Summary
Population ageing is a process no longer confined to industrialized countries. Many developing countries are now also experiencing ageing of their populations, reflected by the rising share of the elderly in the total population. Not only are developing countries ageing, they are ageing at a much faster rate and at a much earlier stage of economic development, thus placing them at a greater disadvantage in terms of their ability to respond to ageing developments. The availability of domestic resources, for example, to finance ageing pressures on public finances and public services are likely to be more limited. In addition, the political timeframe available to formulate and implement appropriate policy responses will be shorter. Developing countries are confronting ageing pressures at a time when social security coverage is still limited to a minority of the better-off elderly population, and when the systems of protection which have supported the elderly in the past are gradually eroding.
Old age is commonly associated with retirement, illness and dependency. Most government jobs have set the retirement age at sixty. However, in a country such as India, where no universal social security exists, people tend to work as long as they can: About seventy percent of the elderly in India still work like the rest of the adults. It is important to recognize the strengths of the old and empower them rather than to adopt a paternalistic attitude that can have devastating impact on the self-esteem of the elderly citizens.
This study takes a close look at silver workers in Vadodara, India, who are working in their retirement age. By undertaking such a research, the government and civil society will be enabled to provide a better work environment for the silver workers.
Old age is commonly associated with retirement, illness and dependency. Most government jobs have set the retirement age at sixty. However, in a country such as India, where no universal social security exists, people tend to work as long as they can: About seventy percent of the elderly in India still work like the rest of the adults. It is important to recognize the strengths of the old and empower them rather than to adopt a paternalistic attitude that can have devastating impact on the self-esteem of the elderly citizens.
This study takes a close look at silver workers in Vadodara, India, who are working in their retirement age. By undertaking such a research, the government and civil society will be enabled to provide a better work environment for the silver workers.
Excerpt
Table Of Contents
The elderly are keen on redefining retirement. Instead of surfing and mountain-biking, the
elderly will prefer spend at least part of retirement not in leisure but working. It may be
sometimes for money or, out of necessity, or sometimes for no money but just because it is
personally rewarding. Not long ago, many employers appeared to be askance at elderly
workers. They thought that elderly workers lacked the spirit and imagination that youthful
cohorts can display. But now the times are changing. The motives of elderly people to go
out to work may differ; however, what is common to all of these people is that they want to
be actively working as long as they are able to work.
It appears that population ageing is one of the most important and challenging issues in this
millennium. It may infer that in this country, the ageing process has been largely influenced
by socio-economic development of society. However, the problems call for serious thinking
on a part that the government and civil society can play. In this context, the present research
would like to find the reasons of silvers workers for working after retirement.
CONTENTS
Acknowledgements
Abstract
List of Tables
List of Figures
Sr.
No.
Contents
Page No.
1. INTRODUCTION
1-52
1.1 Demography of Elderly Population
1.2 Elderly Defined
1.3 Elderly and Retirement
1.4 Work after Retirement amongst Elderly
1.5 Reasons of Working after Retirement
1.6 Perceptions about Retirement
1.7 Influence of Work on Elderly
1.8 Problems faced by Elderly at Workplace
1.9 Satisfaction at Workplace
1.10 Employers Attitude towards Recruiting Elderly after Retirement
1.11 Statement of the Problem
1.12 Research Questions
1.13 Justification
1.13.1 Justification of the Subject of the Study
1.13.2 Justification of the Sample of the Study
1.13.3 Significance of the Study in the Department of Extension and
Communication
1.13.4 Justification of the Variables
1.14 Objectives of the Study
1.15 Null Hypothesis of the Study
1.16 Delimitation of the Study
1.17 Assumptions of the Study
1.18 Operational Definitions of Silver Workers and Employers
2. REVIEW OF LITERATURE
53-82
2.1 Studies Related to Reasons of Silver Workers to Work after
Retirement
2.2 Studies related to Employment Status of Silver Workers
2.3 Studies related to Factors Influencing Silver Workers to Work
beyond Retirement Age
2.4 Studies related to Employers Perspectives towards recruiting Silver
Workers
2.5 Studies related to Perceptions of Silver Workers related to
Retirement
2.6 Studies related to Problems faced by Silver Workers
3.
METHODOLOGY
83-117
(A) Methodology for Quantitative Data
(B) Methodology for Qualitative Data
3.1 Pilot Study
3.1.1 Findings of the Pilot Study
3.1.2 Conclusion of the Pilot Study
3.2 Population of the Study
3.3 Sampling Unit
3.4 Sampling Frame
3.5 Sample Size and Selection Procedure of the Sample (Silver Workers
and Employers)
3.5.1 Sample Size for Qualitative Data
3.6 Construction of Research Tool
3.6.1 Description of Research tools used for Silver Workers
3.6.1.1 Section 1 Profile of Silver Workers
3.6.1.2 Section 2 Reasons of Working after Retirement and Perceptions
about Retirement
3.6.1.3 Section 3 Influence of Work on Silver Workers
3.6.1.4 Section 4 Problems faced by Silver Workers at Workplace
3.6.1.5 Section 5 Satisfaction at Workplace
3.6.1.6 Suggestions
3.6.2 Description of Research tool Used for Employers
3.6.2.1 Research tool used for Data Collection of Employers
3.7 Validity of Research Tools
3.8 Reliability of Research Tools
3.9 Pre-Testing of Research Tools
3.10 Procedure of Data Collection
3.11 Scoring and Categorization of the Data of Silver Workers
3.11.1 Categorization of Variables
3.11.2 Reasons to Work after Retirement
3.11.3 Perception about Retirement
3.11.4 Influence of Work on Silver Workers
3.11.5 Problems faced by Silver Workers at Workplace
3.11.6 Satisfaction at Workplace
3.12 Scoring categorization of Data of Employers
3.12.1 Qualities of recruiting Silver Workers
3.12.2 Advantages of recruiting Silver Workers
3.12.3 Disadvantages of recruiting Silver Workers
3.12.4 Influential Factors in recruiting Silver Workers
3.13 Statistical Analysis of the Data
3.14 Sampling Unit
3.15 Sampling Frame
3.16 Sample Size
3.17 Process of Conducting In-depth Interviews
3.18 Analysis of the Interviewed Data
4.
FINDINGS and DISCUSSION
-358
Part 1 Silver Workers
A)
Findings and Discussion of the Quantitative Data
4.1
Profile of the Selected Silver Workers
4.1.1 Details about Family
4.1.2 Silver Worker and their Present Occupation
4.1.3 Work History
4.1.4 Health Status
4.2 Overall and Aspects Wise Reasons of Silver Workers to Work after
Retirement
4.3 Differences in the Reasons of Silver Workers to Work after Retirement in
Relation to the Selected Variables
4.4 Item Wise Findings regarding Reasons Prompting Silver Workers to
Work after Retirement
4.5 Perceptions of Silver Workers about Retirement
4.6 Item wise Findings of the Perceptions of Silver Workers about their
Retirement
4.7 Preparation of Retirement
4.8 Influence of Work on Silver Workers
4.9 Differences in the Overall Influence of Work on Silver Workers in
relation to the Selected Variables
4.10 Item Wise Findings of the Influence of Work on Silver Workers
4.11 Problems Confronted by Silver Workers due to Work and Workplace
4.12 Differences in the Problems Confronted by the Silver Workers due to
118
120-326
120-288
work and Workplace in relation to the Selected Variables
4.13 Item Wise Findings of the Problems Confronted by the Silver Workers
due to work and Workplace
4.14
Satisfaction of the Silver Workers related to Work and Workplace
4.15 Differences in the Satisfaction of Silver Workers related to Work and
Workplace in relation to the Selected Variables
4.16 Item wise Findings of the Satisfaction of Silver Workers related to
Work and Workplace
4.17 Suggestion by the Silver Workers
B) Findings and Discussion of the Qualitative Data
289-326
4.18 Profile of the Selected Silver Workers
4.19
Interviews Conducted with Selected Silver Workers
Part 2 Employers 327-358
4.20 Profile of the Employers
4.21 Details about the Employees
4.22
Item wise Findings Regarding Influential Factors in Deciding the
Time to Retire
4.23 Item Wise Findings in view of the Qualities Considered by the
Employers While Recruiting Silver Workers
4.24
Item Wise Findings Regarding Advantages of the Employers while
Recruiting Silver Worker
4.25 Item Wise Findings Regarding Disadvantages Considered by
Employers in Recruiting Silver Workers.
5.
SUMMARY
359-386
Cited literature
Bibliography
Webliography
Appendices
Sr.
No.
List of Tables
Page
No.
1.
Description of Research Tools of the Silver Workers
92
2.
Content and Number of Statements under each Aspect.
95
3.
Content and Number of Statements under each Aspect.
96
4.
Description of Research Tools of the Employers
98
5.
Categorization of Independent Variables for Silver Workers
102
6.
Categorization of Dependent Variables for Silver Workers 103
7.
Plan for Statistical Analysis of the Data of Silver Workers
114
8.
Plan for Statistical Analysis of the Data of Employers
116
9.
Percentage Distribution of the Silver Workers According to their
Background Information
123
10.
Percentage Distribution of the Silver Workers According to their Native
State
127
11.
Percentage Distribution of the Silver Workers According to the Type
of House they Possess
128
12.
Percentage Distribution of the Silver Workers According to the Type
of Vehicle they Own and Drive.
129
13.
Percentage Distribution of the Silver Workers According to their
Purpose of Driving
130
14.
Percentage Distribution of the Silver Workers According to their
Participation in Number of Leisure time Activities
131
15.
Percentage Distribution of the Silver Workers According to their
Participation in Specific Leisure time Activities
132
16.
Percentage Distribution of the Silver Workers According to their
Type of Family
141
17.
Percentage Distribution of the Silver Workers According to their
Relation between Type of Family and Marital Status
142
18.
Percentage Distribution of the Silver Workers According to their Size
of Family
143
Sr.
No.
List of Tables
Page
No.
19.
Percentage Distribution of Silver Workers According to the
Educational Qualification of their Spouse (Husband/Wife)
144
20.
Percentage Distribution of Silver Workers According to the
Occupational Status 145 of their Spouse (Husband/wife)
21.
Percentage Distribution of Silver Workers According to the Sex of
their Children and their Marital Status
146
22.
Percentage Distribution of Silver Workers According to the
Occupational Status of their Sons, Daughters and Daughters-in-
Law
147
23.
Percentage Distribution of the Silver Workers According to their
Sources of Family Income per Month
147
24.
Percentage Distribution of the Silver Workers According to the
Gap of time between the year of Retirement and the year of
Joining Present Job
157
25.
Percentage Distribution of the Silver Workers According to
Organization they are working in after Retirement
159
26.
Percentage Distribution of the Silver Workers According to their
Employment Status
160
27.
Percentage Distribution of the Silver Workers According to the
Type of Organization
161
28.
Percentage Distribution of the Silver Workers According to the
Type of Work they are doing
162
29.
Percentage Distribution of the Silver Workers According to their
Present Designation
162
30.
Percentage Distribution of the Silver Workers According to Their
Type of Designation
163
31.
Percentage Distribution of the Silver Workers According to their
Present Salary and Type of Salary
164
145
Sr.
No.
List of Tables
Page
No.
32.
Percentage Distribution of the Silver Workers According to
Duties Performed by them Prior to Retirement and in their Present
Job
165
33.
Percentage Distribution of the Silver Workers According to the
Type of Duties Performed as the part of Present Job
166
34.
Percentage Distribution of the Silver Workers According to their
Working Hours Per Day
167
35.
Percentage Distribution of the Silver Workers According to the
Distance of their Workplace
167
36.
Percentage Distribution of the Silver Workers According to the
People who helped them in getting Present Job/Work
168
37.
Overall Intensity Indices and Percentage wise Distribution of the
Silver Workers According to the Problems they faced in
Searching Jobs after Retirement
169
38.
Percentage Distribution of the Silver Workers According to
Procuring the Present Job
171
39.
Percentage Distribution of the Silver Workers According to Social
Security Benefits that they receive from their Present Job
172
40.
Percentage Distribution of the Silver Workers According to their
Reasons for Working on the Present Job
173
41.
Percentage Distribution of the Silver Workers According to their
Expectations to Work after Retirement
174
42.
Percentage Distribution of the Silver Workers According to Work
they expected to do after Retirement
174
43.
Percentage Distribution of the Silver Workers According to the
Lacunas noticed in the Present Job as compared to the Previous
Jobs before Retirement
175
44.
Percentage Distribution of the Silver Workers According to
Passion for the Present Work
176
45.
Percentage Distribution of the Silver Workers According to the
Current Retirement Benefits Received
177
Sr.
No.
List of Tables
Page
No.
46.
Percentage Distribution of the Silver Workers According
Importance of their Present Work
177
47.
Percentage Distribution of the Silver Workers According to Age
they think appropriate for their Second Retirement (age when they
will be financially able to Retire from full/part time Work for pay)
178
48.
Percentage Distribution of the Silver Workers According to the
Extent of Appreciation they receive for the Present Work
179
49.
Percentage Distribution of the Silver Workers According to the
Extent they fulfil the Demands of Present Work
180
50.
Percentage Distribution of the Silver Workers According to their
Past Designation
193
51.
Percentage Distribution of Silver Workers according to Work
Experience Pre- Retirement
194
52.
Percentage Distribution of the Silver Workers According to their
Past Salary
194
53.
Percentage Distribution of the Silver Workers According to their
Type of Salary
195
54.
Percentage Distribution of the Silver Workers According to their
Employment Status
196
55.
Percentage Distribution of the Silver Workers According to the
Type of Work
196
56.
Percentage Distribution of the Silver Workers According to the
Type of Organizations
197
57.
Percentage Distribution of the Silver Workers According
Importance of their Work in Past
197
58.
Percentage Distribution of the Silver Workers According to their
Health Status
203
59.
Overall Extent Aspects and Percentage wise distribution of the
Reasons of the Silver Workers to Work after Retirement
206
60.
Overall Extent of the Reasons of the Silver Workers to Work after
Retirement in Relation to the Selected Variables
207
Sr.
No.
List of Tables
Page
No.
61.
Extent of Social and Familial Reasons of Silver Workers to Work
after Retirement in Relation to the Selected Variables
209
62.
Extent of Financial Reasons of Silver Workers to Work after
Retirement in Relation to the Selected Variables
211
63.
Extent of Personal Reasons of Silver Workers to Work after
Retirement in Relation to the Selected Variables
213
64.
Extent of Work Related Reasons of Silver Workers to Work after
Retirement in Relation to the Selected Variables
215
65.
t-Ratio Showing the Difference in the Reasons of Silver Workers
to Work after retirement in Relation to their Age
217
66.
Analysis of Variance (ANOVA) Indicating Reasons of Silver
Workers to Work after Retirement in Relation to their Educational
Qualification
218
67.
t- Ratio Showing the Difference in the Reasons of Silver Workers
to Work after retirement in Relation to their Educational
Qualification
218
68.
Analysis of Variance (ANOVA) Showing Difference between
Reasons of Silver Workers to Work after Retirement in Relation
to their Last Designation
220
69.
Ratio Showing the Difference in the Reasons of Silver Workers to
Work after retirement in Relation to their Educational
Qualification
221
70.
Analysis of Variance (ANOVA) Showing Difference between
Reasons of Silver Workers to Work after Retirement in Relation
to their Health Status
222
71.
t-Ratio Showing the Difference in the Reasons of Silver Workers to
Work after retirement in Relation to their Health Status
222
72.
Analysis of Variance (ANOVA) Showing Difference in Reasons
of Silver Workers to Work after Retirement in Relation to their
Type of Family
223
Sr.
No.
List of Tables
Page
No.
73.
Intensity Indices Showing Reasons to a great extent of the Silver
Workers to Work after Retirement
225
74.
Item Wise Intensity Indices showing the Social and Familial
Reasons of Silver Workers to Work after Retirement
226
75.
Item Wise Intensity Indices showing the Financial Reasons of
Silver Workers to Work after Retirement
228
76.
Item Wise Intensity Indices showing the Personal Reasons of the
Silver Workers to Work after Retirement
229
77.
Item Wise Intensity Indices showing the Work related Reasons of
Silver Workers to Work after Retirement
231
78.
Percentages wise Distribution of Overall Perceptions of the Silver
about Retirement
235
79.
Percentage Distribution of the Silver Workers According to the
Considerations in Deciding the Time to Retire
235
80.
Percentage Distribution of the Silver Workers According to their
Preparation for Retirement
236
81.
Percentage Distribution of the Silver Workers According to
Personnel's primarily responsible for preparing the Workers for
Retirement
237
82.
Percentage Distribution of the Silver Workers According to the
Circumstances that they thought could be the Reasons for the
Inadequate Retirement Savings of their Fellow Workers
237
83.
Item Wise Intensity Indices showing the Favourable Perceptions
of Silver Workers about Retirement
239
84.
Item Wise Intensity Indices showing the Unfavourable
Perceptions of Silver Workers about Retirement
241
85.
Percentage Distribution of the Silver Workers According to their
Stages of Planning Finance
244
86.
Percentage Distribution of the Silver Workers According to the
Specific Age when they started to Plan for Finance
244
Sr.
No.
List of Tables
Page
No.
87.
Overall Intensity Indices and Percentage Wise Distribution of the
Silver Workers According to the Stages of Life that they enjoyed the
most
245
88.
Percentage Distribution of the Silver Workers According to the
Need of money During Retirement Age
246
89.
Percentage Distribution of the Silver Workers According to the
Purpose to Need Money during the Retirement Age
247
90.
Percentage Distribution of the Silver Workers According to the
Preparedness to Spend More Money during Retirement
249
91.
Percentages Wise Distribution of Overall Influence of Work on
Silver Workers
252
92.
Extent of Influence of Work on the Silver Workers in Relation to
the Selected Variables
252
93.
t-Ratio Showing the Difference in the Influence of Work on Silver
Workers in Relation to Age
253
94.
t-Ratio Showing the Difference in the Influence on Silver
Workers in Relation to their Type of Work
254
95.
Analysis of Variance (ANOVA) Showing Difference in Influence
of work on Silver Workers in Relation to their Present
Designations
255
96.
Analysis of Variance (ANOVA) Showing Difference in Influence
of Work on the Silver Workers in Relation to their Health Status
255
97.
Item Wise Intensity Indices Showing Influence of Work on Silver
Workers
256
98.
Percentage Distribution of the Silver Workers according to the
Problems they confronted due to Work and Workplace
260
99.
Percentage Distribution of the Silver Workers According to the
Problems confronted due to Work and Workplace in Relation to the
Selected Variables
261
100.
Percentage Distribution of the Silver Workers According to the
Treatment received at Workplaces
263
Sr.
No.
List of Tables
Page
No.
101.
t-Ratio Showing the Difference in the Problems Confronted by
Silver Workers due to Work and Work Place in Relation to their
Age
264
102.
Analysis of Variance (ANOVA) Showing Difference between
Problems Confronted by Silver Workers due to Work and
Workplace in Relation to their Educational Qualification
265
103.
t-Ratio Showing the Difference in the Problems Confronted by
Silver Workers due to Work and Workplace in Relation to their
Educational Qualification
265
104.
Analysis of Variance (ANOVA) Showing Difference between
Problems Confronted by Silver Workers due to Work and
Workplace in Relation to their Present Salary
266
105.
t-Ratio Showing the Difference in the Problems Confronted by
Silver Workers due to Work and Workplace in Relation to their
Present Salary
267
106.
Analysis of Variance (ANOVA) Showing Difference between
Problems Confronted by Silver Workers due to Work and
Workplace in Relation to their Health Status
268
107.
Analysis of Variance (ANOVA) Showing Difference between the
Problems Confronted by Silver Workers due to Work and
Workplace in Relation to their Present Designation
268
108.
t-Ratio Showing the Difference in the Problems Confronted by
Silver Workers due to Work and Workplace in Relation to their
Perceptions about Retirement
269
109.
Item Wise Intensity Indices Showing the Problems Confronted by
the Silver Workers due to Work and Workplace
270
110.
Item Wise Intensity Indices Showing the Problems Confronted by
the Silver Workers at Workplaces due to Self
272
111.
Percentage Distribution of the Silver Workers according to their
Satisfaction related to Work and Workplace
273
Sr.
No.
List of Tables
Page
No.
112.
Percentage Distribution of the Silver Workers According to their
Satisfaction related to Work and Workplace in Relation to the
Selected Variables
274
113.
Percentage Distribution of what the Silver Workers thought about
an Ideal Age of Retirement
275
114.
t-Ratio Showing the Difference in the Overall Satisfaction related to
Work and Workplace of Silver Workers in Relation to their Type of
Work
277
115.
Analysis of Variance (ANOVA) Showing Difference in Overall
Satisfaction related to Work and Workplace on Silver Workers in
Relation to Present Salary
278
116.
t-Ratio Showing the Difference in the Overall Satisfaction of
Silver Workers related to Work and Workplace in Relation to
their Present Salary
278
117.
Analysis of Variance (ANOVA) Showing Difference in Overall
Satisfaction of the silver workers related to Work and Workplace
in Relation to their Present Designation
279
118.
t-Ratio Showing the Difference in the Overall Satisfaction of
Silver Workers related to Work and Workplace in Relation to
their Present Designation
279
119.
Item Wise Intensity Indices Showing the Satisfaction of Silver
Workers related to their Work and Workplace
281
120.
Percentage Distribution of the Silver Workers according to their
Suggestions for Specific Personnel Policy for Elderly Employees
283
121.
Percentage Distribution of the Silver Workers According to the
Need for Action Concerning Engagement of Elder Employees
284
122.
Percentage Distribution of the Silver Workers Suggestions for the
Important Services for Elder Employees
285
123.
Percentage Distribution According to the Facilities that Employer
can Provide to the Silver Workers
286
Sr.
No.
List of Tables
Page
No.
124.
Percentage Distribution of the Silver Workers interviewed
according to their Background Information
293
125.
Percentage Distribution of the Employers According to their
Designations
329
126.
Percentage Distribution of the Employers According to their Age
330
127.
Percentage Distribution of the Employers According to their
Experience in the organisation/company/institution/
corporate/firm
330
128.
Percentage Distribution of the Employers According to the Type
of Organizations
331
129.
Percentage Distribution of the Employers According to the
Finance Resource that they Resort for the Organizations
332
130.
Percentage Distribution According to the Age of Retirement
Prescribed at the organizations
333
131.
Percentage Distribution of the Employers According to Number
of the Silver Workers working in their Organisations
334
132.
Percentage Distribution of the Employers According to Increase in
Number of Elderly Workers in the Organizations
334
133.
Percentage Distribution of the Employers According to Increase in
Number of Elderly Workers in the Organizations
335
134.
Percentage Distribution of the Employers According to their
Roles in the Organisations
336
135.
Percentage Distribution of the Employers According to Reasons
Organisations for not Retaining retired Silver Workers after
Retirement
337
136.
Percentage Distribution of the Employers According to the Best
Age to Contribute to the Organizations
338
137.
Percentage Distribution of the Employers According to their
Opinions regarding Formal Policies/Programmes for Recruitment
of Employees who are Approaching Retirement Age
339
Sr.
No.
List of Tables
Page
No.
138.
Percentage Distribution of the Employers Concerned about Loss
of Valuable Knowledge faced by the Company/Organization
340
139.
Overall Intensity Indices Showing the Influential Factors in
Deciding Time to Retire
342
140.
Overall Intensity Indices Showing the Qualities Considered by
Employer Expect while Employing Silver Workers
344
141.
Overall Intensity Indices showing the Advantages of the Employers
while recruiting Silver Workers
346
142.
Overall Intensity Indices showing the Disadvantages if the
Employers in Recruiting Silver Workers
348
ILLUSTRATIONS
Figure
No.
List of Figures
Page
No.
1. Global Population by Age Group
3
2. Percentage of People Aged 60 and Over in the Labour Force
15
3. Percentage of Labour Force Participation by People 65 and Older by Region
17
4. Overview of the Study
84
5. Percentage Distribution of the Silver Workers according to their Age
134
6. Percentage Distribution of the Silver Workers according to their Sex
134
7. Percentage Distribution of the Silver Workers according to their Marital
Status
135
8. Percentage Distribution of the Silver Workers according to their
Educational Qualification
135
9. Percentage Distribution of the Silver Workers according to their Religion
136
10. Percentage Distribution of the Silver Workers according to their Caste
136
11. Percentage Distribution of the Silver Workers according to their Native
Place
137
12. Percentage Distribution of the Silver Workers according to their Type of
House
137
13. Percentage Distribution of the Silver Workers according to Vehicle they
Own
138
14. Percentage Distribution of Silver Workers according to the Type of Vehicle
they Own
138
15. Percentage Distribution of Silver Workers according to the Type of Vehicle
they Drive
139
16. Percentage Distribution of Silver Workers according to their Purpose of
Driving
139
17. Percentage Distribution of Silver Workers according to their Leisure Time
Activities
140
18. Percentage Distribution of the Silver Workers according to their Type of
Family
150
Figure
No.
List of Figures
Page
No.
19. Percentage Distribution of the Silver Workers according to their Marital
Status
150
20. Percentage Distribution of the Silver Workers according to their Size of
Family
151
21. Percentage Distribution of the silver workers according to the Educational
Qualification of Spouse (Husband)
151
22. Percentage Distribution of the Silver Workers according to the Educational
Qualification of Spouse (Wife)
152
23. Percentage Distribution of the Silver Worker's according to the
Occupational Status of Spouse (Husband)
152
24. Percentage Distribution of the Silver Worker's according to the
Occupational Status of Spouse (Wife)
153
25. Percentage Distribution of the Silver Workers according to the Marital
Status of the Son
153
26. Percentage Distribution of the Silver Worker according to the Marital Status
of Daughter
154
27. Percentage Distribution of the Silver Workers according to the
Occupational Status of the Son
154
28. Percentage Distribution of the Silver Workers according to the
Occupational Status of the Daughters
155
29. Percentage Distribution of the Silver Workers according to the
Occupational Status of the Occupational Status of Daughter in Law
155
30. Percentage Distribution of the Silver Workers according their Sources of
Income
156
31. Percentage Distribution of the Silver Workers according to the Gap between
Retirement Year and Year of Joining Present Job
181
32. Percentage Wise Distribution of the Silver Workers According to
Organization they are working in after Retirement
181
33. Percentage Distribution of the Silver Workers according to the Employment
Status
182
Figure
No.
List of Figures
Page
No.
34. Percentage Distribution of the Silver Workers according to the Type of
Organization
182
35. Percentage Distribution of the Silver Workers according to the Type of
Work
183
36. Percentage Distribution of the Silver Workers according to the Present
Designation
183
37. Percentage Distribution of the Silver Workers according to the Type of
Designation
184
38. Percentage Distribution of the Silver Workers according to the Present
Salary
184
39. Percentage Distribution of the Silver Workers according to the Type of
Salary
185
40. Percentage Distribution of the Silver Workers according to the Duties
Performed before Retirement
185
41. Percentage Distribution of the Silver Workers according to the Type of
Duties Performed in Present Job
186
42. Percentage Distribution of the Silver Workers according to the Type of
Duties Performed as Part of Present Job Wise
186
43. Percentage Distribution of the Silver Workers according to the Working
Hours
187
44. Percentage Distribution of the Silver Workers according to the Distance of
Work
187
45. Percentage Distribution of the Silver Workers according to the Persons who
helped in Getting Present Job
188
46. Procuring present job Wise Percentage Distribution of the Silver Workers
188
47. Percentage Distribution of the Silver Workers according to the Social
Security Benefits
189
48. Reasons of Working on Present Job Wise Percentage Distribution of the
Silver Workers
189
49. Percentage Distribution of the Silver Workers according to the Expectations
190
to Work after Retirement
Figure
No.
List of Figures
Page
No.
50. Percentage Distribution of the Silver Workers according to the work they
expected to do after Retirement
190
51. Percentage Distribution of the Silver Workers according to the Lacunas in
the Present Job as Compared to the Previous jobs before Retirement
191
52. Percentage Distribution of the Silver Workers according to the Retirement
Benefits
191
53. Percentage Distribution of the Silver Workers according to the Importance
of Present work
192
54. Percentage Distribution of the Silver Workers according to the Age of Re-
retirement
192
55. Percentage Distribution of the Silver Workers according to the Past
Designation
199
56. Percentage Distribution of the Silver Workers according to the Work
Experience of Pre Retirement
199
57. Percentage Distribution of the Silver Workers according to their Past Salary
200
58. Percentage Distribution of the Silver Workers according to the Type of
Salary
200
59. Percentage Distribution of the Silver Workers according to the Employment
Status
201
60. Percentage Distribution of the Silver Workers according to the Type of
Work Wise
201
61. Percentage Distribution of the Silver Workers according to the Type of
Organization
202
62. Percentage Distribution of the Silver Workers according to the Work in Past
202
63. Percentage Distribution of the Silver Workers according to their Health
Status
203
CHAPTER -1
INTRODUCTION
1.1
Demography of Elderly Population
The world is growing older. Longevity should be a matter for congratulations since
long life expectancy is regarded as an indicator to a successful society and an
effective health care system (World Health Organization2000).An ageless world is
not a myth anymore. Age is getting invisible as we move from longetivity to super
longetivity.
According to Gaminiratne (2004) "Population Ageing, Elderly Welfare and
Extending Retirement Cover: The Case Study of Srilanka" Population ageing is a
process no longer confined to industrialized countries. Many developing countries
are now also experiencing ageing of their populations reflected by the rising share
of the elderly in the total population. Not only are developing countries ageing, they
are ageing at a much faster rate and at a much earlier stage of economic
development, thus placing them at a greater disadvantage in terms of their ability to
respond to ageing developments. The availability of domestic resources, for
example, to finance ageing pressures on public finances and public services are
likely to be more limited. In addition, the political time frame available to formulate
and implement appropriate policy responses will be shorter. Developing countries
are confronting ageing pressures at a time when social security coverage is still
limited to a minority of the better-off elderly population, and when the systems of
protection which have supported the elderly in the past are gradually eroding.
Across the world, countries are experiencing population ageing. The growth rate of
the elderly population is more rapid in developing countries like India than
developed countries. Apart from demographic transitions, socio-economic and
political changes together with increased individualism have altered living
conditions of the elderly.
Today, the elderly demand that society should not only ensure independence and
participation, but also provide care, fulfilment and dignity. Limited understanding of
factors influencing their quality of life is largely responsible for the elderly being
1
denied a dignified existence. After all, the last stage of life holds as much potential
for growth and development as earlier stages. The diversity among the elderly and
varied inter-related influencing aspects from their environment need significant
consideration of researchers and policy planners.
According to the Report on the Status of Elderly in selected States of India 2011, by
United Nations Population Fund (UNFPA) a major demographic issue for India in
the 21st century is population ageing, with wide implications for economy and
society in general. With the rapid changes in demographic indicators over the last
few decades, it is certain that India will move from being a young country to an old
country over the next few decades. Presently, India has around 90 million elderly
and by 2050, the number is expected to increase to 315 million, constituting 20
percent of the total population. The analysis found that around three-fourths of the
elderly live in rural areas, of which 48 percent are women and 55 percent of them are
widows. Nearly 70 percent of rural elderly are dependent on others, and their health
problems increase with age. In addition to problems of illiteracy, unemployment,
widowhood and disabilities, older women in India also face life-long gender based
discrimination, resulting in differential patterns of ageing of men and women.
The Global Report on Ageing in the 21st Century (2012) reinforces the observations
made in India that there is multiple discrimination experienced by elderly persons,
particularly elderly women, including in access to jobs and health care, subjection to
abuse, denial of the right to own and inherit property, and lack of basic minimum
income and social security (UNFPA and Help Age International, 2012).
Further, the majority of the people at 60+ in India are socially backward and
economically poor. In addition, there is also extreme heterogeneity in the
demographic transition across states, resulting in vast differences in the demographic
scenario across social, economic and spatial groups. For instance, the state of Kerala
which had 11 percent of the elderly population in 2001 is expected to have 18 per
cent by the year 2026, with an absolute number of around seven million elderly. On
the other hand, Uttar Pradesh in 2001 had only six percent and will have around 10
per cent elderly population in 2026. Though the proportion of the elderly population
in Uttar Pradesh is smaller than in Kerala, the absolute number of elderly in Uttar
Pradesh is expected to be thrice that of Kerala as mentioned in the Report on the
2
Status of Elderly in selected States of India 2011, by United Nations Population
Fund (UNFPA) .Thus, adding life to the years that have been added to life is a
significant challenge. Yet, ageing is not to be viewed from a problem perspective; its
potential must be recognised and realised.
The demographic transition has altered age structure of the population where
sizeable proportion in the population of elderly persons becoming the norm today.
Decline in fertility rate, decline in mortality rate, improvement in child survival and
increased life expectancy signify development. These are the trends towards which
the world is progressing today. These are desired transitions. But these transitions
are not devoid of challenges. One significant challenge is the change in demographic
composition. The number of elderly in the world is set to increase significantly and
rapidly.
The elderly population in India is the second largest in the world, next only to China.
This population, which was 77 million according to the 2001 census (7.5% of the
total population), is projected by the UN to increase to 137 million by 2021. Three-
fourth of the elderly population live in rural areas. Their annual growth rate is higher
(3%) as compared to the growth rate of the total population (1.9%). Population
projections show that by 2050, the elderly population in India will surpass the
population of children below 14 years.
Figure 1: Global Population by Age Group
Source: World Population Prospects: the 2006 revision population database.
3
x Globally, the number of people over 80 is growing at 4 percent per annum, whereas
the population as a whole is growing at 1 percent per annum. 3.5 million People
will be over 100 years old by 2050. Over half will live in Asia.
x The 21st century will witness a gradual transition to an ageing society the world
over. The process which first started in low fertility western societies and in Japan
is now spreading to the developing countries of Asia, Africa and Latin America.
x Countries like China and India will not only be at the forefront in terms of absolute
number of total population, but also in terms of absolute number of the elderly
(60+) population.
x Is the country ready to embrace this transition? Do we have adequate and
appropriate elderly care systems in place in the context of changing socio-
economic conditions? What is the plight of the elderly among the poor? Are there
options to set the poor on the trajectory of graceful ageing?
x In brief, the long-term impact of decline in fertility and reduction in the size of
family will lead to a decrease in the population of children (0-14 years), which in
turn will push up the population in the working age group.
x Looking to these data, it is obvious that elderly would require special attention and
care. It is said that a person starts aging one he/she is out of work place. The
"retirement period" is considered as dangerous for the health of individual.
x Old age is commonly associated with retirement, illness and dependency. Most
government jobs have set the retirement age at 60. This has tuned many urban
minds to think that working life beyond 60 is incidental. However the truth speaks
to the contrary.
x About 70 percent of the elderly in India work. They work like rest of the adults.
The number of elderly that work in rural areas is more than their counterparts in
urban areas.
x Even at the age of 80 and above there are about 35 percent elderly working. Most
of the elderly workforce is engaged as cultivators and agricultural laborers.
x Elderly are also engaged in trade and commerce, non-household industry,
household industry, sense of lowered self-esteem and loss of control. Living with
children determines the physical and psychological well being of the elderly to
some extent. But complete dependence takes away the degree of autonomy in the
4
economic and social decision making. Therefore the elderly want to work for as
long as they wish.
x Experiential studies indicate that health is closely connected to active life. Activity
drives away isolation and boredom to a large extent. Among the poor gainful
employment of the elderly brings in economic security.
x Currently in India the opportunities for the elderly to work are less compared to
their willingness and ability to work. This has to change. They should get
opportunities to work as long as they wish in productive jobs without being forced
into retirement.
x This work should their current abilities. Fortunately, many of these abilities are in
demand. When designing poverty reduction/livelihoods programs it is very
important to make the elderly part of the designing and planning process.
x The active-elderly can be prepared for graceful ageing to make the transition as
smooth as possible. Attention can be paid towards improving the livelihoods and
income levels of these groups so they have decent reserves to take care of
themselves in times of need.
The primary reason for such demographic ageing is improved Medicare in all its
aspects. Due to the phenomenal advances in medical and biological sciences, infant
mortality has been substantially reduced. The general healthcare of the population
has improved. People have become, over the years, nutrition and health conscious.
There has been a general increase in the overall standard of living. What are the
likely effects of people living longer on the society and country at large? An
immediate impression that grips everyone is that the ageing population might
become a burden to the concerned country and the world at large.
The reduction in fertility level, reinforced by steady increase in the life expectancy
has produced fundamental changes in the age structure of the population, which in
turn leads to the aging population. India had the second largest number of elderly
(60+) in the world as of 2001. The analysis of historical patterns of mortality and
fertility decline in India indicates that the process of population aging intensified
only in the 1990's. The older population of India, which was 56.7 million in 1991,
is 76 million in 2001 and is expected to grow to 137 million by 2021. Today India
5
is home to one out of every ten eldely of the world. Both the absolute and relative
size of the population of the elderly in India will gain in strength in future.
1.2 Elderly Defined
The use of words `elderly',' older persons' and `senior citizens' in both popular and
scholarly works gives an impression that they make a homogeneous group. But, in
fact, there prevails great deal of variation between and among these various
categories of old people. The concept of an old age varies between societies and it
has undergone great deal of change in diverse context. Population ageing is a
multidimensional phenomenon and, as such, it is difficult to provide its clear
definition. Some would wonder whether an old age is a problem in India in the first
place or it is one of those unwanted legacies inherited from the West. In fact, the
discussion demands to clarify. What constitutes old age? Is it an age at which
employees retire? or is it only a mental process?. Does it pose a challenge that
organs do not co-operate and the body becomes inhabits number of diseases or it is
viewed as an opportunity to take up a renewed vigour and cultivate hobbies or
interests for which he/she had little time earlier in life.
Gorman, (2000) defines The ageing process is of course a biological reality which
has its own dynamic, largely beyond human control. However, it is also subject to
the constructions by which each society makes sense of old age. In the developed
world, chronological time plays a paramount role. The age of 60 or 65, roughly
equivalent to retirement ages in most developed countries is said to be the
beginning of old age. In many parts of the developing world, chronological time has
little or no importance in the meaning of old age. Other socially constructed
meanings of age are more significant such as the roles assigned to older people; in
some cases it is the loss of roles accompanying physical decline which is significant
in defining old age. Thus, in contrast to the chronological milestones which mark
life stages in the developed world, old age in many developing countries is seen to
begin at the point when active contribution is no longer possible."Although there
are commonly used definitions of old age, there is no general agreement on the age
at which a person becomes old. The common use of a calendar age to mark the
threshold of old age assumes equivalence with biological age, yet at the same time,
it is generally accepted that these two are not necessarily synonymous.
6
Different writers have viewed ageing in different contexts as the outcome of
biological, demographic, sociological, physiological or other processes.
Hermanova, (1988) views "Ageing in its demographic sense is not the same as the
biological process of ageing which is dynamic and continuous. Chronological age
does not measure psychological age".
According to Talib (April, 2000), every society marks the biographical trajectory of
its members into recognized scenes of a play. Each scene represents different roles
and narrations, varying colours and costumes. As individuals graduate from one
scene to another, they acquire newer identities and relations in the structure and
dynamics of the play. The imagery of drama is somewhat restrictive if deployed to
understand life. While a play has clear cut scenes, actual life has several replays of
the same drama enacted simultaneously. The final, the middle and the early scenes
of a play coexist in actual life; it is their inter-relation, which makes a scene or a
group of actors' problematic. The last scene in life has invariably been understood
either segmentally or integrally. In a segmental view, old age is set apart,
constructed through stereotypes and discriminated against, simply because those
enacting the last scene are considered worn out and removed from the central
concerns of active, healthy and productive life".
Since the present study proposes to conduct study on silver workers in India , based
specifically in the city of Vadodara, it would be interesting to know how the Indian
concept of old age was originated and implemented in the context of societies in
India. Majority of the Indians population consist of people with Indian way of
living. Irrespective of caste or creed, they mostly follow the system of `ashrams' or
stages of life and the caste system. However, deterioration has occurred in the spirit
of systems which has originally based on division of work in human life of society.
Accordingly, human life is presumed to be of 100 years which is divided into four
stages or ashrams according to an age. `Brahmacharya ashrama' from birth to 25
th
year, second is `Grihasthashrama' , from 26
th
year to 50 years and third is
`Vanaprastha ashrama', from 51
st
year to 75
th
year and fourth is `Sanayastashrama' ,
from 76
th
year to 100
th
year. Of these four stages, the later two stages relate to old
age like , say from 50 years to 60 years as early old age- age or young-old age,
from 60 years to 70 years as middle old-age and 70 years and above as old age.
7
The silver workers that are referred in the present study fall in a range of 60 years
and above.
In the Indian context, a person beyond 50 years is supposed to be relived from
family responsibilities entrusting all powers and duties to their grown-up sons and
daughters. They are supposed to lead almost a retired life under the care of their
families. In case of financially strong family, things go smoothly. But with families
undergoing financial constraints, things are bit difficult to manage and its effect
surfaces in attitude and behaviour of younger members to elders. Eventually,
growing apathy and neglect of elders in families forces the elderly to decide to work
even after retirement.
Ageing is measured in many ways. To a nonprofessional an elderly means a person
who lives longer. Ageing refers to the process of growing older or the effect of age
i.e. the deterioration in psychological capabilities.
Considering the facts first--7 percent of India's population is
elderly today. The definition of elderly as given by World Health Organization
(WHO) and other
agencies determines an old age at sixty years. But interestingly, now the
agencies divide the elderly population into 3 age groups
1. YOUNG-OLD-AGED---60 to 70 years old
2. MIDDLE-OLD- AGED--70 to 80 years.
3. OLD-OLD- AGED---- above 80 years.
An old age is a part of life cycle about which there are numerous myths and
stereotypes. They present an overstatement of commonly held beliefs; the old age is
portrayed in reference to dependent individuals .It is characterized by a lack of social
autonomy. It carries a sense of being unloved and neglected by both their immediate
family and friends, and posing a threat to the living standard of younger age groups
by proving a "burden" that consumes without producing anything. These negative
notions cause decline a status of old people in society. Stereotyping is judging,
reacting to, or treating another person on the basis of one's perception of the group to
which that person belongs or in which they have been placed. The terms old or older
describe a group of people to which certain characteristics are assigned. They may
8
include positive traits such as experience, good judgment, strong work ethic, and a
commitment to quality. In a more negative vein, older workers have been
characterized as lacking flexibility, resentful to new technology, unwilling or unable
to learn new skills, and unable to compromise or adapt to new conditions. Viewing in
the context of work sector, as Lord and Farrington, (2006) state that "many people
attribute high absenteeism, and high job turnover to the older population due to the
stereotype of a physically and mentally declining individual". So there prevail variety
of observations as regarded to elderly and retirement. They may be explained in view
of establishing the basic theme of the resent research.
1.3 Elderly and Retirement
"Retirement kills more people than hard work ever did."- Malcolm S. Forbes
Given the trend of population aging in the country, the elderly population faces a
number of problems and adjusts to them in varying degrees. These problems range
from absence of ensured and sufficient income to support themselves and their
dependents after retirement to ill health, absence of social security, loss of social
role and recognition and to the non-availability of opportunities for creative use of
free time. The needs and problems of the elderly vary significantly according to
their age, socio-economic status, health, living status and other such background
characteristics.
Retirement refers to an ongoing period in life that traditionally has been considered
to begin at the point of withdrawal from working life. Retirement is a social
concept implemented primarily during the past 100 years due to changes in life
expectancies and population demographics. Increase in life expectancies over the
past century has produced both challenges and opportunities during the retirement
phase of life. It continually calls for increased attention and resources. The arrival
of the elderly generation arriving at an retirement age has enormous implications
for population demographics, workforce, and a host of social and economic issues.
A dramatic trend toward early retirement, coupled with increased life expectancy,
ensures a growing focus on issues related to retirement.
9
For individual retiree, this retirement period of life holds remarkable potential and
risk as well. The usual definitions of retirement imply withdrawal from the
workforce and from remaining years of life. Operationally, retirement has been
conceived in a variety of ways:
a) A well-deserved rest as a reward for years of work
b) A means of maintaining an effective work force
c) A period of transition to old age
d) A distinct period of human development
e) A period for postretirement careers
f) A period of adjustment to loss of work identity.
Perhaps all of these concepts are applicable across to or within particular cases.
Developing of a general theory or model for retirement has been difficult for several
reasons. For example, the number of factors that influence the nature and quality of
experience of retirement are substantial. Further, there is no real standard to
determine the beginning of retirement. Some workers choose to retire early and
some choose not to retire at all, some others are forced to retirement; whereas some
retire partially; and some even return to work after retirement. Viewing retirement
in socio economic economical context "Age-based retirement arbitrarily severs
productive persons from their livelihood, squanders their talents, scars their health,
strains an already overburdened social security system, and drives many elderly
people into poverty and despair. Ageism is as odious as racism and sexism."
The word "Retirement" implies by its very nature letting go, dropping or giving up.
Some people legitimately wish to spend their later years relaxing. It may be true
but, according to studies carried out at Harvard University and Johns Hopkins
University, a vast majority of retired people list boredom as their complaints.
Turning sixty? Time to sit back and relax? But it would not be a case anymore. In
fact life begins at sixty! There is lot to do in life after sixty. Age is just a number of
years for growing number of elderly citizens. The population after age 60 is smart
and not at all the 'sathya gaya' types as made out in the past. Living life of dignity,
self sufficient, at ease in parties, not to content with babysitting of their grand kids.
It makes a true face of aged. Ageing is now fashion and not even negativity about
life. "Life ki Second Innings Back foot pe nahi front foot pe khelni chahiye". This
10
is a mantra for the sixty plus and it has fascinated many elders who do not want to
retire.
Retirement is an occupational transition. It is therefore considered important in the
field of occupational therapy.
Life after so-called "retirement" is defined in India as
an age after sixty years. The question arises, are these elderly helpless as made out?
The reply is not at all. Retirement is not an end. It is the beginning. It is a phase in
which an old chapter closes and a person moves forward to live a new chapter in
life to face another. People can do many things after retirement. Gone are the days
when the post retirement plans did not extend beyond undertaking regular
pilgrimages and live happily in company of grandchildren .In recent years the
concept of retirement, mostly in the metros and towns, has almost become defunct.
An idea of "Second Innings" is now more acceptable and appropriate terms its
claimants are living it up every moment.
The manner in which people leave the work force does not always translate simply
into "retirement" in a customary sense. About one-third and one-half of people who
leave their full-time career jobs move into, what can be described "bridge jobs"-
these jobs are full-time or part-time paying jobs. As Quinn (2002, 2003) explains,
other than those in which they spent the better part of their working years and that
presumably "bridge" the transition from work to retirement. Still others leave the
work force entirely for a while and return later on. Prisuta (2004) explains what is
more, as many as half of current retirees left the work force earlier than they
planned or had wanted to, most often because of poor health or adverse economic
events, such as plant closings, layoffs, or downsizing . Several specific factors may
interact to influence individuals' experience of retirement. These factors include
finance, health and medical care, relationship, housing, existential issues, security,
and satisfaction with career.
Retirement can lead to a sense of social isolation. Especially when work
relationships are just primary or retirement involves a geographical movement.
Social support systems are critical to most people. A need for social support also
changes across years of retirement. It requires some significant planning and
adjustment. It is generally thought advisable to start discussing retirement issues
and plans with friends and family much before the time to retire actually
11
approaches. Access to family or others relatives who can play supportive role in
retirement is a key dimension of satisfaction. Consequently, everyone ought to be
involved in the planning process. Certain kind of support, with financial matters for
example, may be best handled through professionals approach. From the
perspective of generating supportive atmosphere, retirees also need to make plans to
contribute to the support of the significant others (e.g., spouse, children, and
siblings). The retiree can do it by sharing responsibilities with these individuals.
There is substantial increase in number of retirees who wish to return to work, at
least part-time. It reflects shifting financial demands. Some others however may
choose to return to work for a variety of reasons other than financial. For instance,
they may see work as an opportunity to help others; to meet
achievement/productivity needs; to stay engaged cognitively and socially; to share
knowledge, skills, or experiences; or to gain the intrinsic rewards associated with
engagement in work. Any of these objectives can also be satisfied by doing
volunteer work as well. Objectives for any work or activities have to be
thoughtfully planned. Retirees who wish to return to work ought to consider both
the reason for assuming work responsibility and their specific expectations
regarding the work.
It is very normal for retirees to have with a lifetime of experience and getting more
of free time to reflect on the meaning of life. The reality of mortality increases with
age. Retirement can serve a great opportunity, not only to reflect on purpose of life
issues, accomplishments, and failures, but also to develop and project a vision of
the future. Sharing the reflections of retirement with younger generations, staying
engaged with social and religious institutions and activities, and engaging in service
to others are all easily accessible ways to enhance meaning and value of life in
retirement. They can be realized with, these skills, abilities, and motives that were
set up and nurtured in the earlier phase of life.
At any age a person can do new things, learn new skills, and be more active with
the community. Many countries have witnessed major changes in the work and
retirement patterns of their older citizens during the last 3 decades (Jacobs, Kohli
and Rein, 1991). In developed countries, until the 1950's retirement from the
workforce was an event that occurred almost exclusively at a regulated age, with
12
little possibility of receiving a pension prior to that age (Tracy, 1979). Since then,
countries have adopted a wide range of approaches to provide old age security, to
old age persons. As a result, different potential routes have emerged to benefit for
persons who make the transition from labour force participation to retirement.
Changes in view of part-time work, unemployment, disability pensions, and early
retirement have hastened withdrawal from the labour force, and increased an
average number of years that an individual spends outside formal economic
activities (Torrey, 1982).
The American Association of Retired Persons received 36,000 responses to a
working life survey, covering 375 job titles from workers age 50 and who had
returned to the workplace after an initial period of retirement (Bird 1994). The three
most frequently cited reasons for returning to work include those of financial need,
liking to work, and keeping busy. However, closer examination of the data revealed
that "financial need" would refer to money to help the children as well as to meet
basic needs. "Liking to work" would include feeling of being successful, enjoying
excitement of the workplace, and contributing. Further the reasons of "Keeping
busy" would mean working with a spouse, staying healthy, and fulfilling a social
need. Reasons cited for remaining or returning to the workplace expressed the
social meaning of work. Ginsberg (1983) viewed that work provides income, status,
and personal achievement; structures time; and provides opportunities to explore
interpersonal relationships. In the study by Stein, Rocco, and Goldenetz (2000),
older workers who remain in workplaces or return to workplace were mentioned as
not planning wisely. A need to contribute, expecting appreciation from others, and
desire to create something would form reasons for not retiring from the workplace.
Work is something more than mere earning livelihood; it is a way to life. When
people live longer, what mechanisms are available to them to remain active and
productive in employment and other gainful activities? How much unemployment
and poverty are there among elderly? Are they covered under existing social
security schemes and/or do they own financial assets and property? Are they
assured of income through pension and retirement benefits? Is there any special
social security provisions for elderly? What are the policy responses? This study
aims to finds out answers to such questions.
13
1.4 Work after Retirement amongst Elderly
In the view of the elderly work, it is said,
"The race is over, but the work never is done
while the power to work remains...
it cannot be, while you still live.
For to live is to function;
that is all there is in living.
These thoughts may reflect a perspective of current older generation about work.
Age is identified as a fundamental organising principle of modern society. One of
the areas of our lives that are structured with reference to age is employment. In
particular, a practice of withdrawing from the labour force resulting into
retirement is age related. Retirement can thus be socially constructed
phenomenon. Yet it has more the economies of the organised labour markets than
with preferences and abilities of older people to participate in paid employment
Old age is commonly associated with retirement and illness and dependency are its
by-products. Most government jobs have an age of retirement set at sixty years.
This conveys to many in urban societies that working life beyond sixty years is just
incidental. However, the truth speaks about the contrary. About seventy percent of
the elderly in India are to be working, they work like other workers. The society
needs to recognize strengths of the old and empower them rather than adopting a
paternalistic attitude to cause devastating impact on self esteem of the elderly
citizens. According to AARP study (2007), 'Old age' calls for much more personal
and individualistic definition like: A 60-year-old may be known as 'old,' while an
85-year-old remains youthful. What works in it is not longevity of life in years, but
spirit of living that sees no age. Therefore, people, especially in the West, now see
retirement as a time of reinvention and a new chapter in life. People in more
affluent societies want to carry on working even in retirement.
14
Figure 2: Percentage of People Aged 60 and Over in the Labour Force
Source: World Population Prospects: the 2006 revision population database.
The above figure reflects that in least developed country more number of persons
ageing 60 and beyond, both men and women, were engaged in labour force as
compared to those in less developed countries. However, those in more developed
countries remain lower than world statistics. In more recent times, a line between
working full-time a.nd not working has blurred. Many elderly persons prefer partial
retirement or they look to find for other ways of raising income after they leave full-
time employment. The AARP (2002) survey has found that 70 percent of mature
workers plan to work into what they view as their retirement years. Updating the
2002 survey, the survey Staying Ahead of the Curve 2007: The AARP Work and
Career Study reports that 27 percent of the 45-75 year olds questioned admit about
a need for money as a reason to continue to work, while 21 percent attributed their
decision to work in retirement to the reason that they enjoy working.
The study further reports that 51 of those interviewed said they plan to work part-
time in retirement, while 29 percent of them do not have any plan to work. Another
11 percent of the respondents even plan to start their own business or work for
themselves and 6 percent plan to work full-time. The final report includes a section
called Blueprint for Change" that focuses on creative policies adopted by
progressive employers. These creative practices include among other things flexible
work schedules and work arrangements, competitive health and other benefits,
restructuring jobs or workplaces to accommodate employees' unique needs related
15
to later life, recharging late-career workers with updated training, and utilizing
knowledge retention strategies. There has been growing emphasis on lifestyle and
consumption in retirement rather than on idleness and leisure. It is supported with a
new rhetoric that emphasizes that `retirees' have worked hard and they deserve their
time in the sun. This kind of reformulation of retirement seems to be driven in part
by cultural changes arising from social transformations of persons in sixties in
which the elderly generation gave a new legitimacy and cachet to youthfulness. The
elderly fascination for youth culture leads them to denial about own ageing, and
redefine old age and retirement. The elderly who create the cult of youth are now
confronted with the unreality of the sixties to refrain `Hope I die before I get old'.
Nonetheless, elderly seem determined to prolong their adolescence and resist the
future (Mackay 1997). In keeping with their ability to rewrite the rules, it seems that
the elderly can live up to lament simply by redefining what is `old' with slogans
like `50 is the new 40'etc. Redefinition of old age is further supported by the
government campaigns like `Positive Ageing'. It emphasizes that retirement is an
active time to call for social and cultural involvement. It may also further contribute
to the perception that retirement is just the next lifestyle phase. Such new
understanding of retirement is echoed in the demos study. Many older persons work
for economic reasons, but as an old age increases the ratio of older persons who
work for economic reasons decreases, while the ratio of those who work for health
increases.
It has been observed over the world that if more people avail enjoys opportunities
for dignified work earlier in life, (properly remunerated, in adequate environments,
protected against the hazards) the more they would be able to reach old age able to
participate in the workforce in old age by it, the whole society would benefit. In all
parts of the world, there is an increasing recognition of a need to support active and
productive contribution by older people in the form of formal work, informal work,
and unpaid activities at home or in voluntary occupations. Volunteering need not be
an isolated activity. Instead, it is a reflection of an underlying quality of social
connectedness. It may manifest itself in many ways like through work for social
life, formal community service, informal helping, secular civic engagement, or
faith-based good works. Social connectedness is also strongly associated with
health and welfare of individuals in a community, which is a necessary precondition
16
for engaging in community service (Berkman et al. 2000; Fried et al. 2004; Rowe
and Kahn 1997). A critical question, then, arises in relation to the elderly's potential
as a community resource about an extent to which they will embrace and enhance
quality of social connectedness. This is where the real promise of improving the
quality of community life lies. It is played out through a variety of mechanisms,
formal and informal, structured and unstructured, organized and unorganized
In developed countries, the potential gain of older people encouraged to work
longer is not being fully realized. But when unemployment is high, there is often a
tendency to see reduced number of older workers as a way to create more jobs for
younger people. However, experience shows early retirement to free up new jobs
for the unemployed has not been an effective solution (OECD, 1998).In less
developed countries, older people are by necessity more likely to remain
Figure 3: Percentage of Labour Force Participation by People 65 and Older,
by Region
economically active into old age (see Figure 3 ). However, industrialization,
adoption of new technologies and labour market mobility threaten much of the
traditional work of older people, particularly in rural areas. Development projects
need to ensure that older people are eligible for credit schemes and full participation
in income- generating work opportunities.
17
Study after study disproves stereotypes about old people. Older workers can indeed
learn new processes and technologies. They are no less efficient or productive; they
are less absent than younger workers. They are less likely to shift jobs for a new
career, and are no more inflexible about full-time and overtime than any other
worker. The world of the aged may appear to be ugly and undesirable and young
may reject them. Young people with vigour and strength forget that one day they
will find themselves in the same shoes. It is just same life that we all have. Why
cannot we build a world of love to shelter all, irrespective of age? Why cannot life
begin after retirement, rather than end? .This can be possible only if the society will
understand the importance of the elderly. It is important that society understands
that retirement of a person does not mean end of his/her capabilities and potentials
of the person. They still have capacity to work. It is the responsibility of the society
to encourage them to work and live their life with dignity and respect so that they
do not have to depend on their family for their daily requirements. This will
definitely facilitate understanding and adjustment necessary for the old and the
young to appreciate mutual problems and create harmony, love and respect for each
other.
The problem to promote an idea of "Active Elderly" amongst society is a challenge
pose by the age related stereotypes about elderly that they are weak, they have
health related problems, and they are stubborn and slow. These preconceived
stereotypes occupy minds of people to be resentful to employ elderly, or associate
them with work. It is not enough; they also lead to misconceptions about the
elderly that keep them away from work. There is a need to develop a bridge
between the elderly and other segment of society. Society needs to listen to
problems of the elderly and the elderly as well should learn about the expectations
that society keeps from them. There is an urgent need to bridge this gap and build
alternative bridges of productive interaction between two to far alien generations.
Some solution has to be sought to put an end to a situation like two aliens locked in
the same cell denying communicating with each other and share ideas and concern
about life.
18
1.5 Reasons of Working after Retirement
"Retirement at sixty-five is ridiculous. When I was sixty-five, I still had pimples."
George Burns
"Age is only a number, a cipher for the records. A man can't retire his experience. He
must use it. Experience achieves more with less energy and time.
Bernard Mannes Baruch
The above quotations express spirit of youthfulness among elderly persons who are
still zealous to work more and be active to contribute. There are various reasons for
employment of older persons. They work mainly to earn their living, but it is also
noticed that even if they do not need money, they do not retire from their jobs. This
is because they want to work for self-satisfaction, for friendly relations with
colleagues and also for realization of their social participation.
To some extent, older workers remain in the workplace because they are healthier,
cognitively able and want to remain engaged in work. In view of the study on older
workers, Rix (1990) observed that many elderly workers continue to work at peak
efficiency and that there is virtually much more variation within age groups than
among age groups. Cognitive performance and personality have little effect on
workers output except in the most physically demanding tasks. Farr, Tesluk and
klein (1998) find in their study that there is no consistent relationship between an
age and performance across settings. Some more observations among faculties like
in the sciences, an age had a slight negative relationship to publicity productivity
(Levin and Stephan 1989).Some studies indicate stronger negative relationship
between an age and work performance for non-professional and low-level clerical
jobs than for higher-level craft service and professional jobs. (Avolio, Waldman and
Mc Daniel 1990; Waldman and Avolio 1993)
According to the study conducted by AARP titles "Staying Ahead of the Curve
2003: The AARP Working in Retirement". It is observed that more than three in
four pre-retirees (77- 87 percent) who plan to work in retirement indicate that their
desire to stay mentally and physically active and to remain productive and useful
are among the major factors causing them to consider work in retirement work. In
contrast, no more than two in three (54-66 percent) indicate that the need for health
19
benefits or the needing money are among the major factors influencing their
decision to work.
However, when the respondents were asked to indicate only one major factor for
their decision to work in retirement, it became clear that the need for money is the
most common primary motivator. Specifically, when they were asked to choose
only one major influence to their decision to work, respondents were more likely to
cite the need for money (22 percent) than any other factor. The second to
importance of money is a need for health benefits (17 percent) .It is followed
closely by a desire to remain mentally active (15 percent) and a desire to remain
productive or useful (14 percent).
Numerous AARP reports present evidence that older workers form an active
segment of the workforce (AARP 2004).One evidence indicate that 1,200 elderly
and almost 80 percent of the respondents were found to be planning to work in
some capacity during their retirement years(AARP 2005).The following factors
impacted older workers for decision making.
x Inadequate retirement savings
x Stagnating pension coverage and other benefits reduced to extent to many
workers with little or no pension protection and inadequate health benefits
x Changes and reduction in eligibility for full social security benefits
x Higher education levels educated workers are more likely to stay in labour force
x Increased life expectancy and improved health status
x Labour shortages that may prompt employers to implement programme and
polices to attract and retain older workers
Although it appears that pre-retirees would expect that retirement work will avail
them to provide a variety of nonfinancial benefits as well as financial benefits, the
fact remains that a need for money is the most frequently cited as "one major
factor" for working in retirement .It suggests that a sizable portion of these workers
would choose to spend their retirement years outside of the workforce if they felt
them financially secure doing so. Not surprisingly as compared to workers who do
not plan to work in retirement, those who plan to continue working in retirement are
more likely to have lower household family incomes.
20
Retirement from economic activities need not mean retirement from non-economic
activities. Some retired persons live alone in later years and some participate in a
variety of non economic activities like community work, hobbies, religious groups,
and the like. Smooth and satisfied retirement would mean smooth transition
from
economic activities to such personal and social kind of activities.
Ageing and changes in work force may prompt us to re-examine and revalue
meaning and necessity of work for older workers. An ageing work force might
influence cultures and values at workplaces in ways may that change our notions of
meaning and necessity of work. A workplace that blends training opportunities,
flexible employment patterns, and policies supportive to needs of ageing work force
becomes a workplace that value elderly workers as capable, productive, and
knowledgeable workers. Elderly workers will need organizational and social
supports to encourage the extension of the work life (Bailey and Hansson 1995).
Discovering meaning of work in the lives of elderly workers would provide is
fertile ground to adult educators. They might explore more of learning-teaching
approaches that would prove more effective to provide career guidance to older
adults making while transition to part-time work, returning from periods of
retirement, or thinking about leaving the work force. Flexible schedules, job
sharing, reduced loads, and seasonal employment can be redefined in the context of
a changing and ageing work force. Notions of full-time, part-time and career are
applied usually to workers of the age between 18-65may need to be re-examined
in a light of employees who wish to work beyond even eighth decades of life.
Elderly workers possess rich source of experience, accumulated knowledge, and
wisdom. The quality and sensitivity reflected in an institution's program for
counselling, training, retraining, and preparing elderly workers transition of life and
career might indicate way by which organizations can recruit and retain their valued
and productive workers
21
1.6 Perceptions about Retirement
Aging is judged by different criterion in different societies. The transition to old
age is identified with several factors such as chronological age, ill health,
retirement, physical/mental deterioration, and death of spouse. Studies reveal that
changes in social role (widowhood, grandparenthood, retirement) and physical
health dominate the definition of age identity. At the same time, studies also reveal
that, like other age group, some aged separate illness or disability from aging.
While they feel their health has deteriorated because of aging, their personality
continues to remain the same. Thus, self-image remains unaltered, as the subjective
image of age is not changed.
For many of us, it can be unpleasant to grow older. Our society and culture value
youth, and being old is sometimes treated like a disease that has no cure. Of course,
it's a reality that all of us have to face at some point, so aging is a huge topic of
study for sociologists. Among other things, they observe patterns of social activity
and identify the challenges we all face as we age. The larger challenge that has
been identified is retirement.
Retirement may seem like something to strive for - a goal - not a challenge to face.
It's nice to imagine not having to go to work every day, travelling and living a life
of leisure. However, retirement like this doesn't happen too often anymore. In our
current economy, more and more individuals have no choice but to work well past
the age of 65. The harsh reality is that most of those who cannot work - and even
some of those who can - live in or close to poverty.
Money aside, another part of the challenge of retirement is adjusting to retired life.
Work provides us not only with income but also with social interaction and a sense
of purpose. So, our job is often an important part of our identity. When it ends, it's
common to struggle with the loss of that identity.
Retirement is a fluid concept because it connotes different things and is fraught
with different experiences for different people. While some individuals perceive it
positively and anticipate it with nostalgia others dread its eventuality with great
anxiety. Thus, it could be said that it is not a homogenous experience for everyone.
22
Retirement is a time of significant transition as far as the use of time is concerned.
However, the importance of retirement is made more glaring by the fact that the
retired person is made to face some challenges because of his/her new status (as a
retired person). It has been noted that retirement is a stressful experience to many
because of its associated life decision change in the matter of life arrangement
generally. It has been postulated by Elezua (1998) that the moment retirement
comes knocking on the door (of an employee) it enters with challenges and
expectations.
Retirement has been defined as a state of being withdrawn from business, public
life or active service. According to the Industrial Training Fund, Centre for
Excellence (2004), retirement is a real transition. In the views of Kemps and Buttle
(1979) in Ubangba and Akinyemi (2004), retirement is a transfer from one way of
life to another; they note that many people suffer from retirement shock such as a
sense of deprivation during the early period of their retirement. In the opinion of
Olusakin (1999), retirement involves a lot of changes in values, monetary
involvements and social aspects of life. Olusakin further noted that for some
retirees, it leads to termination of a pattern of life and a transition to a new one.
However, Billings (2004) described retirement as the transition from first
adulthood to second adulthood which is often a jarring and unsettling experience. It
follows from these descriptions/definitions of retirement that a retired person or
retiree is any person who performs no gainful employment during a given year or
any person who is receiving a retirement pension benefit and any person not
employed full time, all year round after his/her disengagement from a previous
work schedule. It is deducible; therefore, that retirement implies a transition from
active working life at youthful age with adequate financial capability to less
rigorous work schedule or lack of any tangible work schedule at old age.
Retirement usually entails changes to economic circumstances. The loss of paid
employment may lead to lower life satisfaction due to financial insecurity and a
lower standard of living. On the other hand, for people with substantial financial
resources these factors may not be of concern, while for others moving from
unemployment to retirement may entail greater financial security if eligible for the
aged pension or superannuation funds.
23
The negative effect of retirement due to financial insecurity may be particularly
marked if the retirement is involuntary. Research has found that control over the
timing of retirement may be important to higher levels of wellbeing (Quine et al.,
2007; Sharpley and Layton, 1998; Szinovacz, 2003; Schulz and Heckhausan, 1997;
Mirowsky and Ross, 1989; Herzog et al., 1998; Heckhausan and Schulz, 1995;
Seeman and Lewis, 1995).
There are many social circumstances which may change at retirement. The end of
working life may be associated with the loss of a role fundamental to personal
identity and social status. This can result in disengagement from society due to the
loss of social support and networks. Retirees may also experience low motivation
and boredom if they are unable to replace the lost role with new activities (Pinquart
and Schindler, 2007: 442).
1.7 Influence of Work on Elderly
One of the most influencing factors is decision-making in the work /retirement
transition that will be influenced by the degree of control which individuals have
over key events affecting their lives. Researchers contrast those with total choice
and control to those with virtually no choice at all. Between these extremes will be
a variety of circumstances and experiences, these influencing the extent to which
work and retirement pathways are open to individual control. Social class appears
as a significant variable, with those from manual occupations much less able to
make meaningful choices about whether or not to extend work or take flexible
retirement.
The context for decision-making is likely to be important. Organisational factors
are likely to influence decision-making in the move from work to retirement.
Family circumstances may be relevant for some, notably for those with
responsibilities for caring for a spouse or parent. Women in their 50s have been
identified as a `pivot' generation, juggling care as well as work roles. Decisions
about work and retirement must also be located in the wider social networks within
which personal ties are embedded.
24
Retiring early or late may be normative among a group of colleagues within a
particular occupational setting. Personal relationships are themselves likely to
influence work and retirement options, notably in respect of the timing of decisions
made by couples about leaving or staying on at work.
Retirement decisions are directly related to labour force, and especially elderly
labour force participation. Major factors affecting elderly participation include
education, working spouse or spousal labour force supply, health, personal
properties and family debt, financial status of the family, marital status, number of
children and fertility rate.
According to the discussed arguments, postponing or advancing retirement which
happens in response to different factors, causes a change in the rate of participation
from the elderly and the participation of all labour force in the labour market. There
may be people who are still active in the labour market even after retiring and
receiving pension. Although there is a close relationship between retirement and
getting out of the market in developed countries, as the retirement pension they
receive is not enough to support their family.
Therefore, any factor relating to retirement and retirement decisions has a direct effect
on labour force participation, though outflow of labour force from the market and lack
of labour force participation in the labour market may be a more general and
comprehensive concept than retirement. In other words, factors that influence labour
force participation and retirement decisions can also affect retired people's decision to
return to the labour market.
1.8 Problems faced by Elderly at Workplace
Retiring from paid work may be different from the transition to retirement while
unemployed. Many people transition to retirement from unemployment due to the
large proportion of unemployed people (ABS, 2010). Older people may have
difficulties in finding work because of employer preference or because of rapid
changes in technology.
25
What problems do elderly employees face in the workplace?
Reduced employment opportunities: Those who are returning to the workforce or
making a career change later in life find it harder to maintain salary and benefit
levels comparable to their previous employment, because fewer options are
available.
