|Abstract:||The result of declining fertility and prolonging the story of true ages is the aging of the population. One of the current trends of the modern company is the promotion of employment of older employees, which is not an easy scenario, a website is only possible if workers remain productive for a long time, which means that they retain their skills and want to delay. For this reason, employers began to think of ways that encouraged them to be willing to actively procrastinate for a long time. Older people persisted in employment for a very long time, to the extent that employers would give them the opportunity in the form of alternative parts of conditions, such as flexible working hours.
The dominant group of employees in the future will be older employees, as a result of which organizations will have no choice whether to retain them or not, or to hire them or not. This will require organizations to acquire knowledge of the value of older employees and to gain knowledge of how to address the needs, priorities and wishes of employees. A negative attitude towards investing in the development of older employees, which we are witnessing today, will be replaced by a positive attitude. In this way, the latter will start to look at older employees as a valuable workforce whose success will depend on all the measures that the latter will offer them.
The master's thesis entitled Attitude towards older employees and ways to change this in the case of the chosen company is substantively divided into two parts. The theoretical and empirical parts complement and relate to each other by solving the problem of creating acceptable working conditions for older employees.
In the theoretical part we summarize the findings of the authors in the field. These include the extension of life expectancy, the rights of older employees in the Slovenian national legislation, the characteristics of older employees, the benefits of employing the elderly, managing older employees, creating an acceptable working environment for the elderly, employing the elderly, discrimination, age stereotypes, workload, poor work motivation, and reasons for retaining seniors in organizations. In the last theoretical chapter, however, we outlined ways, supported by measures, to improve the attitude towards older employees by the whole organization.
The empirical part of the master's thesis is a survey of employees of the Mikro+Polo d.o.o., where we determined the problems that older employees are facing in the workplace and whether management implements planned measures for managing the older workforce. To this end, we conducted a survey using a survey questionnaire. In the first part, we were interested in the problems faced by older employees in the workplace, namely discrimination, age stereotypes, workload and poor work motivation. We further focused on data relating to the planned management of older employees. In the last part of the questionnaire we obtained the demographic data of the respondents.|