Dissertation_Paula Aleksandrowicz_12 ... - Jacobs University

means for „exchanging the old for the young“ – thus in line with the legislator´s intentions
– and for making the age structure more sustainable (information form additional material
on the firm). In 2004, workers were free to apply for ATZ but had to retire at the earliest
possible date – the negotiated agreements stipulated a blocked model with full exit at 60.
The works council regarded ATZ as a viable option for the future due to rising shares of
shift work (Firm DE-5_WCM).
Other motives for early release of older workers (at their own wish) is the interest in
lowering the average age of the workforce (one firm conceptualised 5 per cent „renewal
rates“ to be achieved each year due to productivity increases), and making room for young
recruits in order to prevent know-how losses when a whole cohort of older workers retires
at the same time. Arguments of the lower physical capacity of older workers or their wear
and tear due to burdening working conditions motivated – at least in declarations – the
agitation of the employer for early exit of the workers concerned only in singular cases, e.g.
in Firm DE-6, Firm DE-2, Firm DE-3.
With regard to the procedure of termination of the work contract, hypothesis 2A is
herewith supported and hypothesis 2B is not supported. Firms treat older workers as a
flexibility resource and pursue practices of externalisation. However, this happens not
directly on grounds of their assumed lower productivity, but, firstly, due to the necessity to
reduce personnel, and, secondly, in order to lower the average age of the workforce. The
perception of a ´too high´ average age is however a reflection of age stereotypes and
therefore indirectly confirms assumptions of neo-classical labour market theory. A case-bycase
determination whether to release a younger or an older worker – which would be in
line with hypothesis 2B – took place in the studied firms only in singular cases, as most
firms avoided social selection and dismissals ´for operational reasons´.
Hypothesis 3 (see section 2.2.) is based on the model of decision making at firm level
(Fig. 1 in chapter 2.). For testing hypothesis 3, I have constructed Table 18 which lists
structural variables which might have an impact upon personnel policy towards older
workers.
Eight of the fourteen studied firms (those with a “no” in the last column) pursued a
policy of externalisation of older workers. This was reflected in active pushing out of older
workers by the employer or by agitating in favour of early retirement; the latter task was
taken on by the employer or by the works council. All of those eight firms where workers
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