However, aging – particularly as it applies to the workplace – is most commonly defined in terms of the process of developmental aging. Occupational therapists typically classify workers as “aging” when they reach the period of their work life when major changes begin to occur in their work-related functions. There is still little consensus concerning the age at which it is appropriate to classify workers as “aging”. Ilmarinen (2001) noted that functional capacities – especially physical capacities – begin a declining trend at the age of 30 and that these changes can reach critical levels within 10 years in the scope of work is not altered. Research also indicates that a significant number of workers, especially those in physically or mentally demanding positions, perceive themselves to reach their peak performance levels prior to the age of 50. Consequently, within the field of occupational hea

For example, the decline in maximal oxygen consumption (Vo2 max) begins after full physical maturity has been reached – approximately between the ages of 25 and 30 years of age. Longitudinal studies conducted by Ilmarinen, Louhevaara, and Korhonen (1991) have shown that changes in Vo2 max are generally much larger at the individual level than expected. As a result of this study, it was found that the Vo2 max could increase or decrease by 25% in individuals aged 45 and older over a period of four years. Consequently, the level of Vo2 max can become critical much earlier than expected for aging workers who engage in physically demanding work on a day-to-day basis

As the demographic of workforce begins to shift, there is considerable need to understand the implications of an increased numbers of aging workers in the work environment. Consequently, companies must re-evaluate company policies and procedures, making appropriate amendments to accommodate the changing needs of older workers. Further, practices must be identified that will optimize the functional capacities of the aging workers while maintaining current levels of productivity in the workplace. Failure to address the key issues associated with employing aging workers has the potential to create serious problems for companies, putting them at risk for age-bias lawsuits, decreased productivity rates, and labour shortages (Kauffman, 1987).

Allowing stereotypes – exaggerated beliefs associated with a category that is used to justify behavior toward a target group – concerning older workers to persist in the modern workplace damages all those involved (Hassell & Perrewe, 1995). When employers establish a precedence of regarding older workers as “over-the-hill”, older employees may respond by ceasing to be productive. Moreover, when left unchecked, the devaluation of older workers by companies can lead to substantial losses on behalf of the company as older workers opt for early retirement (Stalnaker, 1998). Consequently, it is imperative that all stereotypes in relation to aging workers that be disbanded.

Disbanding the Stereotype of the “Aging” Worker

Changes in physical and mental capacities of older workers show both similar and different trends. Although most physical functions decline steadily, some mental capacities have shown evidence of improvement with increased age. One conclusion that can be drawn with regards to these changes in physical and mental functions is that the work tasks of older workers must be continually evaluated and altered in consideration of changes in physical strength and mental capacities. Consequently, throughout the next decade, employers will be faced serious challenges that concern adequately fitting the company’s human resources to accommodate the changing needs of its employees while fulfilling the increasing demands of the marketplace.

Some topics in this essay:
Resource Management, Retired Persons, Louhevaara Korhonen, , Human Services, Duran Kleiner, Hassell Perrewe, Baltes Smith, Workplace Throughout, Organization ILO, aging workers, ilmarinen 2001, mental capacities, physical mental, stalnaker 1998, musculoskeletal capacity, human resource, � particularly, vo2 max, individuals age, changes physical mental, human resource management, “aging” ilmarinen 2001, musculoskeletal capacity workers, encourage workers remain,