older people generally, who are being flushed out of the workforce much too early.
This matches information in the
college board's 2013 report, which shows a 40-year full-time working life, ages 25-64, and also shows only 25% of persons age 65+ participating in the labor force, regardless of level of education.
Unfortunately, late bloomers may get nipped in the bud, by employment practices which provide short careers.The book review article indicates that the author suggests...
Older employees could accept jobs with less authority and lower pay instead of agreeing to buyouts or suffering from layoffs. Employers would then have the advantage of their experience without the burden of their ever rising cost.
... which seems to flout age-discrimination laws...
... and which, combined with this article's insight
According to Georgia Tech psychology professor Phillip Ackerman, the best way for older adults to compensate for declines in youthful “fluid” intelligence is to select jobs and goals that optimize their “crystallized” knowledge and skills.
... causes me to wonder:
- do these positions exist?
- do these positions exist in sufficient quantity to be available for each person in the workforce, as they age?
- to what degree might such positions be
replaced by Artificial Intelligence and Machine Learning?
Might opportunities for employment remain available for author/presenter/consultant/mentor/tutor positions...?
The volunteer role of active, involved grandparent comes to mind... and relates to
this excerpt in a thread on Naviance.
