Behaviour toward rewards and work environment:

– Case study

The needs of old workers are seen in the Molton Brown study that focus a group of six workers aged over 50 who had been in the company between 5 and 18 years.
What they found in this study was that even the firm was a clear good environment to work in (in which they had quarterly meetings involving the whole organisation) and the social aspect of work was very important to this group and some admitted that this was one of the reasons why they had not retired.

Some people in the group felt that the benefits offered were only for younger employees since most of them were related to paternity leave, weddings, etc. and they claim for a fair allocation of rewards between different group ages.

They complained that they wanted more time instead of having more financial rewards, being financial rewards meaningless, since they had less financial responsibilities (e.g. mortgages). They demanded more holidays or long-term leaves without any obstacles when coming back to their positions, because at this stage of the life, time is more valuable than money. One of the main things that they asked and the entire group agreed was flexibility through annualised hours in their contracts.

-Analysis:
The conclusions drawn by CIPD’s study showed that almost while almost half of the UK workers planned to retire or wasn’t sure about what to do, the other half said they were work whether full-time, freelance or part-time (graph 1).
Again, they found out that the most important thing to stay at work after their retirement age is to be involved in a good work and social environment that lets them be open and honest and admit when they had mistakes.

What we also have seen is that money is not as important as leisure time for the older workers. If an organisation can be flexible with time and long-term leaves they will have a strong old workforce that will want to work and be diligent in their positions.
The best tool to for flexibility is working with the older workers in an annualised hours scheme, in which the workers will choose when and how much they want to work, so if they want the summer season free of work they can divide the hours that should be worked in the summer season over the year so the won’t have to work in this season.

-Analysis:
The conclusions drawn by CIPD’s study showed that almost while almost half of the UK workers planned to retire or wasn’t sure about what to do, the other half said they were work whether full-time, freelance or part-time (graph 1).
Again, they found out that the most important thing to stay at work after their retirement age is to be involved in a good work and social environment that lets them be open and honest and admit when they had mistakes.

What we also have seen is that money is not as important as leisure time for the older workers. If an organisation can be flexible with time and long-term leaves they will have a strong old workforce that will want to work and be diligent in their positions.
The best tool to for flexibility is working with the older workers in an annualised hours scheme, in which the workers will choose when and how much they want to work, so if they want the summer season free of work they can divide the hours that should be worked in the summer season over the year so the won’t have to work in this season.

-Analysis:
The conclusions drawn by CIPD’s study showed that almost while almost half of the UK workers planned to retire or wasn’t sure about what to do, the other half said they were work whether full-time, freelance or part-time (graph 1).
Again, they found out that the most important thing to stay at work after their retirement age is to be involved in a good work and social environment that lets them be open and honest and admit when they had mistakes.

What we also have seen is that money is not as important as leisure time for the older workers. If an