Decreased training participation: When compared to younger workers, elderly
are less likely to participate in workplace training activities (35 hours per year for
younger workers versus 9 hours per year for elderly).11 Contributing factors to this
disparity potentially originate from perceptions of both employers and employees
that prolonged tenure means greater level of workplace knowledge or lack of
interest. Employees also may feel diminished support from management to
participate in training opportunities.
Increased discrimination: Employer anxiety around salary and benefit costs have
driven some to avoid interviewing and hiring elderly, even though evidence
suggests it would not cut workplace productivity or earnings to employ them.
More challenging workplace conditions: When the need arises for elderly to care
for aging family members or slowly transition out of the workplace, they may be
confronted with inflexible work hours. Flexible work conditions, such as
unconventional work schedules or the ability to telecommute, are important for
employers to consider when employing elderly.
Salary expectations: Salary expectations also can be a major obstacle for older
workers, many of whom made high incomes because of their experience level and
length of time at their former company.
26
1.9 Satisfaction at Workplace
For many life events, people can be expected to experience a common reaction. For
example, getting a job could be expected to be associated with an increase in life
satisfaction for a period of time. Life events such as unemployment, ill health or
bereavement are typically accompanied by low levels of life satisfaction (Carroll,
2007; Cole et al., 2009). The effect of retirement on life satisfaction differs for a
range of reasons, depending on the individual circumstances surrounding the
retirement transition. The associated change may be negative or positive, or there
may be no change at all.
Previous studies generally found that job satisfaction is not only associated with
salary but also with achievement, personal growth or relationship with others
(Robbins, 2001). For the situational predictors, none of the occupational
characteristics predicted life satisfaction, while all measured characteristics
experienced by individuals during post retirement activity predicted work
satisfaction. This is largely consistent with the Job Characteristics Model
(Hackman and Oldham, 1975) with the important addition that opportunities to
pass on knowledge (generativity opportunities) are also important in post-
retirement work, which corresponds to findings on work motives at older ages (e.g.,
Calo, 2005; Grube and Hertel, 2008; Loi and Shultz, 2007). But the main part of
the variance in work satisfaction is explained by opportunities to fulfill one's own
achievement goals, perceived appreciation, and autonomy. This might suggest that
persons who engage in unpaid post-retirement activities live in a different `work
world' than older employees still embedded in traditional work settings.
According to the study conducted by Over half of employees say job satisfaction is
more important than salary in ensuring they are happy at work, a survey has
revealed.
Job satisfaction was the most important factor for 56% of UK workers in securing
happiness in the workplace, in contrast to just over a third (36%) who ranked pay
above all else, according to the findings from Capital One. Furthermore, more than
six in ten (62%) workers are happy in their current role, with one in five (19%)
going so far as to say they love it.
27
Happiness in work was also noticably higher among older employees, with 67% of
those aged over 55 saying they loved their job. Job satisfaction appeared a primary
motivator in ensuring happiness at work for older employees, with 61% of those
aged over 55 Good employers recognise that their staff are their best asset and
invest in creating positive working environments, empowering through trusted
leadership and offering secondary benefits that support employees work life, well-
being and interest. Creating an environment for success boosts morale, innovation
and productivity.
1.10 Employers Attitude towards Recruiting Elderly after Retirement
Despite the lack of consensus regarding the point at which a worker officially
becomes an "older worker," there is no debate that elderly face a number of
challenges in the workforce, some of which are due to common perceptions of
elderly--whether they are accurate or not. Studies of employer attitudes toward
elderly workers consistently find that elderly are perceived to have a number of
positive characteristics such as a good work ethic, acquired knowledge and
experience, loyalty to the company, dependability, a commitment to quality, and
productivity
Employment at older ages, however, depends not only on the willingness and
ability of elderly to work but also on employers' willingness to hire and retain them.
In surveys, employers usually say they value elderly' experience, maturity and work
ethic, but often express concern about their relatively high salaries and benefit
costs. One-quarter of employers in a 2006 survey said they were reluctant to hire
elderly. Furthermore, some employers appear to discriminate against elderly. For
companies happy to employ elderly, studies have shown that employers can reduce
the barriers to working at older ages by offering phased retirement opportunities
and reduced and flexible hours.
Many stereotypes and prejudices related to the employment of elderly persons that
employers usually exhibit to avoid employing them find no justification today and
cannot be taken as valid arguments. Primarily, the demand for manual work has
decreased, which suits elderly to a large extent. Similarly, due to the advances in
medicine and better life conditions, the physical and mental health of elderly
population have improved, which enable them to be able to work longer hours than
28
it was possible in the past. Besides, the living style has completely changed in the
last two decades. All this has led to a situation that even those who count as the
richest and who can safely retire, wish to continue to work and feel useful to
themselves, to their families and to their society. The poor ones are forced to work
even after they have formally retired because their pensions are small and often
insufficient to allow a decent life. There is also a category of people that were laid
off due to the crisis, who cannot exercise their right to retirement and hence want to
find a new job. The motives of elderly people to go out to work may differ;
however, what is common to all of these people is that they want to be actively
working as long as they are able to work. Some wish to try new jobs and start up
their own firms. Here they encounter numerous barriers of different forms.
One stereotype is that older people are less physically active and less mentally
prepared to answer the demands of their jobs than the younger age groups. These
attitudes cannot be fully accepted given that the health (both mental and physical)
of elderly people is much better nowadays than it used to be in the past. Hence, they
represent a valid potential in terms of labour force, skills and experience that
societies need to put to productive use. Experience with "active aging" shows that
older people, when integrated into the society, lead a better quality life, live longer
and stay healthier. A conclusion can be drawn that integration and participation in
employment are closely connected with the concept of social cohesion, a vital
constituent of a healthy society. This can be achieved through a more substantial
support the society should provide for this category of population in terms of
encouraging them to be economically active as long as they choose or are able to
be. The lack of policy that will regulate these issues leaves elderly people to live
their lives in poverty instead of recognizing their active economic and social
contributions. It is in this view that we can rightfully conclude that aging is a
natural process, and that healthy elderly people are an important resource for their
families, their communities, as well as for the economies of their countries.
Since there are elderly workers active on the labour market, organizations may
benefit by employing elderly workers with intrinsic work values, since these
elderly workers are more willing to invest in their work and relationship with the
organization (Bal and Kooij, 2011).
29
In view of this reality, the present research seeks to conduct an enquiry into
economical, social and psychological undercurrents in the reality today that prompt
elderly decide to work even after they retire from their first employment. Does it
turn out to be a kind of compulsion or because of familial responsibilities on their
part or they wanted to do it out of their willingness or passion for work, or some
other kind of considerations? The present research focuses on these issues to review
the decisions of elderly to work after retirement. Popularly these workers are termed
as "Silver Workers". The focus is laid on silver workers in the city of Vadodara to
conduct a sample study on the related issues at large. Emerges from the responses
and reflections of the silver workers against the questions asked to them. As a result
we can obtain perspective on the silver workers decision to work after retirement.
1.11 Statement of the Problem
Keeping in view above discussion a study entitled "A Study on Silver Workers Residing
in Vadodara City was undertaken"
1.12 Research Questions
There are questions concerning to the elderly and their decision to work in
retirement. They reflect on variety of issues related to them. So they need an in-
depth inquiry. The present research proposes to dwell on the following questions
and analyse their implication in the interest of projecting the reality about silver
workers and focus on some pertinent reasons, influencing factors, perceptions about
retirement and problems puzzling and troubling them. In the light of the above,
discussion, the following questions need to be responded by assessing
Q-1 How many elderly get success in seeking job after retirement?
Q-2 Do the companies welcome them as silver workers?
Q-3 Do they respect their work experience?
Q-4 Are they paid what they deserve? Or are they exploited?
30
Q-5 Are they treated in the way same as young colleague in a unit?
Q-6 Are they given any extra benefits for being in their third stage of life?
Q-7Are elderly happy and satisfied with the type of job they do after their
retirement?
To seek answers to these questions it was proposed to take up "A study on Silver
Workers residing in Vadodara City"
1.13 Justification
1.13.1 JUSTIFICATION OF THE SUBJECT OF THE STUDY
The subject of working and caring has gained much attention in the last decades.
However the research carried out in the field is mostly concentrated on childcare
and mothers of young children. Only recently, a subject of caring for an elderly and
its impact on employment and individual choice gets serious attention. Such sudden
growth in interest for the elderly care cannot be accidental. We live in a time when
the elderly generations are increasingly growing into a big cohort and the younger
generation is constantly shrinking to minority causing care deficit.
The elderly are keen on redefining retirement. Instead of surfing and mountain-
biking, the elderly will prefer spend at least part of retirement not in leisure but
working. It may be sometimes for money or, out of necessity, or sometimes for no
money but just because it is personally rewarding. Not long ago, many employers
appeared to be askance at elderly workers. They thought that elderly workers lacked
the spirit and imagination that youthful cohorts can display. But now the times are
changing.
With respect to living arrangement and gender significant variations in morbidity
exist among the elderly. Elderly population has become a challenge for many
developing countries because their socio-economic development does not keep pace
with rapid increase of the ageing population. Many nations are not adequately
equipped with the social and economic potentiality to facilitate their elderly people
31
to lead a dignified healthy life (Kalache A and Keller I, 2000). Healthy elders are a
resource to their families, communities, countries and economies (WHO, 2002).
But for many elderly with no savings, lack of old age economical security, poor
health, no economic support from their children and little help from their children,
friends and communities, the old age is not a phase of life worthy of looking
forward to (UNFPA, 2002).
In a country like as India, in which no universal social security exists, people tend
to work as long as they can (Irudaya Rajan,2005).In India ,there are several
mechanism of social safety nets for vulnerable groups in the form of the gratuity,
provident funds and social insurance programmes. The coverage of these schemes
is restricted to 12 percent of elderly engaged at work mostly in the organized sector.
The remaining 88 percent of elderly are engaged at work in unorganized sectors.
They may have an access, though to limited extent to social assistance, social
insurance, employer's liability and social allowance. In order to address limited
coverage of these schemes, in view of ensuring fiscal viability, new initiative are
undertaken, including the pension reforms. The increased life expectancy and
improved health status of older people allow them to work after retirement. As soon
as a person retires, he does not necessarily become old, inactive or non-
contributory. His / her capacity to contribute to society is not reduced and hence, an
opportunity to continue working should be allowed to the elderly.
Opening the doors to welcome elderly would prove very beneficial to organizations
in time when a talent crunch is faced. Elderly can help in transmitting knowledge
within the organization to benefit younger workers. Abundance of experience and
wisdom that the aged possess cannot be gained from books or friends or can never
be downloaded from the websites. The elderly who possess enough experience and
maturity to cope with problems in life can help to enhance productivity by
alleviating problems that a company confronts in its day to day functioning.
In order to remain active, the elderly have to find out adequate the possible work in
which they can engage themselves. It may be part time or some kind of social work
or of counselling about education. At such a stage in life a person should become a
participant in life instead remaining a mere spectator. It will help them to remain
economically independent. In addition, by utilizing of their time in constructive
32
activities they can review enthusiasm and interest in life. One elderly person from
Vadodara city shared his experience of retirement. He said "I am killing my time
every day. I play with my grandchildren, help my wife in household chores, watch
television and read newspapers. But I always feel that I must utilize my time by
sharing my expertise with others. I must contribute to the society". This expression
reflects that an elderly person would not be satisfied with normal household duty
and hobbies as pastime activities. Along with them he would rather be aspirant to
find out ways to share his/her knowledge and experience, benefit younger
generation and, in that way, to impart valuable contribution into making of a new
better work for generations to come.
Life expectancy has reportedly increased over the past few decades. With the
elderly population in a country is increasing both in terms of absolute numbers in
proportion of the total population; yet, traditional family norms and values to
support the elderly are eroding gradually. Being country with second highest
population in the world, India needs to determine priority issues for future research
on ageing and redefine methodologies to undertake such studies. Earlier studies on
ageing enable us to understand issues concerning the elderly, especially their
problems. However, besides being exploratory, descriptive and localized, most of
the studies focus on the urban elderly mostly male retirees/pensioners. The elderly
are viewed as mere passive receivers of care. Now the profiles of the elderly
population are undergoing a big change with a shift in issues concerns and
aspirations. Today, a big proportion of the elderly intends to lead active life to earn
sense of fulfilment for themselves, their family and the community. These changes
affect quality of their life both directly and indirectly. Consequently, it is imperative
to prioritize research efforts and evolve alternative methodologies to conduct
meaningful issues related to ageing.
Researches consistently reflect that elderly in general and elderly workers in
particular suffer from negative perceptions of their capabilities and desires for
continued work. Recently, however, with changes occurring in context of
employment markets and new researches suggest that the tide may be turning in
favour of elderly workers. One key reason for examining the current situation for
elderly workers is that many businesses start to worry about finding enough
33
workers to fill the void of intend caused with elderly workers. They now consider
employing elderly a positive step to safe guard the interest of the organizations. The
AARP too begin to recognize and reward companies that prove them "elderly
worker friendly."
The words like "work," "retirement," "volunteer," and also those related to the
ageing (e.g., "seniors") tend to oversimplify the reality, which is more complex
.They may serve as barriers to change. To combat negative image of the elderly as
mere frail, dependent elderly underpinning a grim view of their future, society too
willingly promote their positive image of the "active senior" usually indefatigable,
healthy, usually wealthy, and eternally young in spirit. Both the images have
limitations. New language, imagery, and stories need to be evolved to help elderly
and the general public to re-envision the role and value of elders and also the
meaning and purpose of later years in a person's life. Today's elderly live longer
and remain healthy for longer periods of time the previous generations did.
Currently cohorts of elderly workers are facing new pressures to continue work
beyond the conventional age of retirement. Some continue to work because they
enjoy it and expect new meaning, structure and purpose that work can provide to
life .They want to continue work in order to receive costly health benefits. They
want to work also to supplement inadequate pension that they are receiving. Some,
of course, work because they can ill afford retirement. And, finally, new researches
that view across generations of workers reveal that at least in some instances,
employers prefer elderly workers to younger workers in view of their contribution
about their utility and contribution to their business.The Government of India is
committed to ensure conducive environment to the elderly to secure the goals of
economic and emotional security. It recognizes that all institutions of civil society,
individuals and community should act as equal and necessary partners to achieve
this goal.
In this backdrop, when we review of the Indian legal system it reveals that our legal
system enacts different legislations to deal with provisions in favour of the elderly.
The Constitution of India specifies laws for the territory of India is concerned. The
Article 21 of the Constitution announces for the elderly the fundamental right,
called "Right to Life and Personal Liberty". Further Perusal of the Article 41 of the
34
Constitution, announces one of the directive principles, by which it enunciates the
responsibility of the state, to make effective provisions within the limits of its
economic development and capacity to secure the right to work, to education and to
public assistance in cases like unemployment, old age sickness etc.
The aged who are employed in the organized sector in government service are given
economic protection on retirement through the Pension Act, The Employees'
Provident Fund and Miscellaneous Provisions Act, 1952.This is another mode to
provide social and economic security for elderly workers who have given the best
part of their life to industry. The payment of Gratuity Act, 1972, provides some
more retirement benefits in addition to the PF and the Family Pensions benefits to
employees in the organized sector. This certainly helps the aged to survive in their
later life.
Recently the parliament enacted the Maintenance and Welfare of Parents and Senior
Citizens Act, 2007.The name of the Act is descriptive and it conveys that parents
and senior citizens should receive care and attention from their children. The
Perusal of the Act further reveals that it is a short legislation with only 32 sections.
It ensures that maintenance of old persons by their families will be a matter of right
for the parents. It makes clear that it is a duty of children to take care of their
parents.
In order to provide economic and social security in the real sprit, the Government
of India goes a step further to launch the National Old-Age Pension Scheme. Its
objective is to provide monetary relief and benefits to the destitute aged people so
that they can survive happily and with relaxed mind in later years.
The careful analysis of the above referred legislations, policies and other schemes
launched by the government reveals that they appear to be working well in theory to
safeguard elderly. But the factual positions of their implementation pose a picture.
In spite of all ideal provisions, we come across deplorable conditions of the aged
people in almost all the states in India.
Several times, violation of the most precious constitutional right, right to life, has
been reported. Each time it is rectified by intervention of the judiciary. The
judiciary should intervene and ensure justice to elderly. Injustice may occur to
35
elderly only when the government fails to implement the provisions in correct way.
The National Policy of Older Persons was announced a way back in 1999 and it had
very noble objective. But even after time beyond a decade, the same is not
implemented by the government.
The first point that draws our attention is pension given to elderly .The amount paid
to the retired elderly by way of their pension is not adequate. It is too meagre an
amount for the elderly to hardly meet their expenses. There is enormous hike in the
prices of all commodities including medicines. In such a situation the pension
amount would not be sufficient to survive. Such may be a case for the elderly
workers in the organized sector. The situation would be worse for the aged in the
unorganized sector. They do not get even meagre amount as pension. They have to
meet all these expenses on their own. The gratuity and the provident fund make
sumptuous amount disbursed after retirement. While observing the mechanism, one
will experience acute problem to get their own money from the respective
government department. As the elderly aged has to wander office to office for days
for the amount and in some cases they are seen even begging for the said amount.
The rebate in payment of tax is availed by a very few elderly, as every elderly does
not have that much income to avail the rebate.
As consequences of such conditions today we find many elderly persons working in
their retirement age. They either wish to continue with their existing job or search
for new jobs. Searching for a new job would not be easy task at this age, since we
do not have re-employment policy in the organized sectors. As a part of
nongovernmental effort website for elderly
www.jobsforelderly.in
launched in 2007
by Mehta, revealed that there were number of elderly who uploaded their bio-data
on the website to get the job. In a period of three months there were hundreds of
bio-data uploaded to get a job. The elderly who wanted jobs after retirement were
educated and they were retried from organized sectors. The data revealed that most
of the elderly had retired from decent jobs also, wanted to work after retirement.
Hence, it is imperative that the present study focuses on silver workers who are
working in their retirement age. Such a study will help us to understand their
importance at workplaces. Their vast experience of work would fetch respect for
them, or they would be exploited by employers. The elderly have the right to work,
36
and the civil society has to respect his/her and dignity in return. By undertaking
such a research, the government and civil society will be able to provide a better
work environment to its silver workers.
The rapid growth of the elderly population, and the wide diversity of their profiles
with inter-related environmental influences of varied nature demand need
significant consideration of researchers, policy planners and service providers. A
research agenda on the ageing in the 21st century is evolved by the United Nations
Programme on ageing .The International Association of Gerontology contributes to
clarify it and implement public policies on the ageing, and influence also to the
direction indicated and priorities for scientific gerontology. Thus, it is necessary to
study issues related to the labour force participation (LFP) of older persons in view
of its impact on the welfare of the elderly, households, society and the economy of
the nation. Most of the researches are devoted to the elderly in developed countries,
because the ratio of the old-age dependency is reported ratios are higher in them
relatively to that in of developing countries. However, in countries like India, the
ratio will rise is presumed to rise in coming decades. Moreover, developing
countries do not have a well-developed and comprehensive pension system to offer.
In addition, the joint family system is falling under strain. In light of these factors, a
study of labour market behaviour of the elderly gains is important. Hence, there is a
pressing need to re-examine the existing both formal and informal systems available
to deal the challenges arising out of the `Age Quake'. The World Health
Organization pose an argument that countries can afford to get old provided if
governments, international organizations and civil society enact "active ageing"
policies and programmes to enhance the health status, participation and security of
elderly. So it the time to plan and to act, Policies and programmes need to be
framed addressing to which is based on the rights, needs, preferences and capacities
of elderly. They also need to review embrace perspectives on course of life
significance of earlier life experiences on the way individual's age. Therefore the
main aim of the study is to help the elderly to create a social legacy claiming
profound importance in the present context. Added years of their life would give
them this chance and at large. There is a need for them to come to terms with the
world at large in a way that would create their integrity with world and to their life
give them psychological incentive.
37
1.13.2 JUSTIFICATION OF THE SAMPLE OF THE STUDY
Since the last century, human civilization has witnessed silent revolution, unseen
and unheard by many. Although its impact is subtle, it is of utmost significant to
everyone. The biggest achievement of the last century was longevity that results in
increasing of ageing population worldwide. A man ages continuously through an
irreversible biological process. It also occurs socially as perceived by the members
of the society. Economically it occurs when a person retires from the workforce and
chronologically it happens with passage of time. The survival of an increasing
people beyond their traditional adult roles leads to population ageing.
The incredible increase in life expectancy may be termed as one of the greatest
triumphs of human civilization. But it poses one of the tough challenges to be met
by modern society. The term old is always related to physical incapacity,
biological deterioration and also economical unproductively, disabilities and
psychological failures. A healthy lifestyle is required during old age also. But in the
Indian context, there exist three different trends that are seriously threatening the
chances of meeting such needs. These are rapidly growing elderly population on
one hand and gradual erosion of the traditional joint family system on the other .In
addition there is inability of the government to sustain the incremental burden of
pension expenses for its own employees. Hence, the possibility of government
support for any other section of the elderly population in the society may be ruled
out (Vaidyanathan 2003).
However, an aged person has right to decide about personal needs and aspirations,
depending upon his capacity. Only sound social security system can protect such
rights by assuring regular income during the post-retirement years. But developing
such a system in the Indian context would prove a herculean task, as majority of the
elderly do not enjoy currently any type of old-age income security. Neither the
government nor the public sector alone can formulate the system. The private sector
too cannot develop it in isolation. Joint approaches and strategies will be required to
design and build up a robust old-age income security system (WHO 2002). The
prerequisites for building such a system are effective economic environment,
availability of financial instruments and a satisfactory regulatory model. These
38
factors will help to win confidence of investors which is must required for smooth
transition to long-term instrument.
Population ageing is a worldwide phenomenon. In India, the trend results in various
challenges on account of gradual erosion of the traditional joint family system and
the inability of government to support any section of the elderly population beyond
retired government employees on pension. In recent years, India has undergone
enormous changes on account of increased urbanization, industrialization and
globalization. Across the world, several countries are experiencing population
ageing. The growth rate of the elderly population is reported more rapid in
developing countries like India than that in developed countries. Apart from
demographic transitions, socio-economic and political changes together with
increased individualism alter living conditions for the elderly.
Around one-eighth of the world's elderly population live in India. Most of them do
not avail coverage of pension system. So they have to rely mostly on family
arrangements or their own savings. In the past the elderly were highly respected
members in a family in traditional Indian society. Taking care of them was
considered among basic responsibilities of a family. Majority of the elderly who
lived with their children preferred living with them and it was their desirable
choice. .However, growth of 'individualism' in modern life led them to alienation
and isolation in their families and society. Migration from rural areas too resulted in
growth of more nuclear families in towns and cities.
As a result things become more difficult for the elderly. Policy planners never felt a
need seriously to focus on this important area. Lack of attention on their part would
not allow them support development of policies that would encourage and facilitate
fullest participation of elderly in family, neighborhood and society. The traditional
methods of old age income security would not cope with the realities of increased
life span and spiraling medical expenses. Hence, there is a pressing need to
reexamine existing formal and informal systems available to deal the challenges
that arise out of the `Age Quake'. Coupled with high growth rate of the elderly
population, rapid changes are noticed not only in their profiles, but also in their
personal, familial, neighborhood and societal environment. It intensifies a need
further to evolve alternative approaches and methodological refinements to study
39
issues related to ageing in a more sensitive manner. There is great deal of literature
available on the subject of ageing but most of them inflict of it does a disservice to
elderly. They neglect or addresses only in passing, the changing ways that elderly
affect in society. Minimum attention is granted to the wealth of knowledge,
expertise, skills and wisdom that elderly possess and that is made to educate
younger generations.
Today, elderly are relatively more active and independent .It is owing to health
consciousness, medical interventions, and their easy accessibility to medical
facilities. However most of them are dependent on the younger generation for
physical care and financial security. Hence they are forced and are forced to adjust
in a society in which that stereotype prevails for the ageing referring to their as
deteriorated physical and mental health. The existing studies mostly reveal negative
aspects of ageing like the elderly are passive receivers of care, and they do not
possess skills and talents to offer to the family and society. It is time that research
needs to be geared to look at the positive aspects of the ageing that would ensure
them happier in later years. In India, as elsewhere, elderly need to remain integrated
in society, and they should be able to live with dignity and security. Further they
should be able to pursue opportunities for self-development and participate actively
in the formation of policies that concern them.
Two major effects of the globalization is realized in the form of breaking up of
traditional joint family system and increasing economic burden on the elderly. It
leads to increased marginalization of the elderly. It is important that government
and society understand the rights and needs of the elderly and frame suitable
policies and legislations to implement them effectively. The ageing needs to be
viewed as positive experience for the elderly. A review of age-related issues
presented in literature, media and researches would reveal that the majority only can
attempt to bracket the elderly as dependent on family and society. Such
unfavourable stereotypes of the ageing can serve to further marginalize the elderly
in modern Indian society dominated mostly by the young-adult society. In order to
create age-integrated society, negative views about the elderly need to reviewed and
revised. The elderly need to be regarded as an integral part of society and their
contribution should be given due recognition. It is equally important that the elderly
40
prevent their obsolescence on their own by overcoming their negativity as far as
possible to convert into positive outlook to others. 'As you think, so you are' is an
aphorism that indicates the influence of mind over body. Considering steady
increase in longevity, they must learn to accept the fact that professional retirement
does not signify an end of active life. The studies on high longevity and
heterogeneity among the elderly in fact reveal that there is increasing section of
elderly who are still healthy and active. Well even into their 80s and 90s, they
continue to lead productive life and they are eager about it. These people can serve
a 'resource group' to make valuable contributions to society provided appropriate
policies and programmes are developed to integrate them in developmental process.
Old age should be viewed from perspective of elderly participation and continuity
of roles and functions and not of their disengagement and withdrawal. Unbiased
perceptions about them will foster positive view of the ageing and reorient the
existing stereotype that elderly invariably as mere liabilities. Efforts are urgently
required to provide to them favourable environment and would facilitate them to
enhance productivity and self-development. Importance of improving self-esteem
and self-image, a primary requirement for successful ageing, cannot be overlooked.
We need to inculcate a positive attitude. Considering the multi-dimensional aspects
that constitute successful ageing and multiple determinants that influence it, some
important questions may surface such as: How do we define successful ageing?
What factors influence it? Are there variations in successful ageing among
individuals with respect to class, gender or other strata of the elderly? What
measures need to be taken to promote successful ageing?
Today, the elderly demand that society should not only ensure for their
independence and participation, but also provide them care, fulfilment and dignity.
Limited understanding of factors influencing their quality of life is largely
responsible for the fact that the elderly are denied dignified existence. After all, last
stage of life holds as much potential for growth and development as the earlier
stages would do. Diversity among the elderly and varied interrelated influencing
aspects of their environment should receive significant consideration of researchers
and policy planners. The World Assembly on Ageing held in 1982 gave significant
impetus to gerontological research; and it has recently gained importance. Further,
41
the announcements of policies like National Health Policy, National Population
Policy and National Policy on Older Persons too lead to far more awareness and
consciousness among researchers, policy makers and others, resulting in an
increased focus on age-related issues. In this light, the United Nations (2002) carry
feeling that There is a need to assess the 'state of the art' of existing knowledge, as
it varies across countries and regions, and to identify priority gaps in information
necessary for policy development. As the second most populous country in the
world, it is important for us to assess the status of research on ageing in our country
and identify existing gaps. It calls for attention of researchers as well as policy
makers and others associated with issues of ageing. Such exercises would help us to
prioritize issues for future research and refine methodologies to undertake such
studies in better manner. An opportunity has to be created for the elderly to create a
social legacy of profound importance. Added years of their life give them a chance.
Their experiences in life give them capability. They need to come to terms with the
world in a way that allows them integrity to life and gives them the psychological
incentive.
In conclusion, it appears that population ageing is one of the most important and
challenging issues in this millennium. It may infer that in this country, the ageing
process has been largely influenced by socio-economic development of society.
However, the problems call for serious thinking on a part that the government and
civil society can play. In this context, the present research would like to find the
reasons of silvers workers for working after retirement
42
1.13.3 SIGNIFICANCE OF THE STUDY IN THE DEPARTMENT
OF EXTENSION AND COMMUNICATION
Department of Extension and Communication at the Faculty of Family and
Community Sciences, The Maharaja Sayajirao University of Baroda, seeks to train
its student to work on the various issues related to human development. In past
number of studies were undertaken for the benefit of women and children on
development issues like health education and income generation, women
empowerment, human rights etcetera.
The students of department also work with the vulnerable sections of the society in
the field courses. The elderly constitute vulnerable section of society and students
of the department conduct field work with this group as a part of adult education
course. So it makes it interconnecting that elderly was selected as the sample of this
study. Conducting this study is more pertinent in department of extension and
communication as it will help in designing the course curriculum of the courses like
adult and non formal education of the department in order to make the field work
more effective and need based.
Department undertakes various projects through its curriculum to cater to
vulnerable section of the society. Elderly population is an emerging group in society
that needs special care and attention. This group faces number of problems which
can be tackled meaningfully through researches and action projects in the
department.
1.13.4 JUSTIFICATION OF THE VARIABLES
1. Age
Age is a major variable that is used to indicate individuals' age differences.
Increasing age signifies seniority and physical deterioration. This means age has an
oppositional relationship with health levels of the elderly. When the elderly get
older, their ability to work decreases according to increasing age. The study of
Soontranuet et al., (1991) reveals that the proportion of the elderly's responsibility
to their family decreases according to increasing age. It is in accord with the studies
of Nirom (1987), Ruttanavijit (1995), and Keukulnurak (1997) which found that
43
most elderly people who work are in the age group of 60-64 years old and they will
reduce their work when getting older. Pittayanon (1992) indicates that age is an
indicator of labour participation. There is a low rate of very old age people working
because of their weak health.
Although in this study age is used as an indicator for working ability; that is people
who work in the governmental sector and the state enterprise sector retire when
they are 60 years old, it does not mean that people aged 60 or over are not able to
work. The scientific research that studies the aging process or aging revealed that
the elderly are able to retain their activeness for their lifetime, especially those aged
between 60 and 75. They are healthy enough to do activities on their own
(Khotrakul, 1993). It accords with the study of Hemathorn and Silapasuwan (1983
cited in Nirom, 1987) that found that early old aged people or those aged between
60 and 69 have active bodies and were able to do more efficient work than those
who were aged 70 and over. The elderly aged from 80 years old were in the group
that has the least ability to do activities. It can be said that the age of the elderly is
relational to their ability to work. Keukulnurak (1997) found that both male and
female elderly aged between 60 and 69 worked in the agricultural sector more than
other age groups. The elderly aged over 80 did other work more than agricultural
work because agricultural work required a lot of strenuous labour. Khotrakul
(1993) revealed that those who did not work in the governmental sector tended to
work until the time they thought it was enough for them. And those whose work
requires physical energy, such as farmers or labourers, often retire before they are
60 years old.
The age at which any individual retires will reflect their circumstances, choices,
and constraints. Hansson et al. (1997) argued retirement is rarely based on one
influence alone, but that several variables affect the decision. According to
Patrickson and Ranzijn (2004), individuals have `bounded choices' about
retirement, each needing to take into account the constraints of their financial
position, health situation, and motivation to work. Employers contribute to these
bounded choices by their offering, or not, suitable employment, and governments
also contribute with policies and incentives concerning taxation, superannuation,
and age pension benefits. In contrast, Parnes and Sommers (1994) described some
44
elderly who were `shunning retirement', based on their good health, continued
psychological commitment to work, and dislike of retirement.
2. Education Qualification
Education is an indicator of an individual's ability to work, including opportunity
to work, payment, and characteristics of the jobs. In addition, education has a
positive relationship to economic systems. Those who receive high education have
a better opportunity to get a good job; they will be well paid; and they are able to
earn enough for their living costs (Chumjit, 1987). The studies of
Amornsirisomboon (1992) and Keukulnurak (1997) found that education was
related to both male and female elderly working. The rate of the elderly who
finished grade 4 was higher than those finishing other grades. It accords with the
study of The National Statistical Office (1998) in which the highest proportion of
working elderly was from the group of those who had primary education. The
second highest was those who had lower education than early primary school and
lowest was those who did not receive any education. While Ruttanavijit (1995)
found that education was not related to the elderly working, Boonnak (1994) in her
study of the education of the elderly in Bangkok found that the more the elderly
had higher education the more they wanted to work.
The rate of those who had higher education or over was 36.3 percent; those who
finished junior high school was 30.9 percent; and those who finished primary
school was 24.5 percent, respectively. Pittayanon (1992) revealed that education
has an influence on labour participation. Those who have high education participate
in the labour force more than those who have low education because the former
consider that they should use the knowledge gained from their education for their
own benefit. Education affects different occupations of the elderly. While most
elderly who have high education work in the non-agricultural sector, those who
have low education work more in the agricultural sector (Nirom, 1987). The study
of Boonyanupong and Boonyanupong (1990) found that both the elderly who lived
in the urban and rural areas began their work after they finished primary school.
This was because in the past there was no indicator that specified that age and
knowledge were requirements for work. As a result of the fact that there was a
45
transferral of occupational knowledge from individual to individual, such as
parents, familial members or owners of the business, the elderly in the past did not
have high education (Boonyanupong and Boonyanupong, 1990).
3. Health Status
Health is a major factor that affects behaviours and roles of individuals of every
gender and age. Changes in physical conditions and deteriorating bodily functions
make old age people have more health problems than other age groups
(Chariyaratpaisarn, 2000). Ruttanavijit's study of elderly people in the Central
region and Northeastern region of Thailand (1995) revealed that elderly people's
physical abilities are related to their work. The rate of those who have good
physical abilities is higher than those who do not have good bodily functions. It
accords with Chayovan's study of the community's response to elderly people's
health problems (1995). Chayovan found that the number of the elderly who
worked in the past year were those who had less health problems and was higher
than those who did not work because the work status of the elderly was a selection.
That is, the elderly who were able to work were those who had good health or did
not have health problems. However, the study of Ruttanavijit (1995) found that
sickness was not related to the work of the elderly.
A lot of research studies revealed that 70 80 percent of the causes that make the
elderly stop working are health problems (Chayovan and Wongsit, 1987). The
study of Nirom (1987) found that health conditions of the elderly were the major
factor that allowed the elderly to work in the agricultural sector. Some people who
were old but healthy were able to work. It was also found that health conditions
were indicators that specified elderly people's abilities to work. Most of those who
had good health worked in agricultural and non-agricultural sectors. The second
highest were those who had medium health problems and the last were those who
had bad health problems.
Another important health factor is the health of the worker's partner (Talaga and
Beehr 1995). Talaga and Beehr (1995) and Wolcott (1998) found if their partner is
in poor health, men will continue to work to provide greater financial resources,
46
while women will tend to leave the workforce, in order to directly care for their
sick partner.
4. Type of Family
When considering family structure, which is able to indicate working conditions, it
is found that male elderly and female elderly living in nuclear family households
work more than those living in extended family households and unrelated
individuals households. The fact is that nuclear family households consists of
husband and/or wife, and unmarried child, so children make the elderly take more
responsibility for the couple and the children than the elderly living in an extended
family household and unrelated individuals household (National Statistical Office,
2001). The studies of Amornsirisomboon (1992) and Keukulnurak (1997) found
that most of the working old age people were married. This echoes the study of
Boonnak (1994) that 58.2 percent of people who want to work were married
people; 33.6 percent were those were widowers or divorcees; and 7 percent were
single people. It accords with the study of The National Statisticial Office. Marital
status is related to the working of the elderly. Old age people who are single and
those who are married are of the highest numbers. Pittayanon (1992) reveals that
the most important variable of married women's participation in the labour force is
the husband's income. Women from well-to-do families spend most of their time
raising their children and doing house work. In contrast, the study of Rakwanich
(1993 cited in Ruttanavijit, 1995) indicates that the highest numbers of the working
elderly are those who are single. The second highest are those who are married and
those who are widowers, divorced, or separated.
5. Economic Status
One of the important factors concerning the retirement decision is that of the
individual's Economic status. An individual's economic status includes issues of
savings, both personal and superannuation, housing ownership, other investments,
dependence of others (children, elderly parents, sick relatives), expected income
stream from combined pension and superannuation, and adequacy of health
47
insurance (Karoly and Rogowski 1994; Wise 1996; Patrickson and Ranzijn 2004).
If finances are very healthy, then the decision to retire may be possible at any age
or stage. On the contrary, if finances are very unhealthy, the option to retire may
not be realistic at a particular point in time. One effect of longer life expectancy is
that people commonly having children later in life, and hence, they may still be
financially responsible for children at the traditional retirement age of 65 years. In
addition, these same people may have parents that are still alive and if they are,
their health care costs are likely to be greater and to go on for longer. In other
words, the `older Baby Boomers are already becoming financially sandwiched in
their need to provide for two other generations' (O'Neill 1998, p. 178). Both these
financial imperatives, plus the strong likelihood that they will live longer than their
parents did due to healthier lifestyles and improvements in medicine, may push
workers to continue working or attempt to return to the workforce. Moreover, the
likelihood that government-funded social service payments will dwindle and
individuals will need far more to financially fend for themselves, suggests that
some elderly will be forced to continue working because they will be unable to live
on their accumulated savings, superannuation and pension (Schwartz 1999).
Evidence from the USA supports this possibility, as that country's economic crisis
recently resulted in some elderly not being able to retire, and some retirees
returning to work, because of their reduced retirement savings and investments
(Kadlec 2002; Clement 2004). In contrast, other research suggests that financial
considerations were not the most important motivator in the decision to retire. For
example, Leonard (1999, p. 28) reported a study finding a growing number of
employers were asking elderly to remain on the job, and many of these elderly
were staying on, not because of financial needs, but because their work colleagues
had become like family to them, and `their pride and self-esteem are also linked to
the notion that they are making a contribution to society'. Likewise, Gardyn (2000)
argued money was not the main motivator for elderly continuing to work, instead,
the main motivators were found to be the desire to keep active and to maintain
social interaction with others and to feel productive.
48
1.14 Objectives of the Study
(A)
Objectives related to Silver Workers
1.
To study the profiles of silver workers working in Vadodara city.
2.
To study the reasons of silver workers to work after retirement with respect to
a. Personal reasons
b. Familial reasons
c. Financial reasons
d. Work related reasons
3. To study the differences in the reasons of silver workers to work after retirement in relation
to the selected variables:
a. Age
b. Educational qualification
c. Last Designation
d. Present salary
e. Health status
f.
Type of family
4. To study the influence of work on silver workers
5. To study the differences in influence of work on silver workers in relation to the selected
variables:
a. Age
b. Type of work (Present)
c. Present designation
d. Health status
6. To study the problems faced by silver workers at their workplace
7. To study the difference in the problems faced by silver workers at their workplace in
relation to the selected variables:
a. Age
b. Educational qualification
49
c. Present salary
d. Health status
e. Present designation
f. Perceptions about old age
8. To study the satisfaction of silver workers in relation to their work status
9. To study the differences in satisfaction amongst silver workers in relation to the selected
variables:
a. Type of work (present)
b. Present salary
c. Present designation
(B)
Objectives Related to Employers
10. To study the profiles of organizations employing silver workers
11. To study the reasons of employers for recruiting silver workers in their
organizations/companies/institutions/firms/business houses/corporate.
12. To study benefits of employing silver workers in their
organizations/companies/institutions/firms/business houses/corporate.
13. To study the problems faced by employers by employing silver workers in their
organizations/companies/institutions/firms/business houses/corporate.
1.15 Null Hypotheses of the Study
1.
There will be no significant differences in the reason of silver workers to work after
retirement in relation to the selected variables:
a. Age
b. Educational qualification
c. Last designation
d. Present salary
e. Health status
f. Type of Family
50
2.
There will be no significant differences in influence of work on silver workers in relation
to the selected variables:
a. Age
b. Type of work (Present)
c. Present designation
d. Health status
3.
There will be no significant difference in the problems faced by silver workers at
their workplace in relation to the selected variables:
a. Age
b. Educational qualification
c. Present Salary
d. Health status
e. Present designation
f. Perceptions about old age
4.
There will be no significant differences in satisfaction amongst silver workers in
relation to the selected variables:
a. Type of work (Present)
b. Present salary
c. Present designation
1.16 Delimitations of the Study
1. The study is delimited to retired silver workers (58 and above) residing in
Vadodara City
2. The study is delimited to silver workers reasons, influence, perception, problems
and satisfaction of silver workers working after retirement
1.17 Assumptions of the Study
1. Most of the silver workers were working after retirement
2. There are various reasons of silver workers to work after retirement
51
1.18 Operational Definition of the Study
1. Silver Workers: In the present study, they are those people who work after
retirement. These people fall in the age group of 58 years and above residing in
Vadodara City.
2. Employers: In the present study, they are those people who recruit the silver
workers in the organization, corporate, business houses and firms post their
retirement
52
CHAPTER - 2
REVIEW OF LITERATURE
This chapter will provide a background to and a context for the investigation of the
topic of silver workers working post retirement, which is of key importance in the
present-day industrialized world that is facing a rapidly aging population and
concomitant labour force shortages, through a review of relevant literature. The
review conducted aimed to identify research that examined the reasons of working
beyond retirement. In this study retirement age is defined as the accepted retirement
age in the country where the study took place. This is generally the age at which
individuals become eligible for the state pension. This chapter is having exclusive
studies which compared retired people and people employed over traditional
retirement ages to focus specifically on the effect of working beyond the normative
retirement age.
The present study therefore aims at studying the reasons why elder work after
retirement. The study limits its scope to elderly people in India, several studies are
conducted on various issues concerning society, culture, economies, politics, and
health etc. In society the area of social life, good attention is paid to issues concerning
women and children. But it's regretting fact that elderly have received scant attention
from researchers and as a result, not many researches are conducted focussing on their
issues. One may call it lack of sensitivity of the Indian society to their elders or
neglect paid to elders in a society once they cease to be productive member in a
society. The reason may be whatever, it is hardly noticed that elders in our society
suffer neglect and helpless and their expectations are not duly attended. Government
and public agencies like non government organizations etcetera do not appear to carry
out social responsibilities about them. The result is that a few studies are available on
elderly people. Against if, there are many other countries who display sensitivity to
elders.
It is witnessed universally that for ages the sense of politics that is implied in popular
expressions "Right is Right" and survival remains the reality for all living beings. In
the context of the human history, politics prevails in a form of tug of war between two
53
sections the powerful and weak. These two groups are constantly at strike for
advantage over each other and the weak are always losing to suffer derivation this
occurs at different grounds like social, cultural and political. At social level, the weak
who suffer include the old, women and children popularly known as the weaker
sections. These humans are easily exploited to their helplessness described as
beautiful losers: old or elderly people form a sizeable part of beautiful losers in human
society.
In India several studies are conducted related to health status, recreation, but very few
studies have been carried related to reasons of elderly working after retirement;
consequently significant numbers of studies are carried out in foreign countries which
have relevance to the elderly, specifically to the present study. The literature related
to the available research studies is reviewed for the purpose of preparing a ground for
the present study. The review is presented under following heads
2.1 Studies Related to Reasons of Silver Workers to Work after
Retirement
2.2 Studies Related to Employment Status of Silver Workers
2.3 Studies related Factors Influencing Silver Workers to Work
beyond Retirement Age
2.4 Studies Related to Employers Perspectives Towards Recruting
Silver Workers
2.5 Studies Related to Perceptions of Silver Workes Related to
Retirement
2.6 Studies related to Problems of Silver Workers Working Beyond
Retirement Age
54
Total Studies:
Years: 2002 to 2010
The purpose of this kind of presentation of the available literature is to prepare useful
ground for the present study with due classification on the related aspects and issues. It
may help correct understanding of the issues that are dealt in the present study. Further
some of the heads above mention one phrase "silver workers. It refers to elderly people
who work after retirement some of the research studies conducted abroad focus chiefly
on some of the compel elders to work after retirement. They arose of the factors such as
demographic factors, lack of information, and attitude and interest level on part of elders.
The studies summarized below will explain he reasons in the light of these factors.
2.1 Studies related to Reasons of Silver Workers to Work after
Retirement
Brown et al., (2010) conducted a research study on "Working in Retirement: A 21
st
Century Phenomenon". The main aim was to define what it means to be working in
retirement and how employers might best meet the needs of elderly, to the advantage
of workers and of the employers themselves. The sample of the study involved 1,382
participants aged 50 and older. The data collected by the FWI'S nationally
representative study of the U.S was used for the study.
The major findings of the study revealed that 75 percent of workers who aged 50 years
above expected to get post retirement jobs in future. Further it was observed that
people worked after retirement for variety of reasons, which included one to avail
opportunity to earn more money with which they could have more comfortable life in
retirement and because they would be bored if they were not working. Those working
5 Studies
from India
20 Studies
from
Abroad
25 Studies
55
in retirement were highly satisfied .They could keep them engaged in their work. They
even rated their workplace more positively than those who were not yet retired.
A significant number of such employees showed preference for transition to self
employment as retirement jobs. While those worked in retirement worked for a fewer
hours, on an average than those who were not yet retired. Majority of elders working
in retirement have reported working full time and they wanted to work for the same or
even more hours.
Finally the study suggested that these working retirees represented a new paradigm for
thinking about work throughout an individual's lifespan in terms of flexible careers.
Flexible careers is supposed to recognize that people's values, needs and aspirations
with respect to work change as individuals move through different life stages .It may
allow multiple exit and re-entry points.
(http://familiesandwork.org/site/research/reports/workinginretirement.pdf)
Dittrich, Busch and Micheel (2008) conducted a study on "Working beyond
retirement age in Germany: The employee's perspective". The aim of the study was to
focus on old person's willingness to continue working after reaching legal retirement
age. The sample survey was conducted by the Infratest in Germany with 1,500
employees (blue collar workers, white collar workers and civil servants) they were of
the age between 55 and 64 years. The variables of the study included gender, job
status, job demand, job reward, job position, working time, family Income, size of a
company, health, expected work ability, and specifically motivation worth willing for
a prolonged working life.
The findings of the study revealed that factors related to desire to continue working
indicated to a family income. Lower income would arouse higher desire to continue
working. Further smaller would be the firms size the higher would be desire to
continue working; work classification would also count as important factor. There was
also non-linear interaction effect for work hours. The positive effect of work
motivation on work ability was strongest for those respondents who were working part
time.
(
http://economicscience.net/files/Working%20beyond-retirement-age-in Germany_20-
10-10.pdf
)
56
Ling and Fernandez (2006) conducted a study on "Labour Force Participation of
Elderly Persons in Penang". The main objective of the study was to examine
demographic and socio-economic profile of the elderly and the factors that influenced
the labour force participation of senior citizens i.e. the choice to be "in" or "out" of the
labour force. The sample of the study comprised of 328 respondents of the age falling
between 55 and 89 years. The sample selected for this study consisted of 142
respondents who participated in the labour force, whereas the remaining 186
respondents did not form a part of labour force. The sample consisted of individuals of
different races in the state of Penag. So the questionnaire was prepared in two
languages i.e. English as well as in mandarin, a language spoken pre-dominantly by
the Chinese population in Penag .Two types of sampling namely purposive and
opportunity sampling were used to identify possible participants who were over an age
of 55. The variables to study included the factors like (i) demographic factors like age,
gender, marital status, number of children and race, (ii) human capital variables like
education level and health status, (iii) work-related variables such as sector of
employment, individual's former employment status and spouse's labour force
participation status and (iv) financial considerations which would include spouse's
monthly income, financial security that was derived from non-labour income and also
monthly expenses.
The findings in this study indicated that gender, high monthly expenses, previous
employment status of an individual and the spouse's labour force participation status
had significant positive relationship with the labour force participation. The human
capital variables like education and health were positively related to the labour force
participation but were statistically insignificant. The factors which had a significant
negative relationship with the labour force participation of the elderly were age,
spouse's income, financial security and low monthly expenses.
http://www.globalresearch.com.my/proceeding/icber2010_proceeding/PAPER_138_LaborFor
ce
Abraham and Houseman (2004) conducted a study on Work and Retirement Plans
among Older Americans. The aim of the study was to examine factors that
influenced work and retirement plans of older Americans' and also to know whether
or not these plans were realized. The analysis was based on the data received from
the HRS; .The study was conducted as a panel study that included representative
57
samples of Americans who were born between 1931 and 1941. The panel members
were interviewed biennially since 1992. The analysis was restricted to those
individuals who were working for at least 20 hours per week and at least for 1,000
hours in a year at the time of the survey, and these claimed significant labour force
attachment.
The findings of the study revealed that good number of people expressed interest in
working at older ages. Among elderly interviewed for the survey quarter planned to
stop work altogether and 18 percent planned to reduce hours of work. A need to
change jobs was felt a major obstacle by older Americans who sought to reduce their
work hours and remain employed. While nearly as many older working Americans
said that they had plans to reduce their work hours and even to retire fully.
The study also reported that elderly might have faced substantial barriers in changing
jobs. They are mainly age discrimination in employment and lack of information
about job opportunities and also options for skills training. In this scenario, policies
framed to eradicate age discrimination may provide information on employment and
training opportunities. It may also increase possibility of job transitions .It thus, exert
positive effects about employment among seniors.
2.2 Studies related to Employment Status of Silver Workers
Yesudian and Singh (2009) conducted a study on Working Elders in India: A
Gender Specific Situation Analysis. The objective of this study were, to study the
trend of elderly population's work participation in India, to study the pattern of
work participation among the elders in India and its various regions, and to explore
the demographic and socio-economic characteristics of these working elders.
The first objective various sources of information such as Census 2001 and 61st
National Sample Survey were used. The 61st round of NSSO survey focused on
employment and unemployment situation in India. It was conducted from July
2004 to June 2005 covering 1,24,680 households comprising of 79306 from rural
and 45376 from urban areas. Some socio-economic characteristics of the aged were
also used from NSSO 60th round data. The NSSO survey covered all the regions of
India, with the exception of some interior areas of Nagaland and Andaman and
Nicobar Islands, and Leh (Ladakh) and Kargil districts of Jammu and Kashmir.
58
Individuals aged 60 and above were considered as elderly in this study. In India the
retirement age for formal or organized jobs for central and state governments varies
from 55 to 60.Work participation according to Indian Census is defined as
`participation in any economically productive activity with or without
compensation, wages or profit.
Findings of the study revealed that more than half (51.8 percent) of the elderly
population in India depends on someone economically. Among them majority (77.9
percent) depends on their own children. Economical dependency is high (73
percent) among elderly women, both in rural as well as in urban areas. Schedule
tribe (ST) elderly men and women are much more involved in labour force than the
other ethnic groups. At the national level the work participation rate is declining.
However, female work participation is increasing for elderly women. Age-specific
work participation rate highlights, the higher proportion of economically active
male workers in the 60-65 years age group. Hence this study has explored the
elderly person's work participation over the decades and also explored the
background characteristics of these elderly workers. It also found some
determinants which contribute to gender-specific work participation in old age
Giang and Pfau (2006) conducted a study on a gender perspective on elderly work
in Vietnam. The main objective of this study was to examine the current status and
determinants of employment for the Vietnamese elderly.
The sample of the study consisted of 39,071 people in 12,020 household, in which
the number of elderly people and the household were 3,865 and 2.883 respectively.
Summary was carried out to collect the data. The survey is organized by household,
but it also included some characteristics for individuals in the household, such as
age, gender, relationship to the household head, marital status, working status, wage
or salary, health, and educational attainment. Variables of the study included
working status, age, marital status, and educational level, and the household
characteristics include residential areas, residential regions, household living
arrangements, household composition, household income quintile, as well as receipt
of social security benefits and remittances.
It was evident from the findings of the study that 44 percent of the elderly were
working in 2006 .The prosperity of males to have higher employment rates was
59
found across all the category groups. Majority of the elderly were living with their
children on the other hand 22 percent of the elderly were living in the household
with only elderly (including elderly living alone).The findings further showed that
elderly living in the household receiving social security or remittances generally had
lower rates of employment than did non-recipients for both genders. There was
higher tendency to work at a statically significant level among younger elderly,
married elderly, elderly in centre regions and rural areas, elderly in houses holds
with less working aged people, elderly in low income households and elderly in
households not receiving social security.
Characteristics which do not play a significant role for both genders include
educational level and remittance receipt. The study was concluded pointing that
elderly were left behind with more responsibilities under limited social and financial
sources, which in turn may force them to work in order to earn a living.
(http://mpra.ub.uni-muenchen.de/24946/4/MPRA_paper_24946.pdf)
Delong (2006) conducted a study on "The Paradox of the `Working Retired'
Identifying Barriers to Increased Labour Force Participation for Elderly in the
U.S.".The main aim of the study was to assess any real changes in the labour force
participation rate over time and state of the aging workforce today. The sample of the
study consisted of 2,719 respondents in the age group of 55 and 70.The study was
conducted during the first quarter of the year 2006. It consisted of an interactive
online survey fielded by the zoby international.
The findings of the study revealed that, overall 38 percent of the respondents were
retired and were not working for money, or they had not worked outside the home
earlier for almost 15 years. This group included about 15 percent of the respondents
in the age of 55-70 years. These persons were availing retirement benefits, and also
either returned to the workforce or were actively searching work.
It was revealed from the study that the respondents having an age between 55- 59
years complained about "age bias" for about 39 percent of the time, whereas those in
the age of 60-65 years olds and 66-70 years olds identified age bias as mere a
barrier for about 42 percent and 60 percent of the time respectively.
60
Those who were currently in the workplace who were about 72 percent and in the age
group of 55 to 59 called work as need for raising "income to live on" as primary
reason for working. This group was followed by those who expressed it as the desire
to "maintain lifestyle (43 percent) and "build additional retirement savings" (41
percent). Among those of 60 to 65 years, a need for "income to live on" (60 percent)
was still the most frequently mentioned reason for working.
What followed this reasons was a shift in priorities which appeared as the desire to
"stay active and engaged" (54 percent) and "do meaningful work" (43 percent), these
reasons were in second and third places. Elderly who were 66 to 70 year old, this shift
in priorities was merely dramatic, with 72 percent of them who said like "want to stay
active and engaged" as the most frequently mentioned reason for working. The second
choice for them was "want the opportunity to do meaningful work" (47 percent) and
third choice was like "enjoy social interaction with colleagues" (42 percent). A choice
like "Need income to live on" trailed a fourth place and it was given by 37 percent of
those 66 to70 years' olds.
The findings further revealed that majority of all three groups made it clear tht they
were interested in part-time work only. Almost all the respondents of the study
expressed they expected to live up to a median age of "81 to 85 years ." About 44
percent of old workers in age group of 55 to 59 years were not confident that they will
have enough money to live comfortably past age 85. Those ageing 60 to 65 and 66 to
70 were considerably more confident (69 percent) on an issue of retirement security,
although their confidence might be unfounded.
Therefore from this research it can be concluded that the motivations for work would
not change for every person in similar way. For some, the motivational drive was
economic gain never all the time and for many others economic motives would be
preference next to a need to accomplish something meaningful in life their early
sixties
.(
http://group.aomonline.org/cms/Meetings/Atlanta/Workshop06/Streams/Aging/CMS
%20AgingWorkforcePaper-DeLong-FINAL6-21-06.pdf
)
Kaldi (2005) conducted a study on "Employment status of the elderly referring to the
social security organization of Tehran city". The main aim of the study was to
examine the employment status of the elderly workers over an age of 60. The
61
respondents selected for study were employed elderly in Tehran. They were all
retired men on pension who were also receiving benefits from the social security
organization from 1996 to 2003. They were selected as the statistical population of
the study .The reason for keeping the years between 1996 and 2003 was to get
information on the latest group of workers who retired according to the current
regulations. The sample respondents consisted of 15 persons selected from each
office. It made a group of total of 450 persons coming to 30 social security offices in
Tehran. The survey was carried out on the employment status of these elderly in
reference to the social security organization in Tehran. A questionnaire followed with
interview was the method adopted for collecting information from the pre-determined
sample respondents.
The major findings of the study revealed that the elderly person's interviewers in 60
to 65 years age group (20 percent) in 66 to 70 years age group (28 percent) and in 71-
75 years age group (12 percent) who were interviewed on the issue declared that their
income was not sufficient in terms of their life expenses. Only 1 percent of the
interviewees who were above 75 years old have preferred this option. Totally, 71
percent of the interviewees declared that their income was not enough to meet their
life expenses.
Among the elderly workers interviewed those in 60 to 65 years old group(18 percent)
,in the 66 to 70 years age group (19 percent) ,71 to 75 years age group (11 percent)
had a full time job, whereas only 0.9 percent in above 75 years old group were in part
time jobs.
About the recruitment condition interviewees, in total 77 percent of them informed
that they had a contract based job and some 20 percent had temporary jobs, only 2
percent of them had permanent jobs. Totally, 58 percent of the interviewees declared
that most essential problem for them was lack of earning opportunities in life, 19
percent of them said that it was lack of attention from family and society, and 7
percent reported that it was physical or mental inabilities that affected their chances
for jobs adversely.
The question was "why they continue working in the elderly period". In response to it
more than half (60 percent) of them replied, that it was because they could not earn
enough money during their earlier life. Net to that more than half (57 percent)
62
declared that since the pension was their only income they had no enough money to
meet the life expenses and so they had to work to earn enough livelihood. Therefore,
58 percent of the interviewees believed that main problem was not earning their
livelihood and more than one fourth of them considered that the main worry was to
arrange for survival in future as they had no sufficient income.
The study concludes with a remark that different needs of the elderly should be
studied properly with an objective to improve their living status by providing them
enough facilities. This subject can be incorporated under the social policy framework
by compiling comprehensive plans for the elderly welfare through providing proper
services that are adapted to their needs
(www.me-jaa.com/mejaa4/sso.pdf
)
Kangsasitiam (2004) conducted a study on "Household structure and elderly
working status" This research aimed to analyze household factors affecting
employment status of the elderly in Kanchanaburi province (Thailand). The sample
group used in this study was male and female elderly aged over 60 living in
Kanchanaburi province in 2001. The total number was 3,985 elderly. multinominal
logistic regression was used for analyzing statistical data. Variables of the study
included age, gender, marital status, education, health, house head status, household
structure, household financial status, migration, and living area.
Findings of the study revealed that age group of most old age people was between 60
and 69 years old, the second highest people aged between 70 and 79, and the least
people aged over 80. In the matter of marital status, it was found that majority of
elderly (62 percent) were married One third of the elderly were widowed, divorced,
and separate. The proportion of divorced and separated (35 percent) was higher than
the other age group. In the matter of educational level, most of elderly had primary
education (59 percent). The proportion of elderly having secondary school education
and higher was the least (15 percent). Other elderly who did not receive education
were (36 percent).
Further findings of the study revealed that working status of the elderly categorized
according to gender, the ratio of female elderly (61 percent) who did not work was a
lot higher than the male elderly (37 percent). In the matter of the elderly who were
working, most of them work in the agricultural sector. The ratio of male elderly (52
63
percent) working in the agricultural sector was about two times higher than that of the
female elderly (27 percent).
In the matter of working status categorized according to age group, the elderly in the
younger age group worked more than the elderly in the older age group. The elderly in
the older age group work less. The elderly aged between 60 and 69 were in the least
group that does not work.
The working status of the elderly categorized according to household structure, more
than half of the elderly living alone (53 percent) and extended family household (55
percent) do not work. The ratio of the elderly living in nuclear family household who
does not work represented the lowest ratio of the elderly, which was 38 percent. As
for the elderly who work, most of the elderly work in the agricultural sector. The
percentages of the elderly living in nuclear family household, the elderly living in
extended family household, and the elderly living alone were as follows: 48 percent,
35 percent, and 32 percent respectively.
The finding of the study indicated that household factors were related to the working
and non-working status of the elderly. Therefore, the elderly should be encouraged to
participate in the work that is suitable to their ability.
(
http://ipsr.healthrepository.org/bitstream/123456789/307/3/THCT2004_Yukolnee%20Kangs
asitiam_eng.pdf
)
Brown (2003) conducted a study on staying ahead of the curve in Washington DC.
The study aimed to explore elderly vision of retirement and to better understand the
types of jobs that workers want to do who plan to work in retirement.
The sample of the study consisted of 2,001 respondents between in the age group of
50 to 70 years. They who were employed either on full time or part time basis. The
interviews were conducted with them on phone by the roper ASW from April to June
2003 using the random digit dialling method.
The findings of the study revealed that the most important considerations of job for
working retired persons were "keeps you mentally fit" (74 percent) makes you feel
useful (70 percent) is fun or enjoyable (86 percent) and lets you feel interact with
other people (61 percent).These considerations also served as the most important
reasons to elders to work after retirement. When asked to mention one factor
64
defining their decision to work after retirement, the respondents said that, it was
money needed. Among those who were actually working in their retirement has the
same reasons and rated them as decisive, with a slight change of ranking .The reason
of productive or useful was rated first it was followed by the reasons to stay mentally
active, physically active and need of money.
This research study clearly identifies financial need as the primary reason that
respondents chose to work even after retirement. The study also showed that the
reason was non-financial too. The study also showed that the non-financial benefits
of work would certainly influence their decision to remain in labour force.
(
http://assets.aarp.org/rgcenter/econ/multiwork_2003_1.pdf
)
Dhillon and Ladusingh (2001) who focused their study on "Economic Activity in
Post Retirement Life in India" .The study analyzes work participation in post
retirement life of 60 plus old persons in by primary, secondary and territorial sectors
. The study also examines trends in working-life-expectancies to evaluate
association between longevity and post retirement economic activities in India. It is
found that the average length of working life of the 60 plus in India is 9.8 years for
males and 3.9 years for females. Though the life expectancy at the 60 plus age for
males has enhanced by 2.9 years over a period of thirty years 1971 to 2001, ,the
working life expectancy has increased only marginally by just 0.1 years during the
same reference period. On the other hand for the females, against improvement of
4.2 years in longevity at the 60 plus age, there have been a gain of 2.4 years has
been noticed in their working life. Work participation of working old persons has
shifted from the primary sectors to the formal sectors. It indicated an increase in
their productive activities. The economic tables obtained from the Census of the
years 1971, 1981, 1991, and 2001 were analyzed to compute a rate of the trend in
age-specific work participation by sex and by sectors of employment.
In addition to it the sample registration systems based on the abridged life-tables
for the years 1970 to 1975, 1980 to 1985, 1989 to 1993 and 1999 to 2003 were
obtained from the registrar general of India and used to construct the working life
tables. The census data provide information on the rates of work participation by
age group. Based on it age specific work participation by sex were computed for
the primary, secondary and territory sectors each separately. The primary sector in
65
India includes cultivators, agricultural labourers, livestock, forestry, fishing,
hunting and plantations, orchards and allied activities, mining and quarrying. The
secondary sector included manufacturing, processing, servicing and repairs at
consumer Industry and other than consumer Industry, and constructions. The
territory sector included trade and commerce, transport storage and
communications and others services.
Based on this study, the findings suggested that in terms of the relationship
between life and working life expectancies. The longevity does not promote post
retirement work participation of the males. However, for females it is the other way
round, because as their participation in economic activities increased in terms of
working life expectancy over specified time. However, the overall, improvement in
the longevity does not necessarily extend the working life of the person in the 60
plus age in India. When the ratio of WLE was compared to LE it was found that for
males 73.9 per cent of their remaining life in 1971 was spent working. This
percentage declined to 60.1 percent by the 2001. What contributed to this decrease
on major part was a decline in older men's work participation in the primary sector.
The work participation of elderly male persons shifted from the primary sector to
the formal sector. It was a sign of higher productivity on their part in the post
retirement period than it was earlier. Still, elderly male persons work participation
was predominant in the primary sector as there were not many jobs in the formal
sector or they lacked of skills required for those jobs. When it comes to work
participation of women over 60 years they spent, 10.5 percent of the remaining life
gainfully through work participation in 1971.In 2001, it increased to 21.1 percent.
Although the female working life expectancy marked an increased in all sectors, it
was still far behind of the males working life expectancy. A possible reason would
be under reporting of work participation of most women as they were involved in
unpaid household work
66
2.3 Studies related Factors Influencing Silver Workers to Work
beyond Retirement Age
Agewell Research and Advocacy Centre (2008) conducted a research study on
"Assessment of the Impact of Economic Slowdown on Older persons of India". The
broad objective of the study was to assess an impact of economic slowdown on
older persons in the recent time.
The sample of the study included 500 respondents who were of the age of
55+years.They were selected from five regions' of India North, South, East, West
and Central India. Direct and in depth interviews were conducted with these
respondents by administering semi structured schedules.
The results of the study revealed that majority of the elderly believed that the
economy was in fact suffering set back and many of them were finding it very hard
to address their needs. Even their daily life too was affected severely due to
decrease in their day to day income. Further it was revealed that good number of
elderly persons started making radical changes in their financial condition such as
getting gainful occupational engagement and by reducing their expenses on
recreational facilities and luxuries.
It was noticed that almost half of government as well as private employees in the
age group of 55 to 60 postponed their plans to opt for voluntary retirement scheme
(vrs) .However the respondents of age between 65 and 70 were less likely to be
affected than those of the ages 55 to 60. The respondents said that they had taken
adequate steps to cope with a slowing economy or increasing prices.
The results indicated that economic problems forced some decisions on the elderly.
It appeared that older persons had fewer decisions left to make, because their
expenditure and economic activities had already been restricted to necessities given
their fixed incomes.
Cameron and Waldegrave (2008) conducted a study on work, retirement and well
being among the older New Zealanders. Main objective was to study the lifetime
work experiences of New Zealanders of the age of 65 to 84 years, and also to present
67
analyses of their associations with satisfaction of work and with overall
wellbeing.
The data used as indicators for work in the EWAS Survey were derived from
questions related to three phases of the working life of the respondents: (i) first main
jobs; (ii) principal jobs during their midlife; and (iii) their most recent principal job.
The data were also collected about their significant absences from the workforce (of
more than six months duration), their retirement, and their recent work engagement.
The findings of the study revealed that work and wellbeing of New Zealanders
ageing from 65 to 84 has confirmed many with lifetime experiences of older people
in case of, both in and out of the workforce. It was surveyed about older New
Zealanders that the first principal job for nearly all was full-time paid work. It began
at a median age of 16.2 years. Women in Newzealand were significantly more likely
to be homemakers or they were engaged in part-time paid work during midlife, they
were less likely to be engaged in full-time paid work.
In terms of their most recent job, significantly many of the respondents reported that
men were in full-time paid work, with similar proportions of each gender in part-time
paid work. The range of occupations from respondents `first job through to their
midlife occupation and on to their current or most recent occupation showed
considerable stability. Younger age cohorts and women were more likely to have
experienced two or more extended periods outside the workforce. The most cited
reasons for these periods outside the workforce were family responsibilities (mostly
by women), poor health, and injury or disablement.
The median retirement age was significantly higher for those in older age cohorts,
and significantly lower for women than for men. But in contrast with international
literature, there were no significant differences in retirement age by education.
However, education was significantly associated with work after retirement. It
suggested that while education would not affect the age of retirement, it does affect
the continued participation of older people in worker related activities after
retirement. Women were found to be significantly more likely to be involved in
voluntary work. Bit would be both as their last principal job and their job after
retirement.
68
A matter of self-reported satisfaction of old people with work was found to have no
relation with lifetime work experiences and absences from the workforce measured
in this survey. However, self-reported satisfaction with work was found to be
significantly associated with overall wellbeing. This suggests that a way to encourage
further wellbeing for them would be to generate satisfaction with work amongst those
who have already retired. Finally, two important associations with overall wellbeing
were identified. Firstly a period beyond of more than one year spent outside the
workforce was negatively associated with overall wellbeing and it was the case only
for men.
Spending time outside the workforce was not related with satisfaction with work. But
it may have an effect through lower economic standard of living in later life. It or
may be related even to poor health .Therefore, it has an effect through health
dimension of overall wellbeing. The dynamics of this effect should be investigated
further as to particular why it is significant only for men.
Secondly, retirement by choice was associated with higher level of overall wellbeing.
It confirms some findings in the international literature that indicate that higher levels
of well-being are noticed among those who prefer to be in their current work role.
Again, retirement by choice was not significantly associated with satisfaction with
work, so further investigation is required to determine mechanism by which work
roles and the control over them would affect overall wellbeing.
(https://www.waikato.ac.nz/wfass/populationstudiescentre/docs/ewas/ewas-chp6.pdf)
Uppal and Sarma (2007) conducted a study on "Aging Health and Labour Market
Activities the case of India". The study explores intricate relationship between the
health status of the elderly and their labour market participation in rural and urban
parts of India. The sample for the study was drawn from a nationally representative
survey." The 1995/96 National Sample Survey" using probit regression and
propensity score matching techniques.
The major findings of the study indicated that decision to participate in labour
market on the parts of the age 60 and above in India in particular, are affected with
disabilities and chronic illnesses on the probability of working. Results further
showed that disabilities and chronic illnesses exerted negative effects on probability
69
of their working. The effect is more visible in rural areas. The data revealed that
approximately 21 percent of the elderly in urban and rural areas and 39 percent in
rural areas were working. It was most likely because they did not have sufficient
means to survive. The result obtained from the models showed that adverse health
shocks disabilities and chronic illnesses had negative impact on the elder's
employment. Since they did not have adequate means of support or a job to raise
earning and bad health would lead them further to much lower levels of well-being
.In the absence of a broad based pension system, only 10 percent of them covered
for this situation might be mitigated by providing assistive technology or
accommodation of those with disabilities by prospective employers. This is being
likely to increase employment for such elderly persons.
Calvo (2006) conducted a study on does working longer make people healthier and
happier. The main aim was to study the impact of late life paid work on physical and
psychological well being of workers.
For the study the longitudinal data was drawn from the Health and Retirement Study
(HRS) and the RAND-HRS data base. The sample analyzed was composed of
individual aged between 59 and 69 years who were working either or not working
and were alive in the year 2002.
