Page 118 - Petelin, Ana. 2020. Ed. Zdravje delovno aktivne populacije / Health of the Working-Age Population. Proceedings. Koper: University of Primorska Press.
P. 118
avje delovno aktivne populacije | health of the working-age population 116 complexity of the issue. Discussion and conclusion: Both absenteeism
and presenteeism are frequently the result of a fear of the »impossible«
or »loss«. The changes in society are more often than not dependent on
the changes in an individual’s value system. New values slowly but surely
take root in all pores of society; the process is greatly accelerated by
development and science. The research into the consequences of aging
society and longevity and the growing importance of employment of
older population has so far not been widely conducted on the academic
level and, consequently, changes and improvements have not been
implemented in real life yet. Monitoring and analysing of improvements
are of vital importance. The improvements that have already been
achieved in the field of equal treatment of older people in employment
can be cancelled out, sometimes very subtly, by a change on the global,
or even local level. Activities intended to increase the years of service of
older population should, therefore, not be pushed aside as less important.
Diversity, as a key characteristic of humanity, even in the golden years,
leads to outstanding results and higher quality of life.
Keywords: employment, working conditions, excessive workload,
presenteeism, absenteeism
Introduction
Increasing the duration and improving the employment of older population
has until recently been a goal of economic entities and political decision. This
has led to the need to increase the period of active service due to the fact that
older employees, who can draw on the knowledge and experience obtained
over several decades, have a desire to learn and are able to adapt to the new
economic circumstances, are of vital importance to active and productive soci-
ety (Novoselc, 2019; Logar Čuček, 2020).
At the moment, the so-called »new normal«, resulting from the conse-
quences of the epidemics and the consequent economic downturn, both at
home and abroad, significantly contributes to increasingly unfavourable con-
ditions for older population since longer employment is not encouraged. The
principle of lower market flexibility and higher job protection is coming into
the foreground, together with lowering the percentage of precarious jobs (Gas-
pari, 2020), which could also mean encouraging older employees to retire. The
companies that make use of the so-called exit strategies, i.e. early retirement
and lay-offs, tend to fall behind those that are successful in overcoming demo-
graphic and competition challenges (Van Dalen et al., 2015). Identifying job
risk factors and their mitigation, creating the culture of health and good work,
together with adapting working hours and job accessibility, all lead to the cre-
ation of jobs that are beneficial for all age groups and not only for older popu-
lation (Tratnik, 2019).
Frequently employees cope with the pressure at work, by absenteeism or
absence from work, or presenteeism, coming to work despite the need for re-
and presenteeism are frequently the result of a fear of the »impossible«
or »loss«. The changes in society are more often than not dependent on
the changes in an individual’s value system. New values slowly but surely
take root in all pores of society; the process is greatly accelerated by
development and science. The research into the consequences of aging
society and longevity and the growing importance of employment of
older population has so far not been widely conducted on the academic
level and, consequently, changes and improvements have not been
implemented in real life yet. Monitoring and analysing of improvements
are of vital importance. The improvements that have already been
achieved in the field of equal treatment of older people in employment
can be cancelled out, sometimes very subtly, by a change on the global,
or even local level. Activities intended to increase the years of service of
older population should, therefore, not be pushed aside as less important.
Diversity, as a key characteristic of humanity, even in the golden years,
leads to outstanding results and higher quality of life.
Keywords: employment, working conditions, excessive workload,
presenteeism, absenteeism
Introduction
Increasing the duration and improving the employment of older population
has until recently been a goal of economic entities and political decision. This
has led to the need to increase the period of active service due to the fact that
older employees, who can draw on the knowledge and experience obtained
over several decades, have a desire to learn and are able to adapt to the new
economic circumstances, are of vital importance to active and productive soci-
ety (Novoselc, 2019; Logar Čuček, 2020).
At the moment, the so-called »new normal«, resulting from the conse-
quences of the epidemics and the consequent economic downturn, both at
home and abroad, significantly contributes to increasingly unfavourable con-
ditions for older population since longer employment is not encouraged. The
principle of lower market flexibility and higher job protection is coming into
the foreground, together with lowering the percentage of precarious jobs (Gas-
pari, 2020), which could also mean encouraging older employees to retire. The
companies that make use of the so-called exit strategies, i.e. early retirement
and lay-offs, tend to fall behind those that are successful in overcoming demo-
graphic and competition challenges (Van Dalen et al., 2015). Identifying job
risk factors and their mitigation, creating the culture of health and good work,
together with adapting working hours and job accessibility, all lead to the cre-
ation of jobs that are beneficial for all age groups and not only for older popu-
lation (Tratnik, 2019).
Frequently employees cope with the pressure at work, by absenteeism or
absence from work, or presenteeism, coming to work despite the need for re-
