Motivational Age Management Model in a large production company

Staranje prebivalstva prinaša nove izzive, s katerimi se bomo morali spopasti vsi: posamezniki, skozi celoten proces aktivnega staranja, država ter podjetja. V magistrskem delu smo se osredotočili na raven organizacije in motivacijsko ravnanje s starejšimi zaposlenimi znotraj nje. Z raziskavo smo želeli preveriti povezavo med staranjem zaposlenih in upadanjem delovne sposobnosti, vpliv staranja na zapostavljenost starejših v podjetju, zadovoljstvo starejših zaposlenih s pogoji dela ter povezavo med morebitno diskriminacijo starejših delavcev in motivacijo. Pri delodajalcih je pogosto še vedno prisoten negativni stereotip zaposlovanja starejših delavcev in najpogostejši ukrep vidijo v zmanjševanju njihovega števila. Z raziskavo smo želeli ugotoviti, kateri so motivacijski dejavniki za posamezne starejše zaposlene, da bi si želeli in seveda tudi zmogli ostati produktivni v delovnem procesu tudi v prihodnje. Na podlagi preučitve obstoječih raziskav in teoretičnih podlag in analize obstoječega stanja v raziskanem podjetju smo razvili model motivacijskega ravnanja s starejšimi zaposlenimi. Pri razvoju modela smo se osredotočili na medgeneracijsko sodelovanje vseh zaposlenih generacij. V primeru implementacije motivacijskega modela ravnanja s starejšimi zaposlenimi v raziskovano podjetje, bo le ta predstavljal primer dobre prakse ter pomenilo konkurenčno prednost podjetja. Model bi lahko prenesli na nivo celotne skupine ter tudi v ostala podjetja. Dobre prakse so pokazale, da tudi ukrepanje samo na določenem področju, ki je za podjetje in njegove zaposlene najbolj relevantno, pripelje do dobrih rezultatov, ki kasneje postanejo navdih za nadaljnje razvijanje managementa starejših zaposlenih na vseh ostalih nivojih.Population aging brings new challenges everyone: individuals, through the entire process of active aging, the country and the companies. In this thesis, we focused on the level of organization and motivation of older people employed within it. With our research we wanted to check the connection between the aging and reduction of employees working capacity, the impact of aging on the ageism in the company, satisfaction of older employees with working conditions and the link between the possible ageism and motivation. For employers it is often still present negative stereotypes employment of older workers and the most common measure is seen in their reduction. With this study we wanted to find out what are the motivating factors for individual senior employees which would want and, be able to stay productive in the work process in the future. Based on an examination of existing research and theoretical foundations and analyzes the current situation in the researched company, we developed a model of motivational behavior in age management. In developing the model, we focused on intergenerational cooperation of all employees generations. In the case of implementation of the model in the company, this will only represent an example of good practice and a competitive advantage for the company. The model could be transferred to the level of the entire company group, as well as in other companies. Best practice has shown that the action only in a certain area, which is the company and its employees the most relevant, lead to good results, which later become the inspiration for the further development of the age management at all other levels