The findings of the study showed that longer working life exerted had beneficial
effects on individuals' physical and psychological well being .The findings revealed
that if one had an undesirable job does not change the favorable effects of aid work
on self rated health. However, it had an impact on follow up mood indicators and
mortality .It could be said that higher job satisfaction was associated with improved
mood.
The study suggests that on the whole longer working life will help most people to
keep up maintain their well-being. While working longer appears beneficial to most
people, for some it will likely to have negative consequences. The type of a job
seems to be a critical factor. It may be feared that with undesirable jobs potential
favorable effects of work cab be washed out. Another critical factor would be an
opportunity to continue working which too would minimize negative consequences.
70
Friedli (2003) conducted study on Transition to Retirement and Ageing Change and
Persistence of Personal Identities in Thun Switzerland. The main aim of the study
was to assess (1) The content of identity: The question if and how retired working
people had a different ways to define or characterize themselves than other
employed people. (2) The age identity (subjective age): The question of how old
people feel, and what predictors and implications can be found for younger or older
age identity. The sample of the study comprised of 792 respondents of the age 58
to70. A standardize questionnaire was developed keeping in view to collect the data
that would be required for the study.
The major findings of the study revealed that for the respondent's profession
remained important consideration for self-description after retirement, and it could
not be replaced with their new identity as being retired. Retired persons estimated
more domains of self-description. It means that identity diversity was perceived
higher for the retired than for those who were not yet retired. Further, the findings
of the study revealed that higher identity, correlated with a high satisfaction across
different life domains. This finding gives significant implications of psychological
theories related to development of older people it strongly disproves strongly a view
that a state of disengagement would be inherent to successful or even normal aging.
There is a tendency to feel younger than one's real age. It implies a motivational
component and therefore, probably be seen as special case of self-enhancement.
The finding provides a possible theoretical framework for further research. To
explore relationships between various predictors and subjective age, a predictive
structural model of subjective age was developed; it included aspects of personality,
behaviour and body.
(
http://ethesis.unifr.ch/theses/downloads.php?file=TeuscherU.pdf
)
Bansal and Sharma (2003) conducted a study on Retirement: An Emerging
Challenge for the Planners. The aim of the study was to analyze and identify;
various social and psychological factors that influence the level of happiness
among retired people .For empirical analysis of measurement of well being a
primary survey was done among elderly males in the Haryana state of India. The
purpose was to collect relevant data with help of a questionnaire. The questionnaire
was designed in such way so that maximum information on various characteristics
71
of the respondents may be obtained. The information obtained social,
psychological and physiological conditions of elderly males were useful and
relevant for the present study. It indicated that retired/aged males who engaged
themselves in some kind of social, economic, political or religious activities felt
happier than those who did not do anything. The results of the analysis clearly
indicated that work has its own reward. The results led further policy implication
that more efforts should be made. It was observed that to engage the retirees/aged
people in some activity or the other. "Individuals who kept themselves physically
and mentally active were likely to feel more satisfied than others who led passive
life. Therefore, it is useful to help old people develop a programme involving
activities like social work and extending various types of help in the household. It
was further argued that those who survived longer were individuals who had kept
themselves physically and mentally active."
The finding of the study revealed that retired people could lead happier life
provided they: (i) engaged themselves in various social, economic, religious
activities: (ii) mentally prepared themselves for life after retirement well in
advance and made necessary plans in that direction; (iii) who made efforts to
reduce their needs and resultant expenditures' (iv) took proper care of their health,
and (v) tried to remain less dependent on others.
2.4 Studies related to Employers Perspective towards Recruiting
Silver Workers
Mermin, Johnson and Toder (2008) conducted a study on "Will Employers Want
Ageing Boomers?"The main aim of the study was to examine employer demand
for elderly currently and explores how this demand would be changing over time.
The study focuses on the issues like personal and social benefits of increased work
put on by older adults and the reasons why boomers were likely to work longer
than younger generations, and also whether employers prefer to have elderly.
The finding of the study revealed that 30 occupations in which most persons over
65 years and above were employed age 65 were employed for nearly half (48
percent) of all employed older adults. The three occupations that employed the
largest numbers of older adults were retail salespersons, farmers and ranchers
72
(agricultural management positions) and the immediate supervisors and managers
of retail sales workers. The top 30 occupations included nursing and home health
aides, registered nurses, physicians and surgeons, and personal and home care
aides. These occupations altogether employed more than 4 percent of workers who
aged 65 and above. Adults of an age 65 or older made up about 31 percent of
funeral service workers, and thus the occupation claimed with the highest share of
elderly. Further, more than one in five workers employed as crossing guards,
farmers and ranchers, models, demonstrators, and product promoters were of an
age of 65 or more. Other occupations in which older adults made up beyond 9
percent of the workforce were tax preparers, clergy, property managers, real estate
brokers, and bus drivers.
About 36 percent of workers aged 65 or above were employed as managers or
professionals, 17 percent of them worked in service occupations. Some 15 percent
of old workers work in sales and 14 percent worked in office and administrative
support occupations. Another 17 percent of old workers worked in blue collar
occupations that included construction, factory, and transportation jobs.
Most employers' surveys indicated that firms generally value elderly' knowledge
and experience and reliability, and work ethics. About 47 percent of the employers
said it was very true that late-career employees possessed "high level of skills
related to what is needed for their jobs," as compared with 38 percent of mid-
career employees and 21 percent of early-career employees. Because late-career
employees held at their back many years' of experience in their respective
positions. It is however, not clear from these survey how employers viewed
elderly possessing limited experience.
(http://www.urban.org/uploadedPDF/411705_aging_boomers.pdf)
Swanberg, Sharon and Mckechine (2007) conducted a cross-generational study
on generational differences in perception of elderly' capabilities .The objective of
the study was to examine perception of elderly across four generations, and also to
study the effects of these perceptions on elderly. The sample of the study
comprised of respondents who were employees in 388 stores and in 37 districts of
a national retail chain.
73
The findings of the study revealed that elderly belonging to both the traditionalist
generation and the baby boom generation were very positive about them and their
company. They believed that they were as more reliable than younger workers, and
were more productive and loyal to their companies. Indeed they earned the highest
scores for employee's engagement.
Further it was observed that the older generations were more positive in their
responses regarding older employee's ability to work better with younger
supervisors. Finally, in terms of perceptions that elderly were "just as likely be
promoted as younger workers the responses given by two older generations did not
differ significantly.
The findings in terms of psychological well being of employees the two older
generations perceived equal opportunities for elderly. They were significantly
higher kind well being than those who perceived unfair advantage for younger
workers.
In general, elderly belonging to both the traditionalist's generation and the baby
boom generation were very positive about them and also for the company they
worked for. They perceived themselves as more reliable than younger workers.
They also believed that they were more productive, and great loyal to their
companies. Indeed they claimed the highest scores of employees' engagement.
Such findings suggested that the lens of "generation" was proved useful for
understanding that some level of conflicts might occur between workers of the older
and the younger generation. These were but a few of the within-generation
differences in matter of thinking about people's values, attitudes, and work styles at
workplaces in present time.
Brown (2006) conducted a study on "Business Executives' Attitudes Towards the
Ageing Workforce: Aware but not Prepared? The purpose of this study was to
understand business executive's views towards 50 + workers and corporate
America's preparedness for the ageing of workforce. Chief executive officers and
other "c"-level executives, senior vice presidents, vice presidents, and general
manager's respondents for the online survey the conducted between July 10 and
July 23, 2006. The sample for study was derived from the Business Week Market
74
Advisory Board. It is an online panel of approximately 17,800 readers of the
Business Week and McGraw-Hill publication and also online registrants. The
registration for the survey was floated through email to randomly selected
respondents of panel members. All respondents hailed from companies that have a
staff of at least 100 employees worldwide. Among these companies more than half
(56 percent) were bigger organizations with at least 1,000 employees. In order to
ensure that the study would collect the opinions of those who influence workforce-
related decisions, the survey access kept restricted focus to those who reported that
they were holding responsibility of managing employees and that they could
influence decisions related to recruitment as well as matters of compensation or
other financial matters.
The results of the study focus to those revealed that more 83 percent of the
respondents reported that workers who were reaching conventionally determined
age of approaching retirement would play a greater role in the U.S. workforce over
the next decade than they did in previous decades.
Nearly 74 percent of the respondents strongly or somewhat agreed positively that
the U.S. economy might experience shortage of skilled workers over the next
decade. Whereas some 79 percent of them agreed that knowledge and experience
that older employees carried away when they retire from jobs or leave the
organization on any grounds would cause damage.
Some companies would prefer to retain old workers in view of their knowledge and
skills that they have cultivated with long experience of working for the company in
this matter only 16 percent of them reported that their company adopted formal
policies or programs to encourage employees who were approaching retirement to
continue working.
There were only 14 percent of the respondents who believed that their companies
were much committed to retaining experienced employees who were approaching
the retirement age. They rated each of their characteristics as quite important for
the company .Majority of executives evaluated qualities of old workers such
"experience" (91 percent), "knowledge" (78 percent), ability to "mentor other
workers" (71 percent), and "valuable insights into customer or business needs" (63
percent) and rated them as valuable for the company's progress and success.
75
Undoubtedly, each of these traits contributes specifically to customer service and
retention. Therefore, these traits were identified priority by 40 percent of
respondents as the top priority of their organizations.
There was also a group of executives (52 percent) who held a belief that old age
workers formed group that felt bit "uncomfortable with the technology",49 percent
of them indicated that elderly were bit "inflexible," and 44 percent of them felt that
they had "difficulty at reporting to younger supervisors. These executives called
their attitude as the disadvantage of employing workers 50 plus
The findings of the study further revealed that most business executives were
generally aware that the U.S. workforce is aging and that many firms would face
risk of talent shortages and significant loss of knowledge as increasing number of
old workers reach conventional age of retirement. However a few of these
corporate leaders reported that their organization had taken adequate steps to
counteract such demographic shift in the workforce
(
http://assets.aarp.org/rgcenter/econ/aging_workforce.pdf
)
Center for Aging and Community of the University of Indianapolis, U.S.A
(2006) conducted a study on "Gray matters: Opportunities and Challenges for
Indian's Ageing Workforce". The main aim of the study was to gain a better
understanding of how Indiana employers were preparing for the anticipated shortage
of skilled labour due to the impending retirement of the baby boomers. The study
also investigated an extent to which organizations perceived the pending loss of
these employees as important factor to affect their business operations. The sample
of the study consisted of Indiana employers who were surveyed online .It made a
group of more than 50 employees. The survey was conducted by the CAC for the
period from March-May 2006. Over 400 employers responded to the survey,
The findings of the study revealed that 55 percent of the respondents indicated that
their organizations would be very likely to adopt a strategy to rehire retired persons
to cope the loss. Over 41 percent and 43 percent of the respondents indicated that
their organizations would likely have retiring workers to mentor their replacements
or to write operating procedures describing their jobs before they retire. Further
76
about 20 percent of them considered steps such as hiring replacements and about 18
percent of them considered to train their replacements.
Only 21 percent of the respondents indicated that their organization would be very
likely to use this strategy. Only 11 percent of the respondents indicated that they
were very likely to rehire the retired workers as either a full-time or part-time
employee .Some 10 percent of the employers approved two other retention
strategies. An offer to rehire the retired workers under a contract was rated by 9
percent of the respondents and reducing responsibility as an adopted strategy was
endorsed by 9 percent of the employees offering benefits like promotion, or offering
financial incentives, or sabbatical leave were considered as very likely to be used by
less than 5 percent of respondents of the survey.
Comparing perceptions of older respondents to younger ones as reflected from their
questions of the survey when younger responsible were asked about their willingness
to participate in training. Nearly 10 percent (9 percent) of them reported that elderly
had very poor to poor willingness to participate in training. On the other hand, only
(2 percent) of the older respondents felt that elderly had very little willingness to
participate. Likewise about 66 percent of the older respondents, expressed about
good willingness on elderly part and some 50 percent of the younger respondents on
the other part felt that elderly had very good willingness to participate in training.
As today elderly usually delay formal retirement, employers get more and more
opportunities to take advantage of their experience and maturity. However, the levels
of sophistication and effort as HR practices vary considerably among employers. In
general, larger firms appear to be more focused on finding solutions than smaller one
do. A selected number of employers, often considered as "employers of choice,"
were found to be engaged in variety of initiatives to accommodate and embrace an
aging workforce.
(
http://cac.uindy.edu/media/GrayMattersI.pdf
)
77
2.5 Studies related to Perceptions of Silver Workers towards
Working and Workplace after Retirement
Wyatt (2009) conducted a study on "Effect of the Economic Crisis on Employee
Attitudes towards Retirement". The study aimed to focus on employees' retirement
timing .Sample of the study consisted of 2,232 active employees and 904 retirees of
non-government organizations with 1,000 or more employees to gauge the effect of
the economic crisis on Americans.
Findings revealed that more than two-thirds of workers aged 50 and over (69
percent) believed that they will need to save significantly more for retirement as a
result of the economic crisis. One-third of workers (34 percent) had increased their
planned retirement age in the last 12 months. Elderly were most likely to increase
the length of their working career, with 44 percent of workers aged 50 and over
planning to work longer compared with 38 percent of those in their 40s and only 25
percent of workers under 40.
Fifty-four percent of workers aged 50 to 64 who planned to postpone retirement
said they will work at least three years longer than expected. Three-quarters of
workers aged 50 to 64 (76 percent) cited the decline in the value of their 401(k)
plans as a key reason they would retire later.
The average planned retirement age for all employees was 65 years old. Elderly,
however, plan to work longer. Half of those aged 50 and over expected to work
past age 65. One-quarter of workers (26 percent) expected to retire before age 65
compared with 41 percent.
It was concluded that all Americans had been affected by the economic crisis, but
sharp declines in stock prices will had more immediate impact on elderly. With
reduced account balances, a shorter window to recover their losses and less
confidence in their ability to afford a comfortable retirement, many were likely to
work longer than planned.
Reynolds, Ridley and Horn (2005) conducted a study on "A Work-Filled
Retirement: Workers' Changing Views on Employment and Leisure". The main
aim was to study current perceptions of the treatment of elderly in the workplace.
78
A total of 1,232 adults were interviewed for this survey .Respondents who worked
full or part time, or who were unemployed and looking for work were interview.
The sample for this survey was stratified to ensure all regions, as defined by the
U.S.
Interviews were conducted at Center for Survey Research and Analysis (CSRA's)
interviewing facility in Storrs, Connecticut, using a Computer-assisted telephone
interviewing system Professional survey interviewers who were trained in
standard protocols for administering survey instruments conducted all CSRA
surveys.
Findings of the study revealed that those born between 1946 and 1964, boomers
were almost twice as likely as non-boomers to believe they will be working part
time for extra money. A majority of workers look forward to a productive
retirement focused on working out of interest or for enjoyment, supplementing
their incomes, or starting new businesses that contribute to the economy. Others
expected to remain active through volunteer activities. However, workers were not
as certain as they were five years ago that they will be able to retire when they
want. Personal savings were the most commonly cited source of primary
retirement income after employers sponsored pension plans more than half think
they were doing a good job of saving for retirement.
Findings of this study indicated that growing presence of older workers in the
labour force is likely to force changes in employers' policies and workplace
practices. Policymakers should look for solutions that facilitate a work-filled
retirement for employees that choose it, meet the needs of employers for a
steady supply of qualified workers, and address the need of all workers for
retirement security. (
http://www.retirementplanblog.com/WT16-Retirement.pdf
)
2.6 Studies related to Problems faced by Silver Workers
Punia and Punia (2002) conducted a study on Socio-emotional and Psychological
Problems of Retired Elderly in Haryana: A Comprehensive View. Main objective
of the study was to find out the types and extent of problems faced by old people.
The participants were retired old men and women (above 58 years) from Hisar,
79
Bhiwani and Sirsa districts of Haryana state, covering whole of Bagar pocket. A
sample of 80 people from each district city participated in the study, finally 240
elderly constituted the sample. A personal interview schedule was administered to
the sample of retired personnel to obtain socio-demographic information. Higher
proportions of the respondents were of 58 to 67 yrs of age group and had education
upto post graduation level. A majority of families possessed medium and low
socioeconomic status. More than fifty percent of the selected respondent had large
family size and had a monthly income range of Rs. 3000 to 6000. Personal
interview schedule and a standardized old age adjustment problem inventory
(Husain and Kaur, 1995) were used to gather information on family demography
and different types of problems faced by old people. This inventory measures the
following areas: (a) Health (b) Home (c) Social (d) Marital (e) Emotional (F)
Financial. The respondents were asked to tick `Yes' or `No' for all 125 statements
score, more the problems. The statistical analysis for measuring the type and extent
of the problems of the elderly were frequency and percentage and for differences in
the problems faced by old male and old female, the `Z' value was calculated.
In conclusion, compared to retired males, retired females faced more problems in
old age and this may be possible due to the fact that her medical needs are also
given second priority. In the joint family system, she faces psychological pressure
and hostile feelings from the daughter in- law as the control of family moves from
her to the daughter-in-law. By nature the female is more submissive and after
initial squirmishes adjust even though unwillingly in most cases. The male on the
other hand, has been the main wage earner and has enjoyed the position of
supreme dominance in the house and does not face these problems. Further it was
found that after retirement there is feeling among the aged that every one's
attitude toward them has changed. The old people felt lonely and perceived
avoided in their life. Almost all had financial problems perceived a loss of status
accompanied by a sense of alienation and hopelessness. There is a need for
counselling of old as well as the second generation to make relations more cordial.
80
Conclusion
Studies conducted on elderly in India showed that majority of the researchers aimed
at finding the current status of silver workers, problems that they face after
retirement, effects on health post retirement. From the reviewed literature it was
found that solely the reasons of silver workers working after retirement was not
studied in Indian context. There is no data available on the reasons, perceptions,
problems and satisfaction of silver workers to work after retirement. There was
dearth of researches studies to find out which were the reasons that insisted them to
work after retirement, also the influencing factors, what were the problems that they
faced while working after retirement, what do employers think about the such elderly
who work after retirement, do they recruit them.
Studies conducted in other countries than in India on elderly revealed that-
1. Majority of the studies were conducted to find out the status of retired elderly.
2. Current perceptions of elderly towards workplace
3. Impact of late life paid work on physical and psychological well being of elderly
workers and types and extents of problems faced by elderly
4. Explore the elderly vision of retirement and to better understand the types of jobs
they want to do in retirement.
5. Employers demands and views for elderly and explores how this demand would
be changing over time.
6. Future of work and workplace transformation with an emphasis on the provision
of flexible working arrangements
7. Sample of the studies were mainly elderly aged 60 years and older and
employers were chief executives and senior vice presidents
8. Tools used for data collection were Questionnaire, Interview Schedule, Rating
Scales, Online Survey, Telephonic Interviews
9. Almost every study reported that elderly do work after their retirement.
Knowledge and
10. Age, Gender, Educational Level, Sector of Employment , Financial Security
,Spouse Employment Participation, Family Income , Health Status were the
variables studies by the majority of the researchers experience that older
81
employees is carried away when they retire from jobs or leave the organization
on any grounds would cause damage
However it was also observed that no studies were found which solely focuses
on the reasons, problems, perceptions and factors that influence elderly to work
after retirement. Therefore it can be concluded from the review of related
literature that there is need to undertake research study which can throw light on
reason of silver workers to work after retirement, problems that they face while
working, factors that influence them to work, their perceptions about retirement
and also about the view points of employers in terms of recruiting them
82
CHAPTER 3
METHODOLOGY
Given the study is exploratory research to first investigating the target group, for
analysis, both quantitative and qualitative methods have been applied. This study
aims at quantifying the qualitative data gained from open ended questions. This is
not a pure qualitative analysis. Therefore in a first approximation, all given answers
were listed and frequencies were counted. Then categories were created, numbers
assigned and percentages were obtained. On the one hand, there are quantitative
analyses of subjective ratings using percentage scale or numerically anchored scales.
On other hand, there are open ended questions which demand free non supported
statements from the respondents. These statements were coded and quantified in a
subsequent step. This study considers appropriate analyses for these different
approaches and quantitative data were imported into SPSS and Excel as shown in
chapter 4.
As the qualitative part of this study generated a large amount of textual material
certain systematic methodological conducive to tits condensation were referred to
interpretation of open ended questions. The following analysis explores the
association between job search duration and types of factors such as reasons,
problems, perceptions, satisfaction, their suggestions and factors that influence silver
workers to work after retirement. It also included the employers who recruit retired
silver workers for jobs/work.
Figure 4 gives an overview of the general procedure of this study. Research question
was what are silver workers like? What do they do, how they think and what they
have to say?
83
Figure 4: Overview of the Study
Research Questions
The present chapter describes the steps in methodology. This chapter is divided into the
two sections:
(A) Methodology for Quantitative Data, and
(B) Methodology for Qualitative Data
(A) METHODOLOGY FOR QUANTITATIVE DATA
3.1 Pilot Study
3.2 Population of the Study
3.3 Sampling Unit
Questionnaire Development and its Validation
Data Collection
T
ranscriptio
Analysis of Quantitative Data
Analysis of Qualitative Data
SPSS Analysis
Construction of Codes
Description of Findings
IIIustrations and Discussion of Results
84
3.4 Sampling Frame
3.5 Sample Size and Selection Procedure of the sample (Silver workers and
Employers)
3.6 Construction of the Research Tools
3.7 Validity of the Research Tools
3.8
Reliability of the Research Tools
3.9 Pre-testing of the Research Tools
3.10 Procedure of Data Collection
3.11 Scoring and Categorization of the Data of Silver Workers
3.12 Scoring and Categorization of the Data of Employers
3.13 Plan of Statistical Analysis of the Data
(B) METHODOLOGY FOR QUALITATIVE DATA
3.14 Sampling Unit
3.15 Sample Frame
3.16 Sample Size
3.17 Process of Conducting Interviews
3.18 Analysis of the Interviewed Data
3.1 Pilot Study
The present pilot study was undertaken with objective of identifying the silver workers
working after retirement and their reasons for working after retirement. The reason for
conducting the pilot study was to study the feasibility of conducting a study on
working silver workers.
The sample comprised of 30 silver workers (58 years of age and above) residing in
Vadodara city. Purposive sampling method was used to select the sample. The
questionnaire was constructed to collect the data from the silver workers to find out
their reasons and problems, factors that influence them to work after retirement. Their
work satisfaction, suggestions of working after retirement
85
3.1.1 FINDINGS OF THE PILOT STUDY
The information was collected in terms of educational qualification, gender, and age,
family income, type of job, reasons for working after retirement, problems and
benefits of working after retirement, expected maximum age of silver workers to
work after retirement.
x Major findings of the pilot study revealed that high majority of silver workers
were male and only 2 percent were female .Regarding the level of education,
silver workers with graduation degree were 52 percent whereas 44 percent had
masters degree, technicians or similar and those with graduation were 4 percent.
x Further the findings of the study revealed that 64 percent silver workers were in
60-65 years old age group, 32 percent were in 66-70 years old group and 71 -75
years old group were 4 percent.
x Majority of the silver workers (60%) lived with their families whereas 35
percent were living with their spouses and 5 percent lived alone.
x Majority (70%) of silver workers reported that they were working part time, and
30 percent were working full time.
x Majority (65%) of silver workers were self employed. While 25 percent of them
reported that they were working in private sector, businesses and 10 percent in
other organizations.
x High majority (80%) of the silver workers had monthly family income between
Rs.20,000 to Rs.50,000 whereas 20 percent had between Rs.50,000 and 70,000
per annum.
x To the question of what were the reasons of your working after retirement"
majority (60%) of the silver workers reported that for staying active and engaged
after retirement, whereas 30 percent revealed that they had not earned enough
money during their earlier life, and now had to earn to pay their life expenses.
Very few (10%) of them declared that their pensions was their income which was
not enough to pay the life expense and hence now they worked.
86
x The distance from their residence to work place for a majority (65%) was
between 5 and 10 kilometres, whereas 5 percent of them reported the distance as
between 10 to 15 kilometres.
x When asked about the problems they faced while working after retirement a
majority (60%) reported being mistreated because of age by younger colleagues,
whereas 35 percent believed that they were paid less salary/income and very few
(5%) felt neglected when their salary was determined or promotions were
decided.
x Silver workers reported financial security, remaining active and updated, financial
independence, social interactions and remaining healthy were the benefits of
working after retirement.
x Majority (70%) of the silver workers reported that they will continue to work till
the age 75 years, whereas 20 percent of silver workers reported that they work till
they are physically capable enough to work, while a few (10%) reported that they
were willing to work till 80 years of age.
3.1.2 CONCLUSION OF THE PILOT STUDY
It can be concluded that the motivations for work do not change for everyone in the
same way. For some, the drive for economic gain never goes away, but for many
others economic motives fall behind the need to accomplish something meaningful
in their early sixties. One of the best ways to accommodate these changes is to look
for more creative ways to structured work. Many factors today seem to be
encouraging elderly workers to stay in the workforce, but, in practice, individuals
still face major barriers to working longer than previous generations. It is not to
develop effective theories about the employment of elderly until the dynamics that
are currently driving elderly workers into retirement sooner than they had planned
are truly understood.
The study was concluded with a remark that different needs of the silver workers
should be studied to improve their living status by providing them with facilities.
This subject can be implemented under social policy framework by compiling
comprehensive plans for silver workers welfare through providing proper services
that are adapted to their needs.
87
Based on these findings, policies can be formulated for the silver workers, in which
will emphasize the importance of policies to implement a comprehensive social
security scheme to cope with an expected aging population, as well as to create jobs
for working-age people in the still relatively young country.
Hence, it is imperative to study about elderly working after their retirement such a
study will help us understand their importance at workplace. The vast experience of
theirs fetches respect for them or are they exploited by the employers. The seniors
have the right to work, and the civil society and dignity in return. By undertaking
such a research, the government and civil society will be able to provide a better
work environment to a large work force of elderly.
Therefore, it can be concluded from the results of the pilot study that a research on
"A Study on Silver Workers Residing in Vadodara City" can be undertaken
3.2 Population of the Study
The population of the present study comprised of silver workers those who are
officially retired (58 and above) working for productive purpose/still working and
earning after their retirement. The other group of sample consisted of employers
from Vadodara city who have recruited those silver workers in their
offices/institution/firms and business houses residing in Vadodara city of Gujarat
State.
3.3 Sampling Unit
Sampling unit refers to the geographical area from where the samples are drawn. In
the present study, samples of silver workers who were working after their retirement
and the employers who recruit these retired silver workers were drawn from the
Vadodara city of Gujarat state.
3.4 Sampling Frame
The elderly working post retirement, who is termed as silver workers in the present
study and that comprised the sampling frame for the present study. The selected
samples were working in the various organizations companies, private banks, firms,
and corporate of Vadodara city of Gujarat State.
88
At the same time, the sampling frame also included the employers who recruit these
retired silver workers on jobs post retirement in the different organizations of
Vadodara city of Gujarat State. With regards to the acquisition of sample, large
organizations were systematically contacted who supposedly maintained contact
with their retirees. Some silver workers were identified with the help of these
organizations. However most silver workers were acquired using personal contacts
known to the researcher or from interviewees in a snow ball process. While the
employers were identified with the help of silver workers or through the personal
contacts of the researcher.
3.5 Sample Size and Selection Procedure of the Sample (Silver
Workers and Employers)
The sample of the present study comprised of two types of respondents one were
the silver workers and other were the employers who employed silver workers.
(See Figure)
Elderly Working
after Retirement
Employers (who
Recruit
Elders)
89
In total there were three hundred and fifty respondents from which three hundred
were silver workers who were working post retirement and fifty were the
employers who recruit those retired silver workers in their organizations, corporate,
banks, companies, firms and colleges from Vadodara city of Gujarat State.
In order to indentify an employer which is the second sample of the study, the
researcher approached the same organization where the silver workers were found
working during their retirement. The size of the organisation (i.e number of
employees) was one important factor in shaping the experience, ethos and practice
of employers.
A purposive sampling method was used to draw the sample. Researcher identified
banks/corporate/organizations/companies/firms functioning actively and recruiting
silver workers and the organization recruiting those silver workers after retirement
in Vadodara city. Researcher visited those
banks/corporate/organizations/companies/firms and asked about silver workers
who were recruited there after retirement. Almost fifty silver workers were
identified initially those who were working after their retirement.
Those silver workers provided the names and addresses of the other silver workers
whom they knew. The names and addresses of silver workers were also collected
from colleagues, friends, relatives, neighbours, who knew silver workers those who
were working after retirement. Same organizations were approached by the
researcher in order to identify the employers .The snowball sampling technique was
used to identify the sample.
3.5.1 SAMPLE SIZE FOR QUALITATIVE DATA
It was decided to use in-depth interviewing as the main method to collect data for
the study since an interpretative approach (qualitative in nature) was adopted for
Qualitative
Method
15 silver
Workers
Interviews
were
Conducted
90
the investigation. The central concern of the interpretative research understands
human experiences at a holistic level. Because of the nature of this type of research,
investigations are often connected with methods such as interviewing, participant
observation and the collection of relevant documents. Maykut and Morehouse 1994
state that the data of qualitative inquiry is most often people's words and actions,
and thus requires methods that allow the researcher to capture language and
behaviour. The most useful ways of gathering these forms of data are participant
observation, in interviews and the collection of relevant documents. Observation
and interview data is collected by the researcher in the form of field notes which
are later transcribed for use in data analysis. Same procedure and method was
adopted to gather the sample for qualitative data. The sample for qualitative
analysis total fifteen interviews were individually conducted with the silver
workers.
3.6 Construction of Research Tools
The present study was an exploratory research. Therefore, survey method was
preferred for studying the reasons of silver workers and for the employers who
recruit them. The questionnaire, perception scale and rating scales were the tools
used for data collection. In addition to obtain a picture of ideal working situation
during retirement open ended question were incorporated. The main aim to
incorporate open ended questions was to attract unfiltered impressions of the silver
workers descriptions of their circumstances and experiences. The tools were
constructed keeping in mind various purposes after reviewing related literature
desired from books, journals and other literatures. As a first step, main topics for
survey were defined such as former professional career, motivation for working
during retirement, changing profession when entering retirement, and type of work
in retirement. The pilot study helped the researcher to frame the questionnaire. The
tools were prepared in English and then translated into Gujarati for better
comprehension of the silver workers and to ensure ease in communication.
91
3.6.1 DESCRIPTION OF RESEARCH TOOL USED FOR SILVER
WORKERS
A questionnaire consisting of six sections was prepared to study the reasons,
perceptions, problems, their work related satisfaction and factors that influence
silver workers, to work after retirement. The sections, content and response system
used in the research tool of silver workers are detailed in the table below:
Table1: Description of Research Tools of the Silver Workers
(Refer Appendix-1)
Sections
Content
Response System
Section-1 Part-A
Background Information of the
Silver Workers
Check list cum
Questionnaire
Part-B
Details About the Family
Check list cum
Questionnaire
Part C
Present Occupational Status
Check list cum
Questionnaire
Part-D
Work History
Check list cum
Questionnaire
Part E
Health Status
Checklist
Section-2 Part-A
Reasons of Working after
Retirement
4-Point Rating Scale
Part-B
Perceptions about Retirement
3-Point Rating Scale
Section -3
Influence of Work on Silver
Workers
3-Point Rating Scale
Section -4
Problems Faced by Silver Workers
at Workplace
4-Point Rating Scale
Section -5
Satisfaction at Workplace
3-Point Rating Scale
Section -6
Suggestions
Open Ended Questions
and checklist
The research tools used for data collection of silver workers are as follows:
92
3.6.1.1. Section-1: Profile of the Silver Workers
In this research tools used for silver workers has been spilt in five parts namely,
Part A, Part-B, Part C, Part-D and Part-E.
Part -A of Section-1 Background Information: It consisted of questions related
to the background information of the silver workers such as:
x Age
x Sex
x Educational qualification
x Marital status
x Type of house
x Leisure time activities
Part -B of Section-1 Details about Family: This section comprised items related
to the details related to the families of silver workers like:
x Type of family
x Number of family members
Details about family members like:
x Silver workers relationship with them
x Their occupational status
x Income
x Marital status
x Physical or mental disabilities
x Sources of families income
Part -C of Section-1 Present Occupational Status: This section included
questions related to the:
x Organizations/firm/company/corporate/bank/college/institute in which silver
workers were presently working,
x Their employment status
x Designation
x Type of work
93
x Income/salary
x Type of duties
x Working hours
x Distance of workplace
x Problems they faced while searching present job
x Reasons of doing present job/work etcetera
Part -D of Section-1 Work History: This section consisted the question related to
first job of the silver workers that is the job they were doing before retirement such
as:
x Designation
x Type of organization they were working in before retirement
x Employment status
x Designation
x Income
x Type of work
Part -E of Section-1 Health Status: To find out the health status of silver workers,
a checklist consisting nine items was prepared including the possible health
problems which could occur in the old age. Silver workers had to tick mark against
the health problems they were facing. The tool developed by Kikani (1993),
Department of Foods and Nutrition, The M.S University, Vadodara was adopted by
the researcher. The nutritionist and experts from Geriatrics were also consulted for
preparation of the proforma.
3.6.1.2. Section-2 Reasons of Working after Retirement and
Perception about Retirement
Part -A of Section-2 Reasons of Working after Retirement: This section
included the items which can be possible reason for silver workers to work after
retirement:
x Financial reasons
x Familial reasons
x Work related reasons
94
x Personal reasons
The statements were prepared after reading and reviewing of books and previous
researches conducted in the same area and also research articles, on the subject
etcetera. Some of the statements are modified from another similar study for
preparing this tool for present study. It is four point rating scale .Silver workers
were required to mark against the statements, wherein they had to indicate the
extent of reasons for working after retirement as perceived by them. The content
and number of statements under each aspect are as follows:
Table 2: Content and Number of Statements under each Aspect.
Aspects
No. of
Statements
Financial
10
Familial
11
Work
7
Personal
8
Total
36
Part -B of Section-2 Perceptions about Retirement: This section consisted of 46
statements representing positive and negative perceptions about retirement namely:
x Decreasing physical and mental strength
x Retirement and reduced income
x Retirement and society
x Worries of being retired
x Adapting social role in flexible way
x Fear of growing age and isolation
The statements were prepared after reading and reviewing of books and previous
researches conducted in the same area and also research articles, on the subject
etcetera. Some of the statements are modified from other similar studies. It is three
point rating scale .Silver workers were required to mark against the statements,
wherein they had to indicate the extent of perceptions about retirement as
perceived by them.
95
Table 3: Content and Number of Statements under each Aspect.
Aspects
No. of Statements
Favourable
17
Unfavourable
29
Total
46
3.6.1.3. Section -3 Influence of Work on Silver Workers
This section included the items on influence of work on silver workers .The main
aim to design this section was to know the influence positive or negative influence
of "Work" on silver workers due to their working life after retirement. Twenty
four statements were prepared after reading and reviewing of books and previous
researches conducted in the same or related areas and also research articles on the
subject etcetera. It is a three- point rating scale. The content covered under this
section included statement related to the influence of work on silver worker's like:
x Physical and mental well being
x Family
x Income
x Leisure time
x Silver workers job related goals
x Silver workers equation with family and society
The silver workers were asked to tick mark against the statements which indicated
the influence of work on them.
3.6.1.4. Section -4 Problems Faced by Silver Workers at Workplace
A list of possible problems which could be faced by silver workers while working
after retirement and problems they face due to workplace were listed in the tool.
The problems were related to physical, social, financial or familial problems,
problems related to:
x Work given to them
x Designation
96
x Equation with authorities
x Working with younger generation
x Working/Adapting new technologies
x Reduced income
x Infrastructure of workplace
x Distance of workplace
x Working hours
Above mentioned could be the problems that can be faced by silver workers due to
work or because of workplace. A four point rating scale was designed to study the
extent of problems faced by silver workers. It included twenty five statements. The
silver workers were asked to tick mark against the statements which indicated
certain problems which might affect their working life
3.6.1.5. Section -5 Satisfaction at Workplace
This section consisted of 12 statements related to satisfaction of silver workers
related to:
x Opportunity to work
x Welfare facilities in the organization they work
x Advancement of their work skills
x Work value system
x Nature of their work and salary/income
x Readdressal of grievances
A three point rating scale was designed to study the extent of satisfaction by silver
workers related to their work and workplace. The silver workers were asked to tick
mark against the statements which indicated their extent of satisfaction.
3.6.1.6. Section -6 Suggestions
This section included checklist and open ended questionnaire to seek suggestion of
silver workers about:
x Specific personnel policies that can be framed for silver workers
x Their suggestion about preparation for retirement
97
x Services which they think important for silver workers
x Services that employers can provide to silver workers that can make their
working in later life attractive
3.6.2 DESCRIPTION OF RESEARCH TOOLS USED FOR EMPLOYERS
A questionnaire consisting two sections was prepared to study reasons, advantages
and disadvantages, qualities, factors that influence the employers towards recruiting
silver workers. The sections, contents and response system used in the research
tools of employers are detailed below:
Table 4: Description of Research Tools of the Employers
(Refer Appendix-2)
Sections
Content
Response
System
Section -1
Background Information of the
Organization/companies/institution/firms/corpor
ate/business house
Check list cum
questionnaire
Section-2
Information related to silver workers working in
their
Organization/companies/institution/firms/corpor
ate/business house
3 point rating
scale and
intensity Indices
3.6.2.1
Research tool used for data collection of Employers
Section 1 consisted of questions related to the background information of the
Employers to include:
x Age
x Sex
x Designation
x Experience
x Organization's details like type of organization
x Objectives/mission
x Financial resources of the organization
x Number of silver workers working in their organization
98
Section 2 Consisted of questions related to the employees such as:
x Qualities of silver workers
x Advantages of recruiting silver workers
x Disadvantages of recruiting silver workers
x Factors that influence employees to work after their retirement
x Formal policies to retain retired employees into work sector
3.7 Validity of the Research Tools
To check the validity of the research tools, the questionnaires were sent for review
by experts from the following institutions:
x Dean, Faculty of Family and Community Sciences, The Maharaja Sayajirao
University of Baroda , Vadodara
x Head, Faculty of Family and Community Sciences, The Maharaja Sayajirao
University of Baroda , Vadodara
x Associate Professor, Department of Extension and Communication, Faculty
of Faculty of Family and Community Sciences , The Maharaja Sayajirao
University of Baroda, Vadodara
x Associate Professor, Department of Psychology, Faculty of Education and
Psychology, The Maharaja Sayajirao University of Baroda, Vadodara
x Associate Professor, Department of English, Faculty of Arts, The Maharaja
Sayajirao University of Baroda, Vadodara
x Associate Professor, Department of Statistics, Faculty of Science, The
Maharaja Sayajirao University of Baroda, Vadodara
x Associate Professor, Faculty of Social Work, The Maharaja Sayajirao
University of Baroda, Vadodara
The experts were requested to check the questionnaire for:
x Content validity
x Nature of the statements
x Clarity of language and ideas
x Appropriateness of the response system
The suggestions given by experts were incorporated in the tool
99
3.8 Reliability of the Research Tools
The test- retest method was used for measuring the reliability of the questionnaire. The
tool was administered on five silver workers and five employers in Vadodara city. To
measure the reliability of the tool, it was administered again on the same persons after a
gap of fifteens days. The coefficient of correlation between the two sets of scores was
calculated to find out the reliability of the tool by using the following formula:
Where, r = Coefficient of correlation
X= Score of First test
Y= Score of Second test
The tool reliability was found 0.92
3.9 Pre-testing of the Research Tools
The prepared questionnaires were pre-tested on ten silver workers and ten
employers in the Vadodara city. The researcher simplified some terms that
respondents could not follow. Silver workers and employers selected for pre-testing
of the tool took about thirty to thirty five minutes to fill the questionnaire.
3.10 Procedure of Data Collection
The data were collected from 300 silver workers and 50 employers who recruit
those retired silver workers in their organizations, firms, corporate, business
houses, from different areas of Vadodara city during December 2012 to May 2013.
With regards to acquisition of respondents, large organisations were systematically
contacted who supposedly maintained contacts with their retirees. Some
respondents were acquired using personal contacts known to the researcher or from
respondents in a snow ball process. Thus making the study's sample a cumulative
sample. A large number of silver workers were identified through
companies/organizations/corporate/institutes/firms/colleges who were recruiting
100
retired silver workers. A permission to collect data from silver workers as well as
employers was sought from the various authorities of the concerned organizations.
The silver workers and employers were contacted and the data was collected by
meeting them according to their convenience of time and place. The questionnaires
were distributed to silver workers. They were collected back after a week or fifteen
days.
Many a times, silver workers took more than 30 to 35 minutes to fill the
questionnaire as it required them to do some thinking on the items and relating it to
their working practise and experiences. Interview method was used to collect data
from those silver workers, who faced difficulty in reading or were not used to
filling questionnaire. Six to seven hundred questionnaires were distributed amongst
the silver workers as well as employers out of which 378 in total were returned.
x Various reasons were found for not returning the questionnaire such as:
x Losing the questionnaire
x Unwilling or uninterested in the study/in filling questionnaire
x Not filling the questionnaire after many reminders
x Few silver workers found the questionnaire too lengthy and some question about
which they were hesitant to answer
Interview schedule was prepared as tool for the employers and interview method
was used to collect the data. Tools were prepared in English language. Employers
took around fifteen to twenty minutes to answer the questions.
No major difficulties were faced during the data collection and it was completed
peacefully. Majority of the silver workers and employers were interested in the
study as it was related to them.
101
3.11 Scoring and Categorization of the Data of Silver Workers
Different types of scoring procedures were used for giving weightage to various
items of all the parts of the tools used to collect information regarding the variables
of the study. The scoring pattern and categorization of the silver workers and
employer are discussed separately in the following lines:
3.11.1 CATEGORIZATION OF VARIABLES
The tool contains questions regarding profile of the silver workers. The
categorization of the Independent and Dependent variables for a silver worker was
done as follows
Table 5: Categorization of Independent Variables for Silver Workers
Variables
Basis
Categories
1. Age
58-66 years
Young-Old
67-74 years
Old
2. Educational
Qualification
Graduate to Doctorate
Higher Level of Education
Higher Secondary to Diploma
Moderate Level of Education
Primary to Secondary
Low Level of Education
3. Designation
Class I
Higher order Designation
Class II
Class III
Middle order Designation
Class IV
Low order Designation
4. Present Salary
Less than 17,000 Rupees
Low Income Group
17,000 Rupees
Middle Income Group
More than 17,000 Rupees
High Income Group
5. Health Status
0-1 Health Problems
Healthy
2-4 Health Problems
Somewhat Healthy
More than 4 Health Problems
Less Healthy
6. Type of Family
Living Alone
Living Alone
Living with Partner
Living with Spouse
Living with Children
Living with Family
7. Type of Work
8 hours
Full Time
Less than 8 hours
Part Time
8. Perceptions
about
Retirement
Above Mean
Most Favourable
Mean and Below Mean
Favourable and Less
favourable
102
Table 6: Categorization of Dependent Variables for Silver Workers
3.11.2 REASONS TO WORK AFTER RETIREMENT
To measure the reasons of silver workers to work after retirement, the scores were
given to the silver workers as shown in the (Appendix 1, Section 2-A).The
minimum and maximum possible ranged from 1 to 36. However, the scores
achieved by the respondents ranged from 1 to 36 and they were categorized as
follows:
Aspect Wise total Obtainable Scores:
Aspects
Number of
Statements
Maximum Obtainable
Scores
Minimum Obtainable
Scores
Financial
10
30
10
Familial
11
33
11
Work
7
21
7
Personal
8
24
8
Total
36
108
36
Variables
Basis
Categories
1. Reasons of
Working
Above Mean
More Number of Reasons
Mean
Moderate Number of Reasons
Below Mean
Less Number of Reasons
2. Influence of
Work
Above Mean
High Level of Influence
Mean
Moderate Level of Influence
Below Mean
Low Level of Influence
3. Problems at
Workplace
Above Mean
More number of problems
Mean
Moderate number of Problems
Below Mean
Less number of Problems
4. Satisfaction at
Workplace
Above Mean
High satisfaction
Mean
Moderate Satisfaction
Below Mean
Less Satisfaction
103
The range of intensity indices were calculated overall and aspect wise to measure
the extent of reasons of the silver workers to work after retirement. To describe
the extents of reasons, the range of intensity indices were decided as follows:
The range of intensity indices were decided as follows:
Extent of Reasons Scores Range of Intensity Indices
Great Extent
3
2.51-3.00
Some Extent
2
1.51-2.50
Less Extent
1
1.00-1.50
Range of the scores for describing the reasons of silver workers to work after retirement
was decided as follows:
Type of Reasons
Score
Less Number of Reasons
36-60
Moderate Number of Reasons 61-85
More Number of Reasons
86-108
Range of mean scores for describing the reasons of silver workers to work after
retirement were decided as follows:
3.11.3 PERCEPTIONS ABOUT RETIREMENT
The perception scale was developed to measure the intensity of the perceptions of
silver workers about retirement. It was a 3 point scale. The scoring of the responses on
a scale was done as follows:
Range of Mean Scores
Categories
Less Number of Reasons
Below Mean
Moderate Number of Reasons
Mean
More Number of Reasons
Above Mean
104
Scoring pattern according to the nature of statements in the perception scale
regarding silver worker's perception about retirement
Nature of Statement
Agree to
Great Extent
Agree to
Some Extent
Agree to
Less Extent
Positive
3
2
1
Negative
1
2
3
The total numbers of statements were 46. The minimum and maximum obtainable
scores ranged from 46-138.Range of scores describing the perceptions of silver
workers regarding retirement was decided as follows:
Type of Perceptions
Score
Less Favourable
46-76
Favourable
77-107
Most Favourable
108-138
Aspect Wise Obtainable Scores were as follows
Perceptions
about
Retirement
Number of
Statements
Maximum
Obtainable
Scores
Minimum
Obtainable
Scores
Favourable
17
51
17
Less favourable
29
87
29
The range of intensity indices were calculated overall and aspect wise to measure the
extent of perceptions about retirement of the silver workers. To describe the extents of
perceptions, the range of intensity indices were decided as follows:
Range of Intensity Indices:
Extent of Perceptions Scores Range of Intensity Indices
Great Extent
3
2.51-3.50
Some Extent
2
1.51-2.50
Less Extent
1
1.00-1.50
105
Categories for describing the perceptions of silver workers regarding retirement was
decided as follows:
3.11.4 INFLUENCE OF WORK ON SILVER WORKERS
To measure the influence of work on silver workers, a three point scale was developed.
The overall intensity indices were calculated to measure the extent of influence of work
on silver workers. The total number of statements in the scale was 24 and the possible
obtainable score ranged from 24-72.
Obtainable Scores were as follows
Content
Number of
Statements
Maximum
Obtainable
Scores
Minimum
Obtainable
Scores
Influence of work
24
72
24
To describe the extent of work, the obtainable scores and range of intensity indices
were decided as follows:
Range of Intensity Indices:
Range of Mean Scores
Categories
Favourable and Less Favourable Mean and Below Mean
Most Favourable
Above Mean
Extent of Influence Scores Range of Intensity Indices
Great Extent
3
2.51-3.00
Some Extent
2
1.51-2.50
Less Extent
1
1.00-1.50
106
Range of the scores for describing the intensity of influence of work was decided as
follows:
To find out overall and item wise influence of work intensity indices were calculated.
Range of mean scores for describing the intensity of influence of work was decided as
follows:
3.11.5 PROBLEMS FACED BY SILVER WORKERS AT
WORKPLACE
To measure the extent of problems faced by silver workers at workplace a four point
rating scale was prepared which included twenty five statements. The maximum
obtainable score was hundred and minimum obtainable score was twenty five. The
scoring of the statements in the scale was done as follows:
Obtainable Scores were as follows:
Content
Number of
Statements
Maximum
Obtainable
Scores
Minimum
Obtainable
Scores
Problems faced by silver
workers at their
workplace
25
75
25
Extent of Influence
Score
Low Level of Influence
24-40
Moderate Level of Influence 41-57
High Level of Influence
58-72
Categories
Basis
Low Level of Influence
Below Mean
Moderate Level of Influence
Mean
High Level of Influence
Above Mean
107
The intensity indices were found out overall and item wise to measure the extent of
problems faced by silver workers at workplace. The categorization of intensity indices
was as follows:
The range of intensity indices were decided as follows:
Extent of Problems Score Range of Intensity Indices
Great Extent
3
2.51-3.00
Some Extent
2
1.51-2.50
Less Extent
1
1.00-1.50
Range of the scores for describing the intensity of problems at workplace was decided
as follows:
Type of Problems
Score
Less Problems
25- 41
Moderate Problems 42-58
More Problems
59-75
Categories for describing the intensity of problems at workplace were decided as
follows:
3.11.6 SATISFACTION AT WORKPLACE
To measure the extent of satisfaction of silver workers at workplace a three point rating
scale was prepared which included twelve statements. The maximum obtainable score
was thirty six and minimum obtainable score was twelve. The scoring of the statements
in the scale was done as follows:
Categories
Basis
Less Problems
Below Mean
Moderate Problems
Mean
More Problems
Above Mean
108
Obtainable Scores were as follows:
Content
Number of
Statements
Maximum
Obtainable
Scores
Minimum
Obtainable
Scores
Satisfaction of Work
12
36
12
The intensity indices were found out overall and item wise to measure the extent of
satisfaction of silver workers at workplace. The range of intensity indices was as
follows:
The range of intensity indices were decided as follows:
Range of the scores for describing the intensity of satisfaction of silver workers at
workplace was decided as follows:
To find out overall and item wise satisfaction of silver workers at workplace intensity
indices were calculated. Range of the mean scores for describing the intensity of
satisfaction of silver workers at workplace was decided as follows:
Extent of Influence Scores Range of Intensity Indices
Great Extent
3
2.51-3.00
Some Extent
2
1.51-2.50
Less Extent
1
1.00-1.50
Type of Satisfaction
Score
Less Satisfaction
12-20
Moderate Satisfaction 21-29
High Satisfaction
30- 36
Categories
Basis
Less Satisfaction
Below Mean
Moderate Satisfaction
Mean
High Satisfaction
Above Mean
109
3.12 Scoring and Categorization of Data of Employers
3.12.1QUALITIES OF RECRUITING SILVER WORKERS
To measure qualities that employers considered while recruiting silver worker, a
three point scale was developed. The overall intensity indices were calculated to
measure the extent. To describe the qualities, the obtainable scores and range of
intensity indices were decided as follows:
Obtainable Scores were as follows
Content
Number of
Statements
Maximum
Obtainable
Scores
Minimum
Obtainable
Scores
Qualities of the
Employees
22
66
22
The intensity indices were found out overall and item wise to measure the extent of
qualities of an employee. The categorization of intensity indices was as follows:
Range of Intensity Indices:
Range of scores for describing the qualities of the employees was decided as follows:
Extent
Scores Range of Intensity Indices
Great Extent
3
2.51-3.00
Some Extent
2
1.51-2.50
Less Extent
1
1.00-1.50
Extent
Scores
Great Extent
22-36
Some Extent
37-51
Less Extent
52-66
110
3.12.2 ADVANTAGES OF RECRUITING SILVER WORKERS
To measure advantages that employers takes into consideration while recruiting
silver workers, a three point scale was developed. The overall intensity indices
were calculated to measure the extent. To describe the advantages, the
obtainable scores and range of intensity indices were decided as follows:
Obtainable Scores were as follows
Content
Number of
Statements
Maximum
Obtainable
Scores
Minimum
Obtainable
Scores
Advantages
18
54
18
Range of Intensity Indices:
Range of scores for describing the advantages of employing silver workers was
decided as follows:
Extent
Scores Range of Intensity Indices
Great Extent
3
2.51-3.00
Some Extent
2
1.51-2.50
Less Extent
1
1.00-1.50
Extent
Scores
Great Extent
18-30
Some Extent
31-43
Less Extent
44-56
111
3.12.3 DISADVANTAGES OF RECRUITING SILVER
WORKERS
To measure disadvantages that employers takes into consideration while
recruiting silver workers, a three point scale was developed. The overall
intensity indices were calculated to measure the extent. To describe the
disadvantages, the obtainable scores and range of intensity indices were decided
as follows:
Obtainable Scores were as follows
Content
Number of
Statements
Maximum
Obtainable
Scores
Minimum
Obtainable
Scores
Disadvantages
17
51
17
Range of Intensity Indices:
Range of scores for describing the disadvantages of employing silver workers was
decided as follows:
Extent
Scores Range of Intensity Indices
Great Extent
3
2.51-3.00
Some Extent
2
1.51-2.50
Less Extent
1
1.00-1.50
Extent
Scores
Great Extent
17-28
Some Extent
29-40
Less Extent
41-52
112
3.12.4 INFLUENTIAL FACTORS IN RECRUITING SILVER
WORKERS
To measure the factors that influence the employers takes while recruiting silver
worker, a three point scale was developed. The overall intensity indices were
calculated to measure the extent. To describe the influential factors, the
obtainable scores and range of intensity indices were decided as follows:
Obtainable Scores were as follows
Content
Number of
Statements
Maximum
Obtainable
Scores
Minimum
Obtainable
Scores
Influential Factors
10
30
10
Range of Intensity Indices:
Range of scores for describing the influential factors in employing silver workers was
decided as follows:
Extent
Scores Range of Intensity Indices
Great Extent
3
2.51-3.00
Some Extent
2
1.51-2.50
Less Extent
1
1.00-1.50
Extent
Scores
Great Extent
10-16
Some Extent
17-23
Less Extent
24-30
113
3.13 Statistical Analysis of the Data
A statistical package for social sciences (SPSS) was used to analyze the data. Different
statistical measures for various purposes used were as follows:
Table 7: Plan for Statistical Analysis of the Data of Silver Workers
No.
Purpose
Statistical Measure
1
Background Information of the Silver
Workers
Frequencies, Percentage and
Intensity Indices
2
Reasons and Perceptions of Silver
Workers to work After Retirement
T-Test, ANOVA (F-test)
Intensity Indices
3
Influence of work on Silver Workers
T-Test, ANOVA (F-test)
Intensity Indices
4
Problems faced by Silver workers at
work place
T-Test, ANOVA (F-test)
Intensity Indices
5
Satisfaction at Workplace
T-Test, ANOVA (F-test)
Intensity Indices
6
Suggestions
Intensity Indices
Formula used for t-test:
114
Where,
= mean of Group 1
= mean of group 2
= number of group 1
=number of group 2
df =
+
- 2
S1= SD Group 1
S2 = SD Group 2
Sp = Pooled Variance
Formula used for ANOVA (F-test)
F= Large Variance
Small Variance
Or = Between Group Variance
Within Group Variance
Between group variance = Variance in the mean of each group from the total mean of
all variance groups
Within group variance = Average variance of scores within groups
Formula used for Calculating Item Wise Intensity Indices:
Item Wise Intensity Indies = Total Score for an Item
_____________________________________________
Total Number of Respondents
115
Table 8: Plan for Statistical Analysis of the Data of Employers
No.
Purpose
Statistical
Measure
1
Background Information related to silver
workers working in their
organization/companies/institution/firms/corpora
te/business house
Frequencies and
Percentages
2
Information related to silver workers working in
their
organization/companies/institution/firms/corpora
te/business house
3 point rating
Scale and
intensity Indices
(B) METHODOLOGY FOR QUALITATIVE DATA
An in-depth interview method was used to collect qualitative data only from
selected silver workers of Vadodara city:
The purpose of conducting in-depth interview was:
x To study the reasons of the silver workers to work after retirement.
x To study their perceptions about old age and retirement
x To obtain suggestions for the policies they wish should be framed for silver
workers as well the kinds of jobs/work opportunities that should be created
for them
3.14 Sampling Unit
The silver workers working in different organizations, firms, institutions, private banks,
corporate based in Vadodara city were contacted for conducting in-depth interviews.
3.15 Sampling Frame
The selection of the samples was done using purposive sampling method. While
distributing and collecting the questionnaires the silver workers were identified and
selected on the basis of their willingness to share their experiences and perspectives.
However, the prior permission from the respondents were oriented about the nature and
116
objectives of the study. Then, according to the pre-decided time the researcher
approached the silver workers to conduct the interview.
3.16 Sample Size
The fifteen silver workers selected from different organizations, firms, private banks,
institutions, were interviewed for all relevant details through personal visits. The prior
appointments were sought from these silver workers for the interviews.
3.17 Process of Conducting In-depth Interview
In the beginning, the interviewees were given a handout describing the nature of the
study. They were assured of all confidentiality. The interviews were mainly conducted
in English or Gujarati as per the preference and comfort of the participants. They were
held at the respective organizations or at the residence keeping in mind the convenience
of the silver workers. The interviewer introduced the topic to the silver workers and
then they were asked to express and share their own experiences related to the topic of
discussion. They were asked to share their views and perceptions without any
hesitations. All the 15 in-depth interviews were conducted personally by the
investigator. Each in-depth interview conducted focused on selected key issues of the
study. The selected silver workers were able to discuss at length key issues of the study.
It took almost 1 to 1 ½ hour during which almost all the key points were discussed by
the silver workers and the interview was conducted with a note of gratitude. The notes
were taken about discussed to record the response of the participants.
3.18 Analysis of the Interviewed Data
The notes maintained at the time of the interviews were transcribed and the data was
finally recorded. The respondents were classified and coded under a particular questions
or issues. Then under each question, the coded data obtained from the 15 interviews
were clubbed on a comparative analysis table. It helped the researcher to categorize the
qualitative findings under major sections. These sections are discussed in the following
chapter.
117
CHAPTER 4
FINDINGS AND DISCUSSION
The current demographic trend of an aging population and workforce will present
researchers and policymakers with many challenges in the near future. Initiatives have
been put forward to address this issue of great importance. Many of these initiatives
are aimed at increasing the labour force participation of older individuals. In order for
these policies and programs to succeed, the factors that are associated with prolonged
workforce activity must be understood. This includes the phenomenon of return to
work after retirement. The present study aims to fill a number of gaps in the literature
through a comprehensive examination of this topic. Numerous variables and various
interactions among these variables are investigated as potential correlates of the
probability that one has engaged in post-retirement work.
Beyond a study of factors that are correlated with the likelihood of having been
involved in work after retirement, this study is concerned with how return to paid
work after retirement is associated with the health and well-being of silver workers.
Elderly individuals whose health and happiness are compromised by their post-
retirement work activity will be unlikely to sustain this activity for a lengthy period of
time. On the other hand, elderly workers whose health and quality of life are
benefiting from their work efforts after retirement will likely proceed with these
efforts with much commitment and enthusiasm. Furthermore, it would be socially
unjust to encourage productive work among retired individuals for the benefit of the
larger society if this benefit is to be realized at the expense of their health and life
satisfaction and other factors. For all of these reasons, there is a need to understand
how post-retirement work is associated with the health and happiness of silver
workers.
When people of 60 years and above decide to work after retirement they make a
unique category of workers. They attract ever ones attention. Their existence in human
society gives rise to variety of responses, reactions and apprehensions, because it
connotes on greater part, to some kind of compulsion or willingness that prompt
elderly to decide to work after retirement. Work due to social attention and assurance
for security both economical and social. In this age, elderly aspire for psychological
118
security with due attention. But the fact remains that despite age related limitations
good number of persons in their age of sixty and beyond were hunting for work that
would support them and get them some kind of support and in it turns helps them to
remain physically and mentally active. Does it mean that they feel insecure in the
present set-up of the economical, social and psychological condition of human society
or it was their willingness to continue working after retirement?
In view of this reality, the present research seeks to conduct an enquiry into
economical, social and psychological undercurrents in the reality today that prompt
elderly decide to work even after they retire from their first employment. Does it turn
out to be a kind of compulsion or because of familial responsibilities on their part or
they wanted to do it out of their willingness or passion for work, or some other kind of
considerations? The present research focuses on these issues to review the decisions of
elderly to work after retirement. Popularly these workers are termed as "Silver
Workers". The focus is laid on silver workers in the city of Vadodara to conduct a
sample study on the related issues at large. Emerges from the responses and reflections
of the silver workers against the questions asked to them. As a result we can obtain
dial perspective on the silver workers decision to work after retirement
This chapter interprets specific results of silver workers experiences regarding
transition to retirement and their post retirement activities. This included findings of
retiree's reasons and conditions for post retirement work, as well as their ideas and
perceptions about retirement and their organizational needs. The silver workers study
provides an insight into circumstances of continued work during retirement. For
instance, silver workers in this study have high level of educational level. Their former
jobs often have been characterised by high complexity. In addition, silver workers
subjectively had achieved their occupational goals to a very high degree. Therefore,
they left a highly productive level of activation when they retired.
Secondly, the study consisted of the employers who were recruiting the silver
workers. Although few organizations have taken steps to prepare for the potential loss
of critical talent and knowledge as elderly retire, executives overwhelmingly report
that their organizations value silver worker for their experience, knowledge, and
insights. However, stereotypical notions of elderly worker inflexibility and difficulty
with technology persist. Companies are testing innovative recruitment, retention,
119
workforce planning, and flexible work solutions in an effort to attract the talent
needed to maintain corporate productivity.
The present study was undertaken with a major objective of study the reasons that
prompt silver workers to work after retirement .This chapter seeks to present an
overview of the data collection and information collected from the respondents in
order to frame findings for the purpose of the present study. The applied and
explorative study of silver workers incorporates a wide variety of interests. So, the
present study evolves multiple methodological approaches that would sound
appropriate to its broad approach. The first approach is a theory based quantitative
part. The second approach looks at the qualitative part to represent unbiased
reflections of the respondents. These reflections were further coded and quantified
subsequently for the purpose of review and analysis. It further looks into the
perspectives of employers who employ silver workers at their organization,
companies. Thus a kind of triangular perspective may be evolved on the ground of the
data, information and responses and reflections obtained from a huge size of the
sample comprising of three hundred silver workers and fifty employers as the
respondents selected from city of Vadodara. It may be noted that only those silver
workers were selected as the sample of the study that were recruited in any of the
corporate, private banks, firm, agencies, organizations, private schools. The
quantitative and qualitative findings are presented in the following order:
Part-1 Silver Workers
(A) Findings of the Quantitative Data
4.1
Profile of the selected Silver Workers
4.1.1 Details about Family
4.1.2 Silver Wokrers and their Present Occupation
4.1.3 Work History
4.1.4 Health Status
4.2
Overall and Aspects Wise Reasons of Silver Workers to Work after Retirement
120
4.3 Differences in the Reasons of Silver Workers to Work after Retirement in
Relation to the Selected Variables
4.4 Item Wise Findings regarding Reasons Prompting Silver Workers to Work after
Retirement
4.5 Perceptions of Silver Workers about Retirement
4.6 Item wise Findings Regarding Perceptions of Silver Workers about Retirement
4.7 Preparation for Retirement
4.8 Influence of Work on Silver Workers
4.9 Differences in the Influence of Work on Silver Workers in relation to the
Selected Variables
4.10 Item Wise Findings Regarding Influence of Work on Silver Workers
4.11 Problems Confronted by Silver Workers due to work and Workplace
4.12 Differences in the Problems Confronted by the Silver Workers due to work and
Workplace in relation to the Selected Variables
4.13 Item Wise Findings Related to Problems Confronted by the Silver Workers at
their Workplace
4.14 Satisfaction of the Silver Workers related to Work and Workplace
4.15 Differences in the Satisfaction of Silver Workers related to Work and
Workplace in relation to the Selected Variables
4.16 Item wise Findings of the Satisfaction of Silver Workers related to Work and
Workplace
4.17 Suggestion by the Silver Workers
(B) Findings of the Qualitative Data
4.18 Profile of the Selected Silver Workers
4.19 Interviews Conducted with Selected Silver Workers
121
Part -2 Employers
Findings of the Quantitative Data
4.20 Profile of the Employers
4.21 Details about the Employees
4.22 Item wise Findings Regarding Influential Factors in Deciding the Time to Retire
4.23 Item Wise Findings Regarding Qualities Considered by the Employers While
Employing Silver Workers
4.24 Item Wise Findings Regarding Advantages of the Employers while recruting
Silver Workers
4.25 Item Wise Findings Regarding the Disadvantages of the Employers in Recruiting
Silver Workers.
The quantitative data provides an objective perspective on silver workers. The
qualitative data projects a subjective perspective on them through review of their
reflections on related issues. Thus, the part I focuses on two basic dimension related to
the subject of the research. The part II, on the other hand, projects yet one more
objective dimensions of the employers who from the counterpart of the silver workers.
It helps to avail neutral perspective on the subject of the research. The present study
was conducted with the specific dimension of studying the reasons, problems,
influencing factors, their satisfaction with the work they were presently doing. Silver
workers themselves form most sensitive and sentimental segment of the society and
their decision to work after retirement might be influenced by economical, social and
psychological compulsions. In this light their profile would form interesting and
significant part of the data required for the present study. They lead us to determine
variable on the ground of which the reviews and analysis for the study may be valuable
for the purpose.
122
Part-1 Silver Workers
(A)
Findings of the Quantitative Data
4.1
Profile of the Selected Silver Workers
Table 9: Percentage Distribution of the Silver Workers According to their
Background Information
(N=300)
Background Information
Category
F
%
Age
Young-Old
Old
116
184
38.67
61.33
Sex
Male
Female
294
6
98.00
2.00
Marital Status
Married
Widow/Widower
Single
Divorcee
288
7
4
1
96.00
2.33
1.33
0.33
Educational Qualification
High Level
Moderate Level
Low Level
254
31
15
84.67
10.33
5.00
Religion
Hindu
Jain
Parsi
Muslim
286
7
4
3
95.33
2.33
1.33
1.00
Caste
General
SC/ST
OBC
250
37
13
83.33
12.33
4.33
123
Table 9 shows that the majority of the selected, silver workers (61.33%) belonged to
older age group, whereas little less than forty percent of them (38.67%) belonged to
young-old age group. It means that higher percentages of silver workers belonged to
older age group were working than those belonging to young old age group.
The findings of the data focus first on the profile of the silver workers selected for
the present research. As the data reflects the silver workers were distributed in the
groups of `young-old' and `old' in the ration of 60-40 percentage(As shown in
Figure 5). It means that majority of them were belonging to old age group and
remaining were in young-old age group. Kangsasitiam (2004) conducted a study on
"Household structure and elderly working status". It indicates that the intensity of
the subject on discussion would be relatively higher.
Further table 1 and Figure 6 revelas that sex indicates wide gap in distribution
between males and females like a very high majority of the silver workers (98%)
were male and just 2 percent of them were females. It clearly explains that a very
few women silver workers prefer to work after retirement or it might be the case that
they were getting less opportunities to work post retirement in comparison to male
silver workers. Secondly high very majority of the silver workers were male and
only six of them were female. It means that the issue on the discussion would be
mostly male oriented according to the study conducetd by Preeti Dhillonv and
Laishram Ladusingh (2001) who focused their study on Economic Activity in Post
Retirement Life in India.
Table 1 and figure 7 revelas that marital status reveals that very high majority of the
silver workers (96%) were married, whereas very low percentage (2.33%) of them
were widow. About 1.33 percentages of the silver workers were single and only one
of the silver worker was a divorcee.
In view of the marital status of the silver workers the data represents that very high
majority of them were married and having their spouses' alive. The rest meagre
minority of them were distributed among the other groups like widow/widower
single and divorcee, which means that they were living alone and not with their
spouses. Such status reflected that most of the silver workers had to carry out
responsibility of a spouse and a family. There have been considerable changes in the
levels of education among silver workers over the past several decades. Thanks to
124
the expansion of the education system, there are now high majority of the silver
workers who claimed that they were educated holding graduate/post graduate
degrees. Some of them were moderately educated upto college level and a small
number of them had studied upto matriculation
Further a focus was laid on level of education among the silver workers (As shown
in Figure 8). It was revealed that very high majority (84.67%) of the silver workers
had obtained high level of education; nearly 11 percentages (10.33%) of the silver
workers had moderate level of education. Very low percentage (5%) of them had low
level of education. It indicates that the silver workers with higher level of education
were more inclined to work after retirement than the other two groups with moderate
or low levels of education.
The level of education among the selected silver workers point at a fact that the
minds were cultivated with good education they had gained and they possessed high
sensitivity about the prevailing conditions of life they were facing. The level of
knowledge enriched their minds with good capacity to know, understand and react to
what was happening around. Further, knowledge and education enabled them to
express them well and respond effectively to the queries put towards them. With
good level of education, it may be expected that the silver workers would be able to
voice their concerns more effectively and put across their ideas and views with
relatively better quality. Education would prove significant in determining the
sharpness of the qualitative data that were obtained from the silver workers through
their responses in the form expressions and reflections to the issues discussed.
Findings of Hung's (2003) study also shows that people who are academically educated
are more willing to participate in the labor market than those who are not.
Religion as specified in the table 1 and Figure 9, it can be revealed that very high
majority (95.33%) of the silver workers belonged to the Hindu faith. Little less than
3 percentages (2.33%) of them were Jain and very low percentages (1.33%) of them
were Parsi and (1%). Muslims .Further table 1 indicates that silver workers from all
religions were involved in post retirement work and the major part of the workforce
was formed with Hindu persons.
125
Further, very high majority of the silver workers followed the Hinduism and the
remaining small number of them was other faiths like the Jainism, the Parsi, and the
Islam. Since religion contributes significantly to shape the psychology and the
tendency of an individual's beliefs, responses and reactions too would be coloured
with the system of the relevant philosophy. The data reflects that most of the silver
workers possessed patterns of thinking and believing the Hinduism .Consequently,
their responses and reactions would naturally be influenced with Hindu conventions
and traditions.
