115 lines
3.8 KiB
YAML
115 lines
3.8 KiB
YAML
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abstract: 'Based on surveys taken in the Czech Republic and Slovak Republic, it is
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safe to say that employing people from the 50+ age category is not very
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attractive for today''s organizations. This, however, should change.
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Experts shed light on some of the benefits employing the elders has.
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They continue by disproving that older employees do not have sufficient
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potential for learning.
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Experts further propose that organization begin implementing a
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management system considerate to the employee''s age age management,
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including recommendations in fields such as health care, job
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restructuring, adapting to work organization, shift management according
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to impulses by employees and other. (E-sondy.cz, 2012)
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Age management is a term used for activities, the purpose of which is to
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support the complex approach towards dealing with demographical changes
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at the workplace. Legitimate practice in age management was defined as
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measures contending with the age barrier or supporting diversity and
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activities ensuring each employee receives the opportunity to fulfill
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his or her potential and is not at a disadvantage due to age.
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(Pillinger, 2008)
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The article introduces the results of the quantitative and qualitative
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research that was conducted by the author while writing his doctoral
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thesis, which was focused on personnel management and specific features
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of employees of the age group 50+ in Czech and Slovak organizations.
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Results from the article predominantly focus on the philosophy of age
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management and its role in Czech and Slovak organizations, both from the
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viewpoint of employees and from the viewpoint of managements from
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addressed organizations.
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The article attempts to point out the potential and personal know-how
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50+ employees have, and which employers could appreciate and utilize for
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their competitiveness. Furthermore, it is necessary to realize that
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establishing age diversity within work groups or teams will become
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inevitable. Company culture, which should support the complex approach
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to the entire philosophy of age management, also plays an important role
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in implementing age management into the organization. Also considered
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significant will be providing effective training of managers in order
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for them to successfully implement company strategy and processes and to
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further support employee age diversity. This step shall help improve the
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relations between organization management and all employees, which will
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comprehensively reflect on the image of the organization that will be
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considered as an organization implementing the policies of individual
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approach to each employee.'
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affiliation: Bejtkovsky, Ing Jiri, Tomas Bata Univ Zlin, Fac Management \& Econ, Zlin
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76001, Czech Republic.
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author: Bejtkovsky, Ing Jiri
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author-email: bejtkovsky@fame.utb.cz
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author_list:
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- family: Bejtkovsky
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given: Ing Jiri
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booktitle: 'INNOVATION AND SUSTAINABLE COMPETITIVE ADVANTAGE: FROM REGIONAL
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DEVELOPMENT TO WORLD ECONOMIES, VOLS 1-5'
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da: '2023-09-28'
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editor: Soliman, KS
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files: []
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isbn: 978-0-9821489-7-6
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keywords: 'age management; competitiveness; age diversity of employees; employee
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50+'
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language: English
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note: '18th International-Business-Information-Management-Association
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Conference, Istanbul, TURKEY, MAY 09-10, 2012'
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number-of-cited-references: '12'
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orcid-numbers: Bejtkovský, Jiří/0000-0003-1600-3487
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pages: 2212-2220
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papis_id: 583fb963143195fa0242329d5d3c8661
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ref: Bejtkovsky2012agemanagement
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researcherid-numbers: Bejtkovský, Jiří/B-2001-2018
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times-cited: '3'
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title: Age Management and Its Position in the Czech and Slovak Organizations
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type: Proceedings Paper
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unique-id: WOS:000317549801099
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usage-count-last-180-days: '0'
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usage-count-since-2013: '8'
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web-of-science-categories: Economics; Regional \& Urban Planning
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year: '2012'
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