{"id":1374,"date":"2022-06-29T07:52:56","date_gmt":"2022-06-29T07:52:56","guid":{"rendered":"https:\/\/inclusiveworkplace.eu\/2022\/06\/29\/what-are-the-barriers-older-workers-face\/"},"modified":"2022-12-14T08:47:47","modified_gmt":"2022-12-14T08:47:47","slug":"what-are-the-barriers-older-workers-face","status":"publish","type":"post","link":"https:\/\/inclusiveworkplace.eu\/sk\/2022\/06\/29\/what-are-the-barriers-older-workers-face\/","title":{"rendered":"S ak\u00fdmi prek\u00e1\u017ekami sa stret\u00e1vaj\u00fa star\u0161\u00ed zamestnanci?"},"content":{"rendered":"\n<p>Star\u0161\u00edm pracovn\u00edkom sa \u010doraz viac komplikuje uplatnenie na pracovisku kv\u00f4li v\u00e1\u017enym probl\u00e9mom, ktor\u00e9 by sa mali vyrie\u0161i\u0165. Medzi hlavn\u00e9 probl\u00e9my patr\u00ed vekov\u00e1 diskrimin\u00e1cia, nedostato\u010dn\u00e9 mo\u017enosti odbornej pr\u00edpravy, pr\u00e1ca pri zvl\u00e1dan\u00ed nepriazniv\u00e9ho zdravotn\u00e9ho stavu, kombinovanie v\u00fdkonu ofici\u00e1lnych povinnost\u00ed a finan\u010dn\u00e9 pl\u00e1novanie odchodu do d\u00f4chodku. Starn\u00faci zamestnanci si myslia, \u017ee ich fyzick\u00e9 zdravie, kognit\u00edvny stav a porozumenie nov\u00fdm technol\u00f3gi\u00e1m s\u00fa prek\u00e1\u017ekami ich \u010fal\u0161ieho p\u00f4sobenia na pracovisku [1].<\/p>\n\n\n\n<p>\u010eal\u0161ou v\u00fdzvou, ktorej \u010delia, je zn\u00ed\u017eenie v\u00fdkonnosti. Pripisuje sa zastar\u00e1vaniu zru\u010dnost\u00ed a star\u0161\u00ed pracovn\u00edci s\u00fa \u010dasto menej motivovan\u00ed zo strany svojich preva\u017ene mlad\u0161\u00edch mana\u017e\u00e9rov z\u00fa\u010dast\u0148ova\u0165 sa na \u0161koleniach na zvy\u0161ovanie svojich zru\u010dnost\u00ed a kompetenci\u00ed. T\u00fato tendenciu mo\u017eno vysvetli\u0165 aj \u0165a\u017ekos\u0165ami pri osvojovan\u00ed si nov\u00fdch technick\u00fdch alebo digit\u00e1lnych zru\u010dnost\u00ed. Preto maj\u00fa star\u0161\u00ed pracovn\u00edci obmedzen\u00fd pr\u00edstup k odbornej pr\u00edprave[2]. Okrem toho sa niektor\u00ed star\u0161\u00ed \u013eudia \u0165a\u017eko prisp\u00f4sobuj\u00fa zmen\u00e1m a maj\u00fa probl\u00e9m vzda\u0165 sa svojich star\u00fdch zvykov a ide\u00e1lov, ktor\u00e9 sa vo v\u0161eobecnosti pova\u017euj\u00fa za zastaran\u00e9. Jedn\u00fdm z najd\u00f4le\u017eitej\u0161\u00edch probl\u00e9mov je vekov\u00e1 diskrimin\u00e1cia alebo ageizmus. Zah\u0155\u0148a menej priazniv\u00e9 hodnotenie potenci\u00e1lneho zamestnanca alebo kandid\u00e1ta kv\u00f4li jeho veku. Aj ke\u010f z\u00e1kon o vekovej diskrimin\u00e1cii v zamestnan\u00ed (Age Discrimination in Employment Act &#8211; ADEA) zakazuje ageizmus vo\u010di \u013eu\u010fom vo veku 40 rokov a viac, na pracovisku sa st\u00e1le vyskytuj\u00fa pr\u00edpady tejto formy diskrimin\u00e1cie. Pod\u013ea <a href=\"https:\/\/apps.who.int\/iris\/bitstream\/handle\/10665\/340208\/9789240016866-eng.pdf?sequence=1&amp;isAllowed=y\" target=\"_blank\" rel=\"noreferrer noopener\">v\u00fdskumu<\/a> Svetovej zdravotn\u00edckej organiz\u00e1cie (WHO) m\u00f4\u017ee vies\u0165 k hor\u0161iemu vykon\u00e1vaniu kognit\u00edvnych a fyzick\u00fdch \u010dinnost\u00ed star\u0161\u00edmi \u013eu\u010fmi, ktor\u00ed s\u00fa vystaven\u00ed negat\u00edvnym vekov\u00fdm stereotypom.