Organizational memory and empowerment

Purpose – The aim of this paper is to test a model of the relationship between organizational memory and empowerment. The model posited that organizational memory would be related to requests to share knowledge, psychological empowerment in the workplace (meaning, competence, self-determination and impact), and organization-based self-esteem. Design/methodology/approach – The model was tested with 134 employees representing six companies using hierarchical regression analysis. Findings – Significant relationships were found between organizational memory and requests to share knowledge, empowerment, and organization-based self-esteem. Findings indicated that a positive stereotype may exist towards older workers and the frequency they are requested to share knowledge, and that a halo-type effect may operate, where knowledge of an organization's history is generalized to other knowledge domains. Research limitations/implications – Causal implications cannot be made as this was correlational research. Some of the research measures while achieving acceptable to good reliability were in an early development stage. The study utilized a convenience sample that may limit how the results can be generalized. Practical implications – The paper indicates that organizations can emphasize positive outcomes for those who are knowledge repositories and mentors. It is also important to consider possible “positive stereotypes” which may be operating when organizational members evaluate older workers as knowledge repositories and mentors. Originality/value – The paper addresses the assumptions in the human resources literature concerning the role of older workers as repositories of organizational memory and suitable mentors. The study introduces the “requests to share knowledge scale”.

Cultural diversity and mental health : the relationship between leisure experiences and wellbeing in an ageing Italian community in Australia

One of the population health implications for Australia’s ageing population is that a larger proportion of the Australian community will be retired and have more time for leisure pursuits. Meaningful leisure activities for this group are thought to be a factor in promoting positive mental health. However, a search of health literature revealed a paucity of research on how older adults make use of their leisure time, what meaning these pursuits have to them, and whether their chosen leisure activities are health enhancing and promote wellbeing. Australia’s population is diverse with many cultures represented. As the population ages, mental health workers will be called upon to provide culturally-appropriate mental health services to clients from a range of ethnic groups. Literature on how people of culturally diverse backgrounds understand leisure activities is also limited. This paper reports on a study carried out in an Italian community in a large regional centre. The participants were selected based on the following criteria; aged 65 years and over, born in Italy, independently living in the community, ambulant, and retired from paid workforce. This study explored how a well-elderly group from an ethnic community derived meaning from their leisure activities and how this impacted on their mental health. Establishing the relationship between leisure and mental health in an ageing ethnic community is important because it sheds light on potential intervention strategies that can be used to maintain the mental health of people living independently in the community. Participants were interviewed using semi-structured questions about their perceptions of leisure, the meanings they derived from these activities, and their perceived impact of these activities on their health. Participant observation was also used to add trustworthiness to the data. Themes arising from the interviews and participant observation will be related to the participants’ sense of health. Results also revealed how older Italians engaged in leisure activities. Implications of the research findings will be directed towards mental health practice with older ethnic clients in community settings. The promotion of healthy lifestyles and positive mental health for Australia’s ageing population will also be discussed.

An evidence-based approach to podiatry workforce enhancement and service provision in Western Victoria

Aims & rationale/Objectives : The objectives of this workforce and service enhancement project include: (i) establishing the magnitude of podiatry needs; and (ii) developing a model that can be used to enhance podiatry workforce and podiatry services.
Methods : Surveys to podiatrists and health agencies to determine vacancies, waiting lists, work practices and recruitment methods. Desktop analysis of predictive data for burden of disease and population changes per local government area (LGA). Meetings with podiatrists and their professional association, health care agencies, universities, and Local and State Governments.
Principal findings : Results showed
Long podiatry waiting lists (up to 12 months)
Podiatry vacancies and service gaps
Absence of qualified foot assistants
A high chronic disease burden
A population age mix that is predicted to change dramatically over the next 25 years in favour of those who are 60 years of age or older
Ineffective recruitment methods
The workforce enhancement model that emanated from the meetings with the steering group includes podiatrists as well as auxiliaries such as foot-care assistants who work together in an interprofessional model of care that expands across the region. In addition to training foot-care assistants and the development of a podiatry teaching clinic to enhance student placement, the model builds onto a current continuous professional development program for allied health professionals.
Discussion : Although the allied health workforce (including podiatry) is playing an increasingly important role in the prevention and treatment of chronic diseases, rural areas in particular are disadvantaged by recruitment and retention problems. The podiatry workforce shortage is compounded by ageing populations. Age is associated with increased podiatry usage due to chronic diseases such as diabetes, cardiovascular disease and osteoarthritis.
Implications : A strategic plan developed in consultation with stakeholders aims to improve rural podiatry services in a sustainable manner. The project will be implemented when adequate funding is allocated this year and will be evaluated on its impact on services.
Presentation type : Paper