Further it can be seen form table 1 and Figure 10 that as specified categories of the
government of India very high majority (83.33%) of silver workers belonged to
general caste, little more than 10 percentages (12.33%) of them belonged to SC/ST
and nearly 5 percentages (4.33%) of silver worker belonged to OBC. The table
reflects that silver workers from various caste groups formed the labour force.
Categories of caste are a recent classification of population that were specified by the
government of India in view of equal distribution of opportunities of growth and
quality of living among all segments of the population. These categories are applied
through formal government acts and regulations to make available equal
opportunities in education and jobs to the deprived classes. Under the noble notion
of the `Right to education' and `Right to work' in the interest to ensuring social
justice among all the classes of the population .The data displayed in the table
represents that a good majority of the silver workers belonged to the `General'
category whereas relatively very small number of them belonged to the reserved
categories of the `SC/ST" and `OBC" .This classification indicates that a good
majority of them enjoyed good opportunities of education and jobs and for small
number of them had their rights reserved in the matter of education and jobs. It
further hints at the psychology that they lived with. The good majority of them were
bit satisfied with the opportunities of education and jobs they had enjoyed. As small
number of them may be carrying feeling of being deprived and neglected suffering
injustice in the prevalent social and economical set-ups. In this manner, the data
concerning the personal profile appear to clear the picture about socio economical
and psychological dimension of the silver workers and it would prepare a suitable
ground for specific kinds and quality of responses and reactions from them during
126
interactions on their present conditions in view of their decision to work after
retirement.
Table 10: Percentage Distribution of the Silver Workers According to their Native
State
(N=300)
Native State
F
%
Gujarat
251
83.67
Maharashtra
16
5.33
Rajasthan
14
4.67
Madhya Pradesh
5
1.67
Chennai
9
3.00
Kerala
3
1.00
Uttar Pradesh
1
0.33
Assam
1
0.33
The table 10 and Figure 11 shows that a high majority (83.67%) of silver workers
native place was Gujarat nearly 6 percent (5.33%) belonged to Maharashtra .Little
less than 5 percent (4.67%) were from Rajasthan, there were less than 2
percentages of them who belonged to Madhya Pradesh and 3 percentages of them
were from Chennai, followed by 1 percent from Kerala and just 1 silver work
belonged to Uttar Pradesh and just one to Assam. The table reflects that though the
silver workers had native places in other states they did not move back home but
continued to work in Gujarat even after their retirement.
Another point that the data reflect on is the comfort level the silver workers
experience at social level. First it represents that good majority of them belonged to
the Gujarat state and some belonged to the states of Maharashtra, Rajasthan,
Madhya Pradesh, Chennai, Kerala, Uttar Pradesh and Assam. For most of them, the
nativity of Gujarat allowed them relatively more comfort level and relaxation while
staying in Gujarat in terms of language dressing, style of living, food habits,
conventions and tradition of the home state. Others might feel less comfortable in a
state other than the home. However, there is high mobility and migration of people
to other states for business and migration of people to other states for business and
127
jobs. Since migration becomes inevitable for them on economic prospects they have
to do some kind of compromise in the matters of language, food habits, dressing
style, style of living etc. It also reveals that instead of doing such compromises and
adjustments silver workers decided to stay back in Gujarat after their retirement.
This shows that they might be getting good work opportunities in Gujarat than their
native state
Table 11:
Percentage Distribution of the Silver Workers According to the
Type of House they Possess
(N=300)
Type of House
F
%
Bungalow/Tenement
206
68.67
Flat
65
21.67
Row House
29
9.67
In order to assess the comfort level of living, a survey was made about what property
silver workers possessed. It can be seen from the table 11 that all (100%) the silver
workers owning their own houses. Further, the table 3 and figure 12 shows that little
less than seventy percent (68.67%) of the silver workers owned a bungalow or a
tenement and little more than one fifth (21.67%) of the silver workers owned flats
and nearly ten percent (9.67%) of them owned a row house. This shows that though
the type of house may differ but the fact remained that each and every silver worker
owned house. They had shelter to spend in their post retirement life comfortably.
It was revealed that good majority of them were the owners of bungalows or
tenements and some of them owned flats. A small number of them had row houses.
Thus, it is understood that majority of them possessed decent and comfortable
dwellings, if not luxurious ones. It seems that they had managed a decent house from
their income before retirement so they feel ease in this matter. It also indicated that
silver workers were not working after retirement with the burden of purchasing a
property as they were already having their own houses which shows a sign of
financial stability
128
Table 12: Percentage Distribution of the Silver Workers According to the Type
of Vehicle they Own and Drive.
(N=300)
Almost high majority (99.33%) of the silver workers reported that they owned
vehicles whereas only two of them admitted that did not own a vehicle. The table
further shows that majority (62.33%) of silver workers owned two wheelers whereas
18 percent of them owned four wheelers. There were about twenty percent of them
who owned both two and four wheelers. Table 12 also indicated that high majority
(73%) of the silver workers were driving only two wheelers and almost thirteen
percent (12.67%) of them were driving only four wheelers(As shown in Fugure 13,
14 and 15) . Little less than fifteen percent of them were driving both the kind of
vehicles, two and four wheelers. The table reveals that almost all the silver workers
owned vehicles and they were even driving their own vehicles.
Since the present time life is so speedy and busy that one had to manage a day's time
well to be able to manage as many as jobs possible. At times, he/she has to run to
distant places. So he/she needs a vehicle to facilitate his/her quick movements. In the
present age a vehicle becomes an inevitable need for a person, particularly one wants
to work more to raise some more income. Having a vehicle makes a lot of difference
to improve work and improves prospects or more income. It also reveals that silver
workers were physically fit enough to drive on their own and they did not depend to
others for going out.
Type of Vehicle they Own
Type of Vehicle they Drive
Only Two
Wheeler
Only Four
Wheeler
Both
Only Two
Wheeler
Only Four
Wheeler
Both
F
%
F
%
F
%
F
%
F
%
F
%
187
62.33
54
18.00
59 19.67 219
73.00
38
12.67
43
14.33
129
Table 13: Percentage Distribution of the Silver Workers According to their
Purpose of Driving
(N=298)
Purpose
F
%
Work/Job
298
99.33
Social Purposes
251
83.67
Household Task
206
68.67
Doctor's Visit
137
45.67
Table 13 and Figure 16 shows that almost all the (99.33%) of silver workers used to
drive for work/job except two of them, little more than eighty percentages (83.67%)
used to drive for social purposes, nearly seventy percentages of them (68.67%) used
to drive for household task, and 45.67 percentages of them used to drive for doctor's
visit. This table indicated that age or health was not the barrier for silver workers to
drive as almost all of them were independently driving while going for job/work.
Further the table also shows that silver workers were actively driving for other day to
day activities.
In view of the purpose of driving, almost all of the silver workers informed that they
used vehicles to reach places of work and for purpose of job or work. High majority
viewed owing vehicles as a matter of social pride and they moved on vehicles for
social purposes, like meeting relatives and attending social occasions. Majority of
them said they needed to drive vehicles for household task like fetching grocery and
to arrange for daily needs. About half of the silver workers drove vehicles on health
ground like to visit doctors or approaching hospitals and like. Thus, it is understood
that most silver workers used vehicles on valid reasons as a facility to help their
routine task.
130
Table 14: Percentage Distribution of the Silver Workers According to their
Participation in Number of Leisure time Activities
(N=300)
Activities
F
%
More (11 to 20 Activities)
180 60.00
Less (10 or Less than 10 Activities) 120 40.00
Table 14 and Figure 17 shows that 60 percent of the silver workers were
participating in more number of leisure time activities. While 40 percent of them
were participating in less number of leisure time activities. It clearly shows that
majority of the silver workers were actively involved in leisure time activities along
with their present job after retirement.
Leisure time activities are common with all persons. They start them as something to
do when they are free from routine duties and task. They view it as pastime activities
to give them a good change of mind from routine burdens and tensions. Slowly, these
activities come to be habit or even addiction for most persons without which they
would feel void and uncomfortable. In one way, leisure time activities indicate a
human tendency to try out something new as interest and hobbies. It is noticed that
one may involve in more than one activity as his/her time permits .The data indicates
that good number of the silver workers admitted that they were participating in more
activities of eleven to twelve different kinds, whereas considerably small numbers of
them informed to be participating in less than ten different activities. This reveals that
in spite of remaining busy the day long silver workers do find time for leisure time
activities, which shows their enthusiasm and fitness and love towards their life. On
whole it is good sign that majority of the silver workers preferred to keep themselves
busy in some meaningful activities.
131
Table 15: Percentage Distribution of the Silver Workers According to their
Participation in Specific Leisure time Activities
(N=300)
Activities
F
%
Read
Newspaper
282
94.00
Magazine
123
41.00
Books
117
39.00
Listen
Music
202
67.33
Bhajans
138
46.00
Religious Lectures
115
38.33
Political Lectures
106
35.33
Health Lectures
104
34.67
Educational Lectures
61
20.33
Social Lectures
44
14.67
Visit
Relatives
190
63.33
Temple
189
63.00
Garden
177
59.00
Restaurants
101
33.67
Theatre/Cinema
98
32.67
Neighbours
75
25.00
Club/Mahila Mandal
36
12.00
Play
Indoor
77
25.67
Outdoor
15
5.00
Walk
254
84.67
Household Work
238
79.33
Sleep
168
56.00
Computer
164
54.67
Yoga/Meditation
113
37.67
Grandchildren
109
36.33
Creative Work
14
4.67
132
Table 15 specifies the kinds of leisure time activities that silver workers were found
to be involved with. These activities range from reading ,listening, writing, playing,
walking, household work, sleeping, working on computers, practising
yoga/mediation, enjoying the company of grandchildren, some kind of creative work
etc. the table indicates preferences to some kind of activity by the silver workers
participation. Accordingly high majority (94%) of silver workers were participating
in reading activities such as news paper reading. Followed by listening to music in
which silver workers showed high interest (67.33%). Little more than sixty
percentages (63.33%) of the silver workers were interested in visiting relatives and
majority (84.67%) of them prefer walking. High majority (79.33%) of them said they
were interested to do household work in their leisure time. More than fifty
percentages of them liked to sleep, or work on computers, yoga or meditation,
playing or spending time with grandchildren from other kinds of the leisure time
activities that one third of them preferred. A very less percentages (4.67%) of them
were involved in some kind of creative work.
133
Figure 5: Percentage Distribution of the Silver Workers according to their Age
(N=300)
Figure 6: Percentage Distribution of the Silver Workers according to their Sex
(N=300)
38.67
61.33
Young-Old
Old
98.00
2.00
Male
134
Figure 7: Percentage Distribution of the Silver Workers according to their
Marital Status
(N=300)
Figure 8: Percentage Distribution of the Silver Workers according to htier
Educational Qualification
(N=300)
96.00
2.33
1.33
0.33
Married
Widowed
Single
Divorced
84.67
10.33
5.00
High
Moderate
Low
135
Figure 9: Percentage Distribution of the Silver Workers according to their Religion
(N=300)
Figure 10: Percentage Distribution of the Silver Workers according to their
Caste
(N=300)
95.33
2.33
1.33
1.00
Hindu
Jain
Parsi
Muslim
83.33
12.33
4.33
General
SC/ST
OBC
136
Figure 11: Percentage Distribution of the Silver Workers according to their
Native Place
(N=300)
Figure 12: Percentage Distribution of the Silver Workers according to their Type
of House
(N=300)
83.67%
5.33
4.67 1.67
3.001.00 0.33
0.33
Gujarat
Maharashtra
Rajasthan
Madhya Pradesh
Chennai
Kerala
Uttar Pradesh
Assam
.68.67
21.67
9.67
Bungalow/Tenament
Flat
Row House
137
Figure 13: Percentage Distribution of the Silver Workers according to Vehicle
they Own
(N=300)
Figure 14: Percentage Distribution of Silver Workers according to the Type of
Vehicle they Own
(N=300)
99.33
0.67
62.33
18.00
19.67
Only Two Wheeler
Only Four Wheeler
Both
138
Figure 15: Percentage Distribution of Silver Workers according to the Type of
Vehicle they Drive
(N=300)
Figure 16: Percentage Distribution of Silver Workers according to their Purpose
of Driving
(N=300)
73.00
12.67
14.33
Only Two Wheeler
Only Four Wheeler
Both
34%
28%
23%
15%
Work/Job
Social Purposes
Household Task
Doctor's Visit
139
Figure 17: Percentage Distribution of Silver Workers according to their Leisure
Time Activities
(N=300)
60.00
40.00
11 to 20 Activities
10 or Less than 10 Activities
140
4.1.1 DETAILS ABOUT FAMILY
A family is a social unit to which a person is attached throughout his life. He deserves
comfort and solace from his family. In an old age when a person retires from his job he
feels lonely and in that condition a family is a valuable asset to him.
Table 16: Percentage Distribution of the Silver Workers According to their Type
of Family
(N=300)
Table 16 and Figure 18 reveals that majority (63%) of silver workers were living with
their families. Nearly thirty five percentages of them were living with their spouses
and very fewer percentages of the silver workers (2.33%) were living alone. It was
revealed the silver workers living with families preferred more to work than those
living with the spouse or living alone.
Man being a social animal does need a family. It is in a family that he fells stable,
secured and comfortable. It this sense, the data collected in view of the families of the
silver workers reflects how stable and secured they feel with their families to add to his
comfort level. The data reflects that a good majority of the silver workers were staying
with their families and about one third of them were living with their spouses. A few
of them were staying alone. This indicates that high majority of them enjoyed social
stability and secured comfortable living with their families. Further, high majority of
them were living either with families or with spouses and were married and few of
them were divorced or widow or even unmarried. The marital status may imply the
extent of responsibility and caring sense of their part.
Type of Family
F
%
Living with Family
189
63.00
Living with Spouse
104
34.67
Living Alone
7
2.33
141
Table 17: Percentage Distribution of the Silver Workers According to their
Relation between Type of Family and Marital Status
(N=300)
Type of Family
Married
Single
Divorced
Widowed
F
%
F
%
F
%
F
%
Living with Family
(N=189)
184
97.35
-
-
1
0.52
4
2.11
Living with Spouse
(N=104)
104
100
-
-
-
-
-
-
Living Alone
(N-7)
-
-
4 57.14
-
-
3
4.28
Table 17 and Figure 19 shows that high majority of the silver worker were living with
family and they were married. A small percentage of them were living alone and they
were widowed and divorcee
The marital status of being divorced or widow would get in the some kind of
dissatisfaction, regret or complaining nature against them, those with single status
would get some kind of carefree/ careless or even reckless attitude to others. The
silver workers having marital status appeared to carry some kind of pressure that
would ample them to search for job after retirement and they might be having
responsibilities towards their spouse, children education and marriage. Since divorce
or widowed or single among the silver workers were not much pressurized by their
families to work after retirement their decision to work after retirement would be
prompted by the consideration other than the familial or economical reasons. For such
silver workers the reason to work after retirement can be to kill their time or might be
as they did not want to depend on other for financial requirement. Thus a family can
serve a source of support and solace to an elderly person, while on the other hand it
can be a factor to cause anxiety to him/her.
142
Table 18: Percentage Distribution of the Silver Workers According to their Size
of Family
(N=300)
Table 18 and Figure 20 shows that almost half percentages of the silver workers
belonged to large families and nearly fifty percent (49%) of them belonged to small
families. It was revealed that the difference between the types of families of the silver
workers was very small.
In this sense a size of a family matters. A bigger family can assure good support and
solace to an elderly person and on the other hand, it can also cause anxiety and
pressure to him/her. With a smaller family these contradictory experiences would
reduce relatively. As the data represents the silver workers were found belonging to
these two groups on almost equal grounds. Those having a bigger family of four to six
members formed almost 51 percent of them and those having a small family of 1 to 3
members formed about 49 percent of them. This explains that the feeing and benefits
of a family was almost equally divided among them and so it can be understood that
their responses would bear reactions and reflections would be divided with mixed
feelings. Such mixed reactions and reflections can be further applied to the factors that
prompted them to work after retirement. In this sense, it can be inferred that decision
to work after retirement would be compulsion for the half of them and for the
remaining half it could be a choice or willing in the interest of activeness, fitness
updating skills and knowledge and also sharing knowledge and experience to
contribute to others growth
Size
F
%
Large (4 to 6 members) 153 51.00
Small (1 to 3 members) 147 49.00
143
Table 19: Percentage Distribution of Silver Workers According to the
Educational Qualification of their Spouse (Husband/Wife)
Educational Qualification Husband
(N=6)
Wife
(N=282)
F %
F
%
Under Graduate
1 16.67 86 30.49
Graduate
3 50.00 103 36.52
Post Graduate
2 33.33 93 32.97
Table 19 and Figure 21 reveals that in case of female silver workers, half of them had
husbands holding graduate degrees. Little more than one third of them had husbands
holding post graduate degrees. A very small percentage of the women silver workers
had husbands who had studied up to undergraduate level. While in case of male silver
workers, almost 37 percentage of the silver worker's spouse (wife) were educated up to
graduate level and one third of them the spouse (wife) were under graduates. For about
thirty three (32.97%) percentage of the silver workers spouse (wife) had studies with
post graduate degree (as shown in Fiigure 22).
Another significant is related to a family is a level of education among spouse and other
members would display approach and attitude towards those members of a family.
Education is indicative of level of understanding, approach and attitude that members of
a family would display in interactions and decision making on routine matters and on
special occasions. If an elderly person in a family retires after a full tenure of working
for 35 to 40 years and then at an advanced age he/she decides to work even after
retirement, what would it reflect? Would members in his/her family resent to his/her
working after retirement? Even if he/she has a strong desire to work after retirement on
consideration other than socio economical compulsion members in his/her family would
first resent to his/her decision and then they would agree to him/her on some assurance
and conviction related to health and comfort. In this consideration, the data presented
focus on the level of education among the spouses and other members in the silver
workers families. Accordingly, the silver workers spouses either the husband or wife,
were considerably educated with half of them possessing graduate degrees and the one
third possessing even post graduate degrees' small number of the spouses had studied
144
below the level of graduation. It was a good sign that none of the spouses was illiterate.
This status of education reflects relatively positive attitude among them addressing
correctly the pressures on them and liking they desire for.
Table 20: Percentage Distribution of Silver Workers According to the
Occupational Status of their Spouse (Husband/wife)
Table 20 and Figure 23 reflect on the occupational status of the spouses of the silver
workers. Majority (66.66%) of the female silver worker's husbands were working and
little more than thirty percent (33.33%) of them had husbands who were retired .The
table and Fugure 24 further reveals that majority (72.34%) of the male silver worker
spouses were house wife's, whereas for little more than twenty five percent (26.59%)
of them the spouses were retired. For a very less percentage (1.06%) of them the
spouses were working.
From above table it can be revealed that almost good majority of the spouses were
working and a few were even retired. Only one fourth of them were not Woking. This
further reflects that working spouses can better understand the decision that would
afflict the counterpart and play supportive role to support him/her in their decision to
work. This also reveals that silver workers having working spouse might develop a
sense of inferiority complex, or they feel finically dependent, because of which they
chose to continue working after retirement. It can also be the other way that silver
workers were taking it in a positive way to have a working spouse as they get an
encouragement from to keep themselves working post retirement.
Occupational Status
Husband
(N=6)
Wife
(N=282)
F
%
F
%
Working
4
66.66 204 72.34
Not Working
-
-
75 26.59
Retired
2
33.33 3
1.06
145
Table 21: Percentage Distribution of Silver Workers According to the Sex of their
Children and their Marital Status
Children
Marital Status
Married
Unmarried
F
%
F
%
F
%
Sons (N=314)
314
60.38
278 88.53
36 11.46
Daughters (N=206) 206
39.61
182 88.34
24 11.65
Table 21 shows that majority (60.38%) of the silver worker had sons and forty percent
of them (39.61%) were having daughters. It can be further revealed for the above table
and Figure 25shows that for high majority of silver worker (88.53%) sons were
married. Whereas little more than one tenth percent of silver worker's (11.46%) sons
were unmarried (As shown in Figure 26). Further it was revealed that high majority
(88.34%) of the silver workers daughters were married, whereas nearly 12 percent of
them (11.65%) the daughters were unmarried. It reveals that there were silver workers
who still had responsibilities of getting their sons/daughters married.
Above table reflects in the children to include sons, daughters and daughters-in-law in
the silver workers families. As silver workers had more of sons almost 60 percent and
less of daughters and most of them were married. It reflects that majority of their sons
and daughters were settled in life. Further, as shown in the table 19 in findings chapter,
high majority of sons were working and employed with some organization and a small
group would imply a kind of responsibility on the silver workers. Among daughters,
almost sixty percent were not working or still students and only forty percent were
employed.
146
Table 22: Percentage Distribution of Silver Workers According to the Occupational
Status of their Sons, Daughters and Daughters-in-Law
Occupational Status
Sons
(N= 314)
Daughters
(N=206)
Daughters- in- Law
(N= 278)
F
%
F
%
F
%
Working/Employed
291
92.67 82 39.80
113
40.64
Not working/Student
23
7.32
124 60.19
165
59.35
Table 22 and aFigures 27, 28 and 29 reveals the occupational status of the silver
workers sons, daughters and daughters-in-law. High majority of the silver worker had
son's working and very less (7.32%) of them were not working/students .Further, it
was revealed that for nearly forty percentages (39.80%) of them, the daughters were
working and almost 61 percentages of them the daughters were not working. While
nearly 41 percentages of the silver workers the daughter-in-laws were working and
little less than 60 percentages of them the daughters-in-law were not working
Daughters in law were either working or not working in the same proportion of about
60-40 percent. Such a status reflects a mixed kind of attitude and support that the silver
workers would receive from their children in their decision to work after retirement as
well as this data also leads to conclusion that as most of the silver workers children
were working , they did not had much financial burden of their children. So the reason
to work after retirement would not be mainly to help the children.
Table 23: Percentage Distribution of the Silver Workers According to their
Sources of Family Income per Month
(N=300)
Sources of Income
F
%
Pension
165 55.00
Interest from Fixed Deposit 89 29.67
Interest from Investments
66 22.00
Rental Income
23
7.67
147
As the table 23 and Figure 30 shows ,more than half (55%) of the silver workers were
found to be receiving pension and less than thirty percent (29.67%) had income in form
of interest of fixed deposits. While 22 percentages of them had interest raised from their
investments and a few of them (7.67%) were earning through their rental income. This
shows that all of them had limited sources of income
There follows in a person's life next to the immediate concern of a family economic
concern that turns out to be inevitable on the living conditions in the present time.
Money is an urgent matter that no one can ignore. It affects ones life and quality of his
living intensely. Money can improve or mar quality of living making a person happy or
miserable. The pressure of money works so intensely that a man is much afflicted with
tension of having no money, hunger ,deprivation and deteriorating health and he may be
compelled to commit suicide. Lack of money causes conditions in a person's life that
can be neither shared with anyone nor can be tolerated by him/her. He/she runs a
condition of suffocation and tension that he is unable to share with his family or friends.
But for those who have stable financial condition and well to do even after retirement
face number of problems as they develop a sense of inferiority complex. They lose their
confidence and feels isolated from the society and in some cases they also bears change
in attitude and behaviour of family members due to their retirement. It is like a swamp
into which he/she plunges himself out of carving for survival so ones psychological
condition may turn fatal to his life. When we think of an elderly person who looks for
work after retirement this would be the first doubt to arise in our mind. The silver
workers conditions of living may be perceived as confronting problems of money
inviting such depressing feelings.
It is known from the data that good majority of the silver workers were surviving on the
pension they were receiving on the ground of the first job. Some of them had income
from fixed deposits with banks. Some had invested money and they were getting
dividend against them. A few of them owned houses and they raised some income to
survive life in the time of soaring prices. It becomes clear that they could meet the two
ends of income and expenditure. For those silver workers who were not having enough
savings as well those who were not receiving pensions it might be difficult for them to
have decent life, they need to earn more and so they do need a job even after retirement.
With limited source of income, they were compelled to decide to work after retirement.
148
Such a picture reflects our economic constraints that prompted the silver workers to
work after retirement. On the other there were also silver workers who seems to be
finically stable as they were having savings and income from other sources as well
pension they chose to work after retirement which clearly shows that financial need was
not the only reasons for them to work after retirement.
149
Figure18: Percentage Distribution of the Silver Workers according to their Type
of Family
(N=300)
Figure 19: Percentage Distribution of the Silver Workers according to their
Marital Status
(N=300)
63.00
34.67
2.33
Living with Family
Living with Spouse
Living Alone
97.35
0.52
2.11
Married
Divorcee
Widow
150
Figure 20: Percentage Distribution of the Silver Workers according to their Size of
Family
(N=300)
Figure 21: Percentage Distribution of the silver workers according to the
Educational Qualification of Spouse (Husband)
(N=6)
51.00
49.00
Large (4 to 6 members)
Small (1 to 3 members)
16.67%
50%
33.33%
Educational Qualification
Under Graduate
Graduate
Post Graduate
151
Figure 22: Percentage Distribution of the Silver Workers according to the
Educational Qualification of Spouse (Wife)
(N=282)
Figure 23: Percentage Distribution of the Silver Workers according to the
Occupational Status of Spouse (Husband)
(N=6)
30.49%
36.52%
32.97%
Under Graduate
Graduate
Post Graduate
66.66
33.00
Working
Not Working
Retired
152
Figure 24: Percentage Distribution of the Silver Workers according to the
Occupational Status of Spouse (Wife)
(N=282)
Figure 25: Percentage Distribution of the Silver Workers according to the Marital
Status of the Son
(N=314)
72.34
1.06
26.59
House Wife
Working
Retired
88.53
11.46
Married
Unmarried
153
Figure 26: Percentage Distribution of the Silver Worker according to the Marital
Status of Daughter
(N=206)
Figure 27: Percntage Distribution of the Silver Workers according to the
Occupational Status of the Son
(N=314)
88.34
11.65
Married
Unmarried
92.67%
7.32%
Working/Employed
Not working/Student
154
Figure 28: Percentage Distribution of the Silver Wokers according to the
Occupational Status of the Daughters
(N=206)
Figure 29: Percentage Distribution of the Silver Wokers according to the
Occupational Status of the Occupational Status of Daughter in Law
(N=278)
39.8%
60.19%
Occupational Status
Working/Employed
Not working/Student
40.64%
59.35%
Occupational Status
Working/Employed
Not working/Student
155
Figure 30: Percentage Distribution of the Silver Workers according their Sources
of Income
55.00
29.67
22.00
7.67
Pension
Interest from Fixed Deposit
Interest from Investments
Rental Income
156
4.1.2 SILVER WORKERS AND THEIR PRESENT OCCUPATION
In previous section information about the personality of the silver workers is obtained
from the data concerning the personal profile and comfort levels their social and
economical condition, it would be useful to focus on their job profiles. While this
section will look into the diversity in jobs after retirement where some workers who
retire embark on a second full-time career, others work highly flexible hours and only
when it suits them. In addressing this diversity, we will examine different aspects of
the job, such as the nature of employment, the type of work, and earnings. We will
also look at the quality of the job as perceived by persons engaged in jobs after
retirement and compare this with the perceived quality in their former career jobs. We
focus on flexibility, workload and job challenge.
Table 24: Percentage Distribution of the Silver Workers According to the Gap of
time between the year of Retirement and the year of Joining Present
Job
(N=300)
Table 24 and Figure 31 reflects on the profile of present job. To begin with the gap of
time between retirement and the present employment, it shows that 41 percentages
of the silver workers had got the present job within a year of the retirement. Little
less than fifty percent (47.33%) of them got a job in a time span of 1 to 3 years.
While nearly one tenth of the silver workers (9.33%) were employed in the present
job in moderate gap. Lesser percent of them (2.33%) took more than six years to join
the present job. It shows that high percentages of the silver workers started working
in a new job within a year of their retirement.
To begin with, the first point that may be reviewed would be the time of their
reemployment or the time gap between their retirement and new employment after
Gaps
F
%
No Gap (Same year)
123
41.00
Small Gap (Within 1 to 3 years)
142
47.33
Moderate Gap (Within 4 to 6 years)
28
9.33
More Gap (Beyond 6 years)
7
2.33
157
retirement. As the data reveal, several of the silver workers had their search for jobs
to end soon after the retirement and got a new job during the same year, so for them,
the waiting was not very long, or it might be the reasons that they wanted to get back
to work soon after retirement. For about half of them, the search for job prolonged
little longer and ended with new employment in a small gap of one to three years.
This reveals that for such silver workers it might have been difficult to search jobs
soon after retirement. It is understood that the waiting was torturing to them. Or the
other reason of joining work after this much gap can be a they wanted to spend some
quality time with their family, or they were in search of work that was much
according to their expectation.
A small number of them had a moderate gap of four to six years after their retirement
when they got the present job. One can understand the extent of anxiety and
depression he/she had to suffer during the time of waiting ,if this waiting was
because of not finding the work .There is an American saying "Waiting is a torture"
and it became the reality for a few of the silver workers who had a relatively longer
waiting for job after retirement. One would, in fact, feel sympathy for such silver
workers. We may understood that delay in getting new employment might have
occurred on the consideration like low level of education and skills, lacking skills and
capability for the job, unfavourable trends on job markets and the like or it can be the
other way round like lack of jobs available for them according to their expertise,
skills and education, as well in the city they live and according to their expectations,
or because of age discrimination in the job market. The reasons behind joining jobs
after long gap can be because they wanted to spend some quality time with their
family before joining the next job after retirements as well as they were not in
financial pressure to take up job just after retirement. However it passes a message
that a silver workers with adequate knowledge skill and experience does not have to
wait longer for new employment. Such people are always in demand as it said "there
is always a room at top and the bottom is always overcrowded" .It also reveals that
there are employers who give an opportunity to the silver workers to work post
retirement and that is being proved from the results of the present study as many of
them took up the jobs in very less gap after their retirement which proves that are
employers who understands and value the experience and knowledge that silver
158
workers possess and they know that by recruiting them they will have lot of
advantage
Table 25: Percentage Distribution of the Silver Workers According to
Organization they are working in after Retirement
(N=300)
Working Organization
F
%
Different
228
76.00
Same
72
24.00
Table 25 and Figure 32 revealed seventy six percentages of the silver workers joined
different organization for the new jobs and less percent (24%) joined same
organization as before retirement. This shows that there are organizations, companies,
corporate who gives an opportunity to silver workers to continue working even after
retirement.
From the data obtained through the survey about the present occupation of the silver
workers, it is revealed that high majority of them were re-employed in different
organizations and only about one fourth of them were appointed in their own
organization. It explains that when a silver worker had to adjust in a place with new
work environment and jobs to be performed, of course, with different expectations
from the other side it might become a bit strenuous causing some kind of undue
botheration on the silver workers. It naturally takes away from him/her ease of
working, such a condition particularly at an age when there can be little of compromise
and more of rigidity of human nature.
It can also be revealed from the findings that there are very few organizations,
companies corporate, business houses who gives an opportunity to silver workers to
continue working in the same organization after retirement, others have to struggle to
find out jobs in different organization which becomes difficult, but with all the
difficulties and obstacles also silver workers do find jobs and works in new
environment ,with new people adjust themselves in every ways which show their
willingness to continue working after retirement . At the same time to compromise and
to work in new environment can be because of the financial crunch. In such situation
159
and with many obstacles, the findings of the study revealed that silver workers took the
new job as a challenge.
Table 26: Percentage Distribution of the Silver Workers According to their
Employment Status
(N=300)
Table 26 and Figure 33 shows that almost forty percentages (39.67%) of the silver
workers were working on temporary basis and little less than thirty percent of them
(28%) were working on contract basis. About eighteen percent of the silver workers
were working on permanent basis and 15 percent of them were rendering the
consultancy services. It shows that higher numbers of silver workers were working on
temporary basis.
Employment status matters much to as or robs away workers ease and peace of mind.
It is a general experience that when a person is employed on a permanent ground
he/she feels sense of stability and security with assurance of steady source of income.
For a working person in the present time of lot economic upheavals and high soaring
prices, a permanent job would be most aspired arrangement for income. In this light, if
an elderly person is employed after retirement in temporary or contract basis he/she is
destined to difficult conditions of life. The data reveal that such was the destiny for
more than twothird percent of them. For remaining one-third the condition was
relatively better with permanent employment or a status of consultancy. It is
understood that good education, level of skill and experience would make such status
of employment possible for a person. So the overall picture of the psychology of the
silver worker project anxiety, tension botheration feeling of insecurity, unsteadiness
and a kind of fear of probable retrenchment from jobs any time. The findings also
revealed that that there are very less organization who recruit the silver workers on
permanent basis after retirement, which might cause insecurity for silver workers, as
Employment Status
F
%
Temporary
119 39.67
Contract Basis
84 28.00
Permanent
52 17.33
Consultancy
45 15.00
160
they always have to work under pressure and they might develop a feeling of
insecurity of losing the job.
Table 27: Percentage Distribution of the Silver Workers According to the Type of
Organization
(N=300)
Type of Organization
F
%
Private Organizations like Hospitals,
Educational Institutes, Service Industries,
Business houses, Corporate, Banks, Agencies,
Firms
297
99.00
Government like Educational Institutions
3
1.00
Table 27 and Figure 34 revealed that a very high majority (99%) of the silver workers
were working in private organizations and only one percent of the silver workers were
reemployed in government educational institutions .Among those working in private
organizations, 22 percentages of them were working in firms, 15 percent in corporate
offices and little less than 10 percentages (7.67%) were working in agencies. Almost 5
percent (4.67%) of them were working in business house. Thus it shows that high
percentages of the silver workers were working after retirement in non-
government/private sectors after retirement.
The data obtained about the type organizations which the silver workers are employed
after retirement .It can be revealed from above table that only three of them were
employed at government organizations and all of them were educational institutions. A
very huge majority of almost 294 silver workers were employed at private organisations
that included hospitals, schools, private banks and colleges, corporate, business houses,
firms. It can also be revealed that private organization recruit the silver workers or give
them a chance to continue working in the same organization after retirement, such
positions and opportunities should be created by government organizations too as the
finding shows that in comparison to private organization there are very less government
organization who recruit silver workers after retirement..
161
Table 28: Percentage Distribution of the Silver Workers According to the Type of
Work they are doing
(N=300)
Type of Work
F
%
Full Time
184
61.33
Part Time
116
38.67
Table 28 and Figure 35 shows that the majority of silver workers (61.33%) were
employed on full time basis, whereas little less than forty percent of them were
employed on part time basis. It shows that high percent of the silver workers preferred
to work on the full time basis.
It was further revealed that majority (sixty percent) of the silver workers were
employed on full time jobs and about forty percent of them had part time jobs. Such a
situation again reflects on the resultant financial comfort for majority of them and the
resultant financial constraints for the minority. In cases like those who had permanent
jobs on full time basis prior to retirement, being employed on part time basis would be
a matter of dissatisfaction and discomfort.
Table 29: Percentage Distribution of the Silver Workers According to their
Present Designation
(N=300)
Designation
F
%
Class I
27
9.00
Class II
190 63.33
Class III
71 23.67
Class IV
12
4.00
Table 29 and Figure 36 shows that less than one tenth (9%) of the silver workers were
employed as class I officers. Majority (63.33%) of silver workers were employed in
the designation of the class II officers and little more than one fifth (23.67%) were
working as the class III officers. While 4 percent of them were working on class IV
designation.
162
From the above table feeling recorded in the matter of designation on which the silver
workers work after retirement. If we compare the relevant data regarding the jobs prior
to and after retirement, we may notice that a good number of them who were working
on the class I designation are employed after retirement on the class II designation and
a few of them are lucky to get same designation.
Designation is mark of recognition of work that a worker had performed in the benefit
of organization. It is a kind of reward for his/her commitment to work and dedication
to his/her profession, designation implies confidence, power and some kind of ego on
the part of a worker who holds. After holding higher designation throughout career if a
person is employed after retirement on a lower designation, he/she may feel deeply
hurt at lack of recognition to his/her knowledge, efficiency and experience by his/her
new employer. But finding him/her in helpless condition after retirement he/she is
unable to speak out his/her dissatisfaction, but forced to suppress it. To the contrary
results of the study revealed that in spite of holding higher designations before
retirement many of the silver workers accepted the jobs with lower designation after
retirement which shows their willingness to work and nature of adjustment which is
good sign. This shows that silver workers were giving more importance to the work
offered to them rather than the designation.
Table 30: Percentage Distribution of the Silver Workers According to Their Type
of Designation
(N=300)
Type of Designation
F
%
Different
216
72.00
Same
84
28.00
Table 30 and Figure 37 reveals that seventy two percent (72%) of the silver workers
were not reemployed with the same designation as before retirement .Whereas 28
percent of them were however appointed on the same designation that they had before
the retirement. It reveals that higher percentages of the silver workers did not have to
compromise with their designations which they used to hold before the retirement.
163
Table 31: Percentage Distribution of the Silver Workers According to their
Present Salary and Type of Salary
(N=300)
Table 31 and Figure 38 reveals those little less than 50 percentages (48.33%) of the
silver workers were getting lower salaries. While less than one tenth (7.33) of them
were getting moderate salaries. Almost forty five percentages of them were paid higher
salaries receiving higher salary in their present jobs.
The table further indicates that majority of (75.67%) of the silver workers were paid
fixed salaries and little less than one fifth of them were paid consolidated salaries. The
remaining 7 percentages of them were paid salaries on the basis of work they do. It
clearly shows that higher percentages of silver workers were getting fixed amount as
the salaries for the post retirement employment.
In the matter of salary and this feeling may stay close to the reality that a person faces
in life after retirement. It may further be intensified with anxiety and tension caused
with financial constraints that one may faces. The relevant data reveal that the silver
workers were paid salaries of the types like fixed, consolidated and on the basis of
work. None of them were appointed on a graded scale of salary. In view of the amount
of salary majority of them were paid salary higher than 17000 rupees and lower than it.
A small number of them were paid the salary of rupees 17000 per month. The amount
of the salary would reflect that they would afford moderate standard of living. When the
present salary goes in addition to the present income from pension, interest from
investments etc, it would be good enough for decent life. Findings of the study also
revealed that silver workers did not rejected the jobs due to lower salaries , but they
Salary (In Rupees)
Type of Salary
Lower
Salary
(Less than
17,000
Rupees)
Moderate
Salary
(17,000
Rupees)
Higher Salary
(More than
17,000
Rupees)
Fixed
Consolidated On the
basis of
work
F
%
F
%
F
%
F
%
F
%
F
%
145
48.33
22
7.33
133
44.33
227 75.67
52
17.33
21 7.00
164
accepted it which shows that they were not doing the present jobs due to financial
crunch, or they did not had baggage of attitude , they had compromising nature which is
very much required to sustain in job market.
Table 32: Percentage Distribution of the Silver Workers According to Duties
Performed by them Prior to Retirement and in their Present Job
(N=300)
Duties
Prior to
Retirement
In Present Job
F
%
F
%
Executive/Managerial
/Administrative
217
72.33
235
78.33
Technical
71
23.76
53
17.67
Clerical /Sales
12
4.00
12
4.00
Table 32 anf Figure 40, 41 show that high majority (72.33%) of silver workers
performed executive /managerial/administrative duties as the part of their job before
retirement. Whereas little more than one fifth percentages of them reported that they
were performing technical duties and remaining 4 percentages of them used to perform
clerical or sales duties in their job.
The table further shows that comparatively higher majority (78.33%) of the silver
workers were performing executive /managerial or administrative duties for their
present job. Whereas eighteen percent of them were performing technical duties. The
remaining 4 percent of them continued with clerical or sales duties in their present jobs.
Making comparisons is a common tendency for a person who is reemployed. The silver
workers fall into this category when they are employed after retirement. Reflecting on
this tendency, the data reveal a mixed picture for the most of the duties the silver
workers were performing. Prior to retirement, 217 of them performed executive,
managerial or administrative duties, while the number was higher for such silver
workers. For technical jobs, the number went down from 71 to 53 of them and for
clerical/sales jobs the number remained unchanged.
165
Table 33: Percentage Distribution of the Silver Workers According to the Type of
Duties Performed as the part of Present Job
(N=300)
Type of Duties
F
%
Different than before Retirement
177
59.00
Same as before Retirement
123
41.00
Table 33 and Figure 42 shows that in comparison to their pre retirement jobs, little
less than sixty percentages (59%) of silver workers were performing different duties,
whereas 41 percentages of them were performing same duties. It further indicates that
the silver workers could perceive some kind of transition after retirement. This
indicated that silver workers perceive the transition to retirement as clear cut in life. It
can be a sign of a change of the role after the retirement. The silver workers appeared
to feel that they would not get the similar kind of work after retirement.
The second point of comparison is type of duties they performed in the present job.
Majority of the silver worker informed that they were supposed to do different work
than the duties they had performed before retirement. More than forty percent of them
felt relieved that they were employed for similar kind of work after retirement. In this
sense, the comfort level among more of them was relatively lower and for some of
them it remained good enough. It can be revealed from the findings that in spite of
having different kind of duties they took up the job as a challenge, this shows that they
were having the readiness to learn new skills required for the job. It also shows that
employers also recruited such silver workers who were not having specific experiences
but were ready to take up the job and learn new skills. It is very important for the silver
workers to be open minded and to accept the changes, they should have the readiness
to learn new skill and undergo the training if required, if they really want to work post
retirement and data of the study shows that there are silver workers who were ready to
learn, which show a positive sign on the part of silver workers, it shows their
willingness to work
166
Table 34: Percentage Distribution of the Silver Workers According to their
Working Hours Per Day
(N=300)
Working Hours
F
%
2 to 4 hours
107
35.67
8 hours
175
58.33
More than 8 hours
18
6.00
Table 34 and Figure 43 displays the data to indicate that almost 36 percentages
(35.67%) of the silver workers were working between 2 to 4 hours in a day. Nearly
sixty percentages (58.33%) of them were working for 8 hours in a day and remaining
few percentages of the silver workers were working for more than 8 hours per day.
When inquired about the duration that they were supposed to work in the new
employment, the data record that good majority of them were supposed to work for
eight hours a day and about one third of them had to work for 2 to 4 hours which
means part time jobs. Only eighteen of them had to work for more than eight hours
which may indicate some kind of compulsion or exploitation in the present job. It can
also be the other way that in spite of working after retirement many of the silver
workers opted to work for full time. This shows that they still have that much physical
and mental capacity to work for longer hours and they are not tired of being employed
or to work for many hours. This also insists us to think that are they doing this job
willingly for these long hours? Or is it just out of compulsion as they are not able to
get jobs with fewer hours they have taken this job. Or is there any kind of pressure
from family like ignorance, financial pressure, due to which they prefer to remain out
with the reason of work
Table 35: Percentage Distribution of the Silver Workers According to the Distance
of their Workplace
(N=300)
Distance of Workplace
F
%
Short Distance (1 to 6 Kms)
183
61.00
Long Distance (6 to 20 Kms)
117
39.00
167
Table 35 and Figure 44 shows that majority (61%) of the silver workers used to travel
for 1 to 6 kilometres to reach their workplaces. Whereas nearly forty percent of them
had to travel for about 6 to 20 kilometres. The table reveals that majority of the silver
workers preferred to opt for job/work at places nearer to their residence.
The silver workers were also asked about how much they have to travel to reach the
places of work. The data reveal in the proportion of 60-40 percent that the majority of
them have to travel a short distance of 1 to 6 kilometres from their residences and the
minority of them have to travel long distance of more than 6 kilometres to 20
kilometres. It reflects that for most of them, reaching the places of work was not much
strenuous.
Table 36: Percentage Distribution of the Silver Workers According to the People
who helped them in getting Present Job/Work
(N=300)
Helped in Getting Job
F
%
Self Initiative (Active Search/News
Advertisements/
Websites/Internet Browsing)
101
33.67
Colleagues
98
32.67
Friends
63
21.00
Family Members
33
11.00
Relatives
5
1.67
The silver workers were asked about how they procured the present job. What they
narrated unfolded interesting facts about their search of jobs after retirement. All the
silver workers (100%) said that the present job was their first job after the retirement.
As the table 36 and Figure 45 reveals one third of the silver workers (33.67%) got the
jobs with their own initiatives and little less than that percentage (32.67%) of silver
workers got the present job with help of their colleagues. Whereas one fifth percent of
them got the jobs with their friends help. 11 percentages of them were helped by their
families for the present job. Very less (1.67%) percent of the silver workers admitted
that they got the present jobs with the help of their relatives.
168
The story is radically different from a story of a fresh candidate's search for a job. In
fact, searching for a job is not an easy going activity specifically when job markets are
tight huge supply against limited openings for jobs and the expectations too very
much. The result is unemployment for many aspiring young candidates causing
depression in them. The story of the silver workers search for jobs after retiring too
remained difficult as reported by majority of the silver workers. For a small number of
them, the search did not remain much difficult. These findings throw the light on the
struggle that a silver worker had to go through in spite of having so many years of
experience and knowledge they find it difficult to search jobs.
Table 37: Overall Intensity Indices and Percentage wise Distribution of the Silver
Workers According to the Problems they faced in Searching Jobs after
Retirement
(N=300)
Problems
Intesity
Indices
Lack of advertisements for jobs
2.53
Lack of jobs suiting to their expertise/abilities
2.47
Lack of organizations who would be ready to recruit
silver workers
2.46
Lack of jobs to suit to the according to qualifications
2.32
Lack of jobs to suit their past experience
2.24
Lack of jobs offering the same designation
2.18
Lack of jobs in the city they live
2.04
Lack of jobs with salary similar to what they were
getting earlier
1.96
Table 37 is significantly reflecting on the overall intensity indices addressing problems
that the silver workers faced while searching jobs after retirement. The indices which
ranged from 2.53 to 1.96.It indicate high and medium level of agreement on the
mentioned items referring to problems that the silver workers confronted, while
searching jobs.
169
According to what is projected through the above table, there was high level of
agreement among the silver workers on the problems that they confronted while
searching jobs after retirement are specified below:
x Lack of advertisements for jobs
x Lack of jobs suiting to their expertise/abilities
x Lack of organizations who would be ready to recruit silver workers
x Lack of jobs to suit to the qualifications
The table further projects that there prevailed medium level of agreement among the
silver workers on the following specific problems while searching jobs after
retirement.
x Lack of jobs to suit their past experience
x Lack of jobs offering the same designation
x Lack of jobs in the city they live
x Lack of jobs with salary similar to what they were getting
The silver workers were asked about how they obtained information about the present
jobs. Almost one third of them informed that they knew about the present jobs. They
tried on their own initiative to search for the jobs in number of ways like searching
through jobs advertisements, surfing relevant websites, browsing the internet and the
like. This shows their search remained very active and it reflects the extent of
exposure to job markets and positive approach to compute application to explore even
the electronic media for the purpose. About half of the silver workers admitted that
they learnt about the present jobs from their colleagues and friends and a small number
of them were helped by their families and friends to get the present jobs. The status
reflects that a good number of them searched the present job on their own or they got
the help form their colleagues.
It is understood that getting a job and agreeing to what was available to them would
also be bit problematic. The reasons would be difference between what one used to be
getting and what would be getting, which means difference between expectation and
actual gain. As it reveals from their responses, the problems that they confronted
varied from greater to lesser extent and the variation is indicated in form of intensity
indices too.
170
As it reveals from the data presented that silver workers faced problems to greater
extent in matters like finding advertisement for jobs and finding jobs suitable to their
skills and capabilities. Further, a few organizations showed inclination to employ
silver workers. Further, for those holding post graduate degrees, it was a big problem
to get jobs suiting to their qualification and they had to be ready to compromise and
take up jobs of lower calibre. Such compromise is expected for silver workers who
desire to work after retirement.
The silver workers further admitted that they faced problems to some extent in matters
like getting jobs suitable to their experience, similar designations offered to them, jobs
locally available in the same city they live in and jobs with similar salaries .Such
problems were expected in relation with employment after retirement and the silver
workers were supposed to agree to the offers made to them if they really desired to
work after retirement. This findings revealed number of problems that the silver
workers faced while searching jobs after retirement. It is clearly understood that the
problems occur because of lack of job opportunities, lack of government and private
organization who recruit silver workers after retirement, lack of job advertisements ,
this all things should taken into consideration to make work for silver workers smooth
and comfortable after retirement..
The table indicates it was not easy for the silver workers to search for and get suitable
job after the retirement to suit their experiences, status, location and reward. It seemed
that they had to compromise to some extent on these matters.
Table 38: Percentage Distribution of the Silver Workers According to Procuring
the Present Job
(N=300)
Procuring Job
F
%
Difficult
221
73.67
Easy
79
26.33
In the light of above table 38 and Figure 46 indicates that majority of the silver workers
(73.67%) faced difficulties in getting the present jobs and just one fifth percent of them
(26.33%) got the present jobs bit easily. It makes it clear that it finding jobs after the
retirement posed problems for the silver workers
171
Table 39: Percentage Distribution of the Silver Workers According to Social
Security Benefits that they receive from their Present Job
(N=300)
Social Security Benefits
F
%
Receive
220
73.33
Do not Receive
80
26.67
Table 39 and Figure 47 shows that the majority of silver workers (73.33%) were
receiving social security benefits from their present employment and nearly twenty
seven percent of them (26.67%) said they do not receive social security benefits from
the present jobs. Thus, for majority of them the benefits of social security was made
available to them by their present employer.
In the context, social security would be significant expectation for each working person.
Since such person lacks back up of property in form of land buildings or wealth he
expects that his employers would help him/her to arrange for some provision for future
through floating for them schemes of provident funds, medical benefits, house rent
allowance, city compensatory allowance, conveyance allowance, leave travel, benefits
and also benefits of normal leave, sick leaves, privilege leave etc. The government
regulations for employment make it obligatory for employers that they avail these
benefits to their employers. When inquired a good majority of three fourth of the silver
workers informed with sense of relief that social security benefits were made available
to them and the fourth part of them did not avail social security benefits on the present
jobs.
172
Table 40: Percentage Distribution of the Silver Workers According to their
Reasons for Working on the Present Job
(N=300)
Reasons
F
%
Money
220
73.33
Self respect
220
73.33
To earn good reputation in society
186
62.00
Opportunity to do quality work
167
55.67
Respect in family
158
52.67
Opportunity to use education
151
50.33
Friendly work environment
138
46.00
Opportunity to develop new skills
132
44.00
Freedom to share views
129
43.00
Good health benefits
127
42.33
Flexibility in work timings
124
41.33
Respect from co-workers
117
39.00
Good pension plan
60
20.00
One question may hover in anyone's mind why the silver worker thought in their
advance age to work. Table 40 and Figure 48 shows the reasons that prompted the
silver workers to work after retirement. Money and self respect were perceived as the
most important reasons for silver workers (73.33%) to work on present job. While 62
percent of them earning good reputation in society remained the consideration. Fifty
five percent of them expected an opportunity to perform quality work. They were
followed by those who hoped respect in family (52.67%) and looked for more
opportunities to use education (50.33%).Further the other reasons that prompted the
silver workers for the present jobs included those like, friendly work environment
(46%), getting opportunity to develop new skills (44%) , freedom to share views
(43%), earning good health benefits(42.33%), enjoying flexibility in work timings
(41.33%) ,earning respect from co-workers (39%) and availing good pension plans
(20%) as their reasons for doing present job. The overall projection indicates that for
silver workers reasons like money and self respect remained the priority for working
after retirement.
173
The reasons that emerged from the responses of the silver workers bring forth interest
considerations on their past. Economic reasons and personal reasons remained top
priority among good majority of them. Considerations related to social respect and
reputation and those of quality and education remained secondary priority to them.
Other considerations like friendly work environment, skill development, sharing
views, health benefits, flexible work schedule and expecting respect from co-workers
received kind of preferences from some of them. Pension plan remained low priority to
them as they were perhaps aware that for a person once retired would not be so
important to think.
Table 41: Percentage Distribution of the Silver Workers According to their
Expectations to Work after Retirement
(N=300)
Work after Retirement
F
%
Expected
255
85.00
Did not Expect
45
15.00
Table 41and Figure 49 shows on the attitude of the silver workers to work after the
retirement that very high majority of silver workers (85%) reported that even prior to
their retirement; they had expected that they would work after retirement. Only 15
percent of them did not expect to work after retirement. This reveals that high
majority of the silver workers had expectations and plan to work after the retirement
even before the retirement.
Table 42: Percentage Distribution of the Silver Workers According to Work they
expected to do after Retirement
(N=300)
Current Work
F
%
As expected
243
81.00
Not as expected
57
19.00
Table 42 and Figure 50 specify that very high percentages of the silver workers (81%)
were currently doing the work as per their expectation. Whereas only 19 percent of
them stated that the present jobs were not up to their expectations. It indicates that high
174
percentages of silver workers were satisfied with their present jobs and some of them
had to do some kind of compromise for the present jobs.
Expectation is basic human instinct and no one can escape it. As long as a person lives
and works his/her expectation is closely knit to what he/she does. It is popularly
believed that an expectation is kinetic energy that pushes a person to work and it gives
him/her direction too. It is with expectation that a person keeps hope for desirable
results. In worldly sense, expectation is a booster to energy to work. Further,
expectation may arise for a person's needs and intensity of one's needs determine
intensity of his/her expectations. This may be true about the silver workers, because
when they decide to work after retirement it might be because of needs and their
intensity that prompt them to work even after retirement. When asked, a very high
majority of them admitted that they expected to work after retirement and for a very
small number of them it was beyond their expectations, as the situation turned for them
abruptly. They were further asked about their expectations of the present work as to,
was it to their expectations? Again a high majority of them said that they got a work up
to their expectations and seemed to be bit satisfied with the present job. For some of
them, the work was against their expectations and they had to compromise on this point.
As they knew it was not so easy to get jobs after retirement.
Table 43: Percentage Distribution of the Silver Workers According to the Lacunas
noticed in the Present Job as compared to the Previous Jobs before
Retirement
(N=300)
Lacunas in Present Job
F
%
Work ethics and system of working
128
42.67
Work environment
54
18.00
Work timings
42
14.00
Old colleagues/friends at workplace
40
13.33
Respect given to the employees by the co-
workers and employers
36
12.00
Table 43 and Figure 51 shows nearly 43 percentages of the silver workers reported
that they miss work ethics and system of working in the present jobs while comparing
it with their job before retirement. While 18 percent of them stated that they missed
175
the working environment in their present jobs. Whereas 14 percent of them reported to
miss the work timings and almost equal percent of them reported that (13.33%) they
missed earlier colleagues/friends at new workplace. Whereas 12 percent of silver
workers felt a bit sensitive about missing the respect given to an employee by co-
workers and employers .The table clearly reveals a kind of regret and dissatisfaction
faced by the silver workers about the subjective apprehension in the new work
environment
It does not happen always that a person's expectations are fully met and he/she is fully
satisfied always. Such things are rare in human life. In case like silver workers, one
may not hope that their expectations are fully realized. As they compared their present
situation with the situations prior to the retirement, they were bound to find some kind
of lacunas in the situations of the present jobs. They admitted about them in their
responses. Several of them specified lacunas of work ethics and system of working.
Some of them mentioned about lacunas in work environment at places of work. Some
complained about lacunas of timing of work and some mentioned about old colleagues
and friends at workplaces. Some of them even spoke about lacunas in respect that they
received from their co-workers and employers.
Table 44: Percentage Distribution of the Silver Workers According to Passion for
the Present Work
(N=300)
Extent
F
%
Great Extent
176
58.67
Some Extent
79
26.33
Less Extent
45
15.00
Table 44 reveals that almost 60 percent (58.67%) of silver workers showed passion for
the present work. Little more than 25 percent of them showed passion in some extent.
Very less 15 percent of them showed lesser extent of passion for the present work.
The table indicates that though in second innings the silver workers showed relatively
good passion for work and still they do their work with same passion as they did it
before retirement.
176
Further, the data reveal surprising fact about passion for work that silver workers
mentioned in view of their present job. According to it, a good majority of them felt
great passion for present work, may it be out of compulsion or preferences. About one
fourth of them showed some passion for the present work and a small number were
found less passionate about work. It indicates that majority of them believed in
performing jobs with good or at least some interest. They seemed to understand the
situation they were facing in grown up age and what remained for them to compromise
willingly or unwillingly. It sounds to be practical attitude on their part. Further, good
number of them expressed that the present work was very important to them. Giving
reasons for it, they admitted that the present work rendered to them good financial
support, kept them active and fit and earned them social respect to some extent so they
showed great passion for it.
Table 45: Percentage Distribution of the Silver Workers According to the Current
Retirement Benefits Received
(N=300)
Retirement Benefits
F
%
Pension
165
55.00
Health Benefits
122
40.67
Security Benefits
13
4.33
Table 45 and Figure 52 shows that in new employment little more than half of silver
workers (55%) were receiving benefits of pension and 40.67 percent of them were
receiving health benefits. A very few percent of them said that they were receiving
security benefits.
Table 46: Percentage Distribution of the Silver Workers According Importance of
their Present Work
(N=300)
Present Work
F
%
Very Important
136 45.33
Equally Important 93 31.00
Less Important
71 23.67
177
Table 46 and Figure 53 reveals that high percentages of silver workers (45.33%)
reported that their present work was very important. While 31 percentages of them
reported that their work in present is equally important as their work in past .Less
percent of them (23.67%) reported that their present work assignment is not so
important. This shows that majority of the silver workers attached equal importance to
their present work in view of their work before retirement.
Table 47: Percentage Distribution of the Silver Workers According to Age they
think appropriate for their Second Retirement (age when they will be
financially able to Retire from full/part time Work for pay)
(N=300)
Age of Re-Retirement
F
%
Want to continue working till health permits (it's
important to remain active.)
104
34.67
Working post retirement till an employer allows to share
knowledge and experiences and not for financial gains.
86
28.67
Never want to retire as the earning is not enough
62
20.67
By the age of 70 years
37
12.33
By the age of 65 years
11
3.67
Table 47 and Figure 54 shows that nearly 35 percentages (34.67%) of the silver workers
stated that they would like to continue working till health permits as to kill time it's
important for them to remain active. While almost 30 percent (28.67%) of them shared
that they were working post retirement basically to share their knowledge and
experience with others and not for financial gains. So they wish to continue working till
there would employers allow them. Further it was revealed that one fifth percent
(20.67%) expressed that since their earning was not enough they will continue working.
While some of them (12.33%) stated that they would like to work up to 70 years of age
and few (3.67%) said that they would prefer to work up to 65 years of age. It clearly
shows that regardless of age and financial needs and gains high percent of the silver
workers stressed the reasons like to remain healthy and active while deciding to
continue work.
178
When there is matter related to employment, matters related to retirement do matter to
capture one's mind. They include basically an age when a person would cease to be
working and the benefits he would be liable to in view of his job and its tenure. The
matter was raised to the silver workers in view of their second inning of working
following the first retirement. Their responses are presented through the data according
to which about one third of them expressed desire to work as long as their health
permits, because it keeps them active. Some one-fourth of them preferred to leave it to
their employers. Discretion and said as long as the employers would consider them
valuable for their knowledge and experience they would feel like working. Money was
not that important for them, but the fact that their knowledge and experience are
respected would give them great satisfaction with sense that they would be able to
contribute some part from them to growth and development of the human society. Some
twenty percent of them showed desire never to be retired. The reason behind this might
that they had so much of motivation to continue working, that they did not wanted to re-
retire A very small number of them specified the age of retirement as 70 years(12.33%)
and 65 years (3.67%) and ground if declining health in that phase of life
Table 48: Percentage Distribution of the Silver Workers According to the Extent
of Appreciation they receive for the Present Work
(N=300)
Table 48 shows that nearly 23 percent (22.33%) of silver workers reported that they
received appreciation for their present job on great extent. While almost 35 percent
(34.67%) of them said that they received appreciation to some extent. High percent
(43%) of them mentioned that they received lesser extent of appreciation for their
present work. This clearly indicates that the silver workers were not satisfied with the
amount of appreciation they were received for their work after the retirement.
Attached to gains or benefits is a point of appreciation of jobs by employers. Are
employers appreciation is well reflected in gain or benefits released in favour of silver
Extent of Appreciation
F
%
Great Extent
67
22.33
Some Extent
104
34.67
Less Extent
129 43.00
179
workers? The matter was revealed in the data presented. According to it, sixty seven
silver workers expressed satisfaction about the employer's appreciation on greater
extent and about one-third of them felt satisfied at receiving the employer appreciation
to some extent. Good number of them gave out a tone of regret that they were
appreciated by the employers on lesser extent. Thus it was indicated that for good
majority of them the work was not appreciated and there prevailed among them a
general feeling of dissatisfaction.
Table 49: Percentage Distribution of the Silver Workers According to the Extent
they fulfil the Demands of Present Work
(N=300)
Demands of Work
F
%
Great Extent
176 58.67
Some Extent
88 29.33
Less Extent
36 12.00
Table 49 shows that almost 60 percent (58.67%) of the silver workers reported that they
fulfil the demands of the present work to the greater extent and nearly 30 percent
(29.33%) of them reported that they fulfil the demands to some extent. A very less
percent of them (12%) reported to fulfil the demands of work to lesser extent. Such
projection indicates self satisfaction on the part of majority of the silver workers.
Against it the survey revealed through the data that on greater extent majority of the
silver workers fulfilled the demands in their present jobs. Some of them showed average
performance and a small number of them could not fulfil the demands on reasonable
grounds. The two picture project a scene that majority of the silver worker tried to
perform the work in a better way so that the demands were fulfilled in appropriate
manner, yet the employers failed to recognize their efficiency and dedication to the
work.
180
Figure 31: Percentage Distribution of the Silver Workers according to the Gap
between Retirement Year and Year of Joining Present Job
(N=300)
Figure 32: Percentage Wise Distribution of the Silver Workers According to
Organization they are working in after Retirement
(N=300)
41
47.33
9.33
2.33
0
5
10
15
20
25
30
35
40
45
50
No Gap (Same year) Small Gap (Within 1
to 3 years)
Moderate Gap
(Within 4 to 6 years)
More Gap (Beyond 6
years)
76
24
0
10
20
30
40
50
60
70
80
Different
Same
181
Figure 33: Percentage Distribution of the Silver Workers according to the
Employment Status
(N=300)
Figure 34: Percentage Distribution of the Silver Workers according to the Type of
Organization
(N=300)
39.67
28
17.33
15
0
5
10
15
20
25
30
35
40
45
Temporary
Contract Basis
Permanent
Consultancy
0
20
40
60
80
100
99
1
Private Organizations
Government Organizations
182
Figure 35: Percentage Distribution of the Silver Workers according to the Type of
Work
(N=300)
Figure 36: Percentage Distribution of the Silver Workers according to the
Present Designation
(N=300)
61.33
38.67
0
10
20
30
40
50
60
70
Full Time
Part Time
9
63.33
23.67
4
0
10
20
30
40
50
60
70
Class I
Class II
Class III
Class IV
183
Figure 37: Percentage Distribution of the Silver Workers according to the Type of
Designation
(N=300)
Figure 38: Percentage Distribution of the Silver Workers according to the
Present Salary
(N=300)
72
28
0
10
20
30
40
50
60
70
80
Different
Same
48.33
7.33
44.33
0
10
20
30
40
50
60
Less Income
Group
Moderate
Income
Group
Higher
Income
Group
184
Figure 39: Percentage Distribution of the Silver Workers according to the Type
of Salary
(N=300)
Figure 40: Percentage Distribution of the Silver Workers according to the Duties
Performed before Retirement
(N=300)
75.67
17.33
7
0
10
20
30
40
50
60
70
80
Fixed
Consolidated
On the basis of work
72.33
23.76
4
0
10
20
30
40
50
60
70
80
Executive/Managerial
Technical
Clerical /Sales
185
Figure 41: Percentage Distribution of the Silver Workers according to the Type of
Duties Performed in Present Job
(N=300)
Figure 42: Percentage Distribution of the Silver Workers according to the Type of
Duties Performed as Part of Present Job Wise
(N=300)
17.67
78.33
4
0
10
20
30
40
50
60
70
80
90
Executive /Professional
/Managerial
/Administrative/
Technical
Clerical /Sales
59
41
0
10
20
30
40
50
60
70
Different than before retirement
Same as before Retirement
186
Figure 43: Percentage Distribution of the Silver Workers according to the
Working Hours
(N=300)
Figure 44: Percentage Distribution of the Silver Workers according to the
Distance of Work
(N=300)
35.67
58.33
6
0
10
20
30
40
50
60
70
2 to 4 hours
8 hours
More than 8 hours
61
39
0
10
20
30
40
50
60
70
Short Distance (1 to 6 Km)
Long Distance (6 to 20 Km)
187
Figure 45: Percentage Distribution of the Silver Workers according to the
Persons who helped in Getting Present Job
(N=300)
Figure 46: Procuring present job Wise Percentage Distribution of the Silver
Workers
(N=300)
33.67
32.67
21
11
1.67
0
5
10
15
20
25
30
35
40
Own Initiative
Colleagues
Friends
Family
Members
Relatives
73.67
26.33
0
10
20
30
40
50
60
70
80
Difficult
Easy
188
Figure 47: Percentage Distribution of the Silver Workers according to the Social
Security Benefits
(N=300)
Figure 48: Reasons of Working on Present Job Wise Percentage Distribution of
the Silver Workers
(N=300)
73.33
26.67
0
10
20
30
40
50
60
70
80
Receive
Do not Receive
73.33
73.33
62
55.67
52.67
50.33
46
44
43
42.33 41.33 39
20
0
10
20
30
40
50
60
70
80
189
Figure 49: Percentage Distribution of the Silver Workers according to the
Expectations to Work after Retirement
(N=300)
Figure 50: Percentage Distribution of the Silver Workers according to the work
they expected to do after Retirement
(N=300)
85
15
0
10
20
30
40
50
60
70
80
90
Expected
Did not Expected
81
19
0
10
20
30
40
50
60
70
80
90
As expected
Not as expected
190
Figure 51: Percentage Distribution of the Silver Workers according to the
Lacunas in the Present Job as Compared to the Previous jobs before
Retirement
(N=300)
1. - Work ethics and system of working
2. - Work environment
3. - Work timings
4. - Old collgues/ friends at workplace
5. - Respect given to the employees bu the co-workers and employers
Figure 52: Percentage Distribution of the Silver Workers according to the
Retirement Benefits
(N=300)
0
5
10
15
20
25
30
35
40
45
1
2
3
4
5
42.67
18
14
13.33
12
55
40.67
4.33
0
10
20
30
40
50
60
Pension
Health Benefits
Security Benefits
191
Figure 53: Percentage Distribution of the Silver Workers according to the
Importance of Present work
(N=300)
Figure 54: Percentage Distribution of the Silver Workers according to the Age of
Re-retirement
(N=300)
1- Want to continue Working till Health permits as to kill time its important to
remain active
2- Working post retirement to share knowledge and experiences and not for
financial gains so wanted to continue working till employers allows.
3- Never want to retire as earnings are not enough
4- By the age of 70 years
5- By the age of 65 years
45.33
31
23.67
0
5
10
15
20
25
30
35
40
45
50
Very Important Equally Important Less Important
34.67
28.67
20.67
12.33
3.67
0
5
10
15
20
25
30
35
40
1
2
3
4
5
192
4.1.3 WORK HISTORY
In the light of what the silver workers were doing in the present work and the way they
were appreciated for their performance, it would be interesting to throw a glance at the
history of performance prior to retirement. As mentioned earlier, human nature tends to
compare the present experience with the past experience and derive conclusions to give
out reactions .this tendency is commonly found in elderly person. Hence, it would be
interesting and also useful to assess the responses and reactions of the silver workers in
the conditions they were confronting in the last jobs.
Table 50: Percentage Distribution of the Silver Workers According to their Past
Designation
(N=300)
Designation
F
%
Class I
136 45.33
Class II
121
40.33
Class III
31
10.33
Class IV
12
4.00
Table 50 and figure 55 represents that nearly 46 percentages of silver workers worked
on class I designation before the retirement. Little less than that (40.33%) percent of
them worked on class II designations. One tenth (10.33%) percent of the silver
workers worked on class III designations and a very few of them (4%) worked on
class IV designations. This clearly shows that majority of the silver workers were
having class I designation before the retirement.
The data reveal that prior to retirement in the first job good number of the silver
workers used to hold the class I designations and several of them were appointed in the
class II designations. So it might give a reason for dissatisfaction for the present
condition of work.
193
Table 51: Percentage Distribution of Silver Workers according to Work of
Experience Pre- Retirement
(N=300)
Work Duration
F
%
Short Duration
(less than 32 years)
82
27.33
Average Duration
(32 years)
156
52.00
Long Duration
(more than 32 years)
62
20.67
Table 51 and Figure 56 shows that little less than thirty percent (27.33%) of them had
worked for short duration. Whereas 52 percent of them did the previous jobs for an
average duration and one fifth percent of them had worked for a long duration in job
before retirement. It reveals that majority of silver workers had worked for an average
duration before retirement.
Further, the tenure of the first job for majority of them was the usual duration of 32
years. Any of them worked for the first job for a shorter duration of less than 32 years
and several of them worked for longer duration. It is noticed that the longer one works
in one job more confident he/she would feel for the job performed. As a result, he/she
would carry relative air and arrogance for possessing more experience. Such thinking
would cause problems to them when they are placed in lower ranks. It might be true
about the silver working employed in the present jobs after retirement.
