Session 05
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The document discusses four perspectives on learning in the workplace for older workers: 1) Participating perspective views learning as participating in communities of practice alongside other members. 2) Expanding perspective sees learning as the expansion of ideas and activities within cultural-historical systems through contradictions. 3) Emerging perspective considers learning as an emergent process within complex adaptive systems through non-linear interactions. 4) Desiring/fearing perspective examines how cultural fears and desires unconsciously shape how people learn and see themselves. All perspectives emphasize examining the entire work system, cognition as embodied, and critically analyzing workplace practices, values and the forces sustaining them.
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3. Community-based health promotion programs that help build social support networks can significantly improve unemployed individuals' psychological well-being and reduce health risks.
Workshop 03
The Senior Studies Institute at the University of Strathclyde provides lifelong learning opportunities for people over 50 through classes, seminars, and university course access. As populations age, more older workers will stay in the labor market longer to address workforce challenges. Potential solutions include reviewing ageist recruitment and training practices, and creating flexible work arrangements to take advantage of experienced older workers who face barriers to continuing employment.
Workshop 04
This document discusses issues around all-age employment in Greece and initiatives to address them. It notes a lack of targeted policies and few practices around age management in Greece. This has led to unfavorable scenarios as the population over 55 is projected to rise significantly. Several organizations are working on initiatives like knowledge transfer workshops, mapping the current situation, and promoting good practices in age management to help adapt solutions from other European countries and mainstream effective practices. The anticipated results include adapting European approaches to Greece, promoting innovative age management practices, and impacting employment and social integration systems, practices and policies.
Workshop 05
The document describes the Jobsis Mentoring Model project in Finland which aims to help social and health care professionals find employment through job rotation and mentoring. The mentoring model involves pairing experienced employees with less experienced mentees over a 14 week practical training period. Evaluation found that the majority of mentees and mentors felt the mentoring relationship and model were effective learning tools and over 80% of mentees achieved their learning goals. 12 out of 17 mentees found work in social or health care after completing the training and mentoring.
Workshop 06
The CAWA project aims to increase awareness of workforce ageing issues through national and European discussions. It develops guidelines to improve individual choice and societal well-being. The project involves partners from Austria, Sweden, Spain, Bulgaria and is coordinated by the Working Lives Research Institute in London. National workshops in each country discuss best practices in sectors like hotels, retail, and healthcare. Case studies and reports are published on the project website.
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Session 05
- 1. Understanding Learning in/for Work Implications for Older Workers Tara Fenwick University of Alberta, Canada
- 4. Context? Tools? Other actors?
- 11. Four perspectives of the system Participating Communities of practice Expanding Cultural-historical activity theory Emerging Complexity theory view Desiring/Fearing Psychoanalytic view
- 12. Learning as participating ( communities of practice view )
- 14. Learning as desiring and fearing ( psycho-analytic view ) Cultural fears and desires - play out unconsciously Examine these, how they are learned Examine how selves are made Learning - becoming aware of deep desires and fears - unlearning old survival strategies
- 18. Learning as emerging ( complexity science view )
- 24. Four perspectives Participating Communities of practice Expanding Cultural-historical activity theory Emerging Complexity theory view Desiring/Fearing Psychoanalytic view
- 28. Poor processes Inflexible job design
- 29. Uncritical uptake of “good worker” discourses