Across
- 3. In its early decades, Social Security encouraged full retirement by creating financial disincentives to continued employment by taxing earnings of retired workers to “recover” some of the Social Security benefit dollars. This has since changed and now only applies to workers taking retirement before their normal retirement age (NRA).
- 5. The supply of available employees with particular skills and experience.
- 6. Retirement plans that were fully paid in installments from employers that emerged during the Industrial Revolution.
- 7. A set of beliefs emphasizing the importance of productivity through employment that connects work with virtue and is associated with traits and habits like diligence, initiative, industriousness, competitiveness, self-reliance, and deferred gratification.
- 9. Common of the second half of the 20th century, career workers were predominantly full time and had pay and pension incentives to stay with the same employer.
- 10. When the job market is strong, employees have more options available to them and can more readily move into new positions that pay more or provide better benefits
- 14. When individuals retire before their NRA but then, most often out of necessity,
- 20. The number of years that workers have been with their current employer.
- 21. Incentives to make a pension more attractive and encourage “voluntary” retirements among employees are sometimes offered by companies when they need to reduce a workforce suddenly.
- 24. Passed in 1967 with amendments since then, this law prohibits the use of age in hiring, firing, and personnel policies for workers over 40.
- 26. These are jobs people take up after retiring from a primary job, commonly in the public sector (e.g., education, healthcare, social services). These tend to be high in personal meaning and make meaningful contributions to society.
- 27. The patterning of employment across the lives of individuals. While our economy is based on a traditional model of this, it is largely unrealistic for most workers today.
- 28. This refers to exceptions to mandatory retirement, which is prohibited by the ADEA, on the grounds that age has a predictable effect on one’s ability to perform adequately and that the consequences of poor performance are potentially devastating (e.g., airline pilots (age 65), air traffic controllers (age 56, with exceptions up to 61), and federal law enforcement officers, park rangers, and firefighters (age 57).
- 29. When an employer makes decisions on the basis of age that disadvantage older workers.
- 30. Refers to the group of employees working under contract for temporary and often short spells of work (weeks or months to years) rather than being hired permanently.
Down
- 1. The proportion of a population that is employed (or seeking employment) at a given time; this rate indicates the prevalence of retirement or other nonemployed statuses.
- 2. Developed in 1961, Robert Havighurst argues that individuals ought to replace lost roles to stay active which supports aging well and life satisfaction.
- 4. Posited by Elaine Cumming and William Henry in 1961, this theory proposed that the process of disengagement—an inevitable, early retirement incentive programs rewarding, and universal process of mutual withdrawal between the individual and society with advancing age—was normal and expected. This theory posited that an orderly disengagement process was beneficial and functional, for both the aging individual and the society, minimizing the social disruption that might otherwise be caused at the older person’s eventual death.
- 8. Often presented with either/or options by their employers, workers make a choice about continuing their employment based on a multitude of factors (e.g., health, family, financial, personal goals, collegiality, cost of living, anticipated leisure activities, etc.).
- 11. work This kind of employment lacks the continuity and the career-building and benefits (e.g., health insurance or pension) expected of careers. This format is often more efficient for the company than making an open-ended employment commitment; it also avoids having to lay off workers when labor and/or expertise needs change.
- 12. When the job market is strong, employees have more options available to them and can look for positions that will help them build their portfolios of skills and experience.
- 13. In 1986, David Ekerdt theorized that there is a moral imperative for active involvement during retirement, representing people’s attempts to justify retirement in terms of their long-standing beliefs and values.
- 15. The demand for employees, in terms of both numbers and skills.
- 16. Posited by Robert Atchley in 1971, modifies activity theory with the idea that aging adults should attempt to preserve and even continue to evolve existing self-concepts, activities, and relationships. From the perspective of this theory, it is important to maintain what is valued, not merely substitute it with other things, to minimize disruption and sustain one’s sense of self.
- 17. Jobs that carry people over from a career job to retirement.
- 18. Often, this term is not clearly or consistently defined because there is little agreement on a chronological age at which a worker is considered “older”; however, we typically see age brackets for this group starting at as early as 45 years.
- 19. When workers undergo training and employment two or more times, potentially in very different fields.
- 22. find employment after NRAs.
- 23. boomer brain drain
- 25. Refers to both a larger social movement that aims to increase the potential for older people to contribute to society and to foster particular types of activities among older people (e.g., producing or consuming goods and services and volunteering).