Table 52: Percentage Distribution of the Silver Workers According to their Past
Salary
(N=300)
Salary
F
%
Moderate Salary
(Less than 26,000 Rupees)
167
55.67
Higher Salary
(More than 26,000 Rupees)
133
44.33
194
Table 52 and Figure 57 reveals that 55.67 percent of the silver workers received
moderate salary. Almost 45 percent of them (44.33%) received higher amount prior to
the retirement as the salary. Thus the silver workers can be put into two almost equal
categories in view of the salary for the first job
Table 53: Percentage Distribution of the Silver Workers According to their Type
of Salary
(N=300)
It is surprising to note that as table 53 and figure 58 represents that a very high
majority (96.33%) of the silver workers used to be paid fixed monthly salary every
month. Very few percent of them (2.67%) used to be paid consolidated salary and one
percent of them got salary on the basis of the work.
Most of them were employed on fixed salaries, whereas a few of them used to be paid
salaries on consolidated basis, on the basis of the work performed. Thus, the type of
salary for the present jobs was almost the similar, but the amount was somewhat less.
It might be a cause for their dissatisfaction with feeling that even their knowledge and
long experience was not considered in their new appointments. They would have
expectations for higher salaries. But the fact remains the present job was a second job
for them and it would not attract similar appreciation. Their knowledge and long
experience would be found as getting lower weightage against younger candidates
possessing fresh blood, more computer skills. They are more exposed to the recent
world of fast development and against them the silver workers would prove slow going
and falling back in recent technologies. Such are the realities that elderly workers need
to understand and prepare their minds what comes to them. The need to learn the new
technologies if they want to survive in the job markets post retirement as well as they
need to learn and compromise and accept the work opportunities that come in their
way.
Type of Salary
F
%
Fixed
289
96.33
Consolidated
8
2.67
On the basis of work
3
1.00
195
Table 54: Percentage Distribution of the Silver Workers According to their
Employment Status
(N=300)
Table 54 and Figure 59 shows the status of the first jobs; very high percentages of the
silver workers (96.33%) were employed on permanent basis before the retirement.
Whereas very few percent of them were employed on temporary basis (2.67%). Only
one percent of them were employed on contract basis.
The employment status was another point to mark their work history. Most of the silver
workers were appointed on permanent basis and on full time basis. It remained a matter
of security in their first jobs. Further, majority of them were employed in government
organizations and less number were working in private, business houses. It too might
give them a point to complaint.
Table 55: Percentage Distribution of the Silver Workers According to the Type of
Work
(N=300)
Table 55 and Figure 60 shows high percentages (98%) of the silver workers were
employed on full time basis and the remaining 2 percent of them were working on part
time basis.
Employment Status
F
%
Permanent
289
96.33
Temporary
8
2.67
Contract Basis
3
1.00
Type of Work
F
%
Full time
294 98.00
Part time
6
2.00
196
Table 56: Percentage Distribution of the Silver Workers According to the Type of
Organizations
(N=300)
Type of Organizations
F
%
Government
165
55.00
Private Organizations like Corporate,
Business Houses, Agencies ,Firms
135
45.00
Table 56 and Figure 61 indicates that 55 percent of the silver workers were employed in
government organizations and forty five percent of them were working in private
organizations. (Among them, less than the one third percent of the silver workers
worked in corporate and nearly 8 percent of them were employed by non government
organizations. While 7 percent of them worked in business houses, nearly two percent
of them were working in agencies and only 0.33 percent of them were working in firms)
Table 57: Percentage Distribution of the Silver Workers According Importance of
their Work in Past
(N=300)
Work in Past
F
%
Very Important
198 66.00
Equally Important
93 31.00
Less Important
9
3.00
Table 57 and Figure 62 shows that high percent (66%) of the silver workers
considered their work in the past as very important. While 31 percent of them said that
their work in past as equally important to their work in present .Very less percent of
them (3%) mentioned that their work in past was less important .This clearly indicates
that most silver workers has given high importance to their work in the past as well in
present
The data on the work history reveals a point about attitude that silver workers held for
their past jobs. Good majority of them believed that their work in the past held for
them lot of importance and so they would attach high value to it. This kind of thinking
197
would imply some kind of discontent for the level of the present work. About one third
of them seemed to attach equal importance to their work in the past and it allowed
them some sense of satisfaction for the present work. A few of them considered their
previous wok less important and so they appeared o be more satisfied and luckier with
the present jobs.
In this way, the profile of the present work the work history of the work prior to
retirement project for the silver workers mixed pictures causing in them mixed
feelings of satisfaction on some favourable condition and regret for the conditions that
go against their expectations. It reflects human nature and attitude at such grown up
age that a person reaches passing through good struggles, tensions and family
obligations. They face conditions that may not be upto their expectations when they
actual wish that things go smooth and get them peace of mind. But one has to accept
the reality that thing in life would not be always favourable and comfortable and it
demands to cultivate positive mind and compromise with the situation. That is the
way, a person can make him/her happier, satisfied and calm in the prevalent
conditions.
198
Figure 55: Percentage Distribution of the Silver Workers according to the Past
Designation
(N=300)
Figure 56: Percentage Distribution of the Silver Workers according to the Work
Experience of Pre -Retirement
(N=300)
45.33
40.33
10.33
4
0
5
10
15
20
25
30
35
40
45
50
Class I
Class II
Class III
Class IV
27.33
20.67
52
0
10
20
30
40
50
60
Short Duration
Average Duration
Long Duration
199
Figure 57: Percentage Distribution of the Silver Workers according to their
Past Salary
(N=300)
Figure 58 : Percentage Distribution of the Silver Workers according to theType
of Salary
(N=300)
55.67
44.33
0
10
20
30
40
50
60
Moderate
Income Group
Higher Income
Group
96.33
2.67
1
0
20
40
60
80
100
120
Fixed
Consolidated
On the basis of work
200
Figure 59: Percentage Distribution of the Silver Workers according ot the
Employment Status
(N=300)
Figure 60: Percentage Distribution of the Silver Workers according to the Type
of Work Wise
(N=300)
96.33
2.67
1
0
20
40
60
80
100
120
Permanent
Temporary
Contract Basis
98
2
0
20
40
60
80
100
120
Full time
Part time
201
Figure 61: Percentage Distribution of the Silver Workers according to the
Type of Organization
(N-300)
Figure 62: Percentage Distribution of the Silver Workers according to the Work in
Past
(N=300)
55
28.67
7.33
7
1.67
0.33
0
10
20
30
40
50
60
Government Corporate
Non
Government
Business
Houses
Agencies
Firms
66
31
3
0
10
20
30
40
50
60
70
Very Important
Equally Important
Less Important
202
4.1.4 HEALTH STATUS
Table 58: Percentage Distribution of the Silver Workers According to their Health
Status
(N=300)
Table 58 and Figure 63 reveal that almost 65 percentages (64.33%) of the silver
workers were healthy. Whereas 34 percentages of silver workers were somewhat
healthy and very less percentage (1.76%) were identified as less healthy. This table
clearly shows that majority of silver workers were having less number of health
problems which may affect their work status
Figure 63: Percentage Distribution of the Silver Workers according to their
Health Status
(N=300)
64.33
34
1.76
0
10
20
30
40
50
60
70
Healthy
Somewhat Healthy
Less Healthy
Health Status
F
%
Healthy
193
64.33
Somewhat Healthy
102
34.00
Less Healthy
5
1.76
203
4.2
Overall and Aspects Wise Reasons of Silver Workers to Work after
Retirement
As it indicate at the outset of the present chapter that the interpretation of the findings
revealed through the data collected would be presented in the parts like interpreting
the quantitative and qualitative data in view of the two perspectives like that of the
silver workers and the employers who agree to employ them. Thus, if form
perspectives on the issues related to the silver workers .The discussion conducted so
far take care of a past of the first angle of the perspective as to explain the comfort
level among the silver workers in view of their decisions to work after retirement. The
interpretations if the data on hand evolves a realistic picture. But in order to confirm
the reading of the data it has to be read further with an analytical eye to verify how far
it conforms to the objectives set for the present study and the null hypothesis drawn in
their relation.
Looking to this need on analysis of the data was carried out through a twofold
technique namely
a) t-test and f-test
b) Intensity Indices
The first technique ascertains the difference between reasons and variables. So in the
second part the analysis was carried out through t-test and f-test to obtain the t-ration
and f-ratio in view of the difference between the selected reasons and the selected
variables.
The second technique explains through the intensity indices an extent of the reasons in
view of different variables. The second technique works out an analysis of the
difference of the reasons and variables.
The reasons for people wanting to continue employment after reaching retirement age
have not yet been clearly delineated. Terms for continued employment after reaching
retirement age such as "bridge employment" and "silver work" have become
established (Shultz 2003; Deller et al. 2007). Work after retirement is understood as
the transitional phase between leaving one's previous full-time job and full retirement.
This can be a phase, for example, in which a person works part time/full time or
204
undertakes a new type of work this are so called silver workers or active retirees.
There are a large number of factors that influence retirement decisions. Based on
Wang et al. (2008) and Wang/Schultz (2010), we differentiate between four groups of
influencing factors (cf. Gobeski/Beehr 2009; Deller/Maxin 2010; van Dam et al.
2009):
· Financial Reasons
· Social and Familial Reasons
· Work related Reasons
· Personal Reasons
Therefore in this section we will deal in more detail with the question what were the
reasons for silver workers to work beyond regular retirement. We will look into this
question from two perspectives. First approach entails presenting the results analysed
through intensity indices in which we analyse employment after retirement based on a
variety of reasons. Second approach to gaining a better insight into what drives silver
workers to start afresh after retirement entails examining through t-test and f-test, the
reasons that silver workers gave themselves for doing so. This information can shed
more light on the question of whether their decision is driven primarily by financial or
extrinsic reasons or whether intrinsic reasons such as the nature of the job play a more
important role.
Whereas the drawback of this approach is that the silver workers may give socially
desirable answers, the advantage is that the reasons may tie in better with the silver
workers own experiences. In the survey it was made a distinction between four major
reasons for entering employment after retirement and respondents were asked to
indicate which reason was most important in their particular case. The purpose of this
analysis is to ascertain an extent of intensity of particular reasons in view of the silver
workers decision to work after retirement. Based on these two analysis, null
hypothesis drawn in view of the objectives are confirmed to obtain definite picture in
the issue to interpret the analytical readings
205
Table 59: Overall Extent Aspects and Percentage wise distribution of the Reasons of
the Silver Workers to Work after Retirement
(N=300)
It can be seen from table 59 that according to the intensity indices, overall and extent
wise, there were moderate to less number of reasons for silver workers to work after
retirement. It can be further revealed that higher percentage of the silver workers
reported that compared to other reasons there were more of social and familial reasons
for them to work after retirement. Little more than the half percentage (57%) of them
reported to the moderate level that there were more number of financial reasons that
compelled the silver workers to work after retirement. The silver workers who
mentioned that there were more of personal reasons (47%) and very few of them
reported work related reasons (19%) for them to work after retirement.
It can be concluded from the findings that for silver workers social and familial were
more important factors for making them work after retirement. They were not working
for themselves or for work related reasons
According to the index, the social and familial reasons recorded higher extent of
intensity and the financial reason recorded moderate extent of intensity, the personal
reasons and work related reasons recorded lower extent of intensity .This explains that
in the Indian context for the silver workers based in city of Vadodara (Gujarat) social
and familial and financial reasons mattered more when they decide to work after
retirement. This reading projects exactly an opposite picture to the one that is
projected in the study of the Geneva Association on "Silver Workers" in Germany. In
the European context, the personal reasons and work related reasons attract higher
Reasons
Extent of Reasons
I.I
More
Number of
Reasons
Moderate
Number of
Reasons
Less number
of Reasons
Overall
34.33
38.33
27.67
1.97
Social and Familial
Reasons
6.33
61.33
33.33
2.29
Financial Reasons
17.67
51.00
24.33
2.26
Personal Reasons
16.67
47.00
36.67
1.60
Work related Reasons
36.67
19.00
45.00
1.32
206
considerations, whereas in the Indian contexts social and familial and financial reasons
are given higher considerations.
Table 60: Overall Extent of the Reasons of the Silver Workers to Work after
Retirement in Relation to the Selected Variables
(N=300)
Variables
N
Reasons to Work Post
Retirement
More
Moderate
Less
1.Age
Young Old
116
52.21
22.62
25.19
Old
184
39.67
49.89
10.42
2. Educational Qualification
High Level of Education
254
60.02
22.00
17.07
Moderate Level of Education
31
48.59
45.32
6.05
Low Level of Education
15
13.33
20.00
66.67
3. Past Designation
Class I
136
48.52
45.58
5.88
Class II
121
64.46
30.57
4.95
Class III
31
48.38
38.07
13.30
Class IV
12
58.33
33.34
8.33
4. Present Salary
Less Salary
145
69.16
21.21
10.06
Moderate Salary
22
18.18
40.90
40.09
High Salary
133
17.51
43.03
3.89
5. Health Status
Healthy
192
48.95
28.12
22.91
Somewhat Healthy
103
37.86
32.03
30.09
Less Healthy
5
20.00
40.00
40.00
6. Type of Family
Living Alone
7
28.57
42.85
28.56
Living with Spouse
104
19.23
50.00
30.76
Living with Family
189
34.39
43.91
21.68
207
The overall reasons of silver workers to work after retirement refer to all kinds of
general matters. The table 60 reflects that higher percentages of the silver workers
belonging to following categories of variables reported about moderate number of
reasons to work after retirement.
x Silver workers belonging to old age group
x Silver workers possessing high level of education.
x Silver Workers belonging to the class II designation
x Silver workers earning high salary
x Silver workers who were less healthy
x Silver workers living with their families
208
Table 61: Extent of Social and Familial Reasons of Silver Workers to Work after
Retirement in Relation to the Selected Variables
(N=300)
Variables
N
Social and Familial
Reasons of Working
after Retirement
More
Moderate
Less
1.Age
Young Old
116
40.51
33.62
25.85
Old
184
39.67
29.89
30.42
2. Educational Qualification
High Level of Education
254
42.12
29.92
27.43
Moderate Level of Education
31
25.80
35.48
38.07
Low Level of Education
15
13.03
46.67
40.00
3. Past Designation
Class I
136
42.64
31.61
25.07
Class II
121
31.40
44.62
23.96
Class III
31
12.90
38.70
48.38
Class IV
12
16.67
58.33
25.00
4. Present Salary
Less Salary
145
36.55
33.79
29.64
Moderate Salary
22
13.63
31.81
54.54
High Salary
133
45.11
28.57
26.31
4. Health Status
Healthy
192
22.91
48.95
28.12
Somewhat Healthy
103
37.86
32.03
30.09
Less Healthy
5
20.00
40.00
40.00
5. Type of Family
Living Alone
189
44.44
29.62
25.91
Living with Spouse
104
2.88
30.76
66.34
Living with Family
7
14.28
14.28
71.42
Social and familial reasons prompting the silver workers to work after retirement draw
glaring attention and apprehensions from all the corners of human society. The table 61
reveals that higher percentage of the silver workers belonging to the following
209
categories of variables confronted more of social and familial reasons to work after
retirement.
x Amongst the category of age silver workers belonging to young-old age group
had moderate number of social and familial reason to work after retirement and
silver workers belonging to old age group had less number of social and
familial reasons to work after retirement.
x Silver workers possessing high level of education had less number of social and
familial reasons to work after retirement .whereas silver workers possessing
moderate level of education had more reasons to work.
x Silver workers belonging to the class I, II and IV designation had less social and
familial reasons to work. Whereas silver workers having class III had moderate
social and familial reason to work after retirement.
x Silver workers earning high and less salaries had less reason
x Silver workers who were healthy had less social and familial reason tow work
after retirement.
x Silver workers living alone had high number of social and familial reason to
work after retirement .whereas silver workers living with family had less
number of social and familial reason to work after retirement
210
Table 62: Extent of Financial Reasons of Silver Workers to Work after Retirement
in Relation to the Selected Variables
(N=300)
Variables
N
Financial Reasons of
Working after Retirement
More
Moderate
Less
1.Age
Young Old
116
19.82
37.93
42.23
Old
184
7.60
4.90
87.30
2. Educational Qualification
High Level of Education
254
11.02
25.59
63.38
Moderate Level of Education
31
16.12
64.51
18.54
Low Level of Education
15
20.00
40.00
39.97
3. Past Designation
Class I
136
7.35
23.52
68.21
Class II
121
31.40
19.83
48.75
Class III
31
22.58
41.93
35.47
Class IV
12
16.67
33.33
50.00
7. Present Salary
Less Salary
145
26.89
42.06
31.21
Moderate Salary
22
18.18
40.90
40.09
High Salary
133
7.51
23.03
69.16
8. Health Status
Healthy
192
6.20
33.89
60.04
Somewhat Healthy
103
23.30
41.74
34.94
Less Healthy
5
20.00
40.00
40.00
9. Type of Family
Living Alone
7
28.57
29.00
42.39
Living with Spouse
104
19.23
50.00
30.76
Living with Family
189
34.39
43.91
21.68
Table 62 reveals project that higher percentage of the silver workers belonging to the
following categories of variables confronted less number of financial reasons to work
after retirement.
x Amongst category of age very high percent of old had less number of financial
211
reason to work after retirement
x In the category of education majority of silver workers having moderate level of
education had moderate number of reasons to work whereas equal percent of
silver worker having high level of education had less number of financial
reasons to work after retirement.
x Amongst category of designation class I silver workers had less finicail reasons
to work after retirement
x In the category of present salary silver workers having high salary had less
number of financial reasons to work after retirement
x Amongst health status silver workers who were health had less financial reasons
to work after retirement
x Type of family wise silver workers living alone had less number of financial
reason to work after retirement
212
Table 63: Extent of Personal Reasons of Silver Workers to Work after Retirement
in Relation to the Selected Variables
(N=300)
Variables
N
Personal Reasons
of Working after
Retirement
More
Moderate
Less
1.Age
Young Old
116
3.44
48.27
48.27
Old
184
7.60
48.36
44.02
2. Educational Qualification
High Level of Education
254
7.08
41.73
51.17
Moderate Level of Education
31
12.90
45.16
41.92
Low Level of Education
15
20.00
60.00
20.00
3. Past Designation
Class I
136
52.20
8.82
38.96
Class II
121
23.96
39.66
36.35
Class III
31
12.90
54.61
32.25
Class IV
12
41.67
25.00
33.34
4. Present Salary
Less Salary
145
5.51
48.27
46.19
Moderate Salary
22
54.54
36.36
9.08
High Salary
133
6.76
47.36
45.86
5.Health Status
Healthy
192
49.74
6.73
43.65
Somewhat Healthy
103
4.90
49.01
46.07
Less Healthy
5
20.00
20.00
60.00
6.Type of Family
Living Alone
189
5.82
54.49
39.67
Living with Spouse
104
47.11
39.42
13.46
Living with Family
7
57.14
14.28
28.56
213
Table 63 reveals that higher percentage of the silver workers belonging to the following
categories of variables had moderate number of personal reasons to work after
retirement.
x Silver workers belonging to young old age group had moderate or less number
of personal reason to work after retirement
x Silver workers possessing Moderate and Low level of education had less
number of personal reasons to work after retirement.
x Silver workers belonging to the class I had more number of personal reason to
work after retirement and class III designations
x Silver workers earning high and less salaries
x Silver workers who were somewhat healthy
214
Table 64: Extent of Work Related Reasons of Silver Workers to Work after
Retirement in Relation to the Selected Variables
(N=300)
Work related reasons reflect more on willingness rather than compulsion on the part of
the silver workers .The table 64 reveals that higher percentage of the silver workers
Variables
N
Work Related
Reasons of Working
after Retirement
More
Moderate
Less
1.Age
Young Old
116
5.17
19.82
74.99
Old
184
4.89
25.54
70.11
2. Educational Qualification
High Level of Education
254
22.00
60.02
17.07
Moderate Level of Education
31
6.05
45.32
48.59
Low Level of Education
15
13.33
20.00
66.67
3. Past Designation
Class I
136
5.88
45.58
48.52
Class II
121
4.95
64.46
30.57
Class III
31
13.90
48.38
38.07
Class IV
12
8.33
58.33
33.34
4. Present Salary
Less Salary
145
6.20
14.48
79.03
Moderate Salary
22
9.09
77.27
13.63
High Salary
133
4.51
58.64
36.84
5.Health Status
Healthy
192
20.31
61.45
17.77
Somewhat Healthy
103
25.24
53.39
21.44
Less Healthy
5
20.0
20.00
60.00
6.Type of Family
Living Alone
189 7.40
22.22
70.36
Living with Spouse
104 1.92
25.00
73.07
Living with Family
7
28.57
14.28
57.13
215
belonging to the following categories of variables had less number of work related
reasons to work after retirement.
x Silver workers belonging to young-old and old age group
x Silver workers possessing high and moderate and low level of education.
x Silver workers belonging to the class I designations
x Silver Workers earning less salary
x Silver workers who were less healthy
x Silver workers living alone ,living with spouse and living with family
\
216
4.3 Differences in the Overall Reasons of Silver Workers to Work
after Retirement in Relation to the Selected Variables
Earlier we discussed the extent of reasons of silver workers to work after retirement
in relation to the selected variables. It would be now interesting to know if it varies
in relation to the variables selected for the study. This would unfold another fact of
the study .Extent of reasons of the silver workers to work after retirement differed
significantly with respect to the variables like educational qualification and health
status. The survey revealed interesting and useful findings to help the analysis of
the reasons.
The findings related of the differences in the reasons of silver workers to work after
retirement in relation to the selected variables are described below:
DIFFERENCES IN THE OVERALL REASONS OF SILVER WORKERS
TO WORK AFTER RETIREMENT IN RELATION TO THE SELECTED
VARIABLES
Table 65: t-Ratio Showing the Difference in the Reasons of Silver Workers
to Work after retirement in Relation to their Age
(N=300)
Variable
Categories
N
Mean
S.D
t-value
Age
Young-Old
116
54.28
14.858
.138
NS
Old
184
54.05
13.244
NS=Not Significant
It can be seen from the table 65 that in relation to their age there was no
significant difference in reasons of silver workers to work after retirement. It
indicates that the age wise difference does not exist with respect to the reasons
of their work after retirement. Thus, the null hypothesis stating that there will be
no significant difference in the reasons of silver workers to work after retirement
in relation to their age was accepted.
217
In relation to their age there was no significant difference in reasons of silver
workers to work after retirement. It indicates that the age wise difference does
not exist with respect to the reasons of their work after retirement. It means that
the reason to work after retirement does not differ according to the variation in
age. This clearly shows that age was not the reasons nor it was barrier for them
to work after retirement.
Table 66: Analysis of Variance (ANOVA) Indicating Reasons of Silver Workers to
Work after Retirement in Relation to their Educational Qualification
(N=300)
Variables
Source of Variance DF
Sum of
Squares
Mean
Square
F-Value Sig.
Educational
Qualification
Between Groups
2
1449.514
724.757
4.732**
.009
Within Groups
297
45487.883
153.158
Total
299
46937.397
**F Significant at 0.01 levels,F-tab,0.01 level df 2/299 =4.68
Table 66 reveals that there was significant difference in the reasons of silver workers
to work in relation to their educational qualification. In order to know which group of
the reasons differed significantly the data were further analysed through t-test.
Table 67: t-Ratio Showing the Difference in the Reasons of Silver Workers to
Work after retirement in Relation to their Educational
Qualification
(N=300)
Educational
Qualification
X
SD
High Level
of
Education
Moderate
Level of
Education
Low Level of
Education
High Level of
Education
96.59
12.743
1.251
2.843**
Moderate Level
of Education
93.61
10.141
2.081*
Low Level
Education
89.07
9.699
**Significant at 0.01 level and * Significant at 0.05 level
218
It can be seen from the table 67 that the difference appeared in reasons to work post
retirement existed between silver workers who were having high level of education
and low level of education. Similarly, the difference in the reasons existed for the
silver workers who possessed moderate level of education and low level of education.
It can be revealed that the silver workers having moderate level of education had more
reasons to work than those having lower level of education. Likewise, the silver
workers having higher level of education had more reasons to work than those having
lower level of education.
Thus, the null hypothesis stated that no significant difference was noticed in the
reasons of silver workers to work after retirement in relation to their educational
qualification was not accepted.
There was significant difference in the reasons of silver workers to work in relation to
their educational qualification. The difference appeared in reasons of the silver
workers existed between silver workers who were having high level of education and
low level of education. Similarly, the difference in the reasons existed for the silver
workers who possessed moderate level of education and low level of education. It can
be revealed that the silver workers having moderate level of education had more
reasons to work than those having lower level of education. Likewise, the silver
workers having higher level of education had more reasons to work than those having
lower level of education. In a US survey from the year 2000 it was observed that
persons with a higher level of education demonstrate a much higher probability of
wanting to continue to work in "bridge employment" than persons with a lower level
of education (von Bonsdorff et al. 2009).
These findings clearly suggest that the silver workers having higher level of education
were more inclined to work after retirement than their counter parts. Further, it was also
revealed that silver workers having moderate level of education were more inclined to
work after retirement in comparison to those holding lower level of education. This result
clearly shows that silver workers having high level of education were more inclined to
work after retirement; the reason behind it can be that they wanted to share their
knowledge with others. As for them financial reasons could not be the major reason to
work post retirement. Human capital is a key factor in explaining labor force choices and
opportunities. In general, chances in the labour market are greater for individuals that
219
have greater access to human capital (Becker 2009). The amount of human capital in
terms of education and experience may also influence the degree to which re-entering the
workforce after retirement is an attractive option as well as the older adult's chances of
finding work (Ruhm 1990).
People having higher level of education showed higher interest in working post retirement
than those having moderate level of education which also indicates that silver workers
having moderate level of education were not that much inclined to work post retirement,
the reason behind that can be the lack of education, or lack of confidence or they might be
they were having the fear or inferiority complex of working with younger generation as in
today's world education play a vital role and in they might lack in terms of education .As
the silver workers with higher level of education has more knowledge to share they have
that confidence in them to deal and work with younger generation and as they have
achieved so much of education they had the feeling to work after retirement. When it
comes to the silver workers holding low level of education the findings reveals that there
was difference in the reasons of the silver workers who were having moderate level of
education and those having low level of education. This might be the situation because
the silver workers having moderate level of education might have different sets of reasons
to work after retirement in comparison to those having low educational level. As people
holding low level of education might be working because of financial crunch. They might
be working after retirement out of choice, or say necessity to earn money.
Table 68: Analysis of Variance (ANOVA) Showing Difference between Reasons of
Silver Workers to Work after Retirement in Relation to their Last
Designation
(N=300)
Variables
Source of
Variance
DF
Sum of
Squares
Mean
Square
F-Value
Sig.
Last
Designation
Between Groups
3
489.433
163.144
.847
NS
.469
Within Groups
296
57001.964
192.574
Total
299
57491.397
NS=Not Significant
220
Table 68 shows that reasons of silver workers to work after retirement in relation to
their last designation did not differ significantly. Thus, the null hypothesis, stating that
there will be no significant difference in reasons of silver workers to work after
retirement in relation to their last designation, was accepted.
Further it was revealed from the findings that reasons of silver workers to work after
retirement in relation to their last designation did not differ significantly. Occupational
status is especially important to the topic of bridge employment because individuals of
differing levels of occupational prestige tend to have different attitudes towards work.
Statistics Canada (2006) finds professionals to be the most likely to return to work
after retirement, followed by managers, and then by technicians. Similarly, Maestas
(2010) claims that professionals and managers are more likely to undergo a partial
retirement or to return to the labour force after a first retirement than are labourers,
operators, and those who work in the service sector. Studies have shown that levels of
continued work late in life are high among men who were employed in higher status
occupations marked by greater amounts of complexity. On the other hand, those who
were employed in low status jobs marked by low levels of autonomy, monotonous
work, and high levels of danger and physical demand tend to have undergone an
earlier retirement (Raymo et al. 2010).
Table 69: Analysis of Variance (ANNOVA) Showing Difference between Reasons of
Silver Workers to Work after Retirement in Relation to their Present
Salary
(N=300)
Variables
Sources of
Variance
DF
Sum of
Squares
Mean
Square
F-Value
Sig.
Present
Salary
Between Groups
2
753.403
376.702
1.972
NS
.141
Within Groups
297
56737.993
191.037
Total
299
57491.397
NS=Not Significant
Table 69 reveals that the reasons of silver workers to work after retirement in relation to
their economic status did not differ significantly. Thus, the null hypothesis, stating that
221
there will be no significant difference in reasons of silver workers to work after
retirement in relation to their present salary was accepted.
It was revealed that the reasons of silver workers to work after retirement in relation to
their present salary did not differ significantly. According to Dorbritz and Micheel (2010)
higher income does not lead to consideration of continued employment. This would concur
with the argument that employees with lower income are more likely to feel the need to
continue to work even beyond retirement age (Beehr 1986; Feldman 1994; Opaschowski
2008).
Table 70: Analysis of Variance (ANOVA) Showing Difference between Reasons of
Silver Workers to Work after Retirement in Relation to their Health
Status
(N=300)
Variables
Source of Variance DF
Sum of
Squares
Mean
Square
F-Value Sig.
Health Status
Between Groups
2
1301.595
650.797
4.235*
.015
Within Groups
297
45635.802
153.656
Total
299
F * Significant at 0.05 level, F-tab, 0.05 level df 2/299 =3.03
Table 70 reveals that there was significant difference in the reasons of silver workers to
work in relation to their health status. In order to know among which group of the
reasons differed significantly the data were further analysed through the t-test.
Table 71: t-Ratio Showing the Difference in the Reasons of Silver Workers to
Work after retirement in Relation to their Health Status
(N=300)
Health Status
X
SD
Healthy
Somewhat
Healthy
Less
Healthy
Healthy
96.84
12.520
1.528
2.593**
Somewhat Healthy
94.52
12.258
2.11*
Less Healthy
82.20
9.654
**Significant at 0.01 level and * Significant at 0.05 level
222
It can be seen from the table 71 above that the mean scores on the reasons of the
healthy silver workers were significantly higher than their counterparts. It indicates
that the healthy silver workers had more reasons to work after retirement than those
silver workers who were somewhat healthy or less healthy.
Thus, the null hypothesis, stating that there will be no significant difference in the
reasons of silver workers to work after retirement in relation to their health status, was
not accepted.
Many research studies have shown the positive relationship between education and
health (Cutler and Lleras-Muney 2006; Goldman and Smith 2011). In fact, over the
past quarter century, the importance of education to health has increased (Goldman
and Smith 2011). As good health has consistently been shown in the literature to be
associated with an increased likelihood of return to work after retirement (as is
discussed below), this offers an indirect means through which higher levels of
education might be associated with a higher probability that one will take up post-
retirement work. As it can be revealed from the findings that there was significant
difference in the reasons of silver workers to work in relation to their health status. The
mean scores on the reasons of the healthy silver workers were significantly higher than
their counterparts. It indicates that the healthy silver workers had more reasons to work
after retirement than those silver workers who were somewhat healthy or less healthy.
This shows that being in good state of health can be one of the reasons for them to
work after retirement, as by working they can keep themselves active and mentally fit.
Table 72: Analysis of Variance (ANOVA) Showing Difference in Reasons of Silver
Workers to Work after Retirement in Relation to their Type of
Family
(N=300)
Variables
Source of
Variance
DF
Sum of
Squares
Mean
Square
F-Value
Sig.
Type of
Family
Between Groups
2
436.838
218.419
1.137
NS
.322
Within Groups
297
57054.559
192.103
Total
299
57491.397
NS=Not Significant
223
Table 72 shows that the reasons of silver workers to work after retirement in relation
to their type of family did not differ significantly. Thus, the null hypothesis, stating
that there will be no significant difference in reasons of silver workers to work after
retirement in relation to type of family was accepted.
The reasons of silver workers to work after retirement in relation to their type of
family did not differ significantly. It can be concluded that the motivations for work
would not change for every person in similar way. For some, the motivational drive
was economic gain never all the time and for many others economic motives would be
preference next to a need to accomplish something meaningful in life their early
sixties.
In this way, the interpretation of the quantitative data and the results of the analysis of the
data explain objective perspective on the issue of the silver workers in view of their
decision to work after retirement. But it presents only one side of the issue, it needs to be
balanced with subjective dimension of the issue by reviewing and interpreting the
perception of the silver workers on a matter of working after retirement. Hence, the next
point of discussion pertains to the silver workers perception about their retirement
224
4.4
Item Wise Findings Regarding Reasons Prompting Silver
Workers to Work after Retirement
The scale to judge the reasons of silver workers to work after retirement includes
36 items. Under each items, there were three options which indicated three
intensity related to the reasons of silver workers to work after retirement. The
items, for which more number of silver workers had marked, are specified below:
Table 73: Intensity Indices Showing Reasons to a great extent of the Silver
Workers to Work after Retirement
(N=300)
Table 73 shows that silver workers reported following reasons to work post
retirement to a great extent
x Financial independency
x To stay physically active
x Life without work
Reasons
[
Intensity
Indices
Become financially independent
2.58
To stay physically active
2.52
Cannot imagine life without work
2.51
To stay mentally active
2.50
225
Table 74: Item Wise Intensity Indices showing the Social and Familial Reasons of
Silver Workers to Work after Retirement
(N=300)
Items
Intensity
Indices
The only earning member in the family
1.86
Long term care of dependents
1.80
Important financial responsibility towards family
(like Children's Education, Marriage)
1.78
Support children financially
1.76
Attention and respect from family
1.69
Income for health care of the spouse
1.63
Pressure from family to work
1.42
Responsibility of children's education
1.35
Renovate house
1.30
To buy another property
1.28
Reinvest for capital growth
1.27
Table 74 focuses on the overall intensity indices concerning social and familial reasons
of silver workers ranged from 1.86 to 1.27. . It means there were moderate to less
number of reasons for silver workers to work after retirement. This can be seen from the
table that silver workers had some extent and less extent of social and familial reasons
to work after retirement were as follows
x
The only earning member in the family
x
Long term care of dependents
x
Important financial responsibility towards family (like Children's Education,
Marriage)
x
Support children financially
x
Income for health care of the spouse
x
Attention and respect from family
226
Social and familial reasons to work after retirement to a less extent in regards to the
following were as follows:
x
Pressure from family to work
x
Responsibility of children's education
x
Renovate house
x
To buy another property
x
Reinvest for capital growth
In similar sense, the intensity indices concerning reasons related to social and
familial reasons indicate of high concern from the silver workers. The plight of silver
workers with regard to their need to reconcile work and family life has received scant
attention. That is to say, though this age group has received extensive attention with
regard to extending their participation in the paid labour market, the conflict between
their work and family responsibilities has not received corresponding attention. This
at a time when many socio-economic factors have changed the work and family
needs for many groups of workers, including those at the older end of the age
spectrum. Social factors, such as declining fertility rates, increased divorce rates and
increases in single-headed households have become more common in the last 30
years. At the same time, economic factors, such as greater access to training and
education and rural to urban or international migration, have changed the dynamics
of the working life of people. The cumulative impact of these socio-economic
changes is a profound change in family structure and life on the one side, and a
change in work life on the other. This is particularly true for the current generation of
silver workers, who were at the forefront of these socio-economic changes in many
industrialized countries. In order to ensure that the equality rights of silver workers
are respected, there is a need to fully understand what family responsibilities may not
be accounted for at the moment.
According to the item wise intensity indices, the first four items indicates the first
hand financial responsibilities of the silver workers for their families as the only
earner, caring dependents and children liabilities. It received concern of very high
intensity. The reasons like respect in family and healthcare of the spouses received
moderate concern from them, whereas those like pressure from family, children's
education and property related matters made them less anxious about financial
227
arrangements. Thus, it gets clear that concern for family and society captured
attention of the groups of silver workers while deciding to work after retirement.
Giang and Pfau (2006) conducted a study on a gender perspective on elderly work in
Vietnam.
Table 75: Item Wise Intensity Indices showing the Financial Reasons of Silver
Workers to Work after Retirement
(N=300)
Table 75 shows that overall intensity indices regarding financial reasons of the silver
workers to work after retirement ranged from 2.58 to 1.14.finanical reasons were to
some extent and less extent to work post retirement. Financial reasons to work post
retirement were as follows:
x Spend money as they wish
x To add to retirement savings
Silver workers had less financial reasons to work after retirement were as follows:
x Heavy expenditure on medicines
x Pay off mortgage
x No pension money
x No savings
Items
Intensity
Indices
Become financially independent
2.58
Spend money according to their own wish
1.96
To add to retirement savings
1.81
Pension was not Sufficient
1.68
Income from other sources is not enough
1.68
Heavy expenditure on medicines
1.50
Pay off mortgage
1.49
No pension money
1.44
No savings
1.14
228
According to the intensity indices, it can be understood that a reason like "to become
financially independent" received greater extent of consideration from the silver
workers to decided to work after retirement. This shows that more of them decided
to work after retirement to remain financially independent and not for financial
crunch. The other reasons like "spend more money according to their own wish", "to
add to retirement savings" and "pension was not sufficient and "income from other
sources is not enough were few of the reason to which silver workers agreed to
moderate extent. While reasons like "no pension money , "no savings" and "to pay
off mortgages" were the reasons for which silver workers agreed to very less extent.
This clearly shows that they were not in any kind of financial pressure due to which
they have decided to work after retirement. But remarkably the difference indicated
by the intensity as quiet minimum. The picture projected by the financial
arrangements for survival in an old age after retirement. It speaks about an intensity
of to be financially independent that prompted most of the silver workers to decide
to work after retirement. Brown, Auman, Catsopues, Ellen and bond (2010).
Thus the majority of silver workers seem to have an adequate financial background.
Only some look for additional income. Therefore it can be concluded that the
financial aspects plays a minimal role in terms of doing job in retirement. The
activity itself seems to be more important than payment. In some cases however,
payment seems to serve as factor representing appreciation, underlining the value of
the activity.
Table 76: Item Wise Intensity Indices showing the Personal Reasons of the
Silver Workers to Work after Retirement
(N=300)
Items
Intensity
Indices
To stay physically active
2.52
To stay mentally active
2.50
To be productive, useful and helpful
2.25
Feeling bored sitting idle
2.25
To be surrounded with people
2.05
To maintain lifestyle
1.93
229
To enjoy social interaction with colleagues
1.75
Desire to learn new skills
1.49
Alone in family
1.29
Table 76 shows that there were moderate to less number of personal reasons of silver
workers to work after retirement. The above table shows that there were moderate
numbers of personal reasons of silver workers to work after retirement with regards
to following items:
x
To enjoy social interaction with colleagues
x
To maintain lifestyle
x
To be around people
x
Feeling bored sitting idle
x
To stay physically active
x
To stay mentally active
x
To be productive, useful and helpful
It can be further revealed from the table that there was less number of personal
reasons to work after retirement with regards to following items:
x
Alone in family
x
Desire to learn new skills
The above mentioned preceding groups of the reasons speak of financial and social
and familial and work related reasons to prompt the silver workers to decide to work
after retirement. As against them, the personal reasons indicate about a person's
choice, willingness work related reasons and positive mindset about working after
retirement. The group of work related reason indicate one preference to stay active in
later stage of life. Among these reasons, those like staying active received very high
consideration from the silver workers. Those like, interest in job received good
considerations from them .Those like stress free and less laborious working was given
good consideration Thus, the intensity indices indicate that silver workers desire to
stay active seems to be an essential reasons for work in retirement. Support for this
was found in a study conducted by Delong (2006) on "The Paradox of the `Working
Retired' Identifying Barriers to Increased Labor Force Participation for Elderly in
the U.S." Elderly who were 66 to 70 year old, this shift in priorities was merely
dramatic, with 72 percent of them who said like "want to stay active and engaged" as
230
the most frequently mentioned reason for working. The second choice for them was
"want the opportunity to do meaningful work" (47 percent) and third choice was like
"enjoy social interaction with colleagues" (42 percent).
Clearly, personal reasons are central to the work decisions of people as they get older.
Individuals differ in the ways they prefer to be active, and their family and health
circumstances. Work, in some form or another, has always been a preferred activity
for many healthy, older individuals. It provides opportunities to stay active, feel
productive and interact with others. Many silver workers value maintaining oftentimes
long and supportive relationships with work colleagues and being able to continue to
learn and have new experiences through their work. In a recent survey conducted by
Towers Perrin on behalf of AARP, 49 per cent of Canadian respondents indicated that
they intend to work in retirement. Although the top reason was for extra money (45
per cent of responses), the other reasons mentioned most frequently were to stay
mentally active (42 per cent), to stay productive (27 per cent), to stay physically active
(26 per cent), and to have something interesting to do (25 per cent)
Table 77: Item Wise Intensity Indices showing the Work related Reasons of
Silver Workers to Work after Retirement
(N=300)
Items
Intensity
Indices
Cannot imagine life without work
2.51
Job is interesting
2.07
Opportunity to work which is not too stressful
1.93
Chance to work that is not too physically demanding
1.81
Opportunity to work on dream job
1.54
The pay offered was too good to refuse
1.50
Opportunity to learn new job skills
1.50
Table 77 shows that the overall intensity indices in relation to the work related reasons
of the silver workers ranged from 2.51 to 1.50.It means that there were more to less
number of work related reasons for silver workers to work after retirement. It can be
231
seen from the table that silver workers had more numbers of reason to work after
retirement as they could not "imagine life without work"
Silver workers had moderate number of work related reasons to work after retirement
were as follows:
x
Job is interesting
x
Opportunity to work which is not too stressful
x
Chance to work that is not too physically demanding
x
Opportunity to work on dream job
Silver workers reported following reason to less extent "the pay offered was too good
to refuse" and "Opportunity to learn new job skills
Some work- and organisation-related factors that have proven relevant for the decision
to continue working refer to enterprise size, position, and income. The group of work
related reasons indicate one preference to stay active in later stage of life. Among these
reasons, those like staying active receive very high consideration from the silver
workers. Thus the intensity indices indicate that the silver worker showed concern of
high intensity for activeness and interest in work. According to the item wise intensity
indices
232
4.5
Perceptions of the Silver Workers about their Retirement
Part of every human being's self-image is based on their age, whether it is their
chronological or their subjective age, or how old they feel. Accordingly, when people
reach retirement age, these two perceptions can widely differ. Society may view an
individual of 65 as ready to be put out to pasture". A silver worker tends to view
himself/herself as still an active, energetic and productive member of community. The
negative stereotypes perpetuated in society work against them causing people to behave
in differently towards the elderly. Harmful biases are so deeply ingrained in people's
minds to hamper or discourage the silver workforce.
Man stands apart from all animals on the planet by faculty of thinking. Man possesses
mind so thinking is natural to him. Whatever he sees, knows or experiences his mind
ponders on. He tries to understand and know things that is, asking and getting answers
to his questions. As a result, he gets understandings to his questions. As a result, he gets
understandings and knowledge which work to shape his views on the world outside
him. His view mark and qualifies his perception in the world. In this way, perception is
natural human phenomenon. Perception is a way to see the world. It co-exists with
human way of living. Thus living and thinking or perception co-exists is marked and
qualified with human perception. In this sense, silver workers identify is marked and
qualified with his perception on the reality surrounding him.
Reality for man is what he lives and how he lives. As he lives life he is bound to think
on his life in the current. Silver workers live the second innings of human life that
begins after his retirement from his first employment. So they naturally think on a
current stage of life. They may call it a new "stage of life" that brings to them different
experiences. So it would be interesting t6o review the silver workers perception on
their retirement.
As man grows in age he forms an image about his self. It is self image that keeps
changing in different stages and age of life. As a child, he has one kind of self image
and a s a youth another. Likewise, as a married person, a grown up person and in
senior age he holds a different kind of self image. An old man too holds a typical self
image and when he decides to work after retirement his self image would acquire
qualitative change. Silver workers self image what he thinks about him, what others in
233
family, co-workers at work places would think about him. It may surface his
complexes, public view about him and typical mindset reacting against public view.
Societal perceptions of old age and older persons are based partly on the social and
economic position of older persons, and ageist stereotypes abound in both developed
and developing countries. This also dictates how older persons are viewed and treated,
even when societal agreement for material support of older persons is strong.
Surveys on perceptions of old age and older persons in developing countries are
lacking. One exception is a survey undertaken by the HSBC Bank on attitudes towards
ageing and retirement, which includes countries with emerging economies such as
Brazil, China, India and Mexico. The survey points to changing and differing
perceptions between countries of what constitutes old age. In developed countries,
retirement is increasingly viewed as a new beginning in life and "old age" is linked to
the decline of a person's physical and mental abilities.
The silver workers perceptions forms subjective edge on the reality in the sense of
what they feel and how they response or react. It may also bring in views, biases and
stigma that prevail about these individuals. The silver workers perceptions may
appreciate positive thinking about them and even react sharply to negative stereotype,
damaging biases and stigmatized notions that are ingrained in peoples mind and
perpetuate in society to hamper and discourage the silver work force to work after
retirement. In these sense silver workers perceptions serves a mirror to reflect on the
reality in view of the silver workers decision to work after retirement. Hence an
analysis would help to explain what retirement means to them and what purpose
would be served by their working after retirement the analysis may begin with
reviewing the data obtained on the silver workers perception on retirement. The
analysis of present study would bring in all such typical dimensions as they surface in
the silver workers perception in their current stage on life of the working elderly.
So it would be useful to review decisions of the silver workers to work after
retirement. It is worth analyzing this concept a little closer, before we arrive there, to
make sure it's a place we want to go. What is the purpose and meaning of retirement
to silver workers.
234
Table 78: Percentages wise Distribution of Overall Perceptions of the Silver about
Retirement
(N=300)
Table 78 and the related graph represent the status of the perceptions of the silver
workers about retirement. Majority of them had less favourable perceptions about
retirement. Whereas one third of them expressed favourable perceptions about
retirement and thirty percentages of them had most favourable perceptions about
retirement
First the silver workers perceptions about retirement was reviewed reflected the
percentage was more or less, equally distributed in three opinions like "most
favourable", "favourable" and "less favourable" closely viewing , relatively some
more of the silver workers viewed their retirement as less favourable. It implies that
they perceived some problem in their life after retirement to afflict their minds and
these problems may prompt them to continue further after retirement.
Table 79: Percentage Distribution of the Silver Workers According to the
Considerations in Deciding the Time to Retire
(N=300)
Considerations
F
%
Achieve certain amount of money for retirement
151
50.33
Accomplish certain career/job related retirement goals
100
33.33
When children start earning
82
27.33
When eligible for retirement health benefits
44
14.67
In their second innings, the silver workers would feel like working until they fulfil
certain targets or goals. They think of retirement as certain considerations the table 79
reflects that half (50.33%) of the silver workers were more likely to retire after
Perceptions
F
%
Most Favourable
90
30.00
Favourable
97
32.33
Less Favourable
113
37.67
235
achieving certain amount as provision for the future retirement money. Following
them by little more than one third (33.33%) of the silver workers considered in
accomplishing certain career/job related goals as an important factor to decide time to
retire. Further silver workers stated that they would retire when children would start
earning (27.33%) and some other would be ready to retire when they would be eligible
for post retirement health benefits (14.67%).The table shows that financial stability
was the major consideration for silver workers to decide about when to retire
.Majority of them wanted to have retirement savings.
Silver workers perceptions pertained to retirement as to when to retire, how to pass on
the post retirement life and if a retired person desired to work after retirement who
would help them to prepare for it. When to retire can be crucial question for a person
beyond fifty years of age. As such an age of retirement is fixed by the government at
which an employee's has to retire from a job. He/she is given post retirement benefits
too in the form of pension, gratuity, and contribution to P.F. Almost half of the silver
workers perceived that once they have enough provision for future they would think to
retire. Some one third of them looked for professional career related or job based
accomplishment in its regards. Some one fourth of them expected to be relieved of
their liabilities to their children before retirement's small group of them thought of
retirement on health grounds. Thus, it can be seen that one's decision to retire form job
relied on a major part on economic considerations.
Table 80: Percentage Distribution of the Silver Workers According to their
Preparation for Retirement
(N=300)
Preparation
F
%
Discussing with friends
193
64.33
Reading books
58
19.33
Attending lectures
49
16.33
Table 80 shows that majority of the silver workers (64.33%) discussed with friends
how to prepare them for retirement; whereas little less than one fifth (19.33%)
prepared themselves for retirement by reading books. Nearly 17 percentages of them
(16.33%) prepared themselves by listening to talks and lectures. The table shows that
236
majority of silver workers prepared themselves for retirement by discussing the matter
with their friends.
Table 81: Percentage Distribution of the Silver Workers According to Personnel's
primarily responsible for preparing the Workers for Retirement
(N=300)
Table 81 reflects on who prepared the silver workers for retirement. Nearly forty one
percentages (40.33%) of the silver workers believed that all the three employers, co-
workers and the government were responsible for preparing them for retirement. Little
more than one third percent of them (33.67%) believed that employers were
responsible for preparing silver workers for retirement. While nearly thirty percent
(28.67%) believed that co-workers were responsible for it and almost 26 percent of
them (25.67%) believed that the government is responsible for preparing the silver
workers for retirement. This shows that majority of silver workers expect that
employers, government and co-workers all of them together should take an initiative
to prepare silver workers for retirement.
Table 82: Percentage Distribution of the Silver Workers According to the
Circumstances that they thought could be the Reasons for the
Inadequate Retirement Savings of their Fellow Workers
(N=300)
Reasons
F
%
Lack of proper planning
260
86.67
Heavy medical bills used up their
savings
106
35.33
Expecting others to look out financially
for them
103
34.33
Personnel's
F
%
All of the below
121
40.33
Employers
101
33.67
Co-Workers
86
28.67
Government
77
25.67
237
Table 82 specifies that little more than 85 percentages (86.67%) of the silver workers
reported that the reason for inadequate retirement savings would be lack of proper
planning. Silver workers further stated that heavy medical bills used up their savings
(35.33%). Almost equal percentages (34.33%) of them reported that expecting others to
look out financially for them as the reasons for inadequate retirement savings. The table
reveals that the silver workers were aware about the importance of retirement savings
and so very high majority of them believed that lack of retirement planning could be the
major reasons that had left their fellow workers with inadequate retirement savings.
238
4.6 Item Wise Findings Regarding Perceptions of the Silver Workers
about Retirement
The scale to judge the perceptions of silver workers about retirement includes 46
items. For each item, there were three options which indicate three intensity
indices related to the perceptions of silver workers about retirement. The items
that more number of silver workers reported are specified below:
Table 83: Item Wise Intensity Indices showing the Favourable Perceptions of
Silver Workers about Retirement
(N=300)
Items
Intensity
Indices
An opportunity to share knowledge and experience
2.56
Working after retirement because they enjoy working
2.53
A stage of more maturity
2.24
More respect in society
2.24
A stage to serve family
2.20
A stage of freedom from work pressures
2.16
A stage to fulfil dreams and aspirations that remained unfulfilled
earlier
2.10
An opportunity to contribute to the society
2.03
A stage to enjoy with grandchildren
2.01
A stage with more control over personal time
1.99
A stage to relax
1.96
Getting more attention from family
1.94
A stage to have fun
1.92
A stage to travel
1.89
A stage with less financial responsibility
1.89
A stage with less family responsibilities
1.86
A stage to get involved in religious activities
1.84
239
Table 83 indicates the item wise intensity indices of the silver workers are related to
their perceptions about retirement that ranged from 2.56 to 1.86. It can be seen from the
above table that the silver workers agreed on having great extent of favourable
agreement on perceptions about retirement with regards to the following matters:
x
An opportunity to share knowledge and experience
Further it can be revealed from the table that the silver workers expressed some
extent of agreement on following matters:
x
Accommodating in post-retirement lifestyle is difficult
x
Coping with long hours with partner without children
x
Worrying about retiring
x
Learning new skills to survive in the post retirement life
x
Managing surplus time at my disposal
x
A stage of more maturity
x
More respect in society
x
A stage to serve family
x
A stage of freedom from work pressures
x
A stage to fulfil dreams and aspirations that remained unfulfilled earlier
x
Establishing new routine
x
An opportunity to contribute to the society
x
A stage to enjoy with grandchildren
x
A stage with more control over personal time
x
A stage to relax
x
Getting more attention from the family
x
A stage to have fun
x
A stage to travel
x
A stage with less financial responsibility
x
A stage with less family responsibilities
x
A stage to get involved in religious activities
240
Table 84: Item Wise Intensity Indices showing the Unfavourable Perceptions of
Silver Workers about Retirement
(N=300)
Items
Intensity
Indices
Cursed stage of life
2.72
Feeling unwanted in society
2.68
Loosing interest in life
2.67
Loosing charm of looks
2.65
Problems of ageing and imminent death
2.65
Prone to disease
2.64
Starting of old age
2.59
A period of misery
2.59
Less fun in life
2.58
Feeling of insecurity
2.57
Decline in social life
2.57
Having fear of being dejected or left out by family members
2.55
Sense of worthlessness
2.55
Fear of isolation
2.55
Sense of worthlessness
2.55
Physically unable to do household work
2.54
Managing irregular or non-payment of retirement benefits
2.53
A slide to dependency
2.51
Developing feeling of inferiority complex
2.49
Unable to face people with confidence
2.48
Deteriorating health
2.44
Working in order to get by financially
2.35
Managing new and low social status
2.35
Accommodating in post-retirement lifestyle is difficult
2.34
Coping with long hours with partner without children
2.33
Worrying about retiring
2.32
Learning new skill to survive in the post retirement life
2.27
241
Table 84 indicates the item wise intensity indices of the silver workers are related to
their perceptions about retirement that ranged from 2.72 to 2.06. It can be seen from the
above table that the silver workers agreed on having great extent of favourable
agreement on perceptions about retirement with regards to the following matters:
x
Cursed stage of life
x
Feeling unwanted in society
x
Loosing interest in life
x
Loosing charm of looks
x
Problems of ageing and imminent death
x
Prone to disease
x
Starting of old age
x
A period of misery
x
Less fun in life
x
Feeling of insecurity
x
Decline in social life
x
Developing feelings of inferiority complex
x
Unable to face people with confidence
x
Feeling too young to retire
x
Deteriorating health
x
Working in order to get by financially
x
Having the fear of being dejected or left out by family members
x
Sense of worthlessness
x
Fear of isolation
x
Sense of worthlessness
x
Physically unable to do household work
x
Managing irregular or non-payment of retirement benefit
x
Working after retirement because they enjoy working
x
A slide to dependency
Managing surplus time at my disposal
2.26
Establishing new routine
2.06
242
x
Managing new and low social status
The item wise indices reflect on the extent of intensity of perceptions for the silver
workers as they expressed their views on a stage of retirement. It is popularly view
over the world as a "new stage of life" on diverse considerations. As indicated early,
in this stage of life a shift is marked from active life to passive life. If one wishes to
involve in activities they are linked with leisure time "as an attractive way of leisure
time" as a US findings by Weiss (2005) reveals. The German perspective considers
it a stage of self confidence and self interest with motivation free of monetary
considerations. The Indian view projects rather um pleasing side if this new stage of
life as it renders from the data presented. Silver workers reflections on a stage of
retirement calling it "a cursed stage of life" with feeling of neglect, lack of interest
without charm and prone to sickness , feeling of insecurity and fear of ageing and
eventual death. All kinds of feelings capture their minds and affect their thinking
and expressions. It implies that in this stage of life some kind of negativity arouses
and grows to affect a person psychologically. Matters related to a person's utility in
society, his/her value in society, insecurity, decline in health conditions, economic
constraints, social recognition respect on family, enthusiasm and enjoyment with
new thinking and creation, affect a person's psychology adversely and this is true
about majority of the silver workers. However, on a lesser intensity some of them
view this stage of life as a stage of maturity, earning respect in family and society,
an opportunity to serve society, allowing most of personal space and choice to
involve in activities of one's choice, enjoying freedom to travel, relieving from
family responsibilities and enjoying allowing more involvement in religious and
creative works for self development.
243
4.7 Preparation for Retirement
Table 85: Percentage Distribution of the Silver Workers According to their Stages
of Planning Finance
(N=300)
Stages of Planning
F
%
Much earlier to Retirement
181
60.33
At the time of Retirement
101
33.67
After Retirement
18
6.00
It would be significant to know which stage in life the silver workers thought for
planning the finance. The table 85 reflects that majority (60.33%) of silver workers
started to plan finance much earlier to retirement. Little more than one third of them
(33.67%) stated that they planned for finance a time of retirement. A very few of them
(6%) thought of planning for finance after retirement
Table 86: Percentage Distribution of the Silver Workers According to the
Specific Age when they started to Plan for Finance
(N=300)
Table 86 shows that little more than half percentages (51%) of the silver workers
started to plan for finance at the age of 51 or below. Whereas nearly fifty percentages
(49%) of them started to plan for finance after an age of 51 years .The table shows that
majority of the silver workers started to plan for retirement savings much before
retirement.
The second point that was reviewed was finance .In Indian context in which the
outflow of money ever exceeds the inflow of money and one ever finds his/her income
short of meeting his/her needs he/se ever faces problems with two ends of income and
expenditure to meet. So planning finance becomes a crucial need particularly for a
Age (In Years)
F
%
51 years and Below 153 51.00
Above 51 years
147 49.00
244
man in an age beyond retirement. A review of the silver workers perceptions on a
matter of planning finance can be read through the data presented in the table 72.As
the table represents, majority of the silver workers perceived that planning of finance
has to be made much earlier in life, much earlier to retirement .Some of them thought
of planning finance when they retire from the first employment and few of them
thought of doing it after retirement. Thus, most of the silver workers were aware of
importance of money and that proper planning of finance at the right time would make
their life easy and comfortable. Right decision at right point of time always help a
person decision to decide whether he/she would need to work after retirement..
In a matter of planning finance, a person's count very much when he/she finds him/her
always pressed with managing expenditure against income. The data indicates that
though majority of the silver workers perceived that planning of finance has to be done
much earlier in life half of them could do it by an age of 51 years and half of them
could do it after it. You may think in one direction and harsh reality drags you in the
opposite direction.
Table 87: Overall Intensity Indices and Percentage Wise Distribution of the Silver
Workers According to the Stages of Life that they enjoyed the most
(N=300)
Stages of Life
Intensity
Indices
Brahmacharya (Student stage of life)
2.56
Grahasta (Family stage of life)
2.49
Vanprastha (Indicates departure from material
possession)
1.91
Sanyasa or renunciation(The person leaves society
to spend the remaining part of his life in meditation
and contemplation of God in solitude
1.87
A stage of life that silver workers enjoyed the most would have some kind of
perceptions of the silver workers in the present. The table 87 shows that overall
intensity indices regarding stages of life silver workers enjoyed the most ranged from
245
2.56 to 1.87.It means that there was great extent to some extent of agreement about
enjoying stages of life.
In view of stages of life enjoyed, majority of the silver workers (67%) reflected that
they enjoyed the Brahmacharya (Student stage of life) most. Nearly 63 percent
(62.33%) of them who reported that they enjoyed most the Grahasta (Family stage of
life).Almost 41 percent of the silver workers were positive about enjoying Vanprastha
most (Indicates departure from material possession).Nearly 36 percent of them agreed
to some extent that though they have not yet reach a stage in life when they would
enjoy, it may be the Sanyasa or renunciation (The person leaves society to spend the
remaining part of his life in meditation and contemplation of God in solitude. The table
clearly reveals that silver workers enjoyed the student stage of life more in comparison
to other stages of life.
Pleasure or enjoyment is believed to be an important expectation in human life. One
strives ever to be happy and enjoy life. As the silver workers perceptions in this regards
are represented through the percentage and the intensity indices, it is understood that a
good majority of them perceived that they enjoyed life with good intensity when they
were merely boys or youth and lived students life (the brahmacharya).Some majority of
them agreed to enjoy life after marriage (the gruhastha) and their family served them a
vital source of enjoyment. Some of the silver workers agreed that they enjoyed life in a
later stage when they withdraw from maternal life and handed over family
responsibilities to their sons and daughters, whereas a small group of the silver workers
admitted that they enjoyed real life when they renounced the world almost and most of
time involved them in spiritual practices (the sanyasa).the percentage that indicates the
intensity of enjoyment of life reveals showed high intensity during the bramcharya and
the gruhastha stages of life and intensity to some extent during the vanprastha and to
low extent during sanyasa stages of life.
Table 88: Percentage Distribution of the Silver Workers According to the Need of
money During Retirement Age
(N=300)
Need of Money
F
%
Need more money
199
66.33
Do not need more money
101
33.67
246
Needing money in life is perpetual dilemma that influences intensity of need to work
after retirement. To a silver worker, it would be more taxing to affect quality of life.
The table 88 reflects that 66.33 percent of the silver workers reported that they need
more money during the retirement age. Whereas little less than thirty five percentages
of them (33.67%) stated that they do not need more money during the retirement age.
Thus majority of silver workers said that they would need more money after retirement.
Money remains a vital source of enjoyment and happiness in life. In the modern
context, money proves inevitable to make one comfortable at least by available
facilities of housing, clothing .living arrangements .living conditions, communication
and travel. Money enhances man's life by raising his comfort level. In this regards, a
goof majority of the silver workers perceived that they would need more money and
about one third of them thought they would not need any money and would rather be
satisfied with the present income. It might be because they had made sufficient
provisions for life after retirement during their first employment and so prefer to pass
life quietly without involving in monetary activities. When this group of the silver
workers decided to work after retirement the considerations would be other than the
economic and they would be either social, work related or personal preferences. For
the major group, it may be understood that the consideration would be on a major part
economic and on a minor part societal or familial.
Table 89: Percentage Distribution of the Silver Workers According to the Purpose
to Need Money during the Retirement Age
(N=300)
Purposes
F
%
Health emergencies
171
57.00
House maintenance
159
53.00
Domestic services
102
34.00
Tour and travels
71
23.67
Leisure entertainment
59
19.67
Old age homes
17
5.67
Money is needed for various purposes in life. For the silver workers money is essential
to fulfil various crucial purposes specifying the purposes the table 89 shows that
health emergencies emerged as the most crucial aspect (57%) for the silver workers in
247
terms of spending more money in retirement. It was followed by other needs like
house maintenance (53%), domestic services (34%), tour and travels (23.67%) leisure
and entertainment (19.67%) on which the silver workers were ready to spend more
money during retirement. A very less percentage of them (5.67%) reported that they
were ready to spend more money in retirement on old age homes. This table clearly
shows that majority of silver workers were ready to spend money on health
emergencies and least percentages of them were ready to spend on old age homes.
What relate to money is the purpose and the priority to spend on money. On reviewing
the silver workers perception on these two matters, a majority of them said they would
need in case health emergencies and another major group put forth a purpose of house
maintenance. A small group gave a purpose of managing domestic services. Another
small group needed money for tours and travels on social or entertainment purpose.
Some of them wanted to spend money on leisure entertainment. A very small group of
the silver workers reported that they think that they might need money to take shelter
in old age homes in their later life. These indicate the expenditures that one had to
incur in order to keep up life family house and society that cannot be evaded. But if
choice is given, the silver workers came out with their priorities on which they would
spend money. A very high majority recognised their family liabilities. A good majority
expressed a wish to keep some money for their children/grand children. A small group
of them put forth old age condition and said they would need money for special
assistance in conditions of dependency. Another small group gave a reason of partners
death and said they would need money to sustain in such conditions. In this way, the
silver workers perceptions revealed a variety of purpose and priorities and majority of
them related it to their old age conditions .there might be fear related to old age
because of which they have decided to save money
248
(N=300)
Spend More Money
F
%
Deteriorating Heath
246
82.00
Being burden on children
217
72.33
Being able to leave some money for
children/grandchildren
182
60.67
Not Being able to take care of self
103
34.33
Death of partner
83
27.67
Table 90 shows that high majority of the silver workers (82%) reported that
deteriorating health would be a major factor for which they were prepared to spend
more money .While (72.33%) of them reported that they were prepared to spend more
money in the case they would be of being burden on their children. A good number of
silver workers felt that they should leave behind some money for their children
(60.67%).Some of them also stated that they were ready to spend more money in case
of not being able to take care of self (34.33%). The remaining percent of them
(27.67%) believed to spend more money in case of death of partner. This table reveals
that high majority of the silver workers did not wanted to be financial burden on their
children as well as they wanted to leave some money for their children and
grandchildren
A craze of socializing is natural instinct with all human beings. Particularly, when
he/she feels lonely and bored he/she the thinks of friends with whom he can share
pleasures and pain. He/she knows that his/her pleasures would doubled if he/she shares
it with friends and also sharing pains would cut it down to get him/her some solace. It
becomes the truth with persons aging beyond retirement. Once a person retires from an
active life with hectic schedule from morning till evening he feels a kind of vacuum in
life. Because he does not tire and feels fatigued with work or overwork he/she may not
get good sleep even at night with too much of rest and nothing to do he develops a
kind of boredom that slowly and gradually get converted into some kind of depression
to capture minds. In such conditions it is important to decide how to prepare for
retirement.
Table 90: Percentage Distribution of the Silver Workers According to the
Preparedness to Spend More Money during Retirement
249
anxiety for silver workers who may try to put off facing the adjustments that will have
to be made in their lives. Regardless of the age when silver workers retire from work,
they may need to come to terms with this situation before they leave work. This can be
facilitated by providing them with information they may need to cope with their new
status. Information that has been found to be useful in this process includes facts
regarding post-retirement income (assessing what financial resources may be available
so that the worker can enjoy decent retired life), the possibility of undertaking gainful
activity during pension years, health-care information (including how to prevent
premature ageing), information on the availability of cultural and voluntary activities
and on where preparations for retirement are best made (at work or home).findings of
the study reveals that one fourth of the silver workers perceived that can be a good
help to them for the purpose, where about forty percent of them perceived that all the
government, employers and co-workers can extent helping hands in different
capacities to prepare the workers for their retirement. These people can help them to
open their minds to what they expect in a new situation of post retirement employment
and they would also help to shape viable suggestions for collective efforts to shape
elderly workers as productive employees in the second innings of their working life.
4.8 Influence of Work on Silver Workers
It is assumed that although the silver workers show a high degree of motivation to work
nonetheless different factors play role against them. Generally a person's motivation
The expectation that a silver worker, after decades of work, will go casually and
without thought as to what retirement entails is a product of a bygone era. Retirement
from work, though expected in many industrialized countries, can provoke some
250
evolves and changes over course of time and it is stimulated with more experiences and
appreciation. The present section focuses specifically on the factors that influenced the
silver workers to work after retirement.
Encouraging greater silver worker participation in the labour force requires an
understanding of the factors that can influence the work decisions of individuals as they
get older. This section discusses some of the key factors that can have a bearing on the
decisions of silver workers about their involvement in work. These include personal
preferences and circumstances, employment policies and practices, knowledge and
skills, and financial considerations. The silver workers belonged to persons in elderly
age, which as their perceptions about retirement are reviewed earlier, seemed to be
much afflicted with nothing to do, that is, passive state of life. Hence, they decided to
work even after retirement. The consideration may be any of the specified, but the fact
remains that work influenced their life after retirement. As most of them exhibited a
high degree of motivation for work it would be interesting to review an extent of
influence work exerted on them. Majority of them agreed that they carried a high level
of influence of work, whereas about one third of them had moderate level of influence
of work. A few of them admitted that work had influence on them at a low level. A
scale of judging was drawn on the reasons that prompted the silver workers to work
after retirement. For the purpose, the intensity indices was calculated item wise to
uneducated on extent of their intensity on the silver workers. The items determined for
the purpose were 24 pertaining to different reasons for influence of work. They ranged
from the social like earning, attention, respect and recognition in society; to the
personal like enhancing confidence, maintaining physical and mental fitness; to the
social responsibility like contributing through interaction with people. It also related to
one's responsibility to his family and personal satisfaction. It also related to health
situation, skill development and some kind of complex.
251
(N=300)
Table 91 and
related
graph
focuses on the
extent of work on
the silver workers (61.33%) carried high level of influence of their work. Almost 36
percent had moderate level of influence of work on them. A very few percent (3%) of
them had low level of influence of work.
Table 92: Extent of Influence of Work on the Silver Workers in Relation to the
Selected Variables
(N=300)
Table 92 reveals that higher percentage of the silver workers from the following
Influence of Work
F
%
High level of Influence
184
61.33
Moderate Level of Influence
107
35.67
Low Level of Influence
9
3.00
Variables
N
Influence of Work
High
Moderate
Low
1.Age
Young Old
116 44.82
37.06
18.10
Old
184
26.63
51.08
22.28
2. Type of Work
Full time
184 21.19
52.17
26.63
Part time
116 17.24
58.62
24.86
3. Present Designation
Class I
27
59.25
14.81
25.92
Class II
190
38.42
50.52
11.05
Class III
71
22.53
57.74
19.71
Class IV
12
16.67
33.03
50.00
4.Health Status
Healthy
192
42.48
30.56
26.94
Somewhat Healthy
103 16.50
70.87
12.62
Less Healthy
5
20.00
20.00
60.00
Table 91: Percentages Wise Distribution of Overall Influence of Work on Silver
Workers
252
categories of variables had influence of work on them to moderate level to work after
retirement.
x Silver workers in old age group
x Silver workers doing part time jobs
x Silver workers having class III designations
x Silver workers who were somewhat healthy
4.9 Differences in the Influence of Work on Silver Workers in Relation
to the Selected Variables
Earlier we discussed influence of silver workers to work after retirement. It would be now
interesting to know if it varies in relation to the variables selected for the study. This
would unfold another fact of the study
It may be noted that no significant differences were found in the extent of influencing
factors exerted in relation to the variables like age, type of work, present designation, and
health status. The survey revealed interesting and useful findings to help the analysis of
the influence.