The mobile skilled workforce : optimising benefits for rural communities

Many small rural communities with ageing populations and limited opportunities for young people are not attracting skilled workers, but have a flow of skilled people through the community as locums, seasonal workers or contractors. This project investigated the question: how can rural communities capture maximum benefit from professional and other highly skilled workers in the context of an increasingly mobile and transitory workforce? It found that rural communities derive a wide range of benefits from mobile skilled workers. Effectiveness of the integration process determines the nature and extent of mobile skilled worker contribution to the community. Community settings that encourage and support mobile skilled worker integration are identified in terms of culture, leadership and interactional infrastructure. These same settings also influence mobile skilled worker retention in rural communities. Rural communities need to be proactive in matching worker and community characteristics, and this begins with the recruitment process. Mobile skilled workers need assistance and support to develop a primary social contract, and the process needs to be monitored. This is a community-wide responsibility and requires a coordinated, whole-of-community approach. This is the first Australian study to explore how rural communities can capture the advantages from highly skilled mobile workers. Rural communities that make the most of the available pool of skills can increase resilience, identification and uptake of opportunities such as new enterprises, good practice in natural resource management, enhanced social and leisure opportunities, and the quality and range of local services. The importance of this report is that it provides a broad range of strategies for rural communities wanting to know how to optimise the benefits they derive from mobile skilled workers, regardless of their location or rural industry base.

The relationship between time of founding and the composition of the workforce in Australian workplaces

This paper presents the results of an analysis of the relationship between organisational age and two specific aspects of labour flexibility-numerical
flexibility and workforce skill composition (as one facet of functional flexibility)that extends earlier work in two ways. First, it uses data from a large-scale national survey (the Australian Workplace Industrial Relations Survey [AWIRS)1995). Second. it focuses on two widely studied facets of labour flexibility, numerical flexibility and functional flexibility. Previous research has investigated the relationship between organisational age and aspects of organisation such as strategy and structure (Baum and Oliver, 1991; Henderson, 1999; Reed and Blunsdon, 1998). Henderson (1999) found that age effects were contingent on different organisational strategies and process. Reed and Blunsdon (1998) found that organisational maturity is associated with goal directed, or strategic flexibility characterised by low levels of formal rules and regulations but clarity a/purpose. But a more complex relationship was also identified - for example; very young organisations (founded in the 1990,) appear to have higher levels of formalisation at founding than organisations established in earlier periods. This paper investigates these questions further. The results show that the relationship between age; numerical flexibility and workforce skill composition is non-linear, but the data do not make it possible to separate age effects associated with aging, time of founding and changing environmental conditions.

Successful ageing : perceptions of adults aged between 70 and 101 years

In this research, content analysis was employed to investigate older adults' perceptions of successful aging and the relationship of these perceptions to definitions given in the literature to date. Participants were 18 males and 42 females between the ages of 70 and 101 years. Analyses revealed older adults mentioned only 1 or 2 criteria of successful aging if asked for a definition; however, when prompted, they rated almost all the criteria emerging from the literature as highly important. Participants reported adjusting to the situations they were in by compensating for losses that occurred and selecting activities that best suited their capabilities. Overall, older adults' perceptions of successful aging were similar to aspects identified in the literature. Not all aspects, however, were seen as important by all participants, and only low to moderate correlations were found between some aspects of successful aging. (Contains 3 figures and 4 tables.)

Superannuation and the ageing myth

The ageing population rationale, which was the central plank underpinning compulsory superannuation, is flawed. The increase in individual wealth in the future more than compensates for the increasing number of older people. In addition to this, compulsory superannuation contributes to the ageing population problem because it provides less money to couples who wish to raise children and hence provides a disincentive for people to have children. The most appropriate method for dealing with the ageing problem is to encourage people to work longer - not because they need the money, but because it is good for their psyche and self-worth.

Sink or swim- ageing in Australia

As the number of people under the age of 65 declines, the number over 65 will double in the next half century. By 2031, it is estimated those over 65 will account for more than a quarter of the Australian population. The fastest rate of growth will be in the over-85-years category, projected to double over the next 20 years and to triple over 50 years to include 2.3 million people. Health care providers cannot afford to wait for the inevitable crises this vast demographic shift will provoke. To meet these future demands, educational and health care institutes should consider establishing interdisciplinary think-tanks for multidisciplinary research, policy development and innovations in aged care and health service delivery.
Aust Health Rev 2005: 29(2): 146-150

A conceptual model for recruitment and retention : allied health workforce enhancement in Western Victoria, Australia

Attracting and retaining allied health professionals in rural areas is a recognised problem in both Australia and overseas. Predicted increases in health needs will require strategic actions to enhance the rural workforce and its ability to deliver the required services. A range of factors in different domains has been associated with recruitment and retention in the allied health workforce. For example, factors can be related to the nature of the work, the personal needs, or the way an organisation is led. Some factors cannot be changed (eg geographical location of extended family) whereas others can be influenced (eg education, support, management styles). Recruitment and retention of allied health professionals is a challenging problem that deserves attention in all domains and preparedness to actively change established work practices, both individually as well as collectively, in order to cater for current and predicted health needs. Changes to enhance workforce outcomes can be implemented and evaluated using a cyclic model. The Allied Health Workforce Enhancement Project of the Greater Green Triangle University Department of Rural Health (GGT UDRH) is working towards increasing the number of allied health professionals in the south west of Victoria. Based on themes identified in the literature, an interactive model is being developed that addresses recruitment and retention factors in three domains: (1) personal or individual; (2) organisation; and (3) community.

