Dissertation_Paula Aleksandrowicz_12 ... - Jacobs University

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family model is one of “dual breadwinner/extended family care” (Pfau-Effinger et al. 2009: 195, 199). The intermingling of different factors demonstrates at individual level – as has been already the case at institutional and company level – that “it is not enough to manipulate single parameters”, and that successful public policies have to address both supply and demand policies and “to address the challenge of an ageing workforce early on in the life course and aiming at achieving equality between the sexes” (Hartlapp/Schmid 2008: 25). 5.4. Conclusions The findings presented in the previous three sections (5.1. – 5.3.), which condense information from the chapters 3 and 4 of this study, allow us to make an informed guess of what will be the future status of labour market integration of older workers in Poland and Germany. Can the current employment rates of older workers and the average age of retirement be raised in Poland and Germany? Will the firms´ personnel policy in both countries correspond with the aim of the legislator to prolong working life? With regard to the institutional factors of early exit, the development of national policy in the realm of labour market and pensions already points in the right direction. However, the institutional framework is more favourable in Germany than in Poland. With regard to personnel policy, much is still to be done before the firm level becomes a place where older persons may extend their working lives. So far, only (some) German firms have adopted integrative age management strategies, while Polish firms are at the stage of developing HRM strategies spanning several personnel policy fields which have so far been underdeveloped. At individual level, it can be observed that Poles are still orientated towards a low retirement age, while Germans have adapted their preferences across the years to changed institutional circumstances. However, the insight gained into adaptation patterns of older workers has shown that the orientation of Poles on early exit is shaped – even more than is the case in Germany – by a mixture of push and pull factors. Given the continuing labour shedding processes in Polish firms, a halt to that trend is hardly to be achieved. In short, the chances for a prolongation of working life are better in Germany, and I assume that the trend cannot be halted anymore, while in Poland, the direction and pace of the development is still unclear. Albeit the chances for a more age-friendly, or at least long- 237
term orientated, personnel policy rise with the spread of foreign investment and increasing EU influence, the eventual impact upon retirement transitions rests on a number of factors which are hard to forecast, the most important of them being the future shape of governmental coalitions (which change very quickly in Poland) and their political decisions 64 , the development of the overall economic situation, and the duration and extent of future transformation processes in the Polish economy and on the Polish labour market. 64 That those are unpredictable can be demonstrated on the example of recent political arguments on the question of bridging pensions. After subsequent Polish governments have for several years tinkered around with various reform proposals (for an overview, see <strong>Aleksandrowicz</strong> 2007: 337-9), a final draft of law was presented before the Parliament in December 2008. However, President Lech Kaczyński has exercised his power of veto in order to stop the law on bridging pensions on ground of „unfairness“. („Prezydent: Weto dla ´pomostówek“, Gazeta Wyborcza 15.<strong>12</strong>.2008. Finally, the governing parties PO and PSL convinced the postcommunist SLD to support the vetoed law in most parts, which was passed at last on Dec. 18 th , 2008. 238
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Chances and Barriers for the Prolon
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Acknowledgments I would like to tha
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Table of Contents 1. Introduction 1
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5.2. Determinants at Establishment
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List of Tables Table 1: Crucial pen
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LIST OF ABBREVIATIONS ATZ - Alterst
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older workers, and to preserve thei
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Germany and Poland were chosen as c
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under the factual minimum standards
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Figure 1: Firm-level decisions and
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Figure 2: Decisions and actions wit
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about by profit considerations in t
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concomitantly, the related opportun
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- retirement ages/age limits (Kohli
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In Poland, there exist no in-depth
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workers (´problem group´) and tre
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the view to structural factors and
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The authors sought to analyse wheth
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imposed in Germany, despite being b
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2.4. Explanations at Collective Bar
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2.5. Conclusions The depicted theor
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the development of qualitative meth
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concrete, context-based knowledge (
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I had originally intended to focus
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I chose the software MAXqda for thi
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strategy´, resp. ´muddling throug
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Figure 3: Country-specific analytic
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3.2.1. Overview of Changes in Pensi
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the early retirement scheme, and fi
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pathway, the flexible and partial p
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was utilised already since the late
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3.2.2. Overview of Changes in Labou
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criteria of what jobs are they are
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With regard to the legal and collec
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Figure 4: Inflows of men into the p
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of the average retirement age by on
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Figure 8: Employment rates of older
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Institutional changes have also had
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environment, prevention of health i