The finding related to the differences in influence of work on the silver workers in
relation to the selected variables are presented below
DIFFERENCES IN INFLUENCE OF WORK ON THE SILVER WORKERS IN
RELATION TO THE SELECTED VARIABLES
Table 93: t-Ratio Showing the Difference in the Influence of Work on Silver
Workers in Relation to Age
(N=300)
Variables
Source of Variance
N
Mean
SD
t-value
Age
Young-Old
116
48.71
4.782
.786
NS
Old
184
48.27
4.694
NS=Not Significant
253
Table 93 shows that influence of work on the silver workers in relation to their age did
not differ significantly. Thus, the null hypothesis stating that there will be no
significant difference in influence of work on the silver workers at workplace in
relation to their age was accepted.
The results of various studies show no noteworthy difference between different age
groups with regard to motivation. But this also means that elderly are not less
motivated than younger workers. Basically, empirical studies reveal that the work
motivation of older employees is high (Rabl 2010; Kooji et al. 2010). Also, no studies
have been able to provide evidence confirming the generally negative age stereotypes
(Stamov Rossnagel 2009; Grube/Hertel 2008). However, there are indications from
studies that the factors behind motivation differ between age groups (Rhodes 1983;
Lord 2002; Kanfer/Ackermann 2004; Lord/Farrington 2006; Rabl 2010; Stamov
Rossnagel 2009; Kooij et al. 2010). Similarly no significant difference was found in
relation to the influence and type of work, this finding reveals that type of work does
not influence the decision of the silver workers to work after retirement either they are
working part time or full time .
Table 94: t-Ratio Showing the Difference in the Influence on Silver Workers in
Relation to their Type of Work
(N=300)
Variables
Source of Variance
N
Mean
SD
t-value
Type of Work
Full Time
184 48.35
4.840
.357
NS
Part Time
116 48.58
4.553
NS=Not Significant
Table 94 reveals that influence of work on the silver workers in relation to their type of
work did not differ significantly. Thus, the null hypothesis, stating that there will be no
significant difference in influence of work on the silver workers at workplace in relation
to their type of work was accepted.
254
Table 95: Analysis of Variance (ANOVA) Showing Difference in Influence of work
on Silver Workers in Relation to their Present Designations
(N=300)
Variables
Source of Variance
DF
Sum of
Squares
Mean
Square
F-Value
Sig.
Present
Designation
Between Groups
3
93.911
31.304
1.408
NS
.241
Within Groups
296
6581.885
22.236
Total
299
6675.797
NS=Not Significant
It can be seen from the table 95 that influence of work on the silver workers in relation
to their present designations did not differ significantly. Thus, the null hypothesis,
stating that there will be no significant difference in the influence of work on silver
workers at workplaces in relation to their present designations was accepted.
Table 96: Analysis of Variance (ANOVA) Showing Difference in Influence of
Work on the Silver Workers in Relation to their Health Status
(N=300)
Variables
Source of Variance
DF
Sum of
Squares
Mean
Square
F-Value
Sig.
Health Status
Between Groups
2
14.405
7.202
.321
NS
.726
Within Groups
297
6661.392
22.429
Total
299
6675.797
NS=Not Significant
It can be read from table 96 that the influence of work on the silver workers in relation
to their health status did not differ significantly. Thus, the null hypothesis stating that
there will be no significant difference in the influence of work on silver workers at
workplaces in relation to their health status was accepted
255
4.10 Item wise Findings Regarding Influence of Work on Silver Workers
The scale to judge the reasons of silver workers to work after retirement included 24
items. For each item three options were mentioned that indicated three intensity indices
regarding influence of work on the silver workers. The items for which more number of
the silver workers marked, are specified below:
Table 97: Item Wise Intensity Indices Showing Influence of Work on Silver
Workers
(N=300)
Items
Intensity
Indices
Due to Work
Got respect and attention in a family
2.62
Got recognition in society
2.62
Could face people with confidence
2.60
Remain physically active
2.55
Remain mentally active
2.55
Able to contribute my experience to the society
2.49
Able to interact with people
2.41
No dependence on children
2.34
Able save money
2.08
Able support children financially
2.02
Could spend time with family
2.01
Could accomplish certain career or job related goals
1.99
Unable get enough leisure time
1.95
Economic status has improved
1.95
Received health benefits and wellness supports
1.93
Able spend for leisure/entertainment activities
1.57
Being able to take care of spouse
1.50
Able to spend more for health related needs
1.47
Got an opportunity to work on new technologies such as
computer, mobile, i-pad
1.47
Feeling insulted to work under younger generation
1.45
Feeling overburdened with responsibilities
1.41
Feeling more stressed after working for the whole week
1.41
Facing more health problems
1.41
Health does not permit to work for long hours
1.41
256
Table 97 reflects that the intensity indices regarding influence of work on silver
workers ranged from 2.62 to 1.41.It means that due to work there was great extent of
influence of work on silver workers with regards to
x To remain mentally active
x
To face people with confidence
x
To remain physically active
x
To get recognition in society
x
To get respect and attention from my family
Further it is revealed from the above table that the silver workers had moderate level of
influence of work with regards to :
x
To contribute my experience to the society
x
To have interaction with people
x
Do not have to depend on their children for financial requirements
x
To save money
x
To support children financially
x
To spend time with family
x
To accomplish certain career or job related goals
x
Do not get enough leisure time
x
To receive health benefits and wellness supports
x
Economic status has improved
x
To spend for leisure/entertainment activities
x
To remain mentally active
x
To remain physically active
x
To face people with confidence
x
To get respect and attention in a family
x
To get recognition in society
Further it can be seen from the above table that the silver workers had low level
of influence in the following matters:
x
To spend more for health needs
x
To work on new technologies such as computer, mobile, i-pad
257
x
Feeling insulted to work under younger generation
x
Being overburdened with responsibilities
x
Feeling more stressed after working for the whole week
x
Facing more health problems
x
Health does not permit to work for long hours
258
4.11
Problems Confronted by Silver Workers due to Work and
Workplace
In a new and strange situation, problems are bound to confront a person and he has to
find out solution to them to convert them into opportunities. The silver workers enter a
new stage of working life in which he would find things new, strange and different to
cope and manage. Naturally they would perceive them as problems. The data related
to this fact reveal that several of them perceived more problems at workplaces and one
third of them perceived moderate problems. Just about one fourth of them faced fewer
problems at workplaces. Viewing the problems in relation to the selected variables we
get clearer picture projecting diversity of the extent of the problems like more,
moderate and less.
As a result of their decision to take a job after retirement, the silver workers faced
consequences (i.e., challenges and opportunities). Although they were reluctant to talk
about any problems or barriers, each silver worker identified at least one obstacle that
they had encountered or were currently encountering. These challenges encompassed
legal issues (e.g., age discrimination); financial matters (e.g., pension restrictions);
career factors (e.g., lack of skills); and personal limitations (e.g., physical problems).
Rather than deliberating over these problems, the silver workers were more anxious to
recount the many opportunities or benefits that their job after retirement had
contributed to their life. They said that they felt better about themselves, lived a more
balanced life, and liked the work they were doing. silver worker identified the
following four categories of challenges: a) financial challenges (i.e., lack of financial
information or planning, pension restrictions, lower salary); b) problems switching
careers (i.e., no plans, limited skills or experience, retraining demands, outside forces,
adjusting to different environments, accepting changes in status); c) the age factor (i.e.,
subtle age discrimination, direct age discrimination); and d) personal challenges (i.e.,
self limitations, relationships, time management, emotional aspects, physical
problems).
Making the decision to seek a job after retirement yielded two kinds of consequences
for these silver workers, which were challenges and opportunities. When they made
the transition or when they worked in their jobs after retirement, they faced challenges.
They were confronted with financial issues, the ordeal of switching careers, age
259
concerns, and personal challenges. They ran into financial problems when they lacked
the financial information or had not planned; were restricted by their pension, made
less in salary, or had added expenses. Switching careers posed problems for
participants when they started their transition without a plan, needed to return to
school (i.e., retraining), lacked the appropriate skill set or work experience, sought
jobs that were part of a negative economic trend, had to adjust to a different work
environment, and/or had to accept a change of status. As silver workers, age was cited
numerous times as a barrier including direct age discrimination and subtle age
discrimination. Many silver workers faced personal-type challenges that dealt with
their own self-limitations, relationships, time management, and transition fears or
concerns.
Although these silver workers faced challenges along this transition journey, they also
gained many benefits (opportunities). If they were learning and growing, making a
difference to others, demonstrating their competency, and/or were feeling physically
better, they felt better about themselves. They described a life with structure or
depicted living a more balanced life because they had more time and flexibility, a
purpose, an expanded support system, and/or financial assistance. By connecting with
their long-term career and controlling their own work situation (control), and/or just
liking what they were doing in their bridge job, they said they enjoyed their work.
If silver worker had no career plans, lacked skills or experience, faced negative outside
forces (i.e., poor economy), or needed retraining, they encountered problems
switching to a new job. Additionally, some silver worker found it troublesome
adjusting to a new work environment or accepting a change in their work role. A few
silver workers made work part of their retirement plan but many did not.
Table 98: Percentage Distribution of the Silver Workers according to the
Problems they confronted due to Work and Workplace
(N=300)
Problems
F
%
More Problems
122 40.77
Moderate Problems 104 34.67
Less Problems
71 23.67
260
Table 98 and related graph reveals higher percentages (40.77%) of the silver workers
cofronted more problems due to work and workPlace
.Nearly thirty five percentages (34.67%) of them confronted moderate problems. While
23.67 percent of them said they confronted fewer problems at their workplaces
Table 99: Percentage Distribution of the Silver Workers According to the Problems
confronted due to Work and Workplace in Relation to the Selected
Variables
(N=300)
Variables
N
More
Moderate
Less
%
%
%
1.Age
Young Old
116
12.06
31.89
56.03
Old
184
14.67
34.78
50.54
2.Educational Qualification
High level of
Education
254
13.38
30.31
56.29
Moderate Level
of Education
31
12.90
61.29
25.79
Low level of
Education
15
20.00
33.33
46.67
3. Present Salary
Less Salary
145
26.89
37.24
35.85
Moderate Salary
22
33.08
40.09
26.12
High Salary
133
10.08
33.01
56.11
4. Health Status
Healthy
192
2.60
4.16
93.22
Somewhat
Healthy
103
10.67
25.24
64.06
Less Healthy
5
40.00
20.00
40.00
5.Present Designation
Class I
27
33.62
40.74
25.92
Class II
190
38.42
35.78
25.78
Class III
71
8.45
19.71
71.82
Class IV
12
25.00
8.33
66.67
6.Perceptions about Retirement
Favourable
187
23.00
6.00
71.00
Unfavourable
113
25.78
8.45
66.67
261
In relation to the selected variables the table 99 reveals that higher percent of the silver
workers confronted due to work and workplace.
x Silver workers belonging to the Young-Old age group
x Silver workers possessing high level of education
x Silver workers earning high salary
x Silver workers who were healthy and somewhat healthy
x Silver workers belonging to class III and IV designations
x Silver workers having favourable perception about retirement
262
Table 100: Percentage Distribution of the Silver Workers According to the
Treatment received at Workplaces
(N=300)
Unfair Treatment
F
%
While making decisions to hire
personnel
175
58.33
While increasing salaries
154
51.33
While laying off employees
138
46.00
While assigning desirable work
98
32.67
The table 100 and the related graph indicate that nearly sixty percent (58.33%) of the
silver workers complained that the elderly were treated unfairly by the employers at the
time of making decisions to hire of personnel. Little more than 50 percent (51.33%) of
them regretted that while determining increase in salaries the elderly were treated
unfairly. While 46 percent of them received unfair treatment in matter of laying off
employees and also while assigning desirable work (32.67%). The table clearly reflects
that the silver workers do feel deeply hurt by age discrimination of the employers and
that they were treated unfairly at the workplaces.
263
4.12 Differences in the Problems Confronted by the Silver Workers
due to Work and Workplace in Relation to the Selected Variables
The findings related to problems faced by silver workers at their workplace in relation
to the selected variables are stated below:
DIFFERENCES IN THE PROBLEMS CONFRONTED BY THE SILVER
WORKERS AT THEIR WORKPLACE IN RELATION TO THE SELECTED
VARIABLES
Table 101: t-Ratio Showing the Difference in the Problems Confronted by Silver
Workers due to Work and WorkPlace in Relation to their Age
(N=300)
Variable
Age
N
Mean
SD
t-value
Age
Young-Old
116
34.08
14.399
1.146 NS
Old
184
36.19
16.234
NS=Not Significant
It can be seen from the table 101 that problems that silver workers confronted due to
work and workplace in relation to their age did not differ significantly. Thus, the null
hypothesis, stating that there will be no significant difference in problems of the silver
workers at workplaces in relation to their age was accepted.
That silver workers confronted problems due to work and workplace in relation to their
age did not differ significantly. This reveals that silver workers did not face any kind of
problems while working after retirement due to age. Silver workers belonging to young
old age group and old age group both were reported about not facing any problem while
working after retirement due to age which shows that they were positive about working
and they were considering age just the number not as the obstacle while working post
retirement.
264
Table 102: Analysis of Variance (ANOVA) Showing Difference between Problems
Confronted by Silver Workers due to Work and Workplace in
Relation to their Educational Qualification
(N=300)
Variables
Source of Variance DF
Sum of
Squares
Mean
Square
F-Value Sig.
Educational
Qualification
Between Groups
2
1607.127
803.563
3.372*
.036
Within Groups
297
70783.060
238.327
Total
299
72390.187
* F Significant at 0.05 level, F-tab, 0.05 level df 2/299 =3.03
Table 102 reflects that there was significant difference in the problems of silver
workersdue to work and workplace in relation to the educational qualification. In order
to know among group the problems at workplace differed significantly the data were
further analysed through t-test.
Table 103: t-Ratio Showing the Difference in the Problems Confronted by Silver
Workers due to Work and Workplace in Relation to their
Educational Qualification
(N=300)
Educational
Qualification
X
SD
High
Level of
Education
Moderate
Level of
Education
Low Level of
Education
High Level of
Education
34.39
15.246
2.032*
1.792
Moderate Level
of Education
40.35
16.828
0.253
Low Level of
Education
41.67
15.769
* Significant at 0.05 level
It can be seen from the table 103 above that there was significant difference in the
extent of problems confronted by silver workers due to work and workplace in
relation to their level of education. Those having moderate level of education faced
265
more problems than those having high level of education. Those having moderate
level of education and high level of education differed significantly. Thus, the null
hypothesis, stating that there will be no significant difference in the problems
confronted by the silver workers due to work and workplace in relation to their
educational qualification was not accepted.
There was significant difference in the extent of problems confronted by silver
workers due to work and workplace in relation to their level of education. Those
having moderate level of education faced more problems than those having high level
of education. Those having moderate level of education and high level of education
differed significantly. Thus it can be revealed that those having moderate or low level
of education confronted problems while working after retirement in comparisons to
those having higher level of education, this shows that education plays important role
while the silver workers decide to work after retirement. With the advancements in the
field of employment sector they need to have proper and adequate education to sustain
in the field of job sector. It shows that lack of education was the reasons for the silver
workers use to which they were facing problems while working after retirement.
Table 104: Analysis of Variance (ANOVA) Showing Difference between Problems
Confronted by Silver Workers due to Work and Workplace in
Relation to their Present Salary
(N=300)
Variables Source of Variance
DF
Sum of
Squares
Mean
Square
F-Value
Sig.
Present
Salary
Between Groups
2
2458.145
1229.073
5.220**
.006
Within Groups
297
69932.041
235.461
Total
299
72390.187
**F Significant at 0.01 levels,F-tab,0.01 level df 2/299 =4.68
The table 104 shows that there was significant difference in the problems of the silver
workers due to work and workplace in relation to their present income. In order to know
for which group the problems at workplace differed significantly the data were further
analysed through t-test.
266
Table 105: t-Ratio Showing the Difference in the Problems Confronted by Silver
Workers due to Work and Workplace in Relation to their Present
Salary
(N=300)
Present Salary
X
SD
Less
Salary
Moderate
Salary
High
Salary
Less Salary
35.91
14.627
2.418*
1.475
Moderate Salary
44.50
20.678
3.049**
High Salary
33.28
15.112
**Significant at 0.01 level and * Significant at 0.05 level
It can be seen from the table 105 that the mean scores on problems of silver workers
belonging to the middle income group were significantly higher than their counterpart.
It indicates that silver workers belonging to the middle income group tends to confront
more problems at their workplace as compared to those belonging to higher the
income group and the low income group. Thus, the null hypothesis, stating that there
will be no significant difference in the problems confronted by the silver workersdue
to work and workplace in relation to their present income was not accepted.
There was significant difference in the problems of the silver workers due to work and
at workplace in relation to their present income. In order to know for which group the
problems at workplace differed significantly the data were further analysed through t-
test. The mean scores on problems of silver workers belonging to the middle income
group were significantly higher than their counterpart. It indicates that silver workers
belonging to the middle income group tends to face more problems at their workplace
as compared to those belonging to higher the income group and the low income group.
This reveals that silver workers who were belonging to middle income groups were
facing more problems than those who were in higher income group, it might be
because of financial crunch or the dissatisfaction at their end due to which they were
facing problem related to their income.
267
Table 106: Analysis of Variance (ANOVA) Showing Difference between Problems
Confronted by Silver Workers due to Work and Workplace in
Relation to their Health Status
(N=300)
Variables
Source of Variance DF
Sum of
Squares
Mean
Square
F-Value
Sig.
Health Status
Between Groups
2
556.986
278.493
1.151
NS
.318
Within Groups
297
71833.201
241.863
Total
299
72390.187
NS=Not Significant
It can be seen from the table 106 that overall problems confronted by the silver
workers due to work and workplace in relation to their health status did not differ
significantly. Thus, the null hypothesis stating that there will be no significant
difference in the problems faced by the silver workers at workplaces in relation to
their health status was accepted.
Overall problems confronted by the silver workers due to work and workplace in
relation to their health status did not differ significantly. This clearly shows that they
were physically and mentally fit and did not face any problem due to health while
working after retirement. This give show a positive sign that they are in good state of
health and so they were working post retirement.
Table 107: Analysis of Variance (ANOVA) Showing Difference between the
Problems Confronted by Silver Workers due to Work and
Workplace in Relation to their Present Designation
(N=300)
Variables Source of Variance
DF
Sum of
Squares
Mean
Square
F-Value Sig.
Present
Designation
Between Groups
3
958.638
319.546
1.324
NS
.267
Within Groups
296
71431.548
241.323
Total
299
72390.187
NS=Not Significant
268
Table 107 reflects that problems confronted by the silver workers in relation to their
present designation did not differ significantly. Thus, the null hypothesis, stating that
there will be no significant difference in problems faced by the silver workers at
workplaces in relation to their present designation was accepted.
Problems faced by the silver workers in relation to their present designation did not
differ significantly. Thus, the null hypothesis, stating that there will be no significant
difference in problems faced by the silver workers at workplaces in relation to their
present designation was accepted. This clearly shows that silver workers did not face
any problem in their present job due to their designation.
Table 108: t-Ratio Showing the Difference in the Problems Confronted by Silver
Workers due to Work and Workplace in Relation to their
Perceptions about Retirement
(N=300)
Variables
Source of Variance
N
Mean
SD
t-value
Perceptions
about Retirement
Favourable
150
28.29
16.162
8.850**
Unfavourable
150
42.46
11.114
**Significant at 0.01 level,tab-2.34
Table 108 represents that that there was significant difference in the problems faced
by the silver workers due to work and workplace in relation to their perceptions about
old age. Thus, the null hypothesis stating that there will be no significant difference in
the overall problems faced by the silver workers at workplace in relation to their
perceptions about old age was not accepted. The reasons are that the silver workers
who held unfavourable perceptions about old age faced more problems at workplaces
compared to those having favourable perception.
There was significant difference in the problems confronted by the silver workers at
workplaces in relation to their perceptions about old age. This reveals that those silver
workers who were having unfavourable perceptions about retirement faced more
problems at their workplace.
269
4.13 Item wise Findings Related to Problems Confronted by the Silver
Workers due to Work and Workplace
The scale to judge the problems confronted by the silver workers due to work and
workplace includes 25 items. For each item there were three options mentioned
which indicated three intensity indices related to the problems confornted by
silver workers due to work and workplace. The matter, for which more number
of the silver workers had reported, are specified below:
Table 109: Item Wise Intensity Indices Showing the Problems Confronted by
the Silver Workers due to Work and Workplace
(N=300)
Items
Intensity
Indices
Opinions and experience are not valued
2.24
Being discriminated due to age
1.89
Co-workers are not willing to work with me
1.85
Co-workers are neglecting
1.85
Over burdened with work
1.78
Work environment is unsuitable
1.71
Remuneration is insufficient
1.70
Work is uninteresting
1.67
No flexibility in working hours
1.60
Work place is very far from residence
1.58
Lack of appreciation from employers
1.58
Co-workers do not respect
1.56
Lack of independence in terms of taking decision related to
work
1.55
Lack of clearly defined roles and responsibilities
1.53
Job is physically demanding
1.42
Designation is not appropriate to experience
1.09
Table 109 shows that overall the intensity indices regarding problems that the silver
workers confronted due to work and workplace ranged from 2.24 to 1.09.It means that
270
problems faced by silver workers at their workplace due to work ranged from more to
less on the above mentioned matters. It is revealed from the table that the silver workers
were facing more problems at workplaces in relation two matters like anxiety and fear
of losing job and working on new technologies like computers ,laptops, fax, E-mails to
a great extent
It can be further seen from the above table that the silver workers faced following
problems to some extent:
x
Opinions and experience are not valued
x
Being discriminated due to age
x
Co-workers are not willing to work with me
x
Co-workers are neglecting
x
Over burdened with work
x
Work environment is unsuitable
x
Remuneration is insufficient
x
Work is uninteresting
x
Lack of flexibility related to working hours
x
Work place is very far from residence
x
Lack of appreciation from employers
x
Co-workers do not respect
x
Lack of independence in terms of taking decision related to work
x
Lack of clearly defined roles and responsibilities
The silver workers faced less extent of problems with regards to the following matters:
x Physical demand at job
x Did not give Designation according to the experience
271
Table 110: Item Wise Intensity Indices Showing the Problems Confronted by the
Silver Workers at Workplaces due to Self
(N=300)
Items
Intensity
Indices
Anxiety and fear of losing job/work
2.60
Working on new technologies like computers ,laptops, fax, E-mails
2.52
Facing difficulty in travelling to work place
1.91
Unable to concentrate on work
1.74
Unable to face people with confidence
1.72
Tendency to compare the present and previous jobs
1.66
Feeling uncomfortable to work with younger generation
1.54
Lack of necessary skills or education
1.45
Finding office hours very long
1.05
Table 110 shows that overall the intensity indices regarding problems that the silver
workers faced at workplaces due to work ranged from 2.60 to 1.05.It means that
problems faced by silver workers at their workplace due to work ranged from more to
less on the above mentioned matters.
It can be further seen from the above table that the silver workers faced following
problems to some extent:
x
Facing difficulty in travelling to work place
x
Unable to concentrate while working
x
Unable to face people with confidence
x
Tendency to compare the present and previous jobs
x
Feeling uncomfortable working with younger generation
The silver workers faced less extent of problems with regards to the following matters:
x Lack of necessary skills or education
x Finding office hours very long
272
4.14 Satisfaction of the Silver Workers related to Work and
Workplace
Level of satisfaction is indicative of how happy a worker feels about work and
workplace. It reflects the extent of appreciation that they receive for their work and
efficiency from co-workers and employers.
Table 111: Percentage Distribution of the Silver Workers according to their
Satisfaction related to Work and Workplace
(N=300)
Table 111 shows that nineteen percent (45.33%) of the silver workers were highly
satisfied with their work and workplace. While little less than forty six percent
(45.33%) were moderately satisfied. Whereas almost thirty six percent (35.67%) of
them were less satisfied
Satisfaction marks a sense of accomplishment for a worker in view of work and the
related matters like monetary benefits of work and the related matters like monetary
benefits, appreciation, recognition and self satisfaction through personal development
of skills and knowledge, by , it a worker feels happy with sense of with. Considering
this important aspect concerning more to the silver workers, the level of satisfaction
among them was analysed through different related test. At the outset, the silver
workers showing moderate satisfaction showed high percentage (45.33%) as compared
to those showing less satisfaction (35.67%) and those sowing high satisfaction (19%).
The scale indicated overall level of satisfaction among the silver workers ranged on
most pt from moderate to low level. It implies that they perceived more problems and
has more to suggest in relation to work and workplaces to which they are closely
associated. To confirm this of the data obtained was further analysed in view of the
selected variables
Work Satisfaction
F
%
High Satisfaction
57 19.00
Moderate Satisfaction 136 45.33
Less Satisfaction
107 35.67
273
Table 112: Percentage Distribution of the Silver Workers According to their
Satisfaction related to Work and Workplace in Relation to the
Selected Variables
(N=300)
Table 112 reveals higher percentage of the silver workers belonging to the following
categories of variables admitted about less satisfaction with their present jobs.
x Silver workers doing part time job
x Silver workers earning less salary
x Silver workers belonging to the class III and class IV designations
First, the silver workers satisfaction was analysed in relation to the selected variable
and the percentages distribution were obtained. According to the data, about the half
of them engaged in the full time jobs expressed high satisfaction about work and
workplace and about two third of them engaged in the part time jobs admitted about
less satisfaction . As regards the present salary, about three fourth of them drawing
moderate salaries expressed high satisfaction , but a good majority of them drawing
Variables
N
Satisfaction related to
Work and Workplace
High
Moderate Less
1. Type of Work
Full time
184
45.65
28.80
25.53
Part time
116
16.37
14.65
68.96
2. Present Salary
Less Salary
145
6.89
35.17
57.93
Moderate Salary
22
72.72
9.09
18.18
High Salary
133
43.60
30.07
26.31
3.Present Designation
Class I
27
44.44
29.62
25.92
Class II
190 42.10
31.57
26.31
Class III
71
11.26
40.84
47.88
Class IV
12
16.66
8.33
75.00
274
low salaries complained about less satisfaction. Several of them drawing high
salaries, however felt happy with high satisfaction
In view of the present designation, about three-fourth of the silver workers in the
class V designations were less satisfied about half of them in class III designations
too were less satisfied. It was only with those holding class and class II
designations that about equal of several of them expressed bout high satisfaction
.thus it can be understood that the silver workers engaged in full time jobs drawing
moderate and high salaries and holding positions in the upper cadres felt happy
about their work with high satisfaction.
Table 113: Percentage Distribution of what the Silver Workers thought about
an Ideal Age of Retirement
(N=300)
Ideal Retirement Age
F
%
Never want to retire, as thought itself of getting retired
makes a person mentally sick, till death a person should
keep working
104
34.67
Never want to retire as earning is not enough
62
20.67
By the age of 65 years
11
3.67
By the age of 70 years
42
14.00
70 to 75 is ideal age to retire
58
19.33
By the age of 80 years
23
7.67
The silver workers were asked what they thought of an ideal age to retire from work
based on what they expressed. The table 113 shows that when questioned about an
ideal age of retirement nearly 35 percentages (34.67%) of them reported that they
would never want to retire. They thought that retirement would make a person
mentally sick, and so a person should keep working as long as he/she lives. Thus
according to them there is no ideal age to retire .While one fifth percent of them
(20.67%) expressed that they would never want to retire as their earning was not
enough. Little less than 20 percent (19.33%) of the silver workers mentioned 70 to
75 years as an ideal age to retire. Further 14 percentages of them reported that they
would like to continue work up to 70 years as according to them it would be an ideal
275
age of retirement. Some of them (7.67%) believed that 80 years would be an ideal
age for retirement and a few (3.67%) said that they would like to work until they
would be 65 years old. It clearly shows that if silver workers were allowed they
would like to work till they are physically and mentally fit and till their health
permits them to work. They do not believe in any specific age as ideal age to retire
until they are forced to retire. According to them thought of retirement makes them
"mentally sick".
For further clarity open ended questioned were floated to them on the subject of an
ideal age of retirement. The responses received can be reviewed through their
percentage distribution. On calculated it is known that about one third of the silver
workers were not in favour of retirement and considered it as a cause for mental
sickness. So they showed preferences to keep working until death .About one fifth of
them did not want retirement on economic grounds and perceived it as new stage of
working life that can fetch them flow of income continuously all through the life. The
remaining less than the half of them specified an idea; age of retirement life like 65
years, 70 years, or 75 years or even 80 years. These reflections indicate that they
were sure about the level of energy, fitness and capability to work with productive
results for more of 15 to 20 years after retirement after their requirement from the
first employment. In 2005, HSBC a multi-national banking and service organization
reported similar findings in their research study; they surveyed over 21,000
individuals and 6,000 employers in 20 countries and territories to capture global
attitudes towards aging and retirement. The study, entitled The Future of Retirement,
found a significant proportion of individuals would like to continue to work as they
get older. Only 20 per cent indicated they would prefer to never work for pay again.
276
4.15 Differences in Satisfaction of the Silver Workers related to Work
and Workplace in Relation to the Selected Variables
The findings related to the differences in satisfaction of the silver workers related to
work and workplace in relation to the selected variables are specified below:
DIFFERENCES IN SATISFACTION OF THE SILVER WORKERS RELATED
TO WORK AND WORKPLACE IN RELATION TO THE SELECTED
VARIABLES
Table 114: t-Ratio Showing the Difference in the Overall Satisfaction related to
Work and Workplace of Silver Workers in Relation to their Type of
Work
(N=300)
NS=Not Significant
Table 114 shows that overall satisfaction of the silver workers in relation to their type
of work did not differ significantly. Thus, the null hypothesis, stating that there will be
no significant difference in overall satisfaction of silver workers at workplace in
relation to their type of work was accepted.
It was revealed from the findings that overall satisfaction of the silver workers in
relation to their type of work did not differ significantly. This indicates that silver
workers were not having any kind of dissatisfactions with their type of work , it also
give a positive sign and shows their intensity of willingness to work after retirement.
Variable
Source of Variance
N
Mean
SD
t-value
Type of Work
Full Time
184
26.40
6.398
1.662
NS
Part Time
116
25.10
6.814
277
Table 115: Analysis of Variance (ANOVA) Showing Difference in Overall
Satisfaction related to Work and Workplace on Silver Workers in
Relation to Present Salary
(N=300)
Variable Source of Variance
Sum of
Squares
DF
Mean
Square
F-Value
Sig.
Present
Salary
Between Groups
292.833
2
146.417
3.436*
.033
Within Groups
12656.963 297
42.616
Total
12949.797 299
* F Significant at 0.05 level, F-tab, 0.05 level df 2/299 =3.03
Table 115 reflect on the fact related to the salary like that there was significant
difference in the overall satisfaction of silver workers in relation to their present
income. In order to know for which group satisfaction differed significantly the data
were further analysed through t-test
The findings reflect on the fact related to the salary like that there was significant
difference in the overall satisfaction of silver workers in relation to their present
income. Overall satisfaction of silver workers belonging to middle income group was
significantly higher than their counterparts. It indicates that silver workers belonging to
middle income tends to be less satisfied with their workplaces compared to those
belonging to higher income group and low income group.
Table 116: t-Ratio Showing the Difference in the Overall Satisfaction of Silver
Workers related to Work and Workplace in Relation to their
Present Salary
(N=300)
Present Salary
X
SD
Less
Salary
Moderate
Salary
High
Salary
Less Salary
25.36
6.517
2.682**
0.722
Moderate Salary
29.27
6.460
2.225*
High Salary
25.92
6.551
**Significant at 0.01 level and * Significant at 0.05 level
278
It can be seen from the table 116 that the mean scores on overall satisfaction of silver
workers belonging to middle income group were significantly higher than their
counterparts. It indicates that silver workers belonging to middle income tends to be
less satisfied with their workplaces compared to those belonging to higher income
group and low income group.
Thus, the null hypothesis stating that there will be no significant difference in overall
satisfaction of silver workers with their workplaces in relation to their present income
was not accepted.
Table 117: Analysis of Variance (ANOVA) Showing Difference in Overall
Satisfaction of the silver workers related to Work and Workplace in
Relation to their Present Designation
(N=300)
Variable
Source of Variance
Sum of
Squares
DF
Mean
Square
F-Value
Sig.
Present
Designation
Between Groups
385.348
3
128.449
3.026*
.030
Within Groups
12564.449
296
42.447
Total
12949.797
299
* F Significant at 0.05 level, F-tab, 0.05 level df 2/299 =3.03
Table 117 reveals that there was significant difference in the overall satisfaction of the
silver workers at workplace in relation to their present designation. In order to know for
which group satisfaction differed significantly the data were further analysed through t-
test.
Table 118: t-Ratio Showing the Difference in the Overall Satisfaction of Silver
Workers related to Work and Workplace in Relation to their Present
Designation
(N=300)
Income
X
SD
Class I Class-II
Class-III
Class-IV
Class I
26.96
6.653
1.729
0.902
2.858**
Class-II
25.38
6.279
0.619
2.169*
Class-III
26.00
7.129
2.200*
Class-IV
21.42
2.151
**Significant at 0.01 level and * Significant at 0.05 level
279
It can be seen from the table 118 that there was significant difference between level of
the satisfaction of the silver workers belonging to the class I designation and class IV.
Class I was more satisfied than class II, while class IV was least satisfied. Thus, the
null hypothesis stating that there will be no significant difference in overall
satisfaction of the silver workers with their workplaces in relation to their present
income was not accepted.
There was significant difference between level of the satisfaction of the silver workers
belonging to the class I designation and class IV. Class I was more satisfied than class
II, while class IV was least satisfied. This reveals that silver workers were getting
bothered by their present designation, those who were high higher designation were
obviously satisfied, but those who were having lower e designation were not satisfied
with their designation in the present job.
280
4.16 Item Wise Findings related to Satisfaction of the Silver Workers
related to their Work and Workplace
Further, to confirm the intensity of overall satisfaction in different matters, the items
were listed and the item wise intensity indices for each of them were calculated.
The scale to judge satisfaction of the silver workers related to their work and workplace
included 12 items. For each item there were three options mentioned which indicated
three intensity indices related to satisfaction of the silver workers relate to their work and
workplace . The matter that more number of silver workers reported, are mentioned
below
Table 119: Item Wise Intensity Indices Showing the Satisfaction of Silver Workers
related to their Work and Workplace
(N=300)
It can be seen from the table 119 that for the specified matters the overall intensity
indices ranged from 2.49 to 1.86. It means that there prevailed moderate satisfaction
among the silver workers related to their work and workplace, colleagues and
employers.
Items
Intensity
Indices
Colleagues are very friendly
2.49
Enjoying full freedom to do work
2.36
Salary for the nature of work done is enough
2.23
Feeling satisfied with the value system
2.21
Employees co operate with each other and there are no
quarrels
2.20
Getting encouragement from employers to take own
decisions in day to day work
2.18
Believe in the principles by which employer operates
2.14
Good opportunities for learning new job skills
2.14
Work offer challenges to advance their skills
2.12
There is good arrangement for settlement of disputes
2.08
Welfare facilities are good
1.86
281
The above table further classifies that the silver workers held moderate satisfaction
related to their work and workplace in following matters:
x
Colleagues are very friendly
x
Enjoying full freedom to own work
x
Salary for the nature of work done is enough
x
Feeling satisfied with the value system
x
Employees co operate with each other and there are no quarrels
x
Getting encouragement from employers to take own decisions in day to day
work
x
Believe in the principles by which employer operates
x
Good opportunities for learning new job skills
x
Work offer challenges to advance their skills
x
There is good arrangement for settlement of disputes
x
Welfare facilities are good
Matters like friendly attitude of colleagues and freedom to work gave satisfaction to
the silver workers with high intensity. The matters like salary, value system, co-
operation, encouragement from employers, principles and opportunities to learn
new skills gave them moderate satisfaction. Likewise, those like challenges for new
skills, settlement of disputes too gave them some satisfaction. The silver workers,
however not much satisfied with welfare facilities at the workplaces .This scale of
judgment explains which matters need more attention and improvement to enhance
the level of satisfaction.
282
4.17 Suggestions by the Silver Workers
Table 120: Percentage Distribution of the Silver Workers according to their
Suggestions for Specific Personnel Policy for Elderly Employees
(N=300)
Specific Personnel Policy
F
%
Needed
222
74.00
Do not need
78
26.00
Table 120 shows that high percentages of the silver workers (74%) expressed that there
is a need for specific personnel policy for elderly employees. Only 26 percent of them
said that they do not feel need for specific personnel policy. It clearly shows that the
silver workers expected that specific personnel policies should be framed for them.
In view of the perception of the retirement, problems and satisfaction, the silver workers
came out with suggestions for specific personnel policy for elderly employees by which
many of their problems can be resolved and they can be assured about positive work
environment for them at workplaces. A good majority of them appeared to be
favourable to it and expressed that it is very much needed. About one forth of them
seemed to be not so hopeful about it and said it was not needed. Based on the suggestion
of those who favoured specific personnel policy for elderly employees, `Need for
Action' was specified on several matters. The most significant matter in their view was
like supporting transfer of knowledge and experience at which their utility would count
most to train and update younger workers with adequate skills and knowledge. It sounds
very valuable suggestions. The matters related to attitude, evaluation and appreciation
were also considered important. Exchange programme too attracted equal attention from
them. The matters related to adjustments of work, further development and attending
demands of work, further development and attending demands acquired good attention
from them. The matter related to payment rewards, public policy and focus on younger
people too attracted some attention from them. Some of them even aid `no need for
action'. However on most part the silver worker showed favourable attitude to positive
changes at workplace through active steps.
283
Table 121: Percentage Distribution of the Silver Workers According to the Need
for Action Concerning Engagement of Elder Employees
(N=300)
Need for Action
F
%
Support transfer of knowledge and experience
274
91.33
Change of attitude/valuation /appreciation
213
71.00
Exchange between young and old
193
64.33
Make work suitable to elders possible
176
58.67
Make further development possible
166
55.33
Attending demands in everyday work
150
50.00
Change payment regulations
149
49.67
Change public policies
142
47.33
Concentrate on younger people
120
40.00
No need for action
37
12.33
Table 121 shows that the silver workers felt the greatest need for action by the
employers for support transfer of knowledge and experience (91.33%).High majority
(71%) of them suggested about a change in attitude. While nearly 65 percentages
(64.33%) of them suggested about allowing exchange between young and old workers.
Another major point suggested were like making work for elderly possible (58.67%)
and making further development possible (55.33%).Half (50%) of the silver workers
felt that due attention should be paid to demands in everyday work and little less than
half (49.67%) of them suggested about change in regulations .It was followed by a
suggestion for change in public policies (47.33%).Further 40 percent of them suggested
to concentrate on younger people. However a very less (12.33%) percent of them felt
need for action on the part of organization. This table lays high emphasis on the silver
workers suggestion on the need for action by employers towards support transfer of
knowledge and experience and change in attitude. It means that the silver workers
confronted problems of attitude while working after retirement and they expect that it
should be duly resolved.
284
Table 122: Percentage Distribution of the Silver Workers Suggestions for the
Important Services for Elder Employees
(N=300)
Important Services
F
%
Health care services
291
97.00
Reduced/flexible working hours
170
56.67
Counselling/support
157
52.33
Company pension scheme
149
49.67
Integration into company
135
45.00
Adapted demands and workplace design
117
39.00
Domestic supply
112
37.33
Contacts
103
34.33
Further education
52
17.33
Table 122 shows that high majority of the silver workers (97%) believed that a health
care service was most important service. Reduced or flexible working hours was
considered important by little more than 55 percent (56.67%) of them. Further nearly
53 percent of the silver workers (52.33%) attached importance to counselling and
support. Then followed the company pension scheme was held important by almost
half percent of them (49.67%) and 45 percent of silver workers called integration into
company a important matter. Further the silver workers thought that adapted demands
and workplace design (39%), domestic supply (37.33%), contacts (34.33%), and
further education (17.33%) were important services.
The silver workers also suggested for important services for elderly employees. In
view of the age and age related limitations of body and mind, they would expect some
kind of special assistance through specific kind of support services and facilities
provided to them at workplaces. The services that they expected in descending
priorities were like: health care services with top priorities; flexibility in working
hours with good priority; counselling, pension and demands and design, domestic
supply and contact and further education with some more priority, demand and design
domestic supply and contacts with some priority and further education with somewhat
priority. The services of too and very priorities count for reasonable demands. Those
285
with some more priority indicate their positive approach to a new work environment
and those with somewhat priorities are usual demand natural with everyone.
Among the important services under the second set of suggestion, that of integration
into company" sounds most of genuine. Concern for it prevails internationally among
silver workers as it indicates to their neglect and negative social stereotypes that work
against them at workplaces' to inflict on them pain of being excluded merely as
"outsiders". The study of silver workers in Germany conducted by the Geneva
Association too voices this concern in the sense that "organization can benefit from
competencies" offered by retirees and so it of greatest interest to society and
organization alike to integrate those who are prepared and happy to contribute
(Herzog, House and Morgan 1991) quoted in the Geneva Association report that in
case of "predicted lack of specialised staff" post retirement activity need to be
prompted as " silver workers accumulated work experiences and knowledge will be
valuable for filling the gap in skilled work force.
Table 123: Percentage Distribution According to the Facilities that Employer
can Provide to the Silver Workers
(N=300)
Table 123 reflects that high majority of the silver workers (76.67%) expressed an
opinion that employers can provide opportunity to guide and teach young workers. It
was followed by an opportunity to work fewer hours (62.33%).Majority of them
(60.33%) believed that employers should provide enjoyable and stimulating work
place. Further the silver workers expected facilities like an ability to undertake less
Facilities
F
%
Opportunity to guide and teach young workers
230
76.67
Opportunity to work fewer hours
187
62.33
Enjoyable and stimulating work place
181
60.33
Ability to undertake less physically demanding work
163
54.33
Ability to continue earning an income
160
53.33
New kinds of work
151
50.33
Opportunity to learn new skills
54
18.00
Nothing
21
7.00
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physically demanding work (54.33%), an ability to continue earning income
(53.33%), and new kinds of work (50.33%), while 18 percent of them wished for an
opportunity to learn new skills and remaining 7 percent of them did not expect any
facility.
This set of suggestions that the silver workers presented pertained to what employers
can offer to their employees, specifically the elderly workers known popularly as
"silver workers". In view of age and age related limitations, the silver workers would
expect some kind of special favour from their employers in the form of facilities that
can assure them special assistance in view of their physical and mental limitations. A
good majority of them expected that their employer should provide them an
opportunity to guide and teach young workers. Majority of them expected favours like
to work fewer hours to provide enjoyable and stimulating work environment at
workplaces, some relief from physical labour, continued earning and also new kind of
work. Some of them expected from their employers an opportunity to learn new skills.
A few of them held no expectation from their employers and preferred to be satisfied
and adjusted to what prevailed and was provided at work places. On a major part,
many of the silver workers expected their employers to consider their age and age
related limitations to allow their age and age related limitations to allow some relief in
work but at the same time, most of them expected that their employers should
recognize their knowledge base, technical know-how, skill and long term work
experiences and allow them to contribute to training of younger workers in the
organizations. Thus , the silver workers would feel to enhance the base of knowledge
and skills to benefit their organizations. It counts for a genuine gesture on their part.
This may in part explain recent survey data by the American Association of Retired
People (AARP), which found that two-thirds of respondents in the United States have
witnessed or experienced age discrimination at work (AARP, 2002). Perhaps because
silver workers have experienced this situation more commonly in recent years, there
may be heightened awareness of age discrimination. This may account for the results
of the 57
th
Eurobarometer survey carried out in 15 European Union Member States, in
which workers aged 45-64 years were found to be more likely to report discrimination
when looking for work (Marsh and Sahin-Dikmen, 2003; Marsh and Sahin-Dikmen,
2002). Thus, diminishing the barriers to employment through age discrimination
287
legislation can be integral to improving the conditions of work and employment for
silver workers in the labour market.
The equality approach is grounded in respect for the rights and dignity of the
individual. In this case, equality entails that all people, regardless of age, should have a
set of alternatives from which to choose and thereby to pursue their own version of a
good life or, as Armatya Sen has stated: "the ability the substantive freedom of
people to lead the lives they have reason to value and to enhance the real choices they
have" (Spencer and Fredman, 2003; Sen 1999). In order to effectively meet this
definition, an equality approach for silver workers must operate on three levels. On
one level, it must address the barrier of age discrimination by removing explicit
barriers (direct discrimination) and implicit barriers (indirect discrimination), both of
which can limit the range of choices for silver workers, as will be discussed in detail
the next section. On another level, choice must be more than "what is on paper" in
law. It must offer real chances to take advantage of available opportunities. For an
equality approach to have noteworthy impact, proactive measures must be developed
to ensure people have choices and can genuinely pursue them. This requires not only
the removal of age barriers, but also skills training, the introduction of flexible work,
decent wages and recognition of responsibilities outside the workplace, among others.
The third level is that the primary focus is not necessarily to require greater numbers
of silver workers to remain in the workforce or to allow businesses to benefit from the
advantages of retaining them although these are among its expected outcomes.
Instead, it aims to achieve true equality of opportunity for silver workers through
offering them a genuine choice between continuing to work or enjoying retirement
after a lifetime of working, both in decent conditions (Spencer and Fredman, 2003)
288
Part 1- (B) Findings of the Qualitative Data
Silver workers are "open books of experiences," these are the books that too often go
unread. Silver workers possess treasure of memory. They need and want to be listened
to. They wish to share their experiences and wisdom with others. A process of relating
their memories would be extremely rewarding for their well-being and also for their
listeners.
Experiencing an old age is never an isolated phenomenon. The life experiences of
older people are intricately intertwined with the history of their work, families,
communities, nations as well as global trends. In this sense, plights an individual self
is usually related to social self of the others. Understanding an individual's pains and
happiness cannot be fully appreciated without having a deep sensitivity to the social
self of the larger social structure. (Mills, 1959; Odin, 1996; Aboulafia, 2001) If there
is any validity to these statements, it follows that causes of the personal troubles of the
elders cannot be attributed solely to an individual elderly. The experiences of silver
workers obtain through interviews are summarized in this chapter clears one point that
the silver workers are not very keen to accept an idea that their personal concerns can
be ascribed exclusively to their cultural differences or by labelling them "traditional",
using already existing dominant and binary concepts of "modern" and "tradition".
They rather see themselves as active participants in their aging process in various
aspects
The interviews were scheduled with some of the silver workers. Out of the sample size
of 300 selected silver workers, some 15 silver workers were selected and short listed
for the purpose on the ground of quality of responsiveness to the questions put to
them. The consideration for their selection was primarily how better they can talk,
respond to queries, reflections on prevailing conditions, shape responses and voice
their views and concern on their predicament in the prevailing labour markets. They
were supposed to represent the feelings and concern of the selected silver workers and
also of all silver workers at large to make a strong case for their inclusion and
integration in to present labour market with due appreciation and respect for their
abilities and capabilities to work productively even after retirement.
289
The profile of the silver workers selected for the purpose of interviews was considered
on the ground of quality of representation that they can assure. The percentage
distribution of their profile reflects this view in the sense that more of old silver
workers were selected. Likewise since male usually an earning member in a family in
the Indian context, their number remains very high. Since education counts
significantly to be able t respond and react, the silver workers possessing high and
moderate education were considered. Furthermore of the silver workers working in
private sector, in the view of designation workers were belonging to the class II and
Class III designations, lastly silver workers were working on full time basis.
Conducting personal interviews with the silver worker was considered useful for a
purpose of ascribing validity to the findings projected through figure based facts.
Looking to the sensitiveness of the subject of the present research, mere figure based
findings would be inadequate to frame clear and balanced projection of the silver
workers decision to work after retirement. Instead just leaving the silver workers as
passive participation in the process of research, it was thought more appropriate to call
for their active involvement and participation through interviews. Interviews would
enable them speak , express and voice their inner feelings and concerns unheard so far
and suppressed with a kind of apathy and indifference shown by people around them.
They would feel involved and included in the process of research and feel kind of
integration with the investigator. It would encourage them to open their hearts and let
the investigator know what is lying inside. More significant point about it is from the
point of research it would add subjective dimension to the findings to balance with the
objective dimension projected through the figure based data, in this relation, when the
silver workers are involved as active participants and what they reflect on the current
conditions and situations would add a valuable dimension to the material for analysis
to yield first hand observation , authentic views and opinions and more reliable
direction to the present research to study the validity of the silver workers decision to
work after retirement.
Considering utility and significance of the interview scheduled for the purpose of the
present study, the questions were devised for the silver workers an asked to the
representative 15 respondents selected from among the silver workers. A due care was
taken to select points of inquiry and frame questions that would be enough evocative
290
and concerning to arouse responses, reactions and reflections from the affected silver
workers. The questions were focused on the areas like:
1.
Right to work after retirement
2.
Opinions of silver workers who work after retirement
3.
Provision for silver workers at government organizations
4.
Environment at workplaces for silver workers
5.
Exploitation of silver workers by employers
6.
Suggesting employers how to help silver workers
7.
Creating opportunities for silver workers suggesting type of work that they can
perform better.
8.
How civic society can promote the elderly for active life after retirement.
Aim of conducting Interviews:
The interviews referred here seek to investigate not only the aspirations of elderly for
retirement, but also their employment preferences. As it indicates in the Equality and
Human Rights Commission Report (Smeaton and Vegeris, 2009), there is a need to
extend understanding of the aspirations and experiences of elderly in relation to work
and retirement, particularly given the policy push toward longer working lives. As
Macnicol (2008) notes the, trends toward earlier retirement may explain, in part,
improved life expectancy. Extending working lives and delaying retirement may
therefore carry adverse consequences which are likely to vary according to socio-
economic group(Refer Appendix 2).
¾ Do elderly wish to work, and if so, what jobs, terms and conditions do they
favour?
¾ What are their motivations for working or choosing to leave work and what are
the ranges of factors that can facilitate or hinder the pursuit of preferences?
The interviews conducted explore seek to the experiences of elderly in the workplace as
to how satisfied elderly workers feel about various aspects of their jobs and what would
help elderly unemployed people get back into work. There appears to be a growing
consensus that early retirement is no longer viable for individuals, employers or
291
national economic performance and that extending working lives is a necessary goal. It
is important not to lose sight, however, of the importance of `choice' and individual
preference and to ensure instead that all elderly, regardless of background, have the
resources and information necessary to ensure some degree of control over their future.
These interviews seek to capture the voices of elderly in order to ensure that their
preferences within the workplace, in relation to retirement timing and their aspirations
during the retirement years are heard.
In the present study, with a view to providing strong support and validation to the
response presented earlier, it is thought appropriate to put to use qualitative data
collected from the selected silver workers through the interviews. The qualitative data
is discussed below. The findings of the qualitative data are be presented in the
following section
The qualitative findings are presented in the following sections:
4.18 Profile of the Selected Silver Workers
4.19 Interviews Conducted with the Selected Silver Workers
292
4.18 Profile of the Selected Silver Workers
Table 124: Percentage Distribution of the Silver Workers interviewed according to
their Background Information
(N=15)
Table 124 focuses on the profile of the silver workers who were interviewed for the
purpose of the present study .According to it very high majority (73.33%) of silver
workers interviewed belonged to the old age group. Among them little more than
twenty five percentages (26.67) belonged to the young old age group. Further, it was
revealed that very high majority (93.33%) of them were male and only one of the silver
workers was female. It can be seen from the above table that majority (60%) of the
silver workers were highly educated and the remaining forty percent of them were
moderately educated. A very high majority of the silver workers (93.33%) were
working with private organizations and only one of them (6.67%) was working with a
government organization. Further the table reveals that 80 percentages of the silver
workers held having class II designations and equal percentages of them (80%) were
working full time. A very fewer percent (20%) of them held class III designation and
were working part time.
Background
Information
Categories
F
%
Age
Young-old
4
26.67
Old
11 73.33
Sex
Male
14 93.33
Female
1
6.67
Educational
Qualification
Higher Level of Education
9
60.00
Moderate Level of Education
6
40.00
Type of
Organization
Government
1
6.67
Private
14 93.33
Present Designation Class I
-
-
Class II
12 80.00
Class III
3
20.00
Class IV
-
-
Type of Work
Full Time
12
80.00
Part Time
3
20.00
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4.19 Interviews Conducted with the Selected Silver Workers
Q-1 Do you think elderly has a right to work after retirement?
Box 1- The Responses quoted below express what the silver workers thought on
the issues of working after retirement. They believed that each elderly
person who is physically and mentally fit and is willing to work has right
to work after retirement.
x There is no question about having a right or not. Do we ask this question to younger
generation? Then why raising this question to a retired person? Yes everyone should
keep on working if they want to and if they are capable for it. They should be given
an opportunity.
x I'm turned 67 and am continuing to work. I like my job and I see no reason to stop. I
think I will go on for another couple of years. If there are people who think like me
and if they are physically and mentally fit they do have a right to work.
x Though I am 64.I do not feel a day older than 40. Age is all in the mind. There are so
many things that I would like to pursue. Right now, there is no rigidity about your
age. If you are positive, you hold spirit that is almost age less. Of course elderly
persons should be given full freedom to decide about it and they should have right to
work if they are willing to.
x A friend of mine who was my colleague and also senior to me in age and
designation, retired a year before me. As his retirement was coming closer I was
finding him more anxious, worried and disturbed. One fine day I asked him what the
matter that was bothering him so much. He replied that he was upset and much
worried about retiring. As he could not imagine of life without work, he was worried
what kind of changes would take place in his family. He was infact, worried about
change in people's behaviour towards him with his retirement. I consoled him, and
told him that there are many things he can do even after retirement. Finally the day
came and he got retired, after retirement we were unable to meet daily. Almost after
six months I got a news morning that he committed a suicide. The news was
disturbing and scaring for me too. I was standing on a verge of my retirement and the
294
news broke my confidence. But gradually I recovered from that shock and made up
my mind that I will keep on working. This was possible as my employer thought of
giving me an opportunity to work.
x According to me each retired person should have a right to choose when he wants to
retire. If he/ she want to work post retirement he should not be forced to retire. If my
friend was given a chance to work and if he was given right to continue working post
retirement he would not have committed suicide.
x Yes definitely. All the people who are about to retire or on a verge of retirement
should be given right to decide whether they would like to continue working or
retire. Everyone should have a purpose in life. By working you can actually
contribute to what is happening in life .At the end of the day I feel a sense of
satisfaction. I do not know how long I will be able to continue working full time, but
I will not give up work completely. Work keeps me going. I do not feel like I am
disappearing off the planet or isolated from the society. I still want to keep my brain
active. So it is very important to have right to work after retirement.
x I think retried people should definitely keep on working, they do have right to work
and they can be the role models for others who are going to retire
x Yes, everyone should be given an opportunity to work regardless of gender and age
.The only thing that should be taken into consideration is a person's qualities and
abilities. I am women and I would love if women decides to continue working after
retirement
x Mere hisab se, ha, retired logo ka haq hai kaam karna aur most importantly ye baat
hai ki unka ye haq employers ko samjhna na chahiye.(In my view, yes, retried people
have right to work and employers should understand that most importantly it is their
right)
So, it can be inferred from the above responses that the silver workers unanimously
felt and agreed on a point that each retired person has the right to work after
retirement. The argument posed may be summarized like. One of the silver workers
working in a private bank stated that all the people around who are retired or on the
edge of retirement should be given the right to decide whether they would like to work
or retire. Each elderly or retired person should have a purpose in life. By working you
actually contribute to what is happening in life and at an end of a day you get sense of
satisfaction. It very important to have right to work after retirement. One of the silver
295
worker working in a corporate stated that "Though I am 64.I do not feel a day older
than 40. Age is all in the mind. There are so many things I would like to pursue. Right
now, there is no rigidity about your age. If you are positive, you are almost age less.
Of course elderly should be given full freedom and they should have right to work if
they are willing to." This clearly shows that silver workers hold much positive
thinking towards elderly persons those who were working after retirement .They do
feel that they have the right to work, so it may be concluded from the above findings
that freedom is finally recognized as the basic right of every human being, we are fast
approaching the time when society must recognize and ensure the right of every
individual for gainful employment. Many stereotypes and prejudices prevail in society
concerning employment of elderly persons and employers usually avoid employing
them. It has no justification today and it cannot be taken as valid argument. There is
an urgent need to formulate an integrated theory of employment to explain a process
by which jobs are created and provided to elderly persons. It has roles of political,
social, technological and economic factors to contribute to that process."
These responses voiced strongly their feeling of being neglected and discriminated in
the society. As a result, there emerged a sharp reaction like `why raising this question
to a retried person? Right implies equality in all matters of life and it is a boon granted
by the democracy to all citizens equally. So the reaction given out here is well justified
and due attention should be paid to the elderly's aspiring to work after retirement.
Further, it was expressed that right to work makes one physically and mentally fit. In
this matter, there should be no rigidity about age and what counts is spirit that makes
one ageless. Even at 67 or 64, one may feel younger to 40 even. There prevails a
strong feeling that silver workers should be allowe4d freedom to decide to work and if
they are willing they should be allowed to work after retirement.
It is important to know just a thought of retirement would affect an elderly persons
psychology. In this light one told story of an elderly person who was about to retire.
An idea of retirement caused in him anxiety and worry and he felt much disturbed. He
was worried about change in people's behaviour to him after retirement. Even if he
was consoled and persuaded about options available after retirement he felt so
depressed that he committed suicide. Such cases hold an alarm to such shocking
effects. The respondent was saved of it because his employer offered him a job after
296
retirement. This aging explains how painful situations can be avoided with sensible
handling of the situation with elderly person at an age of retirement. `What to do next',
`how to fill void', `how to resolve loneliness and painful passivity' these are big
problem that stand opposing them with open teeth to crush them.
In view of this case, there prevails a strong feeling that a person should not be forced
to retire. Rather he should have right to decide when to retire. If he wants to continue
working he should be allowed as long as his physical and mental health permits. Such
free environment would avoid any fatal idea or suicide tendency among elderly
persons. It may be noted that in western countries like U.S.A, Canada, the U.K and
other European countries there is no age specified for retirement and one is allowed to
work as long as he wishes and he can. Of course, after certain age, some options or
changes may be suggested and offered to elderly workers as they suit their physical
and mental fitness. Positive attitude can save them from any chance of depression and
fatal consequences. In this light, if we review the U.S concept of "Bridge
Employment" or jobs performed by silver workers in Germany and other European
countries. We may notice that there is more of willingness and positive tendency for
work to display interest, motivation, openness and commitment to work rather than
any kind of compulsion. This tendency enhances efficiency and productive of work
and it can be possible only when silver workers enjoy freedom to work and are never
bothered and depressed with a thought of retirement.
When the silver workers expressed their feeling for freedom to work their faces
gleamed (shine) with sense of satisfaction of contributing something form their side.
They do feel that when brain is active they feel life "work keeps me going" and with it
they can assert their presence and save them "disappearing from the planet" or isolated
in the society. They also shown with confidence that they have something useful to
offer and with their knowledge, experience and workaholic attitude they can serve role
models to younger workers at workplaces. The only woman respondent expressed that
an opportunity to work should be offered "regardless of gender and age" and a
person's qualities, calibre and abilities for work should be considered and appreciated
in correct spirit.
Further, it was also felt that employers are givers of jobs. They have powers to employ
retired persons so they should consider that retired persons have right to work and give
297
thought to it. The overall feeling voiced in the silver workers responses present their
reflection on the modern society that demands freedom from stereotypes and biases for
elder persons and to recognize an individual right for employment "regardless of age
and gender" . Avoiding elderly persons for employment after retirement would be a
tendency on employer's part that sees no justification in the modern context. Any
argument for it would not sound valid for lack of humanity and equality
It is time to consider how the concept of silver workers `bridge employment' or in any
other forms operate in western markets and an integrated policy of employment should
be formulated in India by which jobs are created and offered to elderly persons duly
appreciating their long experience, knowledge and skills in light of utility and
contribution to the making of modern India. There should be positive mind cultivated
among employers and co-workers and of course the policy makers and government
agency to recognize utility and value of elderly person to integrate them into labour
force with necessary options and changes.
298
Q-2
What is your opinion about retired elderly persons working after
their retirement?
Box 2- The responses quoted below express that the silver workers held positive
opinions about elderly persons working after retirement
x There are people who lose energy and enthusiasm as they advance in life by
calculating how old they are getting in term of years. If people do not consider their
age in just number of years and keep on contributing to the society, I salute them. I
would request the government and employers to give them a way to progress and
contribute more and more to society.
x It is good and refreshing to see people around of my age who continue to work
after retirement. It gives new hopes and I can also see a change that is taking place
in a society. It is a change in attitude to accept elderly back in the work sector.
x I feel great to see people like me working. We the "working elderly" are becoming
inspiration for the other people and employees who are about to retire or have just
retried. We are a source of inspiration to them from us they can learn that life exists
beyond retirement like us they too can get an opportunity to work .Life does not
end at retirement. They too can work post retirement. They have just "retired and
not expired". Zindgi toh bas abhi shuru hue hai (Life has just began)
x Retirement is not resignation from life. It is rather an opportunity to live a full
dynamic life .I feel encouraged to see people who are active after retirement
x Rather than giving a suggestion I would like to impart a message to people of my
age that it is not a time to sit and wait for destiny to decide your future, but to do
something valuable that can make your life more meaningful by doing so, you will
also enrich your life.
x People who are working after retirement are acting as an eye opener for a society.
We are the one who make a society aware that look, we are still capable enough of
working even after retirement.
x I do not find many women working after retirement. I wonder why they do not
work?? Jab family ki responsibilities thi tab manage kiya, kaam kiya bachho ko
bada kiya ,ghar bhi sambhala, ab kyu nahi? Ab to zimmedariya kam ho gayi hai, ab
aap kaam kaijiye apni marzi ka kaam kijiye.(when you had responsibilities of a
299
family, you managed everything, work, reared children, took care of the household.
Now why not? Now your responsibilities are reduced and so now do work of your
choice.)
x I respect every retired person who is working after retirement. They are one who
serve source of inspiration to other people who are afraid of loneliness or feel
depressed about retirement.
In the above responses, the silver workers expressed a sense of pride for people who
work after retirement. The responses can be summarized like, one of the silver worker
working in a corporate mentioned that there are people who lose energy and enthusiasm
in life by calculating how old they are getting in term of years. If there are people do
not considered their age just in number of years and keep on contributing to a society, I
salute them. I would request the government and employers to give them way to
progress and contribute more and more to society. Further it can be inferred, that silver
workers thinks that people who are work after retirement act as a source of inspiration
for other persons who feel depressed and afraid of loneliness about retirement. A silver
worker working in finance company stated that Retirement is not resignation from life,
but an opportunity to live a full dynamic life .I feel encouraged to see people who are
active after retirement. So it can be inferred from the above responses that it is crucial
for the silver workers to think about own health and well being .It indicates that they
have a strong sense of purpose in life and remain engaged in work of one form or
another. Working after retirement can be a very important way to achieve such positive
thinking .Working can fill a void in their life and give them a new sense of living.
Silver workers views and opinions reflected sense of pride and confidence that they
decide to work after retirement. They show that growing age does not put them off in
spirit of life, but shoe their silver heads straight and erect with high spirit. If we review
the respondents views we may notice that they truly voice their aspiration to work after
retirement on positive mind. They speak of maturity of thinking. It is truly said "life
begins at 60" . we interpret it is social context as freedom from family responsibilities.
So far you lived for your family and had any time left for you to fulfil your wishes,
desires and aspirations. Now since you are free you have time to live for you. The same
saying may be applied to what they mean that now they have more meaningful and
worthy living with maturity of mind.
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We may refer to what they expressed earnestly. They said in their age people may lose
energy and enthusiasm to work anymore. But to them an age does not count in years
but in deeds. We may call here a verse on Hindi " lamba bhaya to kya bhaya jaise ped-
khajur" which mean what's worth if you grow long in years/age like a date tree. The
respondents said they believe in contributing something value to society. They rather
salute such lofty aspirations and appeal the government and employers to give way to
their aspirations through more work and progress.
An idea to continue work after retirement sounds to them good and refreshing that
would bring new hope in their later stage of life and affect change in attitude of people
to integrate them in labour force at work sectors. The idiom "working elderly" sounds
great and fascinating in the sense that silver workers can serve "a source of
inspiration" to other people. They can pass a message to them that `life does not end at
retirement' and if they continue to work they do get a feel that `life exists'. The silver
workers feel that have `just retired and not expired'. They are still feeling that they are
living and life for them has just begun.
They further said that in their view "retirement is not resignation from life" but "an
opportunity to live a full dynamic life" .when they find someone active after
retirement they feel encouragement to involve in activity. They feel like conveying a
message that an old age is not a time to sit and wait for destiny to decide your future.
If you do something meaningful it will add meaning and worth to your life. By
working, you will `enrich your life' People who work after retirement can act as "an
eye opener" to make people aware about their utility to society. The women
respondent raised a pertinent question to working women. Before retirement they
could manage their jobs with the usual hectic family responsibilities. When they retire
in that age their family responsibilities are much reduced and they have good time left
for work. So why should they discontinue working? In view of their capabilities, they
should look a work of their choice and engage them in work.
One respondent said that he would respect a retried who works after retirement as they
serve source of inspiration to other elderly people who fear retirement and are afraid of
loneliness and depression at that stage of life. They would serve hem an example to
infuse new spirit and hope in life by inspiring them to continue working even after
retirement.
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Q-3 Should there be a provision made at government organizations for the retired
to work after retirement if they wish to?
Box 3- The responses quoted below express that the silver workers do wish that
government should make due provisions for the retried to work after
retirement if they wish
x I had to search for another job after retirement to boost my occupational
pension. The need to search another job aroused because I was thrown out from
my first job. The change in legislation will be too late for me. But I do not want
that other retired persons who want to continue working suffers similar
problems so, I would appeal the government to increase the retirement age in all
the sectors and make provisions to create more job opportunities for the retried
workers.
x Yes, Promote a good practice to allow provision of flexible working
arrangements for people who grow in age.
x Why the government doesn't think about the aged through positive campaign?
(sarcastically) "Beti Bachao" is doing well, why not "buddhe bachao"? We
should not be neglected just because we are ageing. Many elderly are
committing suicide because of retirement or financial crunch that creep in as one
retires. The government should pay due attention to every person who retires the
pension would not be enough to survive .If they are willing they should be
allowed to work post retirement and for that government should have made
some provisions for them
x Yes, government should make provisions for the elderly by which they have
right to equal treatment regardless of the age in the matters of recruitment,
promotion, retention and training while they work after retirement.
x More opportunities should be created for elderly to work after retirement. There
should not be restricted retirement age. Provide websites specially developed to
provide information related to elderly who approach retirement.
x We have reserve seats for some of specific castes in the employment sector.
Why can't government think of reserving a few seats for the elderly? At least,
for those who are educated and capable of working after retirement may be
considered for such benefits.
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x Most importantly I feel the government should focus on creating work
opportunities for women. Adami toh phir bhi kaam dhund lete hai.Per aurto ke
liye kaam dhundhna retirement ke baad thoda zyada mushkil ho jata hai, male
dominant society hai,aur meri jaisi aurto ke liye jisne apni aadhi zindgi kaam
karte hue nikali ho ghar bethna mushkil hota hai.(Males, however, manage to
find jobs after retirement .But for women it is bit difficult to find out jobs after
retirement .The present society is dominated by man and for woman like me
who had worked for her life finds it find a difficult to stay at home).
x Provide pre-retirement courses by which older people can be encouraged and
supported to engage in work sector.
x Make work possible for elderly after retirement. Provision or opportunities for
them to work in a sector or filed where they can contribute their experiences.
x Just providing pension after retirement these days is not enough. People have
number of reasons to continue working after retirement .Government should
create more workplaces where they can contribute their experiences and
knowledge and provide them a chance to work. What if a person has financial
crunch? What if a person wants to work to remain physically fit and mentally
active? What if person has to work as part of families responsibilities? What if a
person wants to work and contribute to a society? Why doesn't the government
think and focus on such issues and needs of an elderly worker? Yes the
government should make provision for us to work after retirement according to
our skills, experience and we should be paid for it.
So, it can be understood from the above responses that the respondents mentioned
some hardcore issues in the interest of the desirable provisions that government
should make for the silver workers of the Vadodara city .They may be summarized
like. One of the silver workers working in an corporate stated that plans to continue
working after retirement are associated, among other factors, with feeling of being
physically strong enough, being well educated and working in a job described as
ideal across a range of dimensions. Silver workers also expressed that they feel that
government has failed in abolishing age related discrimination; some of them also
raised a question about reservation for the elderly and felt that the government
should think and make such provisions. Further, silver workers strongly believed
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that government should arrange for pre-retirement courses to encourage and support
older people to engage in the work sector .Websites should be specially tailored to
provide information related to elderly approaching retirement. Silver workers also
mentioned about creating more job opportunities for the retired elderly workers and
also about increasing the retirement age. Further they expressed that issues related
to them are not yet addressed by the government like financial crunch that they face
after retirement. They also added that providing pension is not enough for some of
them and government should think of creating work opportunities for the elderly so
that they can contribute and work according to their skills, experience and
knowledge and get duly paid for it.
These responses sounded like strong voices of the silver workers that reflected on
an urgent need of attention by the government. The silver workers expect
appropriate provisions from the government which can make their life better. These
findings support the suggestion of the silver workers that the objective like
employment needs and preferences of older people should be duly accommodated
by the government in the form of appropriate provisions.
The respondents referred to difficulty many of them faced to find jobs after
retirement and appealed the government to raise the age for retirement and crate
more job opportunities for people like them. They also requested to promote a
practice to provide flexi hours and flexible work arrangement for the silver
workers. Retirement and financial constraints with meagre amount of pension cause
hard pressing effects on their hearts and a question of how to survive may hurt them
in to depression and even drag them to commit a suicide's they urge the
government to think out positive campaign like " Buddha bachao" on the patterns
of those like " beti bachao". Under such campaign, provision should be made to
allow retired persons to work after retirement. They further suggest that a website
for elderly workers should be developed and maintained with continuous updates
about available job opportunities. The flow of related information should be
managed to link needy retried person with jobs at bunnies, government and
educational organizations.