<\/p>\n\n\n\n<p>Ageizmus nadobudol nov\u00fd v\u00fdznam po\u010das pand\u00e9mie COVID-19. Pracovn\u00edci v\u0161etk\u00fdch vekov\u00fdch kateg\u00f3ri\u00ed boli v d\u00f4sledku pr\u00e1ce na dia\u013eku a virtu\u00e1lnej pr\u00e1ce n\u00faten\u00ed prisp\u00f4sobi\u0165 sa nov\u00fdm technol\u00f3gi\u00e1m, aby boli v kontakte so spolupracovn\u00edkmi, a mlad\u0161\u00ed zamestnanci s\u00fa zvy\u010dajne vn\u00edman\u00ed ako technicky zdatnej\u0161\u00ed. Existovalo mo\u017en\u00e9 riziko, \u017ee zamestn\u00e1vatelia bud\u00fa diskriminova\u0165 star\u0161\u00edch zamestnancov, ktor\u00ed pod\u013ea nich nemaj\u00fa dostato\u010dn\u00e9 technick\u00e9 znalosti. Vyskytli sa teda \u0165a\u017ekosti s adapt\u00e1ciou na nov\u00fd typ pr\u00e1ce. Niektor\u00e9 <a rel=\"noreferrer noopener\" href=\"https:\/\/apps.who.int\/iris\/bitstream\/handle\/10665\/340208\/9789240016866-eng.pdf?sequence=1&amp;isAllowed=y\" target=\"_blank\">\u0161t\u00fadie<\/a> v\u0161ak uk\u00e1zali, \u017ee star\u0161\u00ed pracovn\u00edci sa na pr\u00e1cu na dia\u013eku adaptovali lep\u0161ie ako mlad\u0161\u00ed.<\/p>\n\n\n\n<p><\/p>\n\n\n\n<p>Napriek tomu je vytvorenie pracoviska priate\u013esk\u00e9ho k star\u0161\u00edm \u013eu\u010fom nevyhnutnos\u0165ou. Poskytovanie priebe\u017en\u00e9ho vzdel\u00e1vania v oblasti zru\u010dnost\u00ed, zlep\u0161ovanie pracovn\u00fdch podmienok a poskytovanie flexibiln\u00e9ho pracovn\u00e9ho prostredia vr\u00e1tane podpory pr\u00e1ce na dia\u013eku by mohlo povzbudi\u0165 star\u0161\u00edch pracovn\u00edkov, aby zostali na pracovisku.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<p><a href=\"#_ftnref1\" id=\"_ftn1\">[1]<\/a> Nagarajan, N. R., Wada, M., Fang, M. L., Sixsmith, A. (2019). Defining organizational contributions to sustaining an ageing workforce: a bibliometric review. European Journal of Ageing.<\/p>\n\n\n\n<p><a href=\"#_ftnref2\" id=\"_ftn2\">[2]<\/a> Ravichandran, S., Cichy, K. E., Powers, M., &amp; Kirby, K. (2015). Exploring the training needs of older workers in the foodservice industry. International Journal of Hospitality Management, 44, 157\u2013164.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Star\u0161\u00edm pracovn\u00edkom sa \u010doraz viac komplikuje uplatnenie na pracovisku kv\u00f4li v\u00e1\u017enym probl\u00e9mom, ktor\u00e9 by sa mali vyrie\u0161i\u0165. Medzi hlavn\u00e9 probl\u00e9my patr\u00ed vekov\u00e1 diskrimin\u00e1cia, nedostato\u010dn\u00e9 mo\u017enosti odbornej pr\u00edpravy, pr\u00e1ca pri zvl\u00e1dan\u00ed nepriazniv\u00e9ho zdravotn\u00e9ho stavu, kombinovanie v\u00fdkonu ofici\u00e1lnych povinnost\u00ed a finan\u010dn\u00e9 pl\u00e1novanie odchodu do d\u00f4chodku. Starn\u00faci zamestnanci si myslia, \u017ee ich fyzick\u00e9 zdravie, kognit\u00edvny stav a porozumenie [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":1221,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[45,1,11],"tags":[],"_links":{"self":[{"href":"https:\/\/inclusiveworkplace.eu\/sk\/wp-json\/wp\/v2\/posts\/1374"}],"collection":[{"href":"https:\/\/inclusiveworkplace.eu\/sk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/inclusiveworkplace.eu\/sk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/inclusiveworkplace.eu\/sk\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/inclusiveworkplace.eu\/sk\/wp-json\/wp\/v2\/comments?post=1374"}],"version-history":[{"count":3,"href":"https:\/\/inclusiveworkplace.eu\/sk\/wp-json\/wp\/v2\/posts\/1374\/revisions"}],"predecessor-version":[{"id":1728,"href":"https:\/\/inclusiveworkplace.eu\/sk\/wp-json\/wp\/v2\/posts\/1374\/revisions\/1728"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/inclusiveworkplace.eu\/sk\/wp-json\/wp\/v2\/media\/1221"}],"wp:attachment":[{"href":"https:\/\/inclusiveworkplace.eu\/sk\/wp-json\/wp\/v2\/media?parent=1374"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/inclusiveworkplace.eu\/sk\/wp-json\/wp\/v2\/categories?post=1374"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/inclusiveworkplace.eu\/sk\/wp-json\/wp\/v2\/tags?post=1374"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}