Impact evaluation of a five-day short course in health promotion: workforce development in action

Issue addressed: This paper reports on impact evaluation of a series of five-day Short Courses in Health Promotion that have been delivered to more than 2,000 people since 2002 as part of a statewide workforce development strategy.

Methods: A triangulated mixed methods research design was selected for the evaluation. Data were collected through a mail survey, key informant interviews, focus groups and organisational case studies. Stakeholder and participant involvement were central to the evaluation.

Results: Organisational change emerged as a key theme. Impacts of the short course were felt in relation to health promotion practice and on organisational capacity to conduct health promotion, while the development of confidence and skills of participants to engage in collaborative opportunities was a not unexpected, but important, benefit of the course.

Conclusions: A short course is effective if attention is given to quality delivery, adult learning methods, participant involvement, appropriate targeting, good planning, and adequate funding. However, respondents commonly report the need for organisational change in order for health promotion practice to be embedded into organisations and for practitioners to be supported in their efforts to re-orient services towards health promotion.

Ageing effects on visual reaction time in a single task condition and when treadmill walking

Visual reaction time (RT) was measured in 10 older men (mean age, 71.1 years) and gender-matched controls (mean age, 26.3 years) when standing (single task) and when walking on a motor-driven treadmill (dual task). There were 90 quasirandomly presented trials over 15 min in each condition. Longer mean and median RTs were observed in the dual task compared to the single task. Older males had significantly slower mean and median RTs (315 and 304 ms, respectively) than the younger group (273 and 266 ms, respectively) in both task conditions. There were no age or condition effects on with in-subject variability. Both groups showed a trend of increasing RT over the 90 single task trials but when walking only the younger group slowed. These novel findings demonstrate high but sustained attention by older adults when walking. It is proposed that the motor task's attentional demands might contribute to their slower preferred walking speed.

Surface bands on deepwater squalid dorsal-fin spines : an alternative method for ageing centroselachus crepidater

Bands on the external surface of the second dorsal-fin spine proved to be a novel method of estimating the age and growth of Centroselachus crepidater. Bands that followed the shape of the spine base were enhanced with an alizarin red derivative. Internal bands in spine cross sections were also examined. The number of both external and internal bands increased with animal size, although most spines had more external than internal bands. External bands were more reliable and were assumed to be annuli. The rate of band formation differed after five bands had been formed, and internal bands ceased forming after 30 years. Females to 54 years old and males to 34 years old were examined. Maturity occurred over a wide age range, with estimates of 20 years for females and 9 years for males. The youngest pregnant female was 27 years old. The Francis reparameterized von Bertalanffy growth model found similar growth for males and females, and the von Bertalanffy equations were L _t = 96.12^{(1 – e(–0.072(t+6.13))}) for females and L_t = 73.22(1 – e^{(–0.141(t+2.99))}) for males.

Mature workers, training and using TLM frameworks

Mature workers have been at the centre of policies aimed at encouraging higher workforce participation, longer working life and enhanced savings for retirement. Low mature age workforce participation rates reflect labour market withdrawal in the face of multiple barriers to participation for many. Their apparent voluntary joblessness conceals the fact that mature workers endure longer periods of unemployment, discrimination, redundancy and other barriers to employment (hence the drift to 'early retirement'). The policy dilemma is not just about addressing discrimination barriers, access to appropriate retraining or skills enhancement for mature workers, but what this tells us about lifelong learning as a means of managing and mitigating risk. The mismatch between work opportunities/skills shortages and the low education and skills base of many mature workers, means it is simplistic to think that working longer might be a short term way to address skills shortages; without an enormous investment in the current ageing cohort. Drawing on Transitional Labour Market (TLM) theory and European reform agendas, this article argues that the link between investment in lifelong education/ skills training and stronger labour market participation needs attention; not just for current cohorts of excluded or underemployed mature workers but to position strategically for future generations.

Factors associated with successful ageing

This research explored the extent to which adaptability, self-acceptance, religiosity, attitudes to ageing, and flexibility are associated with seven criteria of successful ageing (health, activity, life satisfaction, personal growth, positive relationships, autonomy, and purpose in life). Also considered was the level of importance participants assigned to these criteria. The participants were 200 females and 140 males aged between 70 and 95 years. Structural equation modelling was employed to determine significant paths between the variables. Direct and mediating effects of older adults’ importance ratings for different criteria of successful ageing were analysed. The main factors associated with successful ageing were self-acceptance and flexibility, both of which contributed significantly to almost all of the criteria examined. Importance ratings did not play a mediating role. It was concluded that self-acceptance and flexibility might enhance the process of successful ageing and could be targeted in programmes that assist older adults to adjust to life changes.