Some of the silver workers even demanded reservations of jobs for retire persons to
protect their right to work. It may benefit retired persons who have utility and can
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contribute with their knowledge, experience and capabilities to work in specified
filed or area.
Retired elderly women find it more difficult to get jobs. There prevails that in a
male dominated society jobs are not so easily made available to retired women.
Women who led an active life feel painful to stay at home. So the government
should take an initiative to make jobs available to them. There is also suggestion for
pre-retirement courses through which proper consultation may be imparted to
elderly person on the verge of retirement. It would be a positive step to save them
from depression and fatal thinking and encourage and support them to engage in
some kind of work after retirement.
If the government provides job opportunities to retired person they can perform
productive work by contributing more to a work sector with their knowledge and
experience. It has to see that what an elderly person had gained with long term
efforts should not be wasted, but utilized in some sense in the benefit of the society
and country. There prevails strong feeling among the silver workers that
government cannot shake off responsibility to elderly person by realising pension to
them after retirement. The government should consider other factors by which
elderly retired persons are prompted to work even after retirement and think about
possible , provision for work that would suit to retired person's knowledge, skills
and experience and of course , capabilities.
In this way the silver workers gave out strong voices to draws attention of the
government to an urgent need of work to retired persons. The interviews explain
one thing that when no around in family and society is ready to hear retired persons
such kind of meeting would provide them a platform to express their anxieties and
concern to form collective voice. Only collective voices are heard and inspire
people in authority to do something to resolve their problems and their preferences
are duly accommodated in the resent conditions.
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Q-4 Do you think environment at the workplace is suitable for the retired elderly?
(In terms of employer's attitude towards you, your equation with younger
colleagues and allocation of work)
Box 4- The responses quoted below express that the silver workers held mixed
feelings about work environment and they were not very much satisfied
with it. They imparted their view in relation to the employer's attitude
towards you, your equation with younger colleagues and allocation of
work
x No, as I feel discrimination on the ground of age
x No, being an aged person I always feel under rated, because I am not given an
opportunity to work according to my experience and ability.
x No, I feel discriminated in the sense that I do not feel that I am getting the same
amount of appreciation for work that younger workers or my young colleagues
get.
x I feel that I am forced to do part time work, just because I am aged. In spite of
being able to work full time I am not allowed for it.
x I experience complete change in the work environment and in the behaviour of
my colleagues. Though I am lucky to get an opportunity to work in the same
organization where I used to work before retirement. Some kind of change that I
am realising, as I am not allowed to sit at the same table where I used to work
before retirement. There is change in behaviour of my colleagues. They used to
be kind and nice to me but now they have changed their behaviour drastically. It
gives me feeling that they used to respect me for the designation I used to hold
and for the person I am. "chai karta kitli garm (tea pot is more hotter than tea.)
But in regards of my employers I do not have anything to complain. I am getting
the similar kind of respect from them.
x I do not found the work environment so friendly to me. I do not feel that I am
appreciated for my knowledge and experience .In fact I am capable to contribute
as much as a younger employee can do in terms of sharing innovative ideas. But I
am never valued for it. I feel neglected by my co workers.
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x Work environment is something that one can create. Aap khud ko low present
karoge toh log toh karenge he pareshan kyu hum confidence se kaam na kare?
Ha bilkul mujhe mere kaam aur work enivorment se satisfaction hai, I feel I get
the same respect as a human being and as a teacher as other get for their work.
x I feel some kind of isolation while working in the office, I feel neglected because
I am working post my retirement age. Some efforts should be made by the
employers in order to change the attitude of younger colleagues towards the
elderly working after retirement.
x Ajeeb lage che kaam karvanu, loko nu vartan ajeeb hoy che , hamesha kai pan
abhipray aapo hoy toh hestaion thay che, kaik navu karvani eccha. Bas eccha j
rahi jay che, kem ke ae tak j nathi madti, dar anubhavu chu, eklta anbhavu chu,
badhu bahu kari shakvani eccha che pan loko na vartan thi dar darine kaam
karu chu,kyak naukri mathi kadhi na muke.evu lage che ke hu koik alga duniya
no manas chu.(It is strange to work as people behave strangely. If you give your
opinion or you want to do something new, your desire is never accepted. I feel
lonely and , I do have willing of doing many things. No one appreciate me and I
have to work with fear of people around. I always work in the pressure of loosing
job and it feels like I am not the part of this world.)
x Some employers look at your age and pass an instant judgement. But when I
applied for this job some 2 years ago age simply was not an issue. Its experience
and how you do your job that counts. I am the oldest in the office. My colleagues
do not see me as an older person, and though all of us work together as a team in
these corporate. We get very friendly environment and we all socialise together.
x I had to retire at age of 58 years. I spent two months at home doing nothing. I
could not convince myself that I cannot do anything constructive. I decided that
the retirement is not meant for me. I am not employed out of sympathy. Age is
irrelevant. As long as I can do my job properly, it is not an issue. Do I enjoy
working with younger people? Funnily enough, I have never been conscious that
I work with people of different age. I suppose it is because we all respect each
other and my colleagues never make me feel my age. There's a sense of
fulfilment I love my work environment. My workplace become to me like my
second home.
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So, it can be inferred from the above responses that silver workers expressed
dissatisfaction about environment at their workplace. They expressed that, much still
needs to be done to change attitude of an employer and especially colleagues towards
elderly. Silver workers expressed that they are not given opportunity to work according
to their experience and skill; they feel isolated and experience age discrimination at
work places. Some of them also reported that they are forced to work part time in spite
of having skill and capability to work full time. They also reflected that they feel very
awkward to work with younger people. They have many new ideas to carry out the task
more successfully, but they cannot express that as they have fear of being terminated
from the job. They also added that they are treated so differently at the workplace that
they feel as if they are not part of this world. On the other hand there are also silver
workers who were happy with the environment at their work places. They expressed
satisfaction that they get very friendly work environment and they can socialise with
younger colleagues and age had never become an obstacle for them at workplace.
In all, they persistently urged that there is need to bring about a change in the work
environment. It should be more work friendly for the retired people to work and they
should not be ill treated.
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Q-5 Do you think the elderly are exploited by the employers if they want work
after their retirement or in retirement period?
Box 5- The responses imparted by the silver workers express that silver workers
do feel that elderly are exploited by employers if they want work after
retirement.
x Elderly workers are paid lower wages in comparison to what is paid to younger
workers in spite of the fact that they were doing same or more amount of work.
x Yes, there is exploitation of the elderly, I work very hard but I am not
considered for promotions, just because I am working after retirement.
x I am forced to work for more hours, as there no option of working part time,
but I am not paid accordingly
x Flexible work hours are restricted for elderly employees
x Yes, I felt exploited as I am not getting chance to work as per my experience
and skills.
x No, I am much happy with my job. I don't feel any kind of exploitation from
my employers. I am getting the respect from them and allowed flexibility in
the work timings.
x Yes, the employers are exploiting me. I am over burdened with work in
comparison to regular employees. I am also paid less.
x It depends on the person working rather than on employers. Ho sake utna
positive thinking rakhna zaruri hai,.(If possible one should keep positive
thinking.)Women have more resistance power than men that is what I feel. I
have only one complain ki women ko kaam milna retirement ke baad kahi na
kahi employers he mushkil bana rahe hai, unko bhi muka dijiye (I have one
complain that, according to me employers are only making difficult for women
to search jobs after retirement. Women's should also be given chance.)
x I feel that to get an opportunity to work after retirement is a big thing, It
becomes possible only because my employer gave me an opportunity. I am
happy with my work and also with the pay. In any of the way I do not have any
complain nor do I feel any exploitation from employers.
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x
Har ek manas khali paisa mate kaam nathi karta, ane jo paisa mate kare pan
che , toh shu tame loko paisa mate nathi kaam karta? Toh vadilo sathe aa bhed
bhav kem? ame amro atla varsho no anubhav lai ne kaam karva aaviye che kai
nai toh thodu adar aapo, Kem amne loko ne hamesha judi najar thi jova ma
aave che? Kem amne ae kaam aapva nathi aavta je regular employee ne apva
ma aave che? Ek wakhat chance toh aapo? Ek jamana ma ame pan tamari jem
j hata ,aaje vadil chiye pan kaam karvani dhagas ane lagan toh ej che , ae
haju vadil ke vrudh nathi thai,tame lagan ne kem nathi jota? Aa ek prakar nu
shohan j che, mansik shohan.(man does not work just for money. If they do
what is wrong about it? Don't you work for money? So why is such attitude
shown to the elders? We carry all these years of experience, so would you not
give us some respect? Why are we viewed differently? Why don't you give us
similar kind of work that you give to regular employee? Just give us an
opportunity? Have grown old, but our commitment and enthusiasm for work is
not low in any sense. Why don't you look at it? If you do not see it is
exploitation ,mental exploitation
So, it can be inferred from the above responses that silver workers mentioned a number
of barriers block the achievement of preferences in relation to hours and flexibility
because of which they feel exploited by their employers. It was expressed that they feel
exploited as they were not given chance to work according to their experience and
skills. They further accused that they were forced to work for more hours, as there was
no option of working part time, but they were not paid accordingly. They also perceived
that they were treated differently by the employers and they were unrated. They were
not given work and responsibilities of the same level that the regular employees were
given. They expressed their aggravation towards the employers for not giving them a
chance to prove their capabilities
A few of the silver workers could get preferred jobs and were allowed some level of
flexibility they expect suitable jobs with better salaries. Some other stated that it is not
just money that they were working and they feel exploited by the employers as they
were not valued for their experience and treat them in a different way just because they
are aged.
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The findings reflect the fact that many full-time or flexible hours' opportunities are
restricted to a narrow range of jobs and they tend to be lower paid. In another case, jobs
were described as incompatible with favoured hours and employers did not allow the
silver workers to change their hours as per their need or preferences. There would be
problem for those who would like to reduce their hours because a fewer hours are
usually associated with lower wages.
The tendency to downshift at older ages, either by means of reduced hours or reduced
levels of responsibility, is recognised as important component of exploitation. The silver
workers felt dissatisfied as they expected promotion and higher levels of
responsibilities. These findings highlight the importance of being avoided and neglected
causing to them decline in their 60s. Many of the silver workers continue to perform,
both physically and mentally and their level of efficiency and performance cannot be
undermined against their younger colleagues. The assumption that the silver workers
may decline in work efficiency once they hit their retirement is reflected in
discriminatory practices of employees and co-workers.
Exploitation is a burning problem of the present time. It appears to operate on a notion
of "survival of the fullest". The strong and powerful dominate over the weal and
powerless. It is true about policies, society and also business. When an elderly person
decides to work after retirement the biggest problem that troubles him most is
exploitation. He feels anxiety with number of doubts and suspicious about a new job
like "will I be employed in a similar position?", "will I be given with same level of
work and money?", and "will I be treated with same respect and appreciation?"he tends
to compare his present employment with his first employment and on finding things on
lower scale feels like suffering discrimination and exploitation at the hands of the
employers. He feels like suffering injustice. This kind of feeling was expressed by many
of the silver workers. Many of them complain about "lower wage for same amount of
work as compared to younger workers. "Yes, there is exploitation of the elderly" makes
a general feeling. The elderly are not considered for promotions. For there is no option
of working part time and they are forced to work for more hours and are not paid
accordingly. Flexible hours are not allowed for elderly employees. The work allotted to
silver workers is not suitable to his experience and skills. "Over burdened and less
money is a complaint received from many of them.
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A women respondent said that employers only make things difficult for women to get
jobs after retirement. She feels that women possess more power of resistance and they
should be considered for jobs after retirement. However, some two silver workers said
that they were happy with their jobs and felt no exploitation anywhere. They praise
their employers for an opportunity, respect, to allow flexibility in time and work
considering their needs and preferences. They perceived that there might be
exploitation on with reduce hours of work and lower wages. They did not have to
suffer it and so they felt happy about their second employment.
A tendency is noticed among business people to bother more about their profit and
ignore any other thing against money. So when they have to employ an elderly person
they show a tendency to downshift them with reduced hours of work, reduced
responsibilities and reduced rewards. Thinking that these persons are too old to work
longer, too weak to work more and carry responsibilities just show pity on them and
give them some work and few money for name sake of humanity and earn reputation
of being good business man. Against such snobbish tendency, the silver workers
reacted sharply that they are still active with physical and mental fitness and maintain
similar levels of efficiency and performance and so they should never be understood
or undermined in matters of responsibilities and promotions.
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Q-6 What would you suggest to the employers as to how they can help the retired
elderly?
Box 6- The responses to this question reflect that the silver suggested on the matter
that employers can do for retired elderly
x Stop being rude to retired people. Do not even think that we have committed
any crime being retired. One of my friends shared his experience with me. He
said that when he got retired he received much appreciation for the contribution
he made over the years for his tenure in that organization. Everyone treated him
very nicely .After a few days when he went to the office once again, he realized
a kind of the change in the behaviour of his colleagues. He met and started a
conversation with one of his colleagues and to his surprise he found that he
seemed not so happy talking to him. Such experience continued at his every visit
to the office. One day when he went to the office the peon informed him that the
room in which he used to occupy is allotted to someone else. He was not offered
a glass of water even and no one even bothered to notice him. Why this kind of
change in the behaviour? Just because he was retired? But what about those
precious years that he had dedicated to office, his knowledge and experience.
Earlier he trained the younger staff .Now they are turning their faces on him
without realizing that they grew up and learnt new things under his guidance.
Jene dikro samjhine agad vadvanu prostansah aapyu, dhagas ane atmah
vishvas kedvata sikhadayu,aaje aj dikro elto badho atmavishvasi thai gayo ke
modhu fervi le che,zidngi no agatya no samay je sanstha ne aapyo ,je jagaya ne
biju ghar samjhyu, ae j jagya per thodo samjay vitatvano adhikar pan
nathi?(whom he treated as his son and encouraged to develop enthusiasm and
confidence. Today that young guy has become so much confident that now he
turns his face on him! He gave the most precious time to this organization, he
took the place as his second home and now he is not given right to stay in for
short time?
x The elderly should not be discriminated or ignore by the employers at the time
of recruitment just because of their age
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x Respect and value the experience and knowledge that the retried employees
hold.
x Motivate elderly to work after retirement
x Distribute work on fairly ground
x Encourage postponement of retirement
x Allow flexible time schedules for work
x From my experience I would like to suggest that employers should invite retired
employees back at least once a year in the organization they seemed to work.
x Develop a post-retirement data with update base recoding of skills and
experience a retired person possess.
x Update performance management and reward systems
x Kaam dijiye, jisse kaam karna hai use mauka dijiye, don't be gender biased and
age biased. Aap bhi kabhi na kabhi is duar se guzar ne wale hai ye mat
bhuliye.(Give work and give a chance to work. Don't be gender biased and age
biased. Do not forget that you will go through such a stage.)
So, it can be inferred from the above responses that silver workers strongly believed
that employers need to begin now to build integrated strategies to encourage employees
with valuable skills and experience to stay in the workforce. Employers should provide
rewards as a token of appreciation for the work that the silver workers perform. They
also expressed that employers should develop a post-retirement data base noting skills
and experience that a retired person possesses.
They further suggest that employers should eliminate stereotypes and they should not
discriminate or ignore the elderly for their old age at the time of recruitments. They felt
stressed that employers should distribute work fairly. Silver workers expressed that
employers should invite the retired elderly atleast once in a year in the organization
where they served. In all, they persistently urged that knowledge and experience are
significant assets for the companies that choose to attract and retain them. These values
include commitment and loyalty to the employer, fewer sick days and enhanced length
of service. As the workforce ages and contracts, skilled workers will increasingly come
to the forefront.
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Employers who fail to respond to the threat will put their future growth and profitability
at risk, while missing out on the benefits of greater age diversity. To be successful in an
increasingly competitive market place, employers need to attract and retain the silver
workers for valuable knowledge, skills and experience they possess. They should give
due respect to them when they retire
Silver workers always expect some kind of help and support from their employers.
Their earnest which that was expressed through their response sums up in one statement
"stop being rude to retried people". It implies desire that their spirit is respected in true
sense. There is inherent which that with age people also tool at silver hair that indicates
maturity and longer experience of work and pay due respect. They should recognize that
silver workers still possess utility and efficiency to give better performance. They still
can generate innovative ideas, suggest better method of working, and impart valuable
lessons to younger workers from their skills and experience. They can still see silver
workers in this realistic view and never be carried away with stereotypes, stigmas and
biases like "old is gone".
The silver workers also suggest that employers should not view elderly workers
different. They should consider them at par with other employers irrespective of age.
They should give them an opportunity for similar kind if work and responsibility and
consider their enthusiasm and commitment to work to trust them for equal level of
performance. If they ignore to see these entire it would amount to mental exploitation
that would hurt them to depression.
They added that they understood that at certain age what is important is to continue
work preferably in the same organization they would impart more benefits to their past
employers. So their employers should find out job options in their organizations. They
appeal them to get rid of notion like "the old Vs, useless" and respect their capabilities.
They strongly feel that the government should thing of increasing age to retire so that
they can work longer and benefit their organization. They may also guide younger
workers for better skills and performance using their long experience. The government
should form policy to ensure recruitment of the silver workers after retirement.
They further appeal employers to avoid discrimination on the ground of age and pay due
consideration value respect silver workers to motivate them by fair distribution of work,
315
postponing retirement, allowing flexible by fair time schedules for work. They may
even invite their retired employees once in a year to talk and impart their experiences to
workers. They may have something to benefit workers and organizations at large. There
is also suggestion to maintain a post retirement data storing information related to
knowledge, skills and experience of employees who have retired. The data need to be
updated time to time for fresh information. The data may be useful to resolve any
problem. The silver workers further felt strongly that if performance management and
reward systems are updated time to time on fairground elderly works may be motivated
for better and productive performance.
Employers should know that physical exploitation gives rise to grumbling or
complaints, but mental exploitation gives out to cause fatal consequences to silver
workers to affect more seriously their very spirit of living. So employers should keep in
mind the delicacy of this kind and treat elderly workers with positive mind to encourage
them for their second employment.
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Q-7 What type of opportunities should be created for elderly, who wish to work
after retirement? Do you suggest specific work which the elderly can better
opt for after retirement?
Box 7- the responses reflect the silver workers feeling that there are many
opportunities for them to work after retirement, but the government
and employers have to work in that direction
x Teaching related job opportunities should be created for the people from
education background providing of tutor/teaching assistants. A person may
be employed as an account in any of the chartered accountancy firm if they
have experience in banking. In short job where they can apply their
knowledge and experience. Job which relate to their past experiences would
be appropriate
x Meri ek khawish hai ki har ek organization, chahe woh government ho ya
private, unko ek ya do jitni zarurat ho, unko retired logo ko recruit karna
chahiye counsellor ke taur pe, jo un logo ko counsil kar sake guide kar
sake, jo aane wale saalo me retired hone wale hai. Taki jo kathnaiya humne
sahi hai unko na sehni pade, hum unko samjha paye hamare tajurbe se kuch
bata paye.( I have a wish that an organization government or private,
should recruit the elders as counsellors, as the requirement goes. They can
guide and counsel senior staff who are on the verge of retirement. So that
they would not have to suffer that we suffered. They would benefit with our
experience.)
x Employers can use our long experiences by employing us as consultants
x Mara manva pramane kaam ek umer pachi pan agatya nu hoy che, parvrut
rehvu angatya nu hoy che, pachi kaam kai pan hoy. Jaruri ae che ke amne
kaam karvani tak aapva ma aave. Ane ae tak madvi tyar j shakaya che jyare
employers ane government amri aa jaruarat ne dhyan ma le. (In my
opinion, after certain age, activity is important, no matter whatever kind of
work one gets. It is necessary that we are given a chance to work and it can
happen if employers and the government pay due attention to our needs.)
317
x Work opportunities should be created through which retire people gets a
chance to continue working after retirement in their own organization.
x Job opportunities should be respectful for which the aged are not treated as
old and useless. They should get respect and appreciation for experience
and knowledge.
x I think before thinking about job options, it is important for the government
that they should allow retired people to work after retirement. Once it is
done there will be many fields where we can work .Government may also
think of increasing retirement age.
x Clerical job would be better for those who want to work part time .Such
opportunities should be made available to retried people.
x Opportunities to work in the same field of experiences should be created as
we possess so much of knowledge and experiences of years in the specific
field by which the organization will be benefited. We can also get an
opportunity to guide the younger employees about matters concerning
retirement.
x Kaam toh bohot hai karne ke liye but employers recruit bhi toh karne
chaihye. (There is much work for us to do .Provided employers think of
recruiting us.)
The most important matter mentioned in the above responses that the silver workers
expressed an opportunity to work in the same field of experiences. Their knowledge and
experiences in that specific field will benefit the organization. It would give them an
opportunity to guide younger employees. The silver workers seemed much dissatisfied
with the government because they stated that there is an urgent need for government to
increase the age of retirement or they allow them to work after retirement. The silver
workers also mentioned that clerical work would be more suitable to retired who were
willing to work for part time. The silver workers were not happy with the way they are
treated at workplaces .They urged to create respectful job opportunities, where they are
not treated as old and useless people. They want that they receive due respect and
appreciation for their experience and knowledge. It can be concluded from the above
findings that the silver workers expected the government to take initiatives in the matter
318
of their re-employment. They feel that there can be good opportunities for them to
work, but age limit or lack of opportunities pose huge obstacles.
When silver workers approach for the second employment following the retirement,
under force or pressure or out of their own will they exhibit lot of confidence and
commitment to work. It is understood that with tit they wish to impress employers so
that they may consider for the job. It is required at this stage that an employer should
take a positive view and appreciate and encourage them rather than pull them down
reminding them about their growing age and declining fitness, both physical and mental.
They should not be cruel to them o show pity to them, but appreciating their knowledge,
long experience, maturity and skills think about an opportunity of work for them.
Reviewing different job profiles available in their organization, they should short list
such job that would suit to their knowledge, skill and experience and to which they can
contribute with better efficiency, performance and sharing suggestions. The types of
jobs they suggested include teaching jobs, consultancy, accountancy counsellor and
the like.
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Q-8 What role can civil society play to promote active aging amongst elderly?
Box 8- In the responses quoted below the silver suggested number of roles for civil
society to play in prompting active ageing amongst elderly
x Yes there is much that civil society can do. They can support retired people
like me to undertake the second careers with which they can combine aspects
of work, income and benefits with a desire to make difference in a social
activity of value.
x The first thing that civil society including employers can do according to me
is to stop sympathising towards elderly or retired people and their families.
Are hum sirf retired hue hai bhai ,mar nahi gaye.Agar itna he pyar hai
hamare prati toh hume kam dijiye ,hume aap ki seva karne ka mauka dijiye.
Hume sahanubhuti ki zarurat nahi.(we have only retired, we have not
expired. If you feel so much for us, give us a chance to serve. We not need
your sympathy we want work.
x Civil society should stop judging people on ground of age. Chronological age
would speak about the capabilities of a person. A high active 70 years old
person can perform better cognitively than an average person of 35 years.
Society should concentrate on the capabilities of a person rather than
considering age.
x Misleading perceptions about retirement should be corrected to change
attitude of people in a society.
x Stop neglecting the retired people
x Engaging and supporting older people in volunteering and other forms of
civic activites would be a welcome step.
x Agar aap kissi aise sector, ya kisi aise post pe kam kar rahe ho, jaha aap
ke liye possible hai , retired logo ko job dena recruit karna toh aap civil
society ke bhag hone ka is tarah se bhi farz nibha sakte hai.(If you are
working in any sector or post where it is possible for you to recruit retired
people you do carry out your duty as a part of a civil society
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x Respect everyone of all age and work to go hand in hand
x Do not treat us as useless commodities once we are retired. One day you
will be in the same condition. Rather, find ways to use our experienced
knowledge, and I am sure, it will help you to achieve success.
x Bridge a gap perceived between younger and older generation
The respondents expressed that in present context, the civil society should first of all do
is stop sympathising the elderly or retired people and their families. They added that
they do not need any kind of sympathy from the civil society nor from the employers.
They have just retired and if the society is really concerned about them they should
create more work opportunities for them. They feel that they have only retired and not
expired.
A few of them suggested a the crucial role the civil society can play by engaging and
supporting older people in volunteering and other forms of civic activities. Further they
demanded that civil society should stop judging people on the basis of their age.
Chronological age cannot make known much about the capabilities of a person. A
highly active 70 years old person can perform better cognitively than an average person
of 35 years. Society should focus more on the capabilities of a person rather than on
his/her age. The silver workers also stressed on a need of civil society to support retired
people and to consider second career to combine aspects of work, some income and
benefits with a desire to make difference in a socially useful activity. Thus it can be
concluded from the above findings that the conditions and attitudes of society should be
suitable for elderly to contribute productively in workplaces. Society should not treat
them as useless commodity. Once they retire they should be helped to live life with new
meaning after retirement. Societal sentiments that is prejudiced and at odds with the
available evidence should be changed and positive attitude should be cultivated for
retired elderly. Work environment and educational provisions need to be improved for
the silver workers to be able work with higher productivity. The goal of civil society
should be to give retired people an opportunity to work and be productive as long as
they wish to do so.
The silver workers were bit emotional when they talked about civic society and how
important it is to them. They felt that civic society can do much for them because we are
321
not strangers, but very much its part. People who retire have lived whole life as part of
society, born in it, grown up in it, married and led marriage life and now have come to
this stage. They have taken much from society in form of care, protection, comfort
education , etc. and also given things to society in the form of contribution by work ,
efficiency, new ideas , new methods to make life more comfortable . They have also
given clever and skill full children who now serve the society. They remained busy
almost for sixty years doing much for family and society. Now since they have grown in
age they had to retire. Retired persons are always read to do adjustment with situation.
But if they continue to work after retirement what is wrong with it? On society's part it
has to make things convenient and suitable so that they can continue working in their
second career.
Silver worker do not prefer to work on number of reasons. They may be health,
tiresomeness, some kind of fear of people's indifference and biases like old persons
are useless. These reasons prevent them and also discourage them to work. So the
civic society has an important role to play here to judge persons by age and correct all
false notion misleading perceptions stereotypes and stigma that prevail among younger
people that they are "useless and no more of use now". People attitude to the old needs
to be corrected so that they stop neglecting them. Silver workers do not want to just be
pitted or sympathized. They wish that people sympathy has to be coupled with some
kind of support for work.
Silver workers view life after retirement as a new stage in life in which they can shape
a second career to combine aspects of work, income and benefits to society. They have
earnest desire to earn value in society by word and not to die carrying stigma of being
useless and worthless burden on society. So it required that civic society discovers
ways to accommodate them in some of work like volunteering and other forms of civic
activities. Silver workers would be happy to engage them in any type of work. Some
of them are associated with government or private organizations and if they find out a
way to accommodate old people in work that would suit their age and capabilities such
a support would be a welcome step.
Civic society has to find out way to tap knowledge, skills and experience of old
persons an encourage them to contribute and benefit society by sharing and guiding
younger people. Younger generation should not treat silver workers as "useless
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commodity", but take advantage of their knowledge and experience. They should
value and respect their elders in society. Silver workers are always eager to share their
know-how in the benefit of their own society. Such positive approach on both the
sides would work effectively to bridge a gap between the two generations. If people in
society keep faith that `old is gold' and much valuable to them it would resolve
number of psychological problems on part of silver workers. It would create more
open, frank and healthy society in which all are valued and respected.
What the silver workers expressed sounds very reasonable and practical in the present
condition. Because today everything costs and each work earns and in that way the
gap between spending and getting is reduced. If silver workers are prompted to work
with utility it will enhance their prestige and value in society. The silver workers will
get satisfaction of contributing something to society and the society will earn benefits
from their knowledge and experience. Thus benefits on mutual ground will pave to
healthy atmosphere in which all can live like a happy and integrated family.
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CONCLUSION
The qualitative data that was obtained through the interviews schedule with fifteen
silver workers prove useful to the present research study. The questions asked to them
focused on relevant issues like right to work, opinion about working after retirement,
provision made at government organization, work environment, exploitation of the
silver workers, employers help to the retired persons , create job opportunity for the
elderly and role of civic society to promote the elderly for working after retirement. An
attempt was made to obtain responses from the silver workers. Sometimes an
interviewer had to encourage and inspire the respondents to share useful and correct
information that would be useful for the research
The responses that were imparted at the interviewers reflect first on free and front
environment. The silver workers spoke frankly to impart their interviews. Their actual
words are quoted verbatim and then the qualitative data that emerge from their
responses. Sometimes the silver workers spoke in Gujarati or Hindi and their words
were then translated into English to help understanding of what they meant.
It may be noted that while making selection from among the silver worker all different
variables for the background information are considered. The idea was to focus on
relevant issues from all possible dimensions and to obtain all possible viewpoints from
different categories.
The responses imparted by the silver worker who were interviewed project
comprehensive picture on each issue. The silver workers being the aged were found a
bit sentimental at the prevailing conditions. At time they appeared to be touchy and
hurt. But at the same time, they put their point of view with relative confidence about
their capability, knowledge and experience. When they make an offer to help and
benefit an organization, co-workers, younger workers and society at large their
confidence shine on their faces .Considering all such positive aspects of what they
expressed, one can say that the silver workers deserve positive attention from
employers, government and society. They clearly declared that they do not want to be
pitted or sympathised. They expect recognition and respect from all concerned free of
bias of age. They expect that they are given a chance to work and contribute more to the
relevant fields, organization and society. They offer their experiences to guide younger
people and prepare them for possible condition in their later life. Such an offer is quite
324
genuine and it needs serious attention. The present research intends to arouse this kind
of positive atmosphere and attitude in employment sectors, organizations and society.
So that old retired workers are considered valuable and their knowledge, capabilities
and experiences are put to correct use and application by which working sector and
society may be benefitted. They may prevail notion in society like "old is gold" to
defeat all humiliating notions of the old as worn out, useless and worthless.
The majority of silver workers wish to continue working up to and beyond retirement
(some for financial reasons, others for enjoyment or to remain active), and many wish
to continue develop their careers. Many silver workers would also appreciate
opportunities to change not only their jobs but also their occupations, to try something
new. While economic conditions and prohibitive training costs are holding some back,
for others a perception of ageism among employers is preventing them from making the
changes they desire. Perceptions of self also represent an obstacle, with some silver
workers perceiving themselves as too old to initiate change. Cultural change at a
societal level alongside the enforcement of age discrimination legislation is likely to
improve the employment prospects of silver workers and open up opportunities for
occupational change which are likely, in turn, to extend working lives as individuals
continue to be motivated and challenged in the workplace. To this end, wider and more
affordable training and educational opportunities at older ages are also likely to be
beneficial. Although silver workers are broadly content with their jobs, large minorities
are, however, dissatisfied with the hours they work and the lack of flexibility they
experience in their working schedules. At older ages, adult caring responsibilities and
health-related problems become more prevalent. For these groups in particular, flexible
and reduced hour's opportunities can become critical for the health and wellbeing of
individuals and their dependants. Extending awareness of, and eligibility for, the right
to request flexible and reduced hours arrangements is likely therefore to benefit large
numbers of silver workers. A range of policies and practices that require auditing and
review in the workplace have been highlighted, including recruitment processes,
availability of flexible working, workloads and opportunities to continue developing.
The considerable progress made by employers over recent years to support silver
workers with a range of innovative solutions. Evidence suggests, however, that greater
progress has been made in relation to flexible working and the retention of silver
325
workers than on policies and practices directed toward the recruitment of silver
workers, job design and work intensification issues.
Finally, a class imbalance of power and control later in life prevails, more advantaged
occupational groups better prepared financially to exercise choice. The policy impetus
towards extended working lives and delayed retirement may therefore be associated
with quite distinct consequences for different socio-economic groups. Trends towards
earlier retirement may explain, in part, improved life expectancy. Any moves to prolong
employment must therefore be accompanied by a consideration of working conditions
and individual scope for choice must be supported.
This change might best be realised through dual processes comprising engaging with
and appraising these workers' worth. That is, through a process that supports
employment opportunities. All of this takes time and requires considerable and
sustained commitment from government, industry bodies and industry sector councils.
In the meantime, but also to support and sustain the change in employer attitude, silver
workers or collectively may increasingly be required to rely more on their own
organization in maintaining their workplace competence than younger workers. It
seems that to bring about desired changes, the focus for policy and practice
considerations needs to simultaneously engage employers of silver workers and include
a process whereby the contributions of these workers can be appraised and used to
transform employers' perspectives. That will mean, change beyond the introduction of
regulations or subsidies for the employment or re-employment of silver workers. There
also needs to be interlinked or entwined processes that press employers to reflect upon
the contributions of these workers and thereby challenge their biases and prepared
causes of action. Some associated initiatives might be to: de-emphasise the term `silver
workers' to engage with a more helpful and positive titling of workers beyond
retirement , a realignment of the existing classification of `silver workers' which more
helpfully accommodate the scope of needs for workers who are aged or retried and
consideration of how best workplace environments and government policies, as well as
practices by workers themselves might be enacted to secure longer and more productive
working lives for those working after retirement. In short, current deficit discourses
used to describe silver workers to be transformed through a process by which
perceptions of and decision about silver workers are more informed by evidence from
practice.
326
Part -2 Employers
A coin had two sides. Likewise, an issue or a problem has two sides. When there is
discussion two ideas need to be considered in the interest of a whole view and correct
understanding. The present discussion has dealt with the first side of the silver workers
who are the target group of the issue on discussion. This side has the target group of
employers who have employed the silver workers in their organization. They made the
second side of the issue. The second part of the present discussion seeks to review the
findings and their analytical outcome with a view to balance the study still further.
The silver workers as employees occupy the central focus of the present study and so
major part of the study is devote to matters related to them. But the employers who
employ them in their organization cannot be ignored. In the first part initiative,
courage and concern they have shown to silver workers to grant jobs allow to work
again after retirement, that positive attitude in the matter can encourage more of
elderly to think of working after retirement. It is commendable that they have not
fallen under influence of stereotypes negative perceptions and biases about elderly
persons prevailing in society and resorted to bold action of employing elderly. We can
say such generous employers can create a new history for silver workers in the midst
of so much of negativity about them.
The discussion now of negativity draws on the collected data relate to the employers.
It seeks to review the context that prompted them to employ silver workers in view of
day to day systems and processes at their organizations. It plays special focus on how
flexible working is accommodated in these already existing processing without
affecting efficiency and productivity of business. Employers always talk about "the
demands of the jobs"
It means that a particular set of constraints are necessitated by particular jobs or roles
and they may highlight a range of practices that may operate in a single workplace.
These practices may go in relation to workers in different occupation. The discussion
would aim at understanding how the employers structure a working day. It provides an
important context of whether they can offer flexibility to the silver workers, up to what
extent and how it help them growing business. The flexibility that can be allowed to
the silver workers may be defined in view of the employer, his business and the
327
characteristics of his organization, such as size, sector, and retirement age. Hence, first
the profile of the employers was reviewed.
The previous sections considered the reasons, problem, and perceptions about
retirement, satisfaction and influencing factors that have made the concerns of silver
worker participation in the labour market more prominent. It also explored the
problems faced by silver workers who re-enter the labour market. Secondly it was
explored about what conditions of work and employment need to be considered in
order to develop comprehensive policies from national to local level. Such policies are
intended to ensure equitable circumstances for silver workers in the workplace, as well
as the opportunity at some point to retire with dignity. Now the employer's part will be
taken into consideration
This part of the chapter draws on the quantitative data obtained from the employers. It
seeks to explain the context of what the employer's practice in employing the silver
workers. It examines the day
-to-day systems and processes of the employers with a
specific focus on the ways in which flexible forms of working were or were not
embedded in these practices.
Examining what the employers define as `the demands of the job', the particular sets
of constraints necessitated by particular jobs or roles may highlight a range of
practices that may operate within a single workplace, in relation to the staff engaged in
different occupations. Although the silver workers would not form the specific focus
in this part, understanding the way which the employers would structure a working
day provides an important context to understanding what they were able or unable to
offer the silver workers in a form of flexibility. The employer and their characteristics
of the organization such as, size, retirement age, sector and organization would define
different forms of flexibility the employers can offer and the constraints would affect
on flexibility adversely. The tables below would present the related data in the manner
like.
4.19 Profile of the Employers
4.20 Details about the Employees
As per the plan of the chapter, the data obtained through the responses of the selected
silver workers should project a triangular perspective on the silver workers decision to
328
work after retirement. The part I of the chapter presents two dimensions of the
perspective viz. quantitative perspective on the basis of the data and the qualitative
perspective on the basis of the responses of the silver workers. It projects objective and
subjective perspective on the subject under the study. The part II seeks to project the
third dimension of the perspective through the views expressed by the counterparts of
the silver workers. They are the employers who employ the silver workers in their
organizations
4.20 Profile of the Employers
Table 125: Percentage Distribution of the Employers According to their
Designations
(N=50)
Designation
F
%
Manager
14
28.00
Department Head
12
24.00
Branch Head
9
18.00
Director
8
16.00
Development
Officer
7
14.00
All (100%) the employers interviewed were males. The table 125 reveals that
designations on which employers of the silver workers were engaged included
manager (28%), department head were (24%) branch head (18%), director were (16%)
and development officer were (14%). This person held higher position in the
respective organizations at which the silver workers were employed after retirement.
This table shows that all employers were having higher position at their work place
As the data reflect, all the fifty employers, held higher position at the organizations at
which the silver workers were employed. They appeared to hold key positions like
manager, department head, branch head, director and development officers, from these
positions they would be able to plead a case for elderly candidate and influence
decision of recruitment with their recommendations. But among them, those holding
the positions of director and branch head would prove more influential in the matter of
employing silver workers.
329
Table 126: Percentage Distribution of the Employers According to their Age
(N=50)
Age
F
%
Middle Aged
25
50.00
Aged
25
50.00
Table 126 reflects on the age shows that equal percentages (50%) of the employers
belonged to middle aged and aged group and all (100%) of them were males. This table
reveals both middle aged and aged were working on the higher positions, but it was
important to notice that they were all males.
In view of age, all the employers were evenly divided in to middle age group and aged
group. Majority of them were more experienced in business and some of them were still
young and less experienced in business. It indicated that their age and experience may
speak about their open attitude and positive mind about silver workers.
Table 127: Percentage Distribution of the Employers According to their
Experience in the organisation/company/institution/ corporate/firm
(N=50)
Table 127 shows that 60 percent of the employers possessed work experience of 24
years and more in the organisation/company /institution/corporate/firm and 40 percent
of them had less than 24 years of experience. This table shows that higher percentages
of employers possessed more years of experience.
Experience (In Years)
F
%
More experienced
30
60.00
Less experienced
20
40.00
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Table 128: Percentage Distribution of the Employers According to the Type of
Organizations
(N=50)
Type of Organization
F
%
Private Organizations
20
40.00
Corporate
9
18.00
Firms
8
16.00
Agencies
7
14.00
Business houses
6
12.00
Table 128 shows that 40 percentages of employers were working in private
organizations. Little less than one fifth percentages (18%) of them were working were
working in corporate, little more than fifteen percent (16%) were working in firms and
14 percent were working in agencies and the remaining 12 percent of them were
working in business houses.
Many of the organization at which the silver workers were employed were private
organizations. Some were corporate houses, some business firms, some agencies and
some were business houses. No government organization and public sector company
seemed to employ elderly persons. It shows that since private companies enjoy more
flexibility of decisions they would think of employing aged people. In the government
and public set up, age of retirement is fixed by rule and so it allows no flexibility about
considering aged persons. Further, in view of huge problem of unemployment and other
restrictions they usually express inability for it. Further, as unemployment prevails on
large scale supply of unemployment youths always exceed a demand of workers. So the
procedure of recruitment is further tightened with eligibility tests, personal interviews,
site interviews etc. in view of very high competition among youths aspiring jobs, a
chance of elder persons for jobs at government and public sector organization id further
minimised
331
Table 129: Percentage Distribution of the Employers According to the Finance
Resource that they Resort for the Organizations
(N=50)
Finance Resources
F
%
Business savings
38
76.00
Operating profits
32
64.00
Bank loans
18
36.00
Introducing new partners
11
22.00
Private loans
10
20.00
Private savings
3
6.00
Table 129 reveals that high percentages (76%) of employers were utilizing the
business savings as the finance resources for the organizations .Whereas 64 percent
of them were using operating profits for the purpose. 36 percent of the employers
obtained bank loans and 22 percentages managed to introducing new partners in
their business. Almost equal percent of them (20%) used private loans and very less
(6%) were using private savings as the finance resources for their organizations.
When a question of employing elderly person arises one naturally thinks about
financial arrangements. Some owners of business may project as a pretext for their
inability to employ elderly persons, as they always weigh productivity and profit
against the amount of work that elderly persons would be able to put. Keeping this
possibility in mind, finance resources were reviewed at the employers organization
resorted to.
The data revealed that good majority of the employing organization resorted to their
own business savings that they raised from their earning or profit. A majority of
them arranged the finance from their operating profit. Some of the organizations
preferred into new partnership with a view to raising the finance. Some even relied
on private loans from private money lenders and on their own private savings.
Employing persons in organization is usually perceived as risk in business and so
reliability of finance comes to be deciding factor.
332
Table 130: Percentage Distribution According to the Age of Retirement Prescribed
at the organizations
(N=50)
Retirement Age
F
%
58 years
36
72.00
60 years
14
28.00
Table 130 shows that high majority (72%) of the organizations had prescribed
retirement age of 58 years. While only 28 percent organizations had prescribed
retirement age of 60 years. This shows that majority of the organizations still prefer to
retire their employees at an age of 58 years
Another point for which employers would feel resentful to employ elderly person's
persons is age of retirement at all the organization ranged from 58 to 60 years. The
employers as such preferred to retire employees at 58 or at the most, at 60 years of age.
Yet to is really appreciable about the employers that they have accommodated e4lerly
persons in their workplace. It would be interesting to review how an on which ground
they have taken such a so called risky decisions in business and what calculations
goes with it. This kind of curiosity takes us to the point of reviewing the status of
silver workers at those organizations.
333
4.21 Details about the Employees
Table 131: Percentage Distribution of the Employers According to Number of the
Silver Workers working in their Organisations
(N=50)
Table 131 reflects that very high majority (94%) of organization employed 1 to 5
silver workers in organizations. Whereas only two of the organizations employed 6 to
20 silver workers in organization. Only at one organization a good number of 21 to
100 silver workers were employed. This table reveals that at very less number of
organizations more number of silver workers were recruited after retirement.
The data related to the silver workers employed at the employer's organization
reflected that out of fifty organization almost 47 organization employed upto five
silver workers. Some two of them had employed six to twenty silver workers and only
one organization had employed more than twenty silver workers.
Table 132: Percentage Distribution of the Employers According to Increase in
Number of Elderly Workers in the Organizations
(N=50)
Number of Employees F
%
Same
36 72.00
Less
11 22.00
Not Sure
3
6.00
Table 132 shows that at high majority (72%) of the organization the number of silver
workers remained the same as compared to the number of last year. While at 22
percent of the organizations the number of silver workers decreased. A very less six
percent of the employers were not sure about the difference in numbers of silver
workers at the organizations
Silver Workers
F
%
1-5
47
94.00
6-20
2
4.00
21-100
1
2.00
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The data also shows that in comparison of the last year the number of silver workers
remained same at good majority of the organization and at some their number
decreased. Just three organizations were unable to report surely about the status of the
silver workers employed with them. It was a relief that majority of the employers
retained the silver workers. Yet it sounds discourage that the status of the silver worker
did not improve over a year which means that no progress was reported in the matter.
Table 133: Percentage Distribution of the Employers Opinion Regarding
Employing Female Silver Workers in the Organisations
(N=50)
Table 133 reflects on the opinion of the employers about employing elderly females.
High majority of employers (76%) said they were not sure about employing female
silver workers in their organizations. Whereas 14 percent of them refused to answer
and only five of them were positive about employing female silver workers in their
organizations. This indicates that organizations were not favourable to employ female
silver workers.
Employing female silver workers is an issue that operates on different consideration as
there prevail number of reservations about female silver workers. This projection
seemed to be reflected in the related data (table 131) which present that almost three
fourth of the organization, were unable to report anything with surety. From seven
organizations, no reply was received and five organizations admitted that they did not
employ any female silver worker. The data thus project that no organization had taken
a clear and positive view on the matter or so to say, were not favourable to employ
female silver workers. Probably the employers were influenced with misleading
negative dominated perceptions or stereotypes that prevail in male dominated society.
Employing Elderly Females
F
%
No not Sure
38
76.00
No reply
7
14.00
Have employed
5
10.00
335
Table 134: Percentage Distribution of the Employers According to their Roles in
the Organisations
(N=50)
Table 134 focuses on the roles that the employers play in the organisations. As
identified almost half percent (48%) of the employers were responsible to manage the
actual recruitment processes. Whereas little less than the one third (30%) percent of
them were involved to specify the requirements for employees to be recruited. But
they do not conduct interviews for the actual recruitment. Only 22 percent of them
were involved in specifying both requirements for the employees and also conducting
the interviews for actual recruitment
Roles and responsibilities assume lot of significance in work sector. An employee
value is attached to the facts related the roles and responsibilities that he/she is
assigned in an organization. It would be encouraging to note that almost fifty percent
of the silver workers were involved in the recruitment procedure and some thirty
percent of them were assigned a work of specifying requirement for newly employed.
Some of them were involved in both the role. It means that the employers appeared to
value and respect their knowledge and long term experience in an area of work and
sought for their opinion in the matter of new recruitment. It can be surely understood
at such positive treatment the silver workers would be highly pleased and satisfied
Roles in the Organizations
F
%
Responsible to manage the actual recruitment processes
24
48.00
Specifying requirements for employees but do
not conduct interviews for the recruitment
15
30.00
Specifying both requirements for employees
and conduct interviews for the recruitment
11
22.00
336
Table 135: Percentage Distribution of the Employers According to Reasons
Organisations for not Retaining retired Silver Workers after
Retirement
(N=50)
Table 135 specifies the reasons for not retaining silver workers after retirement. When
asked about why organizations do not retain elderly very high majority (94%) of the
employers gave the reason of government regulations/policies. Whereas 50 percent of
the employers said that elder workers are more expensive and 34 percentages
explained that elder workers are not valuable as younger workers. 24 percent of the
employers said that it's not an urgent or pressing issue for them and the remaining 22
percent of them said that work is too physical to employ people beyond a certain age.
The table reveals that high percent organizations were facing more difficulty in
employing silver workers as government rules and regulations do not allow it. This
indicates that even if they are willing to recruit silver workers they cannot do it. Such a
condition highlights that government policies need to be revised in the benefit of the
elderly who want to work after retirement.
The employers expressed their inability to retain elderly or silver workers at their
organization beyond an age of retirement. They gave variety of reasons for it. A very
high majority of them gave valid reason of the government regulations that restrict an
age of retirement at 58 or 60 years and would not approve of employment exceeding it.
About half of them gave an economic reason, like "elderly workers are more
expensive" in the sense that calculation about them would not fit with productivity and
profit. Some one third of them posed reasons of age when they expressed "elder
workers not valuable as young workers" they perhaps meant efficiency of man hours
and machine hours to ensure high productivity. In addition, they lack technical skills to
Reasons
F
%
Government regulations/policies get in way
47
94.00
Elder workers are more expensive
25
50.00
Elder workers are not valuable as young workers
17
34.00
Not an urgent or pressing issue
12
24.00
Work is too physical to employ people beyond a certain age
11
22.00
337
operate computers and manage computerized operations which are a reality of the day
at workplaces. About one fourth of the employers put forth reasons like "no urgency"
or "no pressing issue" for them to employ elderly persons and about same number of
them said that it was not feasible for them to employ persons beyond a certain age. The
former group indicate that unless the employers are insisted they would not think about
employing elderly persons. Someone or government has to exert pressure on them to
consider the issue in positive light. The latter group indicated of demands like
feasibility of work and time, special concession and assistance in view of the age and
the like. So these two groups showed a kind of resentment to employ silver workers at
their organization.
Table 136: Percentage Distribution of the Employers According to the Best Age to
Contribute to the Organizations
(N=50)
Table 136 reveals what employers thought about best age to contribute to their
organizations. 14 percent of them stated that age below 30 years would be best suited
to contribute. While 24 percent of them opined that age group of 30 to 44 years would
be best suited to contribute. Very less (4%) of them believed that age between 45 to 54
years would be better of age to contribute, while 12 percent of them were in favour of
the age of 55 years and above. While 46 percent of them did not specify any age for
the purpose and believe that an employee can contribute best to the organization at
any age if he/she keeps that sentiment. The table shows that higher percentages of
employers did not believe in any age as a factor to contribute to work sector. Rather
than insisting on an age an employee they believe that can contribute best to the
organizations provided he/she possess efficiency and willingness for it.
Age (In Years)
F
%
Under 30 years
7
14.00
30-44 years
12
24.00
45-54 years
2
4.00
55 years and Above
6
12.00
At any Age
23
46.00
338
There arises a question of efficiency in view of a workers age. So the data concerning
the employers view about an age at which one can contribute at his/her best. On
reviewing the data, some of them believed that one can contribute at his/her best under
age of 30 years. They perhaps referred to freshness of human energy and modern
knowledge and skills. About half of them viewed that a worker can contribute at best
in an age from 30 to 44 years. A few of them mentioned the nest age to contribute
from 45 years to 54 years. Some of them believed that an age of 55 years and above
would be the best age to contribute. Against all these varied views, half of the
employers believed that a worker can contribute best at any age. They probably
thought that age cannot be mark or yardstick to measure one's contribution. One's
performance speaks for his efficiency innovativeness and commitment to work and
contribution can be measured with these three yardsticks. Thus, the last view sounds
realistic, reasonable and appreciable.
Table 137: Percentage Distribution of the Employers According to their Opinions
regarding Formal Policies/Programmes for Recruitment of
Employees who are Approaching Retirement Age
(N=50)
Table 137 shows that 62 percent of the employers reported that there is no formal
policies/programmes to encourage employees who are approaching the retirement age
to continue working in the company/organization. Whereas 22 percent of them
informed that that they do have such policies and programmes in their organizations
and 16 percent of them regretted that they do not have such policies or programmes
but they are planning to develop such policies and programmes to encourage.
Employee approaching the retirement age to continue working in the organizations.
The above table reveals that that there is an urgent need to frame formal policies to
encourage silver workers to work after retirement. Higher percentages of the
Formal Policies/ Programmes
F
%
No formal policies
31
62.00
There are formal policies
11
22.00
Planning to develop a policy
8
16.00
339
organizations were unable to employ silver workers in absence of suitable policies and
regulations
Another important point raised with the employers about whether there was a need of
formal policy or programme to employ silver workers' good majority of them held an
opinion that no formal policy was rewired in the matter of employing silver workers.
Employers should first apply their practical business sense to work out their feasibility
to accommodate silver workers in their workforce. It has to go with human
considerations to see how best they can work in its favour and pay positive
considerations to offer options and adjustments and assistance in work and time in
view of their senior age.
Some one fourth of the employers admitted that there are formal policies, but they did
not clarify how much they adhere to them and give positive mind to employing silver
workers. Several of them admitted about no policy and that they are planning to
develop a policy. It means they are ready to pay positive consideration to employing
silver workers. This projection indicated that majority of the employer's appeared
serious and positive about employing silver workers and some appeared to be strikers
putting out this or that pretext to not employing silver workers.
Table 138: Percentage Distribution of the Employers Concerned about Loss of
Valuable Knowledge faced by the Company/Organization
(N=50)
In view of the impact of retirement of employers to an organization, the employers'
were asked a pertinent question. When an employer retired and leave an organization,
do you perceive its adverse effect like' loss of valuable knowledge' to an
organization? How much would you be said that they were `somewhat concerned'?
They explained the loss like as employee is recruited in an organization he carries
with it knowledge and skill. Both enhance and consolidated further, as he gains
experience. An organization too is benefitted with his/her improved knowledge and
skill in the form of efficiency and productivity through its useful application in
Loss of Valuable Knowledge
F
%
Very concerned
41
82.00
Somewhat concerned
9
18.00
340
business. Table 138 shows that the very high majority (82%) of employers were much
concerned that retirement of elderly employees would cause loss of valuable
knowledge to their organizations. Only 18 percent of them were somewhat concerned
about loss of valuable knowledge. This table show that higher percentages of
employers were aware about loss of valuable knowledge as the elder employees would
retire from a job with long tenure.
Thus, in their sense knowledge became valuable when it proves utility through
productivity application in business. Any employers grumble about young candidate
who appear at interviews for jobs that they possessed knowledge by qualifications or
degrees, but they are unable to explain its utility by application in business. So
knowledge is important, but more important is its utility and that is where its value
lies. The employers perception related to their employers reaching an age of retirement
was further confirmed with an analysis of intensity index. For the purpose, some 10
items were short listed derived from the related matters and the intensity index was
calculated for each of them. The items focus on influential factors in the employers
even after retirement. These workers were approaching an age of retirement soon and
wish to work after they retire on certain considerations.
Knowledge is treasure that grows bit by bit as a person grows in years. More
knowledge is held by an older person. This is a traditional notion which seems be
defeated in the light of an age of computers and internet. Today we find that at young
age of early or mid twenties youth come out of universities holding PhD's, M.B.A's
and the like and employed in higher positions with handsome salaries. It sounds very
attractive and encouraging to younger generation and they may be bit arrogant about
it. There may be no wrong about it. In fact it is a right picture of literacy in human
society. But the knowledge we mean here is not just information or rich data bank of
information built up with computers and the internet. We mean knowledge as
information converted into one understanding and enhance his/her level of maturity. It
required years to go by during which a person gives his mind to the information he/she
has obtained from the websites and books with relevant knowledge. When we say
"loss of valuable knowledge" we mean this knowledge and it built up in age. As a
person reaches an age of retirement his knowledge operates with his/her practical
experience to generate real understanding and maturity about it.
341
4.22 Item Wise Findings Regarding the Influential Factors in
deciding the time to Retire
The employers perceptions related to their employees reaching an age of retirement
were further confirmed with an analysis of intensity index. For the purpose the items
were short listed derived for the related matters and the intensity index was calculated
for each of them. The items focus on influential factors in the employers view even
after retirement.
The scale to judge the influential factors included 10 items, and under each item three
options were specified. It indicated three intensity indices related to the influential
factors in deciding time to retire. The items, for which more number of employers had
marked, are reported below:
Table 139: Overall Intensity Indices Showing the Influential Factors in Deciding
Time to Retire
(N=50)
Items
Intensity
Indices
Desire to be productive and helpful
2.54
Desire for income
2.44
Recognition received for work
2.36
Desire for health benefits0
2.06
Enjoyment derived from work
2.01
Sense of fulfilment derived from work
1.96
Social interaction with co-workers
1.72
Opportunity to continue to learn
1.62
Sense of responsibility to help co-workers
1.46
Opportunity to work a reduced hours for period of
time prior to retiring completely
1.09
Table 139 shows that the overall intensity indices regarding influential factors that the
employers considered for employees in organisation approaching the retirement who
want to continue working after the expected retirement age. They ranged from 2.54 to
342
1.09. It means that there prevailed great to less extent of agreement on the above
mentioned items about the influencing factors
According to the influencing factors, great extent of agreement was held by the
employers in the following items.
x Desire to be productive and helpful
x Desire for income
x Recognition received for work
The table further reveals that employers showed some extent of agreement on the
following factors which can prompt silver workers to work after retirement.
x Desire for health benefits
x Enjoyment derived from work
x Sense of fulfilment derived from work
x Social interaction with co-workers
x Opportunity to continue to learn
Table 139 also revealed that less extent of agreement was shown by the employers
related to the following factors.
x Sense of responsibility to help co-workers
x Opportunity to work a reduced Schedule for a period of time before retiring
completely
343
4.23 Item Wise Findings Regarding the Qualities Considered by
Employer while Employing Silver Workers
The scale to judge the qualities that employers expect while employing silver workers
included 22 items. Under each item three options were specified which indicated the
three intensity indices related to the qualities. The items, on which more number of
employers had marked, are specified below:
Table 140: Overall Intensity Indices Showing the Qualities Considered by
Employer Expect while Employing Silver Workers
(N=50)
Items
Intensity
Indices
Reliable
2.76
Trustworthy
2.76
Listens carefully and follows instructions
2.68
High physical strength and stamina
2.58
Energetic and enthusiastic
2.58
Work full-time and willing to work longer hours if required
2.44
Lot of experience
2.34
Having Similar background
2.22
Works peacefully
2.18
Willing to be flexible and work varied hours (including shorter hours) if
required
2.14
Innovative
2.14
Mentally very sharp
2.12
Specialist skills
2.06
Adapts well to change
2.05
Over-qualified for the job
2.04
Enjoys challenges
2.04
Works effectively as part of a team
2.04
Ambitious
2.03
Able take the initiative
2.03
Ability to work in different areas of the business as needed
2.01
Work independently
1.96
Promising employee with recent training
1.84
344
Table 140 indicates the overall intensity wise qualities considered by employer while
employing silver workers. They ranged from 2.76 to 1.84.It means that there was great
extent to some extent of agreement. It can be seen from the above table that the
employers showed greater extent of agreement about the qualities that they would
expect while employing silver workers with regards to the following items.
x
Reliable
x
Trustworthy
x
Listens carefully and follows instructions
x
High physical strength and stamina
x
Energetic and enthusiastic
Further it can be seen from the above table that employers showed some extent of
agreement a regards to following qualities as an advantage to recruit silver workers.
x
Work full-time and willing to work longer hours if required
x
Lot of experience
x
Having Similar background
x
Works peacefully
x
Willing to be flexible and work varied hours (including shorter hours) if
required
x
Innovative
x
Mentally very sharp
x
Specialist skills
x
Adapts well to change
x
Over-qualified for the job
x
Enjoys challenges
x
Works effectively as part of a team
x
Ambitious
x
Able take the initiative
x
Ability to work in different areas of the business as needed
x
Work independently
x
Promising employee with recent training
345
4.24 Item Wise Findings Regarding the Advantages of the Employer
while recruting Silver Workers
The scale to judge the advantages considers by employer while employing silver
workers included 18 items. Under each item three options were indicated which
indicated the three intensity indices related to the advantages. The items, for which
more number of employers agreed are specified below:
Table 141: Overall Intensity Indices showing the Advantages of the Employers
while recruiting Silver Workers
(N=50)
Items
Intensity
Indices
Established network of contacts and clients
2.68
Helped in crisis
2.52
Dedication would render significant business advantage
2.46
Loyal to the organizations
2.46
Lower propensity to quit or change a job
2.34
Ability to guide other workers
2.28
High level of engagement in work
2.24
Strong work ethics
2.18
Do not need guidance
2.12
Highly skilled
2.08
Valuable experience
2.07
Hard working
2.06
Highly productive
2.04
Positive attitude
2.04
Valuable insights into customers and business needs
2.03
More dependable
2.01
Diversity of thoughts and new approaches to teamwork
2.01
More readily available to start work
1.64
346
Table 141 shows that overall intensity wise advantages that an employer would
consider by recruiting silver workers. They ranged from 2.68 to 1.64.It means that there
prevailed greater to some extent of agreement on the advantages among the employers.
It can be seen from the above table that employers showed greater extent of agreement
on the advantages of recruiting silver workers with regards to following items.
x
Established network of contacts and clients
x
Helped in crisis
It can be further revealed from the above table that employers agreed to some extent for
the following item as the advantages of recruiting silver workers
x
Dedication would render significant business advantage
x
Remained loyal to the organization/ company
x
Lower propensity to quit or change job
x
Ability to guide other workers
x
High level of engagement in their work
x
Strong work ethics
x
Do not need guidance
x
Highly skilled
x
Valuable experience
x
Hard working
x
Highly productive
x
Positive attitude
x
Valuable insights into customers or business needs
x
More dependable
x
Diversity of thoughts and new approaches to teamwork
x
More readily available to start work
347
4.25 Item Wise Findings Regarding the Disadvantages of the Employer in
Recruting Silver Workers
The scale to judge the disadvantages that employer would consider by recruiting silver
workers included 17 items. Under each item three options were mentioned which
indicated the three intensity indices related to the disadvantages. The items, for which
more number of employers agreed, are reported below:
Table 142: Overall Intensity Indices showing the Disadvantages if the Employers
in Recruiting Silver Workers
(N=50)
Items
Intensity
Indices
Lower productivity
2.76
Less receptive to training and skills
2.74
High wage expectation
2.72
Fear changes in work place
2.64
Do not keep updated with latest technology
2.54
Prefer to work on own tasks and methods
2.44
Integrating diverse generations of workers and accommodating
part time and flexible schedules 2.32
Reculant to travel
2.06
Reculant to learn new technologies
2.06
Less flexible compared to younger workers
1.98
Negative attitude towards organizational change
1.98
High rate of absenteeism
1.86
Unable to meet physical demands of the job
1.64
Lack of innovative thinking
1.58
Source of greater health security and health expense
1.38
Persistent health problems hampering jobs
1.28
Lack Poise and Confidence
1.22
348
Table 142 represents the overall intensity wise disadvantages that an employer
considers by recruiting silver workers. They ranged from 2.76 to 1.22.It means that
there prevailed greater to less extent of agreement among the employers.
It can be seen from the above table that employers showed greater extent of agreement
on the disadvantages of recruiting silver workers with regards to following items.
x
Lower productivity
x
Less receptive to training and skills
x
High wage expectation
x
Fear changes in work place
x
Do not keep updated with latest technology
It can be further revealed from the above table that employers agreed to some extent for
the following item as the disadvantages of recruiting silver workers
x
Prefer to work on own tasks and methods
x
Integrating diverse generations of workers and accommodating part time and
flexible schedules
x
Reculant to travel
x
Reculant to learn new technologies
x
Less flexible compared to younger workers
x
Negative attitude towards organizational change
x
High rate of absenteeism
x
Unable to meet physical demands of the job
x
Lack of innovative thinking
Further it can be revealed that employers agreed to lesser extent for the following items
as disadvantages of recruiting silver workers
x
Source of greater health security and health expense
x
Persistent health problems hampering jobs
x
Lack Poise and Confidence
It may be understood from the above discussion on the employers' perspective on the
silver workers that searching qualified elderly would be a challenge to them. They
would find it a big puzzle to confuse with doubts about what they would gain or lose.
349
Some kind of fear would make them bit reculant to employ silver workers in their
organizations
It can be revealed from the findings that professional efficiency was highly perceived
by the employers and there cannot be compromise on them. The second group of
disadvantage relate to job relate requirements and they were perceived as
disadvantage, but some kind of concession or adjustment may be allowed to the silver
workers. The third group indicates disadvantage causing appear to have less agreement
to call them as disadvantages, but rather natural unavoidable conditions that may need
different kind of considerations. From this, it may be a big challenge to the employers
and unlike recruiting younger candidate they have to be more careful, while recruiting
silver workers and apply precise, positive and versatile thinking to their limitations in
view of prospects of their business.
In view of the disadvantages discussed about, the employers would be facing a bug
challenge about employing silver workers. Against so much of positive dimensions of
silver workers as viewed as advantages , the disadvantages sound more puzzling and
unavoidable in moral work changes, a adjustments and inadmissible concession, which
may not be so feasible with normal work schedules and special arrangements for it
may not be economically viable in the present business status.
The employers reported about the challenges that they faced in searching qualified
elderly workers. Although they were able to locate an elderly candidate with good
qualifications all sorts of attitude problems coming up would spoil prospects to
employ him. They were like unwilling to work on lower salaries, rigidity of mind,
inflexibility to work on lower salaries, lacking technical knowhow and confidence to
cope with advance technologies, unwilling to work full time , lacking experience,
suitable to the requirements of a job, lacking enthusiasm to work, unwilling to work on
lower designations and expecting higher monetary rewards for work. These
challenging traits in silver workers are drawn on the ground on general experiences
with them reported or shared by several people. They project problem areas that pose
challenges to the employer in their view to recruit silver workers in their organizations
so against all good talks about the silver workers reasonable and legimate claim for `
right to work' and all good appeals and pleading in their favour, these problem areas
demand adequate attention and efforts on the part of elderly workers. So that way may
350
be given to their claim `right to work' with active support from all concerned in
business, industry professional fields , educational fields, social work field and of
course in the government.
In this manner, the present discussion seeks to review all relevant matters concerning
silver workers decision to work after retirement with all angels and dimensions
emerging from the data collected for the study and their analysis through different
technical test and methods. It also considers the objective and subjective implication of
the responses obtained from the respondents. To go still further, it considered the
employers pints of view as counterpart of the employed silver workers perception to
weigh the validity and project balanced overview on the silver workers decision to work
after retirement.
Silver workers exist all over the globe and form a sizeable component of the population
and society of all countries. They can be ignored neither their wishes, desires,
aspirations can be undermined, neglected and rejected. Since they have stopped working
after and rejected. Since they have stopped working after retiring from their first
employment they on the large form inactive or passive and idle human component of
society. According to the proverb "an idle mind is devils workshop", idle elderly
persons may divert to damaging and unproductive activities causing number of ill to
spoil healthy environment. Before the conditions go to dogs' to affects human society
adversely some constructive thinking is required paving way to constructive efforts.
There is an urgent need to engage human minds in one or other kind of work suiting to a
person's capacity and capability.
Western societies have worked out some kind of arrangements of work for retired
elderly persons. In the U.S.A , it is floated in the name of "bridge employment" .there
may be similar programmes operated in many countries. In fact, it is mandatory for any
sensible society to arrange for such a programme to avail opportunity of work or job to
elderly persons. Elderly persons should be given due attention by which they may be
integrate in current workforce. They offer to contribute with their knowledge and
experience. They will be motivated to work to provide relevant competencies with
which organizations will certainly be benefitted. In this light, a observation served at
different times by Olesch (2005); Reinberg and Hummer (2004) and Wagner (2000) is
worth considering. It coveys that the predicted lack of specialised staff might promte
351
post retirement activity, as silver workers accumulated work experience and knowledge
will be valuable for filling the gap in the workforce.
Since in different countries and societies the conditions and situation would vary with
geographical and climatic and also cultural diversities. Yet an issue and problems
concerning elderly persons remain radically alike. In that condition, a model of silver
works employment after retirement may be adapted to the prevailing conditions with
necessary changes. The western model of bridge employment; can be adopted to suit the
Indian context and conditions in view of variable and influential factors that promote
elderly persons to work after retirement. Unlike the considerations in India are
motivated by socio-economic pressures. So keeping this in mind, a suitable model of
silver workers post retirement employment may be evolved for India to save elders from
depression and fatal suicidal predicament. By engaging elders in to suitable work after
retirement would allow them to feel satisfaction and motivation with utility of their
knowledge and experience. It would prove a great boon to them.
While working on such models, expectations of employers and job requirement too
should be granted due consideration so that silver workers are accepting in the present
workforce without sacrificing business interest and prospects. Silver workers do need
self introspection to know their limitation that might hamper or damage business
interest. They need to work to improve or correct them in the interest of their better
adaptability to the business world in India. Their sincere efforts will certainly earn them
appreciation for being valuable addition to workforce.
Silver workers have many attributes that are of benefit to the labour market. They bring
a myriad of skills and experience developed throughout their careers, both at and away
from work. Many have highly developed judgment, problem-solving abilities, and
interpersonal skills, have forged valuable relationships with customers or clients, and
are willing to help employers out on a part time or seasonal basis. Silver workers are
typically strongly committed to their jobs and tend to remain in jobs longer than
younger workers. In a recent survey of its members in Alberta and B.C., the Canadian
Federation of Independent Business (CFIB) found that over three quarters of those who
responded feel elderly bring a strong work ethic, experience, qualifications and loyalty
to the workplace. However, misconceptions about silver workers still abound.
Employers may be reluctant to look at initiatives to attract or retain silver workers
352
because of unfounded concerns about the willingness of silver workers to learn new
skills and new technologies and practices. The reality is that many silver workers are
keen and capable of learning new skills, but may be overlooked for training. Employers
may also be concerned that declines in physical and mental abilities among silver
workers will
In many fields, knowledge and skill requirements for existing jobs are increasing. Some
silver workers may feel they do not have the knowledge and skills they need to be
comfortable and productive in today's workplaces. For many, this may be because they
have not been provided withor taken advantage ofopportunities to continue to
increase their knowledge and skills and become comfortable with new technologies
throughout their careers. Training opportunities in many companies continue to focus on
younger employees, despite research which shows on-the-job training and "the
opportunity to learn something new" is something silver workers seek in a job. Again,
Silver workers are not a homogeneous group, and employers need to think carefully
about the kinds of training and opportunities needed. Promoting a culture of life-long
learning may be the best approach to ensuring all employees have the skills and
developmental opportunities they need, both to be competent at their jobs and to remain
engaged in the workforce.
353
CONCLUSION and SUGGESTIONS
"Rest is a good thing, but boredom is its brother."
Voltaire
This study represents an attempt to investigate the determinants of labour force
participation among silver workers in Vadodara city. This study has explored the
experiences of older people in the workplace, how satisfied elderly are with various
aspects of their jobs. There appears to be a growing consensus that early retirement is
no longer viable for individuals, employers or national economic performance and that
extending working lives is a necessary goal. It is important not to lose sight, however,
of the importance of `choice' and individual preference and to ensure instead that all
older people, regardless of background, have the resources and information necessary to
ensure some degree of control over their future.
