the conceptual framework and examines the unconscious aspects of organisational life from psychoanalytical and from open systems theory perspectives. Part 2 looks at the stress involved in working with people and includes sections on working in a special baby care unit, with damaged children, disabled children, older people, and with dying people. Parts 3 and 4 deal with organisations and their effects on the people who work in them.