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Safety

Health and safety at work

Cognitive Psychology experimental
research into ageing processes and
their effects on intellectual capacities
have focused on investigating the
extent to which the beliefs above
reflect reality. Generally speaking,
studies have not demonstrated a
decreasing proportionality between
ageing and work performance, an as-
pect that should be given due con-
sideration by the people assigned
to the company’s human resource.
More specifically, the presumed ef-
fects of ageing on cognitive skills
seem to have been amply re-dimen-
sioned by the results of the studies lowed to assist/train new arrivals, capacity and improving “employa-
and the negative hypotheses on becoming useful vehicles of linkage bility” is fundamental in this direc-
“older workers” have been largely and transmission of the company’s tion, together with the cooperation
disproven. ethics and work processes. between the generations that repre-
sents an enrichment of the compa-
Starting from these misconceptions, In a nutshell, Age management ny’s business culture and has positive
human resources directors are re- means recognizing and applying the returns on the company’s image and
quired to accomplish a new task strengths of workers of every age, improves its competitiveness.
that can only be achieved by adopt- modifying the content of work and
ing different practices and methods procedures, and promoting both Last but not least, psychophysical
from those used so far. The new pro- economic benefits and psychoso- wellbeing programs necessarily as-
cess will require, above all, a good cial wellbeing for the workers. The sume importance: the engagement
deal of work in “motivating” of this organization’s strategies must be and productivity of the over-50 work-
particular segment of workers. The oriented to developing all the po- ers can be encouraged through pro-
more that the companies succeed in tential in general policies through grams focused on preserving and
instituting policies of belonging, in a capacity for planning (processing reinforcing these workers’ health,
establishing a privileged relationship of information, management and starting from interventions in ergo-
with these workers that gives greater ongoing improvement) that leads nomics and supporting the psycho-
value to their seniority and provides to the combined and coherent sat- logical sphere. As regards potential
them with greater stimulus to partic- isfaction of the needs of the various ergonomic interventions, some com-
ipate in productive activity, the more parties involved. panies have even modified their pro-
they will succeed in translating into ductive equipment to facilitate the
productivity a workforce presence In short, the planning of intervention work of ageing employees, such as
that risks not being exploited on the policies for active ageing should lead through electronic movement devic-
basis of registry data alone. to a reduction of fatigue, for exam- es, for example, whereas psycholog-
ple, by working on internal flexibil- ical support activities may consist in
Another step might consist in diver- ity and overcoming current rigidity, the implementation of a help desk
sifying the tasks assigned to elderly starting from changes in working that assists ageing workers in man-
workers. This well-known practice is hours and tasks that benefit older aging emotions in prospect of retire-
derived from the methods society workers, and on the company’s in- ment or situations of occupational
used regularly for as long as it could/ ternal atmosphere, relations and distress. More in general, in regard to
would maintain extended families by motivations, by initiating re-organi- healthcare, other interventions could
assigning different “roles” to all its zation activities in respect of individ- regard incentivizing programs for the
members. “Seniors” were assigned ual conditions and aspirations, and adoption of more healthful lifestyles,
the task of transmitting the experi- planning the employee retirement training courses in correct posture
ence and skills they acquired during process through flexible and guar- for the prevention of injuries to the
their working lives to the younger anteed decisions in order to “soften” spine, greater worker involvement
workers without going as far as trans- the transition to retirement. in creating work groups addressed
forming all workers into “coaches”. to accident prevention and health
Some older workers will certainly A process of lifelong learning is promotion, and regular check-ups
gain fresh motivation if they are al- capable of reinforcing productive for workers aged over 50.

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