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urdens of the workforce and suggest
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ased on social insurance and their
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Moreover, “pensions of persons wo
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granted to unemployed women aged 58
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not promote a prolongation of worki
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education vouchers for workers 45+
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force had a low work ethos, low wor
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Figure 9: Annual numbers of recipie
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pensioners decreased by 41 per cent
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Figure 11: Employment rates of olde
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preferred way of exit due to easy a
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espective constituency and inhibits
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Figure 12: Fulfilment of Stockholm
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whom a separate pension system is m
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conducive towards the prolongation
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Due to the negligence in the field
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The position of older workers on th
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fact in Germany rather than in Pola
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2) the supply-side orientated inter
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Difficulties with recruitment of qu
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learning to the needs of older pers
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(Schmidt/Gatter 1997: 168), in Pola
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4.2.1. Presentation of the Studied
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Firm DE-14 Man. of Transport Equipm
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opinions by adding that similar tra
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Table 16: Focus of personnel policy
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4.2.3. Recruitment Practice Good pr
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egardless of their individual capab
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“The movements within the firm -
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epresentative or manager). However,
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The interview guideline for my firm
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tear. However, the externalisation
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publicly owned firms (Firm DE-1, Fi
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At aggregate level, the existence o
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means for „exchanging the old for
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Box 4: Good practice in employee ex
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combination of the receipt of unemp
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where workers cancelled the previou
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and the agitation by the works coun
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and on the other side, externalisat
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severance payment in case of the 58
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older workers, without further adju
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ationalisation, and foster adaptive
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with a health management professor
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only limited impact (and interest)
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those who cannot was reported by fi
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I made out some forms of irrational
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Another result of my studies, which
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sections of this work. At aggregate
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Table 20: Establishments studied in
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4.3.2. Overall human resource manag
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wages, jubilee awards, or a longer
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dominate over measures which treat
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education, computer literacy, knowl
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the recruitment practice. In the ab
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To sum up, applicants over 50 are t
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training is provided for persons
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Neither hypothesis 2A nor hypothesi
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an occupational safety inspector. B
Page 197 and 198: The internalisation strategy - job
Page 199 and 200: supported with regard to the age of
Page 201 and 202: firms have an even longer protectio
Page 203 and 204: standard retirement age, the option
Page 205 and 206: A striking feature in most firms is
Page 207 and 208: A polarisation in exit preferences
Page 209 and 210: espective improvements in several H
Page 211 and 212: That analysis evidently demonstrate
Page 213 and 214: Figure 13: Procedure of translating
Page 215 and 216: policy, as they have experience on
Page 217 and 218: each firm would be needed. From the
Page 219 and 220: working conditions). Also instituti
Page 221 and 222: of home country nationals in manage
Page 223 and 224: European corporation which is very
Page 225 and 226: Figure 14: Firm typology Firm label
Page 227 and 228: The qualitative support for the hyp
Page 229 and 230: eacted to pension reforms which sou
Page 231 and 232: Germany are more successful in prot
Page 233 and 234: older workers, but I nevertheless u
Page 235 and 236: 5. Barriers and Opportunities for P
Page 237 and 238: At firm level, the neo-classical la
Page 239 and 240: go policies´ (Schömann 2006: 135)
Page 241 and 242: differences in EU impact are visibl
Page 243 and 244: prevention does not play a role yet
Page 245 and 246: from coal heating to gas and oil, r
Page 247: innovative ideas of work-life balan
Page 251 and 252: Badura, Bernhard; Schellschmidt, He
Page 253 and 254: Brown, Halina Szejnwald; Angel, Dav
Page 255 and 256: Dunn, Suzanne, 2005: “Effective S
Page 257 and 258: Frerichs, Frerich; Bögel, Jan (eds
Page 259 and 260: Heidenreich, Martin, 1991: "Verallg
Page 261 and 262: Kistler, E.; Ebert, A.; Guggemos, P
Page 263 and 264: Marstedt, Gerd et al., 2003: Alt we
Page 265 and 266: etrieblicher Personalpolitik und st
Page 267 and 268: Rustemeyer, Ruth, 1992: Praktisch-m
Page 269 and 270: Stettes, Oliver, 2007: Impact of Co
Page 271 and 272: Weitbrecht, Hansjörg, 2003: „Hum
Page 273 and 274: Annex A: Interview Guidelines (Exam
Page 275 and 276: early retirement scheme, freeze on
Page 277 and 278: Annex B: Short Firm Questionnaire (
Page 279 and 280: Annex C: Constructing Firm Typologi
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