By Denise Gosselin Caldera M.A. (auth.), Patricia Brownell, James J. Kelly (eds.)
This e-book promotes an realizing of ageism, discrimination and mistreatment of older grownup employees, incorporating a world human rights viewpoint. The impression of ageism at the mistreatment of older grownup employees has to not date been tested intensive throughout the lens of overseas human rights tools, nor has discrimination opposed to older adults within the place of work been framed as a kind of elder abuse for learn and coverage making reasons.
This publication provides a multi-disciplinary exploration of those topics as they have an effect on paintings and retirement of older adults. It displays the view that older those that decide to paintings into outdated age could be capable of achieve this in permitting paintings environments that advertise dignity and are freed from abuse.
The contributing authors come from many disciplines, together with legislation, psychology, social paintings, enterprise, and overseas affairs. Many are participants of the foreign community for the Prevention of Elder Abuse (INPEA), a non-governmental association with consultative prestige on the United international locations, and feature dedicated their specialist careers to extend knowledge and figuring out of elder abuse so that it will hinder it. The editors wish that broadening the framework during which elder abuse within the office is known will stimulate additional examine, coverage and application improvement to handle this troubling social challenge.
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Additional info for Ageism and Mistreatment of Older Workers: Current Reality, Future Solutions
Harnessing the strengths of older persons and their positive contributions to the workforce and society can not only secure the rights of older persons, but also provide economic benefits to the employer and the country. Active Participation in Society and Development “A society for all ages encompasses the goal of providing older persons with the opportunity to continue contributing to society. To work towards this goal, it is necessary to remove whatever excludes or discriminates against them” (United Nations 2003, p.
Alex’s job provides health benefits for his disabled wife. • Wanda, age 73, overhears workers she supervises making fun of her appearance and the way she dresses, referring to her as an old bag and a fossil. She complains to her manager about their behavior, and is told that she is too sensitive, but that if she does not feel comfortable in the company she should think about taking a retirement package and leaving. Wanda lives alone and her job provides meaning in her life and needed financial support.
Powell framework also hypothesizes that the phenomena of interest are embedded in a socio-cultural context. The theoretical model on workplace bullying, however, emphasizes organizational factors over individual factors, and is more of a descriptive than a predictive model. For example, organizational factors inhibiting aggressive behavior interact with individual, social and contextual antecedents of aggressive behavior. Policy enforcement and organizational action – including tolerance and intolerance, social support and retaliation and retribution – are affected by, and in turn, affect the organization and the individual.