ABSTRACT
The consequences of growing older were investigated by comparing three age groups of junior, medior and senior employees aged over 40, who were working in middle and higher functions in 10 large-scale Dutch industries. Central themes were functional utility and learning value, the quality of function, mobility and participation in training and development programmes and the way in which the managerial activities could stimulate the over-40s in these fields. The data indicated that most of the over-40s are not equipped too well for other functions outside their own field of work. Main causes are an age-related lack of relevant training. This is especially true for training courses in other functional fields and personal development. The results show that between 16 and 20 per cent of junior and medior over-40s in a 5-year period did not follow any training programme in their own field at all. This figures doubles for senior over-40s. The necessity of participation in courses was emphasized in view of the benefits for the elderly employee himself as well for the organization. The drawbacks of non-participation in courses are described and since vertical mobility is, in general, not possible for over-40s in middle and higher functions, horizontal mobility and the creation of a continuous learning environment were discussed. Since motivational and other factors may hinder the development of such a stimulating environment, arguments were offered to redesign or restructure functions by participation in courses not only in the employee's own field of specialization but especially in other functional fields.
