Research Problem
Many challenges of a social and demographic nature confront societies all over the world. One of the acutest issues in modern times is the problem of aging and the needs of aging employees who do not wish to retire. This issue particularly concerns careers in project management. Engineering workplaces have become more lean and flexible, and project management careers become more ‘boundaryless’. As a result, it is crucial to investigate how the dynamics of aging may demand further requirements to career planning and preferences, the balance between life and work, and the enhancement and maintenance of organizational wisdom. The aim of this research is to investigate the significance of workplace design changes and altering concepts of project management careers as a result of aging.
Literature Review
The challenge of aging within project management has not been investigated in depth. However, there are a number of studies that focus on different aspects of managing an aging workforce. A study by Aaltio, Salminen, and Koponen (2014) analyzes the need for a holistic approach to the concept of an aging workforce. Botero and Hyysalo (2013) investigate the possibilities of collaboration with an aging population and emphasize the need for creating the most productive strategies for the evolving workplace. Research by ÄŒiutienÄ— and RailaitÄ— (2014) focuses on the peculiarities of managing an aging workforce. The authors analyze the position aging employees occupy in the labor market and pay particular attention to the concept of aging, as well as management requirements in relation to this concept. Heidemeier and Staudinger (2015) consider the idea of aging from the point of view of developmental psychology. Scholars investigate whether the commitment to work decreases in aging populations. Kooij et al. (2014) analyze the crucial aspect of human resource practices as related to aging employees. Loretto and Vickerstaff (2015) concentrate their study on the social and economic issues resulting from the changes brought by aging. In particular, they analyze the role of gender in the process of aging and emphasize that there has been insufficient attention to the question of gender in aging employees’ careers.
The review of the literature makes it possible to set the following objectives for this present research study:
- analyze the challenges faced by aging employees;
- assess the benefits and limitations of major changes in workforce policies;
- investigate the prevalence of aging employees’ desire to continue working;
- analyze the attitude of managers to keeping careers in project management open to aging employees.
The key research questions are as follows:
- How can the sphere of project management be enhanced through the participation of an aging workforce?
- Do the benefits of keeping aging employees outnumber the limitations?
- How can the dynamics of aging exert further pressures on career planning?
Indicative Methods
To answer the key research questions, it is necessary to make sure that the data collected is accurate and valid. The method of questionnaires will be employed to gather participants’ opinions on the issues discussed. Thus, the sources of data will be the participants themselves. Both managers and aging workers will be asked to participate in the study. The analytical strategy will be computer-assisted qualitative data analysis.
Possible Outcomes and Impacts
The intended beneficiaries in terms of research, policy, and practice, are the aging workers, managers, and government bodies. The aging citizens will benefit from the research since the study will outline the possibilities these employees currently lack. Managers will find the results advantageous because they will be given prompts on how to organize the process of work in their companies in the most efficient way by keeping the most productive workforce and looking for the best solutions. Governmental organizations can make use of the research findings in order to review retirement policies and provide those who want to continue working instead of retiring with such an opportunity. To ensure the impact of the research throughout the project, high-impact publications will be issued, and engagement activities with practice stakeholders will be arranged.
Reference List
Aaltio, I, Salminen, H & Koponen, S 2014, ‘Ageing employees and human resource management – evidence of gender-sensitivity?’, Equality, Diversity and Inclusion: an International Journal, vol. 33, no. 2, pp.160-176.
Botero, A & Hyysalo, S 2013, ‘Ageing together: steps towards evolutionary co-design in everyday practices’, CoDesign: International Journal of CoCreation in Design and the Arts, vol. 9, no. 1, pp. 37-54.
ÄŒiutienÄ—, R & RailaitÄ—, R 2014, ‘Challenges of managing an ageing workforce’, Procedia – Social and Behavioral Sciences, vol. 156, pp. 69-73.
Heidemeier, H & Staudinger, U 2015, ‘Age differences in achievement goals and motivational characteristics of work in an ageing workforce’, Ageing and Society, vol. 35, no. 4, pp. 809-836.
Kooij, DTAM, Jansen, PGW, Dikkers, JSE & de Lange, AH 2014, ‘Managing aging workers: a mixed methods study on bundles of HR practices for aging workers’, The International Journal of Human Resource Management, vol. 25, no. 15, pp. 2192-2212.
Loretto, W & Vickerstaff, S 2015, ‘Gender, age and flexible working in later life’, Work, Employment and Society, vol. 29, no. 2, pp. 233-249.