Dissertation_Paula Aleksandrowicz_12 ... - Jacobs University

consideration of equal access to further training. Hypothesis 3 then is not supported, as there
is little variation on the dependent variable (only in one case did the interviewees outright
say that there is no equal access to further training), which invites the interpretation that
neither the economic situation of the firm nor the age structure of the workforce play a
determining role for the access of older workers to training.
An example of ´good practice´ in the field of further training is presented in Box 2.
Other innovative examples are Firm DE-3 (´dual careers´) and Firm DE-10 (´age-sensitive
training´).
Box 2: Good practice in further training of older workers in Firm DE-13
Firm DE-13 applies innovative concepts in further training. Dual careers (training in multiple compentences in
order to be able to perform various tasks) are designed for workers (also older ones) with low employability
stemming from monotonous task or for those working in physically burdening positions. Within that 1-year
qualification measure, mechanics were trained as electricians, and v.v. The training, introduced around the end
of the 1990s, was intended as break with the former practice of staying in one occupation for a lifetime
without the need of acquiring new qualifications.
Dual careers (called “combined initial training”) were intended to promote the employability of workers and
to prevent them from becoming too narrowly specialised. At the same time, they helped to meet the business
goal of “cultural change” after the liberalisation of energy markets.
Workers above the age of 40 were at first “terrified” that they have to participate in initial training again, but
with time adapted to it and found it useful (Firm DE-13_interview with another WCM in 2006).
To sum up: Older workers in German firms do not have equal access to further training,
but less because of an intentional ageist policy and rather due to a mixture of personal and
firm-related causes (lacking opportunities for development in monotonous jobs which do
not arouse the need to learn something new and which block creativity; no career
development, opportunities for promotion and variety in job tasks; coupled with ´one size
fits all´ training courses and with the lower interest of superiors in training workers who are
approaching retirement). Older workers are not used to learning any more, demotivated due
to missing promotion opportunities, or orientated towards early exit. At the same time, ageadequate
training measures are missing. Also the formalisation of further training in works
council agreements is low. On overall, one can not speak of ´age management´ in the field
of further training.
I did not notice essential differences in the assessment of the training ability or
motivation of older workers depending on the function of the interviewee (employee
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