The results of this study revealed that silver workers are very much motivated to work
after retirement the reasons behind it is not only the financial need but many other
factors like to remain active, to share knowledge expertise with the younger generation,
to remain healthy were the reason for them to work post retirement. Although most
silver workers were not that content with their jobs, as they dissatisfied with the hours
they work and the lack of flexibility they experience in their working schedules. For
these groups in particular, flexible and reduced hour's opportunities should be designed.
Perceptions of self also represent an obstacle, with some elderly perceiving themselves
as too old to initiate change. Cultural change at a societal level alongside the
enforcement of age discrimination legislation is likely to improve the employment
prospects of elderly and open up opportunities for occupational change which are
likely, in turn, to extend working lives as individuals continue to be motivated and
challenged in the workplace. To this end, wider and more affordable training and
educational opportunities at older ages are also likely to be beneficial.
The culture and values of the silver workers are significant assets for the companies that
choose to attract and retain them. These values include commitment and loyalty to the
employer, fewer sick days, reduced injuries, and enhanced length of service. As the
workforce ages and contracts, skilled workers will increasingly come at a premium.
354
Managers who fail to respond to the threat will put their future growth and profitability
at risk, while missing out on the benefits of greater age diversity. To be successful in an
increasingly competitive market place, managers need to attract and retain silver
workers and, yes, love them when they are 62.
Employers need to begin now to build integrated strategies to encourage employees
with valuable skills and experience to stay in the workforce while the organization
transfers their expertise or develops/recruits the talent needed to replace them. Like any
commodity, silver workers are getting more valuable as they get scarcer. A few things
managers can do to retain their silver workers include:
o Eliminate stereotypes
o Motivate silver workers
o Distribute work fairly
o Encourage postponement of retirement
o Allow flexible work timings
o Invite retired employees back at least once a year for a company gathering.
o Develop a post-retirement data base noting skills and experience of each retiree.
o Update performance management and reward systems
Based on the results, some policy recommendations that can help to increase the labour
force participation of silver workers can be outlined in bid to promote active ageing.
This can include steps to raise the mandatory retirement age, develop and open more
employment opportunities for silver workers, develop geriatric training centres to equip
the elderly with knowledge and skills needed by employers, provide financial incentives
to encourage employers to hire and retain silver workers. A range of policies and
practices that require auditing and review in the workplace have been highlighted,
including recruitment processes, availability of flexible working, workloads and
opportunities to continue developing.
Through this study an attempt has been made to capture the voices of older people in
order to ensure that their preferences within the workplace, in relation to retirement
timing and their aspirations during the retirement years, are heard.
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Messages of the Employers
Challenges faced by the employers in searching qualified elder workers
x Retired people are not willing to work on lower salaries, so it would be bit
difficult to find such employees
x They have rigid mind and less flexible to adjust to prevailing set-up ,that is the
major problem in recruiting them
x Lacking of knowledge and confidence about the advance technologies
x Lack of people willing to work full time
x Finding an employee having experience from the same filed
x Facing difficulty in searching employee's possessing enthusiasm for work that
they used to display before retirement.
x Not finding an employee who is ready to take up training sessions.
x Not finding an employee who is flexible in term of work timings
x E difficult to find an employee with less family responsibilities
x Scarcity of workers having suitable resume for the jobs on the job sites
x They are not ready to work on lower designations
x They expect higher salaries
Important Message for people who are planning to do productive work in
retirement
x Keep your resume update and readily posted on the job site so that recruiters can
approach you easily.
x Be active and productive as long as your health permits
x There is no age for learning. Learn and keep yourself active. Do not let your ego
to spoil your career
x Always remember that you are trunk of knowledge to others. Be ready to share
knowledge with younger workers to enhance their as capability and know how
about a job on hand
x Live your life king size, be helpful to other people at a workplace and be
cheerful
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x Forget your post/designation that you had before retirement and accept what is
being offered to you in this new innings
x Be open and readily adaptive to the changes in the work sector.
x Do not demand for the respect, earn it by your won virtue of a good worker.
x Be receptive towards the change and learning new technologies
x Do not demand for the same salary that you were getting before you retired.
Give priority to the work rather than to money
x Just be what you are and be confident about it. Don't try to act wise, raise your
voice against wrongs and odds in the working situations.
x Stop sympathizing yourself as being a retired. Be an employee and start gearing
up yourself to work with the younger people. Never think that you are inferior to
them that in any sense.
x Stop being stiff minded. If you want to work you need to learn you need to
adjust with the situation.
x Do not compare your present with your previous job.
x Don't feel that you are not capable to work with younger colleagues do not lose
your confidence
x Keep yourself active and just share your experience with others to enrich the
younger employees
x Learn new technologies, and try to be technology friendly. It is the only way
you can sustain in the employment sector after retirement.
x No work cab be less important until and unless you enjoy doing it. Enjoy the
work that you are doing.
x Try not to impose your thoughts and methods of working on other employees
because with the chaining time methods also changes.
x Consider the work opportunities that come in your way rather than sitting and
waiting for the ideal one. It is just work that ultimately matters
x If you want to work, give importance to work and ignore the amount paid to
you.
x It is good to work on the basis of your past experiences. But every time you're
past experiences may not work well for the present job. So better try to think
about some new techniques and innovative methods that can be more
advantageous for task given to you
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RECOMMENDATIONS FOR FURTHER STUDIES
x Similar studies can be conducted in relation to variables other than those taken
in the present study such as marital staus, gender, family pressure, social
isolation , fear and anxiety due to retirment
x Similar study can be conducted to know the reasons ,difficulties and problems
faced by by elderly who are self employed
x A comparative study cab ne conducted involving the elderly who are working
after retirement and those who are not working
x A longitudinal study of this topic could effectively examine how occupation,
health, and socioeconomic status earlier in life help determine one's retirement
decisions and behaviours. Such longitudinal research could also help identify
how spousal characteristics, marital circumstances, and family circumstances
more broadly influence important decisions that are made in later life.
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CHAPTER 5
SUMMARY
5.1 Introduction
India has largest population in the world. On average, an elderly person is expected to
live between 18 and 20 years beyond 60.The number of older persons in India is projected
to increase from 90 million in 2008 to 298 million in 2051 and 505 in 2001.the portion of
the elderly would reach 20 percent in 2051, from 8 percent in 2008 about 75 percent of
the elderly are in rural areas.
The ageing of populations is one of the successful outcomes of demographic transition, in
particular, mortality transition. The developed countries of the world have already
experienced the process of ageing and its consequences and have developed policies and
programmes to avert crisis in not only providing economic and social security but also
promoting economic growth. Developing economies such as the countries of South Asia
are also well on their way to having a similar ageing population. However, they are either
prepared to face the consequences or to manage the growing numbers of the elderly
through appropriate policies of welfare and social protection. Although the proportion of
the elderly who are 60 years of age and above would seem to be relatively low in the
biggest populous giants of the world such as China and India, in terms of absolute
numbers, they have much more elderly persons than many other regions (countries) of the
world because of their huge population bases. The recent spurt in empirical studies related
to the elderly in the developing world is attributed not only to increasing numbers but also
to deteriorating living conditions of the elderly accentuated in part by rapid modernisation
and urbanisation as well as internal and international migration. The projected increase of
the elderly populations in both absolute and relative terms is, in many developing
countries, a subject of growing concern for demographers, planners, policymakers,
actuarial experts and pension economists. It has been, indeed, a matter of grave concern
for countries such as India, Sri Lanka and Bangladesh, Pakistan and Nepal. (Treas and
Logue, 1986; World Bank, 1994, 2000; 2001; Government of India, 1999, 2001; Alam,
2006; Irudaya Rajan, Mishra, and Sarma, 1999; Irudaya Rajan, 2008; Leibig and Irudaya
Rajan, 2003;
Irudaya Rajan, Risseeuw and Perera, 2008
).
359
India has largest population in the world. On average, an elderly person is expected to
live between 18 and 20 years beyond 60.The number of older persons in India is projected
to increase from 90 million in 2008 to 298 million in 2051 and 505 in 2001.the portion of
the elderly would reach 20 percent in 2051, from 8 percent in 2008 about 75 percent of
the elderly are in rural areas.
The twentieth century and the beginning of this one have seen an unprecedented
demographic transition in the form of population ageing. Globally, life expectancy at
birth increased from around 47 years in the 1950s to 67 in 2008, an increase of 20 years
in the space of half a century. The gain has been impressive among less developed
regions, i.e. 24 years compared to 10 in developed regions (UN, 2007). In India, the gain
has been 21 years (Irudaya Rajan, 2008). India has the second largest number of older
persons1 in the world. On average, an older person is expected to live 18-20 years upon
reaching 60. When people live longer, what mechanisms are available to them to remain
active and productive in employment and other gainful activities? How much
unemployment and poverty are there among older persons? Are they covered under
existing social security schemes and/or do they own financial assets and property? Are
they assured of income through pension and retirement benefits? Are widowed women
dispossessed? Is there any special social security provision for older women and widows?
What are the policy responses? This paper aims to address these issues in the Indian
context.
The reduction in fertility level, reinforced by steady increase in the life expectancy has
produced fundamental changes in the age structure of the population, which in turn leads
to the aging population. India had the second largest number of elderly (60+) in the world
as of 2001. The analysis of historical patterns of mortality and fertility decline in India
indicates that the process of population aging intensified only in the 1990's. The older
population of India, which was 56.7 million in 1991, is 76 million in 2001 and is expected
to grow to 137 million by 2021.
The current problem of the policy makers to extend socio economic security for the poor
is the demographic ageing and increased number of aged in the country.s population. The
growth of the aged population which is either dependant on the young or unemployed or
working for food during the evening yeas of their life is a challenge to the social security
systems in the country. As there is no correct definition to the aged, we consider , that the
360
population above the age of sixty as aged. This can be safely taken as the retirement age
in the organized employment in the country is between 58 years to 60 years on majority.
According to the data available from the decennial census the number of aged has
increased from about 19.6 million in 1951 to 75.93 million in 2001 or by 287 percent over
50 years period. Their share of population increased from 5.5 to 6.8 percent. However in
effect, nearly 72 percent of the increase in the number of the aged has to be attributed to
population growth, where as the balance 28 percent has been due to the aging of the
population.
More than 100 million populations (8% of total population) in India are elderly, higher
than the combined population of UK and Canada. In India according to living
arrangement by analysing 39,694 elderly data from NFHS-2. Overall 3% of total elderly
are living alone in India, 1.7% men and 4.5% women. Significant variations in morbidity
among the elderly exist with respect to living arrangement and gender.
Today India is home to one out of every ten senior citizens of the world. Both the
absolute and relative size of the population of the elderly in India will gain in strength in
future. Among the total elderly population, those who live in rural areas constitute 78
percent. Sex ratio in elderly population, which was 928 as compared to 927 in total
population in the year 1996, is projected to become 1031 by the year 2016 as compared to
935 in the total population. The data on old age dependency ratio is slowly increasing in
both rural and urban areas. Both for men and women, this figure is quite higher in rural
areas when compared with that of urban areas. More than half of the elderly populations
were married and among those who were widowed, 64 percent were women as compared
to 19 percent of men. Among the old-old (70 years and above), 80 percent were widows
compared to 27percent widowers. Men compared to women are found to be economically
more active. In 1991, 60 percent of the males were main workers whereas only 11 percent
of the females were main workers. Out of the main workers in the 60+ age group, 78
percent of the males and 84 percent of the females were in the agricultural sector. Since
women's economic position depends largely on marital status, women who are widowed
and living alone are found to be the worst among the poor and vulnerable.
Given the trend of population aging in the country, the older population faces a number of
problems and adjusts to them in varying degrees. These problems range from absence of
ensured and sufficient income to support themselves and their dependents to ill health,
absence of social security, loss of social role and recognition and to the non-availability
361
of opportunities for creative use of free time. The needs and problems of the elderly vary
significantly according to their age, socio-economic status, health, living status and other
such background characteristics. The prospect of loneliness often accompanies the
process of aging. In fact, many old people, unable to bear this loneliness, commit suicide,
and many are clamouring for the right to die rather than be forced to live with the
indignities and hopelessness of old age(commit aging suicide). Aging also hardens the
likes and dislikes of a person-- his or her prejudices, perceptions, and value judgments
that refuse to acknowledge the reality of aging.
Among the several problems of the elderly in our society, economic problems occupy an
important position. Mass poverty is the Indian reality and the vast majority of the families
have income far below the level, which would ensure a reasonable standard of living. As
people live longer and into much advanced age (say 75 years and over), they need more
intensive and long term care, which in turn may increase financial stress in the family.
Inadequate income is a major problem of elderly in India (Siva Raju, 2002). Nearly half
of the elderly are fully dependent on others, while another 20 percent are partially so
(NSSO, 1998). For elders living with their families-still the dominant living arrangement
their economic security and well being are largely contingent on the economic capacity of
the family unit. Particularly in rural areas, families suffer from economic crisis, as their
occupations do not produce income throughout the year. Nearly 90 percent of the total
workforces are employed in the unorganised sector. They retire from their gainful
employment without any financial security like pension and other post retirement benefits
5.2Objectives of the Study
(A) Objectives related to Silver Workers
1.
To study the profiles of silver workers working in Vadodara city.
2.
To study the reasons of silver workers to work after retirement with respect to
a. Personal reasons
b. Familial reasons
c. Financial reasons
d. Work related reasons
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3.
To study the differences in the reasons of silver workers to work after retirement in
relation to the selected variables:
a. Age
b. Educational qualification
c. Last Designation
d. Present salary
e. Health status
f.
Type of family
4. To study the influence of work on silver workers
5. To study the differences in influence of work on silver workers in relation to the
selected variables:
a. Age
b. Type of work (Present)
c. Present designation
d. Health status
6. To study the problems faced by silver workers at their workplace
7. To study the difference in the problems faced by silver workers at their workplace in
relation to the selected variables:
a. Age
b. Educational qualification
c. Present salary
d. Health status
e. Present designation
f.Perceptions about old age
8. To study the satisfaction of silver workers in relation to their work status
9. To study the differences in satisfaction amongst silver workers in relation to the selected
variables:
a. Type of work (present)
b. Present salary
c. Present designation
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(B) Objectives Related to Employers
10. To study the profiles of organizations employing silver workers
11. To study the reasons of employers for recruiting silver workers in their
organizations/companies/institutions/firms/business houses/corporate.
12. To study benefits of employing silver workers in their
organizations/companies/institutions/firms/business houses/corporate.
13. To study the problems faced by employers by employing silver workers in their
organizations/companies/institutions/firms/business houses/corporate.
5.3 Null Hypotheses of the Study
1.
There will be no significant differences in the reason of silver workers to work after
retirement in relation to the selected variables:
a.
Age
b. Educational qualification
c. Last designation
d. Present salary
e. Health status
f. Type of Family
2.
There will be no significant differences in influence of work on silver workers in relation
to the selected variables:
a. Age
b. Type of work (Present)
c. Present designation
d. Health status
3.
There will be no significant difference in the problems faced by silver workers at
their workplace in relation to the selected variables:
a. Age
b. Educational qualification
c. Present Salary
364
d. Health status
e. Present designation
f. Perceptions about old age
4.
There will be no significant differences in satisfaction amongst silver workers in
relation to the selected variables:
a. Type of work (Present)
b. Present salary
c. Present designation
5.4 Methodology
5.4.1 POPULATION OF THE STUDY
The population of the present study comprised of silver workers those who are
officially retired (58 and above) working for productive purpose/still working and
earning after their retirement. The other group of sample consisted of employers
from Vadodara city who have recruited those silver workers in their
offices/institution/firms and Business houses residing in Vadodara city of Gujarat
State.
5.4.2
SAMPLE SIZE AND SELECTION PROCEDURE OF THE SAMPLE
(SILVER WORKERS AND EMPLOYERS
The sample of the present study comprised of two types of respondents one were the
silver workers and other were the employers who employed silver workers. In total
there were three hundred and fifty respondents from which three hundred were silver
workers who were working post retirement and fifty were the employers who recruit
those retired silver workers in their organizations, corporate, banks, companies, firms
and colleges from Vadodara city of Gujarat State.
In order to indentify an employer which is the second sample of the study, the
researcher approached the same organization where the silver workers were found
working during their retirement. The size of the organisation (i.e number of employees)
was one important factor in shaping the experience, ethos and practice of employers.
365
A purposive sampling method was used to draw the sample. Researcher identified
banks/corporate/organizations/companies/firms functioning actively and recruiting
silver workers and the organization recruiting those silver workers after retirement in
Vadodara city. Researcher visited those banks/corporate/organizations/companies/firms
and asked about silver workers who were recruited there after retirement. Almost fifty
silver workers were identified initially those who were working after their retirement.
Those silver workers provided the names and addresses of the other silver workers
whom they knew. The names and addresses of silver workers were also collected from
colleagues, friends, relatives, neighbours, who knew silver workers those who were
working after retirement. Same organizations were approached by the researcher in
order to identify the employers .The snowball sampling technique was used to identify
the sample.
5.4.3 CONSTRUCTION OF RESEARCH TOOLS
The present study was an exploratory research. Therefore, survey method was preferred
for studying the reasons of silver workers and for the employers who recruit them. The
questionnaire, perception scale and rating scales were the tools used for data collection.
In addition to obtain a picture of ideal working situation during retirement open ended
question were incorporated. The main aim to incorporate open ended questions was to
attract unfiltered impressions of the silver workers descriptions of their circumstances
and experiences. The tools were constructed keeping in mind various purposes after
reviewing related literature desired from books, journals and other literatures. As a first
step, main topics for survey were defined such as former professional career, motivation
for working during retirement, changing profession when entering retirement, and type
of work in retirement. The pilot study helped the researcher to frame the questionnaire.
The tools were prepared in English and then translated into Gujarati for better
comprehension of the silver workers and to ensure ease in communication
5.4.4 DESCRIPTION OF RESEARCH TOOL USED FOR SILVER WORKERS
A questionnaire consisting of six sections was prepared to study the reasons,
perceptions, problems, their work related satisfaction and factors that influence silver
366
workers, to work after retirement. The sections, content and response system used in the
research tool of silver workers are detailed in the table1
Table: Description of Research Tools of the Silver Workers
Sections
Content
Response System
Section-1
Part-A
Background Information of the
Silver Workers
Check list cum Questionnaire
Part-B
Family Background
Check list cum Questionnaire
Part C
Present Occupational Status
Check list cum Questionnaire
Part-D
Work History
Check list cum Questionnaire
Part E
Health Status
Checklist
Section-2
Part-A
Reasons of Working after
Retirement
4-Point Rating Scale
Part-B
Perceptions about Retirement
3-Point Rating Scale
Section -3
Influence of Work on Silver
Workers
3-Point Rating Scale
Section -4
Problems Faced by Elder Workers
at Workplace
4-Point Rating Scale
Section -5
Satisfaction at Workplace
3-Point Rating Scale
Section -6
Suggestions
Open Ended Questions and
checklist
5.5 Validity of the Research Tools
To check the validity of the research tools, the questionnaires were sent for review by
experts from the following institutions:
x Dean, Faculty of Family and Community Sciences, The Maharaja Sayajirao
University of Vadodara , Vadodara
x Head, Faculty of Family and Community Sciences, The Maharaja Sayajirao
University of Vadodara , Vadodara
x Associate Professor, Department of Extension and Communication, Faculty of
Faculty of Family and Community Sciences , The Maharaja Sayajirao
University of Vadodara, Vadodara
x Associate Professor, Department of Psychology, Faculty of Education and
Psychology, The Maharaja Sayajirao University of Vadodara, Vadodara
367
x Associate Professor, Department of English, Faculty of Arts, The Maharaja
Sayajirao University of Vadodara, Vadodara
x Associate Professor, Department of Statistics, Faculty of Science, The Maharaja
Sayajirao University of Vadodara, Vadodara
x Associate Professor, Faculty of Masters in Social Work, The Maharaja Sayajirao
University of Vadodara, Vadodara
The experts were requested to check the questionnaire for:
x Content validity
x Nature of the Statements
x Clarity of language and ideas
x Appropriateness of the response system
The suggestions given by experts were incorporated in the tools
5.6 Reliability of the Research Tools
The test- retest method was used for measuring the reliability of the questionnaire. The
tool was administered on five silver workers and five employers in Vadodara City. To
measure the reliability of the tool, it was administered again on the same persons after a
gap of fifteens days. The coefficient of correlation between the two sets of scores was
calculated to find out the reliability of the tool by using the following formula:
Where, r = Coefficient of correlation
X= Score of First test
Y= Score of Second test
The tool reliability was found 0.92
5.7 Pre-testing of the Research Tools
The prepared questionnaires were pre-tested on ten silver workers and ten employers in
the Vadodara city. The researcher simplified some terms that respondents could not
368
follow. Silver workers and employers selected for pre-testing of the tool took about
thirty to thirty five minutes to fill the questionnaire.
5.8 Procedure of Data Collection
The data were collected from 300 silver workers and 50 employers who recruit those
retired silver workers in their organizations, firms, corporate, business houses, from
different areas of Vadodara city during December 2012 to May 2013. With regards to
acquisition of respondents, large organisations were systematically contacted who
supposedly maintained contacts with their retirees. Some respondents were acquired
using personal contacts known to the researcher or from respondents in a snow ball
process. Thus making the study's sample a cumulative sample. A large number of silver
workers were identified through
companies/organizations/Corporate/institutes/firms/colleges who were recruiting retired
silver workers. A permission to collect data from silver workers as well as employers
was sought from the various authorities of the concerned organizations. The silver
workers and employers were contacted and the data was collected by meeting them
according to their convenience of time and place. The questionnaires were distributed to
silver workers. They were collected back after a week or fifteen days.
Many a times, silver workers took more than 30 to 35 minutes to fill the questionnaire
as it required them to do some thinking on the items and relating it to their working
practise and experiences. Interview method was used to collect data from those silver
workers, who faced difficulty in reading or were not used to filling questionnaire. Six to
seven hundred questionnaires were distributed amongst the silver workers as well as
employers out of which 378 in total were returned.
x Various reasons were found for not returning the questionnaire such as:
x Losing the questionnaire
x Unwilling or uninterested in the study/in filling questionnaire
x Not filling the questionnaire after many reminders
x Few silver found the questionnaire too lengthy and some information which
about they were hesitant to answer
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Interview schedule was prepared as tool for the employers and interview method was
used to collect the data. Tools were prepared in English language. Employers took
around 15 to twenty minutes to answer the questions.
No major difficulties were faced during the data collection and it completed peacefully.
Majority of the silver workers and employers were interested in the study as it was
related to them.
5.9 Scoring and Categorization of the Data of Silver Workers
Different types of scoring procedures were use for giving weightage to various items of
all the parts of the tools used to collect information regarding the variables of the study.
The scoring pattern and categorization of the silver workers and employer are discussed
separately in the following lines:
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5.9.1 CATEGORIZATION OF VARIABLES
The tool contains questions regarding profile of the silver workers. The categorization
of the Independent and Dependent variables for a silver worker was done as follows
Table : Categorization of Independent Variables for Silver Workers
Variables
Basis
Categories
Age
58-66 years
Young-Old
67-74 years
Old
Educational
Qualification
Graduate to Doctorate
Higher Level of Education
Diploma to Higher Secondary
Moderate Level of Education
Primary to Secondary
Low Level of Education
Designation
Class I
Higher order Designation
Class II
Class III
Middle order Designation
Class IV
Low order Designation
Present Salary
Less than 17,000 Rupees
Low Income Group
17,000 Rupees
Middle Income Group
More than 17,000 Rupees
High Income Group
Health Status
0-1 Health Problems
Healthy
2-4 Health Problems
Somewhat Healthy
More than 4 Health Problems
Less Healthy
Type of Family
Living Alone
Living Alone
Living with Partner
Living with Spouse
Living with Children
Living with Family
Type of Work
8 hours
Full Time
Less than 8 hours
Part Time
Perceptions
about Old Age
Above Mean
Most Favourable
Mean and Below Mean
Favourable and less favourable
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Table : Categorization of Dependent Variables for Silver Workers
5.9.2 REASONS TO WORK AFTER RETIREMENT
To measure the reasons of silver workers to work after retirement, the scores were
given to the silver workers as shown in the (Appendix 1, Section 2-A).The minimum
and maximum possible ranged from 1 to 36. However, the scores achieved by the
respondents ranged from 1 to 36 and they were categorized as follows:
Aspect Wise total Obtainable Scores:
Aspects
Number of
Statements
Maximum Obtainable
Scores
Minimum Obtainable
Scores
Financial
10
30
10
Familial
11
33
11
Work
7
21
7
Personal
8
24
8
Total
36
108
36
Variables
Basis
Categories
Reasons of
Working
Above Mean
More Number of Reasons
Mean
Moderate Number of Reasons
Below Mean
Less Number of Reasons
Influence of
Work
Above Mean
High Level of Influence
Mean
Moderate Level of Influence
Below Mean
Low Level of Influence
Problems at
Workplace
Above Mean
More number of problems
Mean
Moderate number of Problems
Below Mean
Less number of Problems
Satisfaction at
Workplace
Above Mean
High satisfaction
Mean
Moderate Satisfaction
Below Mean
Less Satisfaction
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The range of intensity indices were calculated overall and aspect wise to measure the
extent of reasons of the silver workers to work after retirement. To describe the extents
of reasons, the range of intensity indices were decided as follows:
The range of intensity indices were decided as follows:
Extent of Reasons Scores Range of Intensity Indices
Great Extent
3
2.51-3.00
Some Extent
2
1.51-2.50
Less Extent
1
1.00-1.50
Range of the scores for describing the reasons of silver workers to work after retirement
was decided as follows:
Type of Reasons
Score
Less Number of Reasons
36-60
Moderate Number of Reasons 61-85
More Number of Reasons
86-108
Range of mean scores for describing the reasons of silver workers to work after
retirement were decided as follows:
5.9.3 PERCEPTIONS ABOUT RETIREMENT
The perception scale was developed to measure the intensity of the perceptions of
silver workers about retirement. It was a 3 point scale. The scoring of the responses on
a scale was done as follows:
Scoring pattern according to the nature of statements in the perception scale
regarding silver worker's perception about retirement
Range of Mean Scores
Categories
Less Number of Reasons
Below Mean
Moderate Number of Reasons
Mean
More Number of Reasons
Above Mean
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Nature of Statement
Agree to
Great Extent
Agree to
Some Extent
Agree to
Less Extent
Positive
3
2
1
Negative
1
2
3
The total numbers of statements were 46. The minimum and maximum obtainable
scores ranged from 46-138.Range of scores describing the perceptions of silver workers
regarding retirement was decided as follows:
Type of Perceptions
Score
Less Favourable
46-76
Favourable
77-107
Most Favourable
108-138
Aspect Wise Obtainable Scores were as follows
Perceptions
about
Retirement
Number of
Statements
Maximum
Obtainable
Scores
Minimum
Obtainable
Scores
Favourable
17
51
17
Unfavourable
29
87
29
The range of intensity indices were calculated overall and aspect wise to measure the
extent of perceptions about retirement of the silver workers. To describe the extents of
perceptions, the range of intensity indices were decided as follows:
Range of Intensity Indices:
Categories for describing the perceptions of silver workers regarding retirement was
decided as follows:
Extent of Perceptions Scores Range of Intensity Indices
Great Extent
3
2.51-3.50
Some Extent
2
1.51-2.50
Less Extent
1
1.00-1.50
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5.9.4 INFLUENCE OF WORK ON SILVER WORKERS
To measure the influence of work on silver workers, a three point scale was developed.
The overall intensity indices were calculated to measure the extent of influence of work
on silver workers. The total number of statements in the scale was 24 and the possible
obtainable score ranged from 24-72.
Obtainable Scores were as follows
Content
Number of
Statements
Maximum
Obtainable
Scores
Minimum
Obtainable
Scores
Influence of work
24
72
24
To describe the extent of work, the obtainable scores and range of intensity indices
were decided as follows:
Range of Intensity Indices:
Range of the scores for describing the intensity of influence of work was decided as
follows:
Range of Mean Scores
Categories
Less Favourable and Favourable Mean and Below Mean
Most Favourable
Above Mean
Extent of Influence Scores Range of Intensity Indices
Great Extent
3
2.51-3.00
Some Extent
2
1.51-2.50
Less Extent
1
1.00-1.50
Extent of Influence
Score
Low Level of Influence
24-40
Moderate Level of Influence
41-57
High Level of Influence
58-72
375
To find out overall and item wise influence of work intensity indices were calculated.
Range of mean scores for describing the intensity of influence of work was decided as
follows:
5.9.5 PROBLEMS FACED BY SILVER WORKERS AT
WORKPLACE
To measure the extent of problems faced by silver workers at workplace a four point
rating scale was prepared which included twenty five statements. The maximum
obtainable score was hundred and minimum obtainable score was twenty five. The
scoring of the statements in the scale was done as follows:
Obtainable Scores were as follows:
Content
Number of
Statements
Maximum
Obtainable
Scores
Minimum
Obtainable
Scores
Problems faced by silver
workers at their
workplace
25
75
25
The intensity indices were found out overall and item wise to measure the extent of
problems faced by silver workers at workplace. The categorization of intensity indices
was as follows
The range of intensity indices were decided as follows:
Extent of Problems Score Range of Intensity Indices
Great Extent
3
2.51-3.00
Some Extent
2
1.51-2.50
Less Extent
1
1.00-1.50
Categories
Basis
Low Level of Influence
Below Mean
Moderate Level of Influence
Mean
High Level of Influence
Above Mean
376
Range of the scores for describing the intensity of problems at workplace was decided
as follows:
5.9.6 SATISFACTION AT WORKPLACE
To measure the extent of satisfaction of silver workers at workplace a three point rating
scale was prepared which included twelve statements. The maximum obtainable score
was thirty six and minimum obtainable score was twelve. The scoring of the statements
in the scale was done as follows:
Obtainable Scores were as follows:
Content
Number of
Statements
Maximum
Obtainable
Scores
Minimum
Obtainable
Scores
Satisfaction of Work
12
36
12
The intensity indices were found out overall and item wise to measure the extent of
satisfaction of silver workers at workplace. The range of intensity indices was as
follows:
The range of intensity indices were decided as follows:
Categories
Basis
Less Problems
Below Mean
Moderate Problems
Mean
More Problems
Above Mean
Extent of Influence Scores Range of Intensity Indices
Great Extent
3
2.51-3.00
Some Extent
2
1.51-2.50
Less Extent
1
1.00-1.50
377
Range of the scores for describing the intensity of satisfaction of silver workers at
workplace was decided as follows:
To find out overall and item wise satisfaction of silver workers at workplace intensity
indices were calculated. Range of the mean scores for describing the intensity of
satisfaction of silver workers at workplace was decided as follows:
5.10 Scoring and Categorization of Data of Employers
5.10.1 QUALITIES OF RECRUITING SILVER WORKERS
To measure qualities that employers considered while recruiting silver worker, a
three point scale was developed. The overall intensity indices were calculated to
measure the extent. To describe the qualities, the obtainable scores and range of
intensity indices were decided as follows:
Obtainable Scores were as follows
Content
Number of
Statements
Maximum
Obtainable
Scores
Minimum
Obtainable
Scores
Qualities of the
Employees
22
66
22
Type of Satisfaction
Score
Less Satisfaction
12-20
Moderate Satisfaction 21-29
High Satisfaction
30- 36
Categories
Basis
Less Satisfaction
Below Mean
Moderate Satisfaction
Mean
High Satisfaction
Above Mean
378
The intensity indices were found out overall and item wise to measure the extent of
qualities of an employee. The categorization of intensity indices was as follows:
Range of Intensity Indices:
Range of scores for describing the qualities of the employees was decided as follows:
5.10.2 ADVANTAGES OF RECRUITING SILVER WORKERS
To measure advantages that employers takes into consideration while recruiting
silver worker, a three point scale was developed. The overall intensity indices
were calculated to measure the extent. To describe the Advantages, the
obtainable scores and range of intensity indices were decided as follows:
Obtainable Scores were as follows
Content
Number of
Statements
Maximum
Obtainable
Scores
Minimum
Obtainable
Scores
Advantages
18
54
18
Range of Intensity Indices:
Extent
Scores Range of Intensity Indices
Great Extent
3
2.51-3.00
Some Extent
2
1.51-2.50
Less Extent
1
1.00-1.50
Extent
Scores
Great
22-36
Some
37-51
Less
52-66
Extent
Scores Range of Intensity Indices
Great Extent
3
2.51-3.00
Some Extent
2
1.51-2.50
Less Extent
1
1.00-1.50
379
Range of scores for describing the advantages of employing silver workers was
decided as follows:
5.10.3 DISADVANTAGES OF RECRUITING SILVER WORKERS
To measure disadvantages that employers takes into consideration while
recruiting silver worker, a three point scale was developed. The overall intensity
indices were calculated to measure the extent. To describe the disadvantages, the
obtainable scores and range of intensity indices were decided as follows
Obtainable Scores were as follows
Content
Number of
Statements
Maximum
Obtainable
Scores
Minimum
Obtainable
Scores
Disadvantages
17
51
17
Range of Intensity Indices:
Range of scores for describing the disadvantages of employing silver workers was
decided as follows:
Extent
Scores
Great
18-30
Some
31-43
Less
44-56
Extent
Scores Range of Intensity Indices
Great Extent
3
2.51-3.00
Some Extent
2
1.51-2.50
Less Extent
1
1.00-1.50
Extent
Scores
Great
17-28
Some
29-40
Less
41-52
380
5.10.4 INFLUENTIAL FACTORS IN RECRUITING SILVER WORKERS
To measure the factors that influence the employers takes while recruiting silver
worker, a three point scale was developed. The overall intensity indices were
calculated to measure the extent. To describe the influential factors, the
obtainable scores and range of intensity indices were decided as follows:
Obtainable Scores were as follows
Content
Number of
Statements
Maximum
Obtainable
Scores
Minimum
Obtainable
Scores
Influential Factors
10
30
10
Range of Intensity Indices:
Range of scores for describing the influential factors in employing silver workers was
decided as follows:
Extent
Scores Range of Intensity Indices
Great Extent
3
2.51-3.00
Some Extent
2
1.51-2.50
Less Extent
1
1.00-1.50
Extent
Scores
Great
10-16
Some
17-23
Less
24-30
381
5.11 Statistical Analysis of the Data
A statistical package for social sciences (SPSS) was used to analyze the data. Different
statistical measures for various purposes used were as follows:
Table : Plan for Statistical Analysis of the Data of Silver Workers
No.
Purpose
Statistical Measure
1
Background Information of the Silver Workers
Frequencies, Percentage and
Intensity Indices
2
Reasons and Perceptions of Silver Workers to work
After Retirement
T-Test, ANOVA (F-test)
Intensity Indices
3
Influence of work on Silver Workers
T-Test, ANOVA (F-test)
Intensity Indices
4
Problems faced by Silver workers at work place
T-Test, ANOVA (F-test)
Intensity Indices
5
Satisfaction at Workplace
T-Test, ANOVA (F-test)
Intensity Indices
6
Suggestions
Intensity Indices
382
5.12
Major Findings of the Study
5.12.1 SILVER WORKERS
x Sample of the study were silver workers working after retirement and residing in
Vadodara city.
x High majority of them belonged to old age group
x Very high majority of them were males
x Very high majority of silver workers had high level of educational qualification
x 55 percentages of them had pension as their main source of income
x Very high majority of them were married and they were living with family
x Nearly half percentages of them joined the job within small gap (within 1 to 3 years) of
their retirement.
x High majority of (76%) of them were not working in same organizations
x Nearly forty percentages (39.67%) of them were working on temporary basis. Whereas
96.33 were working on permanent basis before they retired.
x Except three silver workers (1%) all (99%) were working in private organizations after
retirement.
x Majority (61.33%)of them were working for full time after retirement
x 63.33 were having class III designations on present job. Whereas before retirement
45.33% of them were working on class I designation.
x Nearly half percentages (48.33%) were having less salary in their present jobs.
Whereas 55.67 percentages had moderate salary before retirement.
x 63 percentages of silver workers faced problems in searching jobs due to lack of :
¾ job advertisements
¾ jobs according to their abilities and skills
¾ Jobs with same designation that they had before retirement
¾ Jobs in city they live
¾ Jobs according to past experiences
¾ Jobs paying salary as earlier
x Almost 74 percentages of the silver workers faced difficulties in procuring present job.
x 85 percentages of them were prepared to work even before they retired
383
x When asked about age of re-retirement almost 35 percentages of silver workers
believed that they want to continue working till heath permits as to kill time it's
important to remain active.
x 52 percentages of them had worked for almost 32 years before retirement (average
duration)
x Nearly 65 percentages of the silver workers were healthy
x Social and familial reason were found as the main reasons for silver workers to work
after retirement
x Major reasons to work were:
¾ To get attention and respect from the family
¾ Become financially independent
¾ To stay physically and mentally active
¾ Cannot imagine life without work
x 37.67 percentages of silver workers had less favourable perceptions about retirement
x Majority of silver workers started to plan about retirement much before they actually
retired
x Little more than half (51%) of them started to plan for finance at 51 years and below
age
x 67 percentages of them reported that they enjoyed Brahmacharya (student stage of life
) the most
x Half percentages of the silver workers were likely to retire after achieving certain
amount of retirement money
x Nearly forty percentages of silver workers believed that employers, government and
co-workers were primarily responsible for preparing the workers for retirement.
x 61.33 percentages of silver workers had high level of influence in terms of :
¾ Getting respect and attention from family
¾ Recognition in society
¾ Being able to face people with confidence
x Almost forty percentages of silver workers faced more number of problems related to
work and workplace like:
¾ Fear and anxiety of losing job
¾ Working on new technology
¾ Working with younger generation
384
x 45.33 percentages of silver workers had moderate level of satisfaction related to their
work and workplace.
x High majority of the silver workers reported that there is need for specific personnel
polices for elder employees.
x Silver workers suggested that employers can provide opportunity to:
¾ Guide and teach young workers
¾ Work few hours
¾ Enjoying stimulating workplace
5.12.2 EMPLOYERS
x
All (100%) employers were males. Designations on which employers of the silver
workers were engaged included manager 28 percentages, department head were 24
percentages branch head were 18 percentages, director were 16 percentages and
development officer were 14 percentages.
x
Equal percentages (50%) of the employers belonged to middle aged and aged/silver
workers group and all (100%) of them were males. This table reveals both middle aged
and aged were working on the higher positions, but it was important to notice that they
were all males.
x
Majority 60 percentages employers had work experience of 24 years and more than 24
years in the organisation/company /institution/corporate/firm and 40 percentages of
them had less than 24 years of experience. This table shows that high percentages of
employers were having more years of experience.
x
Very high majority (94%) of organizations/companies had employed 1 to 5 silver
workers in their organization. Whereas only 4 percent of organization/companies had 6
to 20 silver workers and only 2 percent of organizations companies were had 21 to 100
silver workers in their organizations/companies.
x
High majority (72%) of the organization/company had same number of silver workers as
compared to last year. While 22 of them had less number of silver workers and very less
six percentages of the employers were not sure about the difference in numbers of silver
workers in the organization company as compared to last year
385
x
High majority of employers (76%) were not sure about employing female silver workers
in their organization/companies. Whereas 14 percentages of employers refused to answer
and only 10 percent of the employers had employed five female silver workers in their
organization/company.
x
Reliability, trustworthy, listens carefully and follows instructions were the main qualities
that employers prefer while employing silver workers
x
Established network of contacts and clients, helps in crisis, dedication provides
significant business advantage, remain loyal to the organization were considered as the
advantages for employers in recruiting silver workers
x
Lower productivity, less receptive to training and skills. High wage expectation, fear
change in workplace, do not keep updated with technology were considered as
drawback's by employers in recruiting silver workers
386
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("Sathy Gaya"-Gone crazy after age 60 years? Jan 17, 2007)
x
`Satya gaya' ---- Gone crazy after age 60 years? By aht42002 Jan 17, 2007
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http://www.indianexpress.com/res/web/pIe/ie/daily/19990408/ige08107.html
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http://in.rediff.com/money/2005/aug/25spec1.htm
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http://www.aifs.gov.au/institute/pubs/WP14.html
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Section-I
A. Background Information
Direction: Following are the items related to your personal information, please tick
mark (
9) against appropriate options and give details wherever specified
1. Name : ____________________________________________________
2. Mailing Address : ____________________________________________________
____________________________________________________
3. Contact no : (M) ______________________ (R) _______________________
4. E-mail I.d : ___________________________________________________
5. Educational Qualification :
Doctorate _____________
Post Graduate _____________
Graduate _____________
Diploma Holder _____________
Upto higher secondary school _____________
Upto Secondary school _____________
Upto primary school _____________
6. Age (in years) : __________
7. Sex : Male __________ Female __________
8. Marital status : Married __________ Single __________
Divorced __________ Widowed __________
Separated __________ Live in relationship __________
Any other specify __________
0
403
Appendix 1: Tool for Elderly
9. Religion : Hindu __________
Muslim __________
Christian __________
Parsi __________
Sikh __________
Jain __________
Any other __________
10. Caste : _________________________________
11. Native Place : _________________________________
12. Do you have your own house?
Yes___________ No ____________
Kindly give the details about your house:
13. Do you have your own vehicle?
Yes____________ No ____________
If yes please specify:
i. Two wheeler ____________
ii. Four wheeler ____________
a) Do you drive?
Yes____________ No ____________
b) If yes please specify which vehicle you drive
Sr.
no.
Type of House
Own
Rented
Companies
Accommodation
Son's / daughters
house, relatives
house
a.
Flat
b.
Bungalow/Tenement
c.
Row house
d.
Any other
404
i. Two wheeler ____________
ii. Four wheeler ____________
c) When do you drive?
While going for:
i. Work/job ____________
ii. Social purposes ____________
iii. For household related task (shopping, banking, paying bills, ____________
booking tickets)
iv.To visit a doctor ____________
v.Any other specify ____________
14. What do you do in your leisure time?
a) Read
x Newspaper __________
x Magazine __________
x Books __________
b) Listen to
x Bhajans _________
x Music _________
x Religious Lectures _________
x Political Lectures _________
x Social Lectures _________
x Educational Lectures _________
x Health Lectures _________
c) Visit
x Temple __________
x Garden __________
x Relatives __________
x Neighbours __________
x Restaurants __________
405
x Theater/Cinema house__________
x Club/Mahila Mandal __________
x Any other __________
d) Play games
x Indoor __________
x Outdoor __________
e) Sleep __________
f) Do creative work(embroidery, stitching, painting) ___________
g) Chintan/Yoga/Mediation __________
h) Go for walk __________
i) Learn/use computers __________
j) Help in household work __________
k) Play/take care of grandchildren __________
l) Any other __________
406
B. About
Family
Direction: Following are the questions related to your family, please tick mark (
9)
against appropriate options and give details wherever specified.
1. Type of family:
a) Living alone ___________
b) Living with spouse ___________
c) Living with family ___________
d) Any other ___________
2. Total Number of family members: ___________
Given below is the table, please fill in the details about your family members:
3. Sources of your family's income per month
Names
Your Relationship
with them
Age
Educational
Qualification
Marital
Status
Occupational Status
Disabilities
Working
Not
Working
Physical Mental
Sr. No. Sources of Income
Income/ Amount
a.
Pension
b.
Interest of fixed deposits
c.
Rental income
d.
Interest from investment
407
C. About your Occupation
Direction: Following are the questions related to your present occupation (after
retirement), please tick mark (
9) against appropriate options and give
details wherever specified
1. Date of Retirement : ___________________________________
2. Date of joining present job after retirement : ___________________________________
3. Name of the organization/company/industry/ Firm/corporate you are presently working in
______________________________________________________________________
4. Is it the same organization where you used to work before retirement?
Yes __________ No___________
5. Employment status
a) Temporary ___________
b) Permanent ___________
c) Contract basis ___________
d) Consultancy ___________
6. Type of organization:
a) Government ___________
b) Non-government ___________
c) Corporate ___________
d) Business house ___________
e) Agency ___________
f) Firm ___________
7. Type of work
a) Part time ___________
b) Full time ___________
8. Designation : _____________________________________
408
a) Is it the same designation you were having before retirement?
Yes____________ No ____________
If no please specify the designation you were having before retirement
_______________________________________________________________________
_______________________________________________________________________
9. Salary/ Income : ___________________________________________
a) Fixed __________
b) Consolidated __________
c) On the basis of work I do __________
10. What type of duties do you perform as part of your job?
________________________________________________________________
________________________________________________________________
a) Are these the same duties as you used to perform before retirement?
Yes __________ No __________
If no please specify the duties in your job you performed before you retired.
________________________________________________________________
________________________________________________________________
11. Working hours
a) Per day ____________
b) Per week ____________
12. Distance of work place from your residence (in Kms) ___________
13. After retirement is the present job your first?
Yes ___________ No ___________
409
If no than please provide the details of your work you did after retirement:
14. Who helped you to get the present job?
a) My Family ___________
b) My friend ___________
c) My relatives ___________
d) My colleague ___________
e) My own initiative/active search(Newspaper advertisement ___________
/website like 2
nd
Innings/ internet browsing)
Jobs Designation
Date
of
Joining
Date
of
Leaving
Salary
Employment Status
Type of organization
Type of
Work
Temporary
Permanent
Contract
Basis
Consultancy
Part
Time
Full
Time
1
st
a. Weekly
b. Monthly
c.
Amount
:
___________
Government
Non-government
Agency
Firm
Business
house
Corporate
2
nd
a. Weekly
b. Monthly
c.
Amount
:
___________
Government
Non-government
Agency
Firm
Business
house
Corporate
3
rd
a. Weekly
b. Monthly
c. Amount:
___________
Government
Non-government
Agency
Firm
Business
house
Corporate
410
15. What problems did you faced while searching a job after retirement?
Kindly tick mark (
9) on the problems you faced while searching job.
a) GE: If you faced problems to "Great Extent"
b) SE: If you faced problems to "Some Extent"
c) LE: If you faced problems to "Less Extent"
Sr.No.
Statements
GE SE LE
Problems faced in searching job
a. Lack of job advertisements
b. Lack of many organizations /companies who recruit elderlies
c. Lack of job according to my qualification
d. Lack of job according to my abilities/expertise
e. Lack of job in the city I live in
f. Lack of job matching to my past experience
g. Lack of jobs of same designation (referring designation before
retirement)
h. Lack of job with the pay/salary I used to get before retirement
16. Did you get the present job easily or you had to work hard to get this job?
a) Easily____________ b) Worked hard___________
17. Do you receive any social security benefits from your current job?
Yes ____________ No __________
If yes please specify the benefits you receive ________________________________
____________________________________________________________________
18. Why are you working on the present job?
This job gives me
a) Money ___________
b) Opportunity to learn new skills ___________
c) Good health benefits ___________
d) Self-respect ___________
411
e) Respect in my family ___________
f) Respect from co- workers ___________
g) Freedom to share my views ___________
h) Flexibility in work timings ___________
i) Opportunity to use of my education ___________
j) Friendly work environment ___________
k) Opportunity to do quality work ___________
l) Good reputation in society ___________
m) Good pension plan ___________
19. Before you retired, did you expect or think of working after retirement?
Yes ___________ No __________
20. Are you currently doing the type of work that you expected to do after retirement?
Yes ____________ No __________
If no please specify the kind of work you would like to do______________________
___________________________________________________________________
21. What do you miss in your present job?
___________________________________________________________________
22. In comparison to the past how intense (passionate) is your work today?
_____________________________________________________________________________________________________________________________ _________________________________________________________________________________________________________ _____________________________________
_____________________________________________________________________________________________________________________________ ________________________________________________________________________________________________________________{______________________________
23. What are the current retirement benefits that you are receiving?
a) Pension ___________
b) Health benefits ___________
c) Security benefits ___________
412
D. Work History
Direction: Following are the questions related to your last occupation (before
retirement), please tick mark (
9) against appropriate options and give
details wherever specified
Kindly give details about your last job before retirement:
1. Name of the organization : _______________________________________________
2. Designation : _______________________________________________
3. Date of Joining : _______________________________________________
4. Date of leaving : _______________________________________________
5. Salary/ Income : _______________________________________________
a) Fixed __________
b) Consolidated __________
c) On the basis of work I do __________
6. Employment status
a) Temporary ___________
b) Permanent ___________
c) On contract basis ___________
d) Consultant ___________
7. Type of work
a) Part time ___________
b) Full time ___________
8. Type of organization:
a) Government ___________
b) Non-government ___________
c) Corporate ___________
d) Business house ___________
e) Agency ___________
f) Firm ___________
413
E. Health Proforma
Direction: Following is the list of health related problems, please tick mark (
9)
against specific health problem if you are facing it.
Type of Problems:
a) Problems related to ___________
Digestive system
(Gastric troubles, acidity,
constipation, dysentery,
diarrhea, indigestion,
gastritis, vomiting nausea)
b) Problem of oral cavity ___________
(Ulcers, inflammation of
tongue, excessive salivation,
lack of salivation, missing/
broken teeth, full/partial
denture, caries/toothache,
swollen gums)
c) Problems related to ___________
respiratory system
(Recurrent cold, running
nose, recurrent tonsillitis,
pneumonia, aasthma,
lung cancer)
d) Problems related to ___________
cardiovascular system
(Blood pressure, pain in chest,
enlargement of heart, pneumatic
heart disease, hypertension)
e) Problems related to ___________
genitourinary system
(Urinary tract infection,
414
kidney stone, oedema,
renal failure, dialysis, prostitis)
f) Problems pertaining to ___________
locomotors system
(Osteomalacia, osteoporosis,
osteosderosis, rheumatoid,
arthritis, spondlitis, low backache
after sleep, fever, frozen shoulders)
Muscle (inflammation of muscle
hard swellings)
g)
Problems related to ___________
central nervous system
(Tension, headaches
migraine, sleep disturbances,
Sudden/gradual dimness
of vision, double vision (squint)
convulsive attacks
h) Problems related to ___________
Endocrine system
(Hypoglycemia, diabetes,
hypothyroidism)
I)
Miscellaneous problem ___________
(Aanemia, skin disorders,
allergies, hearing aid,
artificial limbs, calipers)
415
Section-II
A. Reasons of Working after Retirement
Direction: Listed below are the reasons of working after retirement, please tick mark
(
9) against the statement in the column which describes the extent of your
reason for working after retirement.
a) GE: If you agree with the statement to "Great Extent"
b) SE: Represents "Some Extent"
c) LE: Represents "Less Extent"
d) NA: Represents " Not Applicable"
1. What are the major reasons of your working after retirement?
Sr. No
Statements
GE SE LE NA
1.
I am working after retirement because
a. I could be financially independent
b. I can spend money according to my own wish
c. I do not receive pension
d. I am not getting sufficient pension
e. I ran out of my savings
f. I want to build additional retirement savings
g. I want to pay off my mortgage
h. I incur heavy expenditure on my medicines
i. I want to reinvest for capital growth
j. I want to support my children financially
k. I am alone in my family
l. I can maintain my lifestyle
m. I can get attention and respect from family
n. I have important financial responsibility towards family
o. I want to buy another property
p. I want to renovate my house
q. I am sole bread earner of the family
416
r. I have responsibility of my children's education
s. I and my spouse need additional income for health care
t.
I got the opportunity to work which is not too stressful
u.
I got the opportunity to work on my dream job
v.
I got an opportunity to learn new job skills
w. I got chance to do work that is not too physically demanding
x.
I cannot imagine my life without work
y.
I would be bored sitting idle
z.
I find this job interesting
aa.
I could stay physically active
bb.
I could stay mentally active
cc.
I could be productive, useful and helpful
dd.
I could be around people
ee.
I want to enjoy social interaction with colleagues
ff.
The pay offered to me was too good to refuse
gg.
Income from other sources is not enough
hh.
There is desire in me to learn new things
ii.
Long term care of my dependents
jj.
My family is pressuring me to work
417
B. Perceptions about Retirement
Part of every human being's self-image is based on their age, whether it is their
chronological or their subjective age, or how old they feel. Accordingly, when people
reach retirement age, these two perceptions can widely differ. Society may view an
individual of 65 as ready to be put out to pasture, while that same individual still views
himself as an active, energetic and productive member of the community. Consequently
the negative stereotypes perpetuated by society often cause people to behave
differently towards the elderly than they would had such harmful biases not been so
deeply ingrained. : It's worth analyzing this concept a little closer, before we arrive
there, to make sure it's a place we want to go. What is the purpose and meaning of
retirement to you? Below listed are the perceptions about retirement, please tick mark
(
9) against appropriate options and give details wherever specified:
1. Since when did you started planning related to finance for your retirement?
(Please mention age) __________
a) After retirement __________
b) At the time of retirement __________
c) Much before retirement __________
2. Which stage of your life did you enjoy?
a) GE: If you agree with the statement to "Great Extent"
b) SE: Represents "Some Extent"
c) LE: Represents "Less Extent"
Sr. No.
Statements
GE SE LE
a. Brahmacharya (Student stage of life)
b. Grahasta (Family stage of life)
c. Vanprastha ( Indicates departure from material possession)
d. Sanyasa or renunciation(The person leaves society to spend
the remaining part of his life in meditation and contemplation of
God solitude
418
3. How would you perceive retirement period as?
a) GE: If you agree with the statement to "Great Extent"
b) SE: Represents "Some Extent"
c) LE: Represents "Less Extent
Sr.
No
Statements
GE SE LE
1.
According to me retirement means
a.
A stage to relax
b. A stage to have fun
c. A stage to fulfill dreams and aspirations which could not be
fulfilled earlier
d. A stage to travel
e. A stage of more maturity
f. A stage to get involved in religious activities
g. A stage to serve family
h. A stage with more control over personal time
i. A stage to enjoy with grandchildren
j. A stage with less family responsibilities
k. A stage with less financial responsibility
l. A stage of freedom from work pressures
m.
An opportunity to contribute to the society
n. An opportunity to share knowledge and experience
o. More respect in society
p. Getting more attention from the family
q.
Working after retirement because I enjoy working
r.
Establishing new routine
s.
Feeling too young to retire
t.
Worrying about retiring
u.
Working in order to get by financially
v.
unable to face people with confidence
w. Feeling unwanted in society
419
4. Do you think during retirement age you need more money?
Yes __________ No ___________
If Yes, then on which aspects
a) Health emergencies _____________
b) House maintenance _____________
c) Domestic services _____________
d) Leisure and entertainment _____________
e) Tour and travels _____________
f) Old age homes _____________
x.
Having the fear of being dejected or left out by family members
y.
Accommodating in post-retirement lifestyle is difficult
z.
Learning a new survival skill for postretirement life
aa. Managing new and low social status
bb. Managing irregular or non-payment of retirement benefit
cc. Managing surplus time at my disposal
dd. Coping with long hours with my partner without our children
ee. Developing of feelings of inferiority complex
ff. Starting of old age
gg. Sense of worthlessness
hh. Decline in social life
ii.
Loss of interest in life
jj. Less fun in life
kk. Health deterioration
ll.
Cursed stage of life
mm. Physically unable to do household work
nn.
A period of misery
oo.
A slide to dependency
pp.
Fear of isolation
qq. Feeling of insecurity
rr.
Loosing charm of looks
ss. Prone to disease
tt.
Problems of ageing and imminent death
420
5. For which of the following reasons are you prepared to spend more money in
retirement?
{
a) Deterioration in health ____________
b) Death of Partner ____________
c) Not being able to take care of self ____________
d) Being a burden on children ____________
e) Running out of money ____________
f) Being able to leave some money for children/grandchildren ____________
6. Which are important factors in deciding the time to retire?
a) When I achieve certain amount of money for retirement ____________
b) When I am eligible for retire health benefits ____________
c) When I accomplish certain career or job related goals ____________
d) When my children start earning ____________
7. How have you prepared yourself for retirement?
a) By reading books of renowned authors ____________
b) By attending lectures of religious guru ____________
c) By discussing with friends who have already retired ____________
8. Who do you think should be primarily responsible for helping workers prepare for
retirement? (Here worker is referred to the people who are working and not yet
retired from their job)
a) Co- workers ___________
b) Employers ___________
c) Government ___________
d) All of three ___________
9. Which one of these do you think probably caused some retirees to have inadequate
income or savings?
a) They did not plan well for retirement ___________
b) They believed other would look out financially for them ___________
c) Medical bills used up their savings ___________
421
Section- III
Influence of Work on Elder Workers
Sr.
No.
Statements
GE SE LE
Due to Working
a.
I am able to receive health benefits and wellness supports
b.
I get respect and attention from my family
c.
I am able to get recognition in society
d.
I am able to contribute my experience to the society
e.
I am able to support my children financially
f.
I am able to face people with confidence
g.
I am able to work on new technologies such as computer, mobile, i-pad
h.
I am overburdened with responsibilities
i.
I am able to be physically active
j.
I am able to be mentally active
k.
I am able to have interaction with people
l.
I am able to accomplish certain career or job related goals
m.
I am facing more health problems
n.
I feel more stressed after working for the whole week
o.
I am able to save money
p.
I am not able to spend time with my family
q.
I am not able to take care of my spouse
r.
I m able to spend more for my health needs
s.
I am able to spend for my leisure/entertainment activities
t.
I feel insulted to work under younger generation
u.
I do not have to depend on my children for financial requirements
v.
I do not get enough leisure time
w.
My health is not permitting me to work for long hours
x.
My economic status has improved
422
Section IV
Problems Faced by Elder Workers at Workplace
Since there is prescribed retirement age in organizations/companies/business
houses/firms/agencies, when you are working beyond that age, you may be facing some
problems. Enlisted below are the problems which you may be facing at your workplace.
Kindly tick mark (
9) on the problems you face and give details wherever specified.
a) GE: If you face problems to "Great Extent"
b) SE: If you face problems to "Some Extent"
c) LE: If you face problems to "Less Extent"
d) N.A If it is not applicable
Sr. No
Statements
GE SE LE NA
Problems Faced at Work Place
a.
I am discriminated due to age
b. Working on new technologies like computers ,laptops, fax, E-mails
c. Not feeling comfortable working with young generation
d. Over burdened with work
e. Not being able to face people with confidence
f.
Facing difficulty in traveling to work place
g. Always having fear and anxiety of losing job/work
h. Finding office hours very long
i.
My nature of comparing my present and previous work/job
j.
My job is physically demanding
k. My opinions and experience are not valued
l.
Work environment is not suitable
m. Work is not interesting
n.
Co-workers are not giving respect
o.
Co-workers are not willing to work with me
p.
Co-workers are neglecting me
q.
Lack of necessary skills or education
r.
Lack of appreciation from boss
423
s.
Lack of independence in terms of taking decision related to work
t.
Lack of flexibility related to working hours
u.
Lack of clearly defined roles and responsibilities
v.
Remuneration is not sufficient
w.
Work place is very far from my residence
x.
Designation given to me is not appreciating my experience
y. Not able to concentrate while working
24. Do you think elder workers are treated unfairly when employers are:
a) Making hiring decision ___________
b) Assigning desirable work ___________
c) Determining salary increase ___________
d) Laying off employees ___________
424
Section V
Satisfaction at Work Place
Direction: Following are the statements related to the satisfaction at work place.
Please tick mark (
9) against appropriate options and give details wherever
specified.
a) GE: If you agree with the statement to "Great Extent"
b) SE: Represents "Some Extent"
c) LE: Represents "Less Extent
Sr. No
Statements
GE SE LE
a. I have good opportunities for learning new job skills
b. People are very friendly
c. Welfare facilities are good
d. I find my work offer challenges to advance my skills
e. I have full freedom to do my own work
f. Salary i get for nature of my work is enough
g. My boss shoulder some of my worries about work
h. I believe in the principles by which my employer operates
i.
I feel satisfied with work's value system
j.
I get encouragement from employers to take my own decisions
in day to day work
k. There is good arrangement for settlement of disputes and
readdressal of our grievances
l.
Employees co operate with each other and there are no
quarrels
1. To what extent do you feel appreciated today?
___________________________________________________________________________
___________________________________________________________________________
2. How far do you feel you meet the demands of work today?
425
___________________________________________________________________________
___________________________________________________________________________
3. How important or meaningful was your work in past?
__________________________________________________________________________
___________________________________________________________________________
4. How important or meaningful is your work today?
_________________________________________________________________________
_________________________________________________________________________
5. At what age do you think you will be able financially to retire from full/part time work for
pay?
___________________________________________________________________________
___________________________________________________________________________
6. Regardless of when do you think you will be able to retire from full/part time job/work
for pay, at what age, ideally, would you like to retire?
__________________________________________________________________________
__________________________________________________________________________
426
Section VI
Suggestions
Direction: Following are the items related to suggestions, please tick mark (
9) against
appropriate options and give details wherever specified
1. Do you think there should be specific personnel policy for elder employees in
organization?
Yes_________ No_________
If yes what should these specific personnel policies contain?
________________________________________________________________
_______________________________________________________
2. Where do you see the greatest need for action by the employers concerning
engagement of elder employees?
a) Support transfer of knowledge and experience ____________
b) Interchange between young and old ____________
c) Make work of older people possible ____________
d) Change of attitude/ valuation/ appreciation ____________
e) Observance of demands in everyday work life ____________
f) Make further development possible ____________
g) Change public policies ____________
h) Payment regulations ____________
i)
Concentrate on younger people ____________
j)
No need for action ____________
3. Which services for elder employees do you think are especially important?
a) Heath care services ____________
b) Reduced/flexible working hours ____________
c) Adapted demands and workplace design ____________
d) Counseling/support ____________
e) Integration into company ____________
427
f) Further education ____________
g) Contact ____________
h) Company pension scheme ____________
i) Domestic supply ____________
4. Which of the following could an employer provide that would make working in later
life more attractive?
a) Ability to guide and teach young workers ____________
b) Opportunity to work fewer hours ____________
c) Opportunity to learn new skills ____________
d) Ability to undertake less physically demanding work ____________
e) New kinds of work ____________
f) Ability to continue earning an income ____________
g) Enjoyable and stimulating work place ____________
h) Nothing ____________
5. What important message do you want to give to the people who are planning to do
productive work in retirement?
__________________________________________________________________
__________________________________________________________________
428
Section-I
Background Information
Direction: Following are the items related to the organization/ company, please tick
mark (
9) against appropriate options and give details wherever
specified
1. Name : ______________________________
2. Designation : _______________________________
3. Age : __________________
4. Sex : Male _________ Female _________
5. Your Experience in this : ________________
Company/Institution/Firm (in years)
6. Name of the organization/company : ________________________________
________________________________
7. Address : ________________________________
________________________________
8. Email : ________________________________
9. Contact no : (M) ____________________________
(o) ____________________________
10. Year of Establishment : ________________________________
11. Vacancies in the organization/company : ________________________________
(in present year)
12. Type of organization:
a) Government ____________
b) Non-government ____________
c) Corporate ____________
d) Business house ____________
e) Agency ____________
f) Firm ____________
429
Appendix 2: Tool for Employers
13. What are objectives/mission of your organization/ company?
_______________________________________________________________
_______________________________________________________________
14. Annual turnover of the organization/company ___________________________
15. Paid staff(in numbers) :
a) Full time __________
b) Part time __________
c) Consultancy basis __________
16. What are the financing resources you resort to for your organization/company?
a) Operating profits __________
b) Business savings __________
c) Private savings __________
d) Bank loans __________
e) Private loans __________
f) Introducing new partners __________
g) Not sure/refused __________
17. What is the retirement age in your organization/company?
____________________________________________________
18. What is the organization /company's policy for retirement?
19. What is organization/company's policy in terms of voluntary retirement?
20. What are the retirement benefits provided by your organization/ company?
____________________________________________________________________
____________________________________________________________________
430
Section-II
Information related to Elder Workers
Direction: Give information of Elder workers working in your organization/
company, please tick mark (
9) against appropriate options and give
details wherever specified
1. What makes it challenging to find qualified elder workers with the experience
and skills that your organization/company needs?
_________________________________________________________________
_________________________________________________________________
2. Currently, how many elder workers are working in the organization/company?
a) 1 5 __________
b) 6 20 __________
c) 21 100 __________
d) More than 100 __________
e) Not sure/refused __________
3. Compared to last year, the present number of elder workers you currently have
are more, few, the same, or are you not sure?
________________________________________________________________
4. At what levels are elder workers employed?
_____________________________________________________________
_____________________________________________________________
5. Do you employ elderly females in your company?
a) Yes __________
b) No not sure__________
c) Refused __________
6. As regards to recruitment in organization/company, which of the following best
describes your role?
a) I am responsible for managing the actual recruitment process __________
b) I generally specify requirements for employees but do not __________
conduct the actual recruitment
431
c) I
specify
both
requirements
for
employees
and__________
conduct the actual recruitment
d) Other (specify)_______________________________________________
7. What would you say are the main reasons your organization/company does not do
more to attract or retain elder workers?
a) Not an urgent or pressing issue __________
b) Work is too physical to employ people past a certain age__________
c) Elder workers are more expensive __________
d) Government regulations/policies get in way __________
e) Elder workers are not as capable as young workers __________
f) Elder workers are not valuable as young workers __________
8. Thinking about the type of person you recruit most often, choose the quality that
best describes that person from the following qualities:
Sr. No
Statements
GE SE LE
a. An employee who can work full-time and is willing to work
longer hours if required
b.
An employee who is willing to be flexible and work varied
hours (including shorter hours) if required
c. An employee with a lot of experience
d. A promising employee with recent training
e. An employee who works calmly
f. An employee who is trustworthy
g. An employee who is reliable
h. An employee who enjoys challenges
i.
An employee who listens carefully and follows instructions
j.
An employee who is able take the initiative
k. An employee who adapts well to change
l.
An employee who is mentally very sharp
m. An employee with physical strength and stamina
n. An employee who is over-qualified for the job
o. An employee with similar background
p. An employee with specialist skills
432
9. Throughout a person's working life, there are times when they are able to make a
larger or smaller contribution to the workplace. In your experience, at what age
do people make the best contribution to the business?
a) Under 30 years of age _________
b) 30-44 years of age _________
c) 45-54 years of age _________
d) 55 or over years of age _________
e) At any age _________
10. Compared to all other workers in your organization which of the following do you
consider being advantages/reasons of employing elder workers in your
organization /company?
a) GE: If you agree with the statement to "Great Extent"
b) SE: Represents "Some Extent"
c) LE: Represents "Less Extent"
q. An employee with the ability to work in different areas of the
business as needed
r. An employee who works effectively as part of a team
s. An employee who can work independently
t. An employee who is energetic and enthusiastic
u. An employee who is innovative
v. An employee who is ambitious
Sr. No.
Statements
GE
SE
LE
a.
They have high level of engagement in their work
b.
They have ability to mentor other workers
c.
They have valuable insights into customers or business
needs
d.
They are highly productive
e.
They have invaluable experience
f.
They have strong work ethics
g.
They have established network of contacts and clients
h.
They are more dependable
i.
Their dedication provide significant business advantage
433
11. Compared to all other workers in your organization which of the following do you
consider to be disadvantages/problems of elder workers in your organization/
company?
a) GE: If you agree with the statement to "Great Extent"
b) SE: Represents "Some Extent"
c) LE: Represents "Less Extent"
j.
They are hard working
k.
They have positive attitude
l.
They are highly skilled
m. They remain loyal to the organization/ company
n.
They do not need guidance
o.
They can be count in crisis
p.
They have diversity of thoughts and new approaches to
teamwork
q.
They are more readily available to start work
r.
They have lower propensity to quit or change job
Sr. No.
Statements
GE SE
LE
a.
They are not flexible compared to young workers
b.
They are not receptive to training skills
c.
They are unable to meet the physical demands of the job
d.
They have persistent health problems
e.
They have lower productivity
f.
Integrating multiple generations of workers and
accommodating part time and flexible schedules
g.
They prefer to work on own tasks and methods
h.
They fear changes in work place
i.
They are reculant to learn new technologies
j.
They have negative attitude towards organizational
change
k.
They have lack of innovative thinking
l.
They lack Poise Confidence
m.
They are source of greater health security and health
expense
434
12. Does your organization have any formal policies or programs to encourage
employees who are approaching retirement to continue working?
a) Yes ____________
b) No, but we plan to develop a policy ___________
and/or program with this objective
c) No ____________
13. How concerned are you, if at all, that your organization may lose valuable
knowledge related to your business and/or hard to- replace skills over the next
ten years as employees retire?
a) Very concerned ____________
b) Somewhat concerned ____________
c) Not too concerned ____________
d) Not at all concerned ____________
14. How influential do you think each of the following factors would be in causing
employees in your organization who are approaching retirement and want to
continue working beyond their expected retirement age?
a) GE: If you agree with the statement to "Great Extent"
b) SE: Represents "Some Extent"
c) LE: Represents "Less Extent"
n.
They have high rate of absenteeism
o.
They do not keep up with technology
p.
They are reculant to travel
q.
They have high wage expectation
Sr. No.
Statements
GE SE LE
a.
Desire for income
b.
Enjoyment derived from work
c.
Sense of fulfillment derived from work
d.
Desire to be productive and feel useful
e.
Sense of responsibility to help co-workers
f.
Social interaction with co-workers
435
g.
Desire for health benefits
h.
Opportunity to continue to learn
i.
Recognition received for work
j.
Opportunity to work a reduced schedule for a period of time
before retiring completely
436
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Details
- Pages
- Type of Edition
- Erstausgabe
- Publication Year
- 2017
- ISBN (PDF)
- 9783960676119
- ISBN (Softcover)
- 9783960671114
- File size
- 10 MB
- Language
- English
- Institution / College
- Maharaja Sayajirao University of Baroda
- Publication date
- 2017 (January)
- Keywords
- Baroda Retirement Ageing Aging India Ageing development Elderly Working condition
- Product Safety
- Anchor Academic Publishing
