WORK AND RETIREMENT

1

• WORK AND RETIREMENT
• Freud Love and work are necessary for happiness,
• health and adjustment
• Sixty-two percent of all workers now in the labor
  force had no career plan when they started their
  first job.
• The majority of current college students do not
  have clearly defined career goals, as evidenced
  by widespread major hopping.
• Most university graduates will not be working in
  jobs directly related to their majors five years
  after graduation.

2

• WORK AND RETIREMENT (Contd)
• The median duration of first-job holding among
  young adults is less than one year.
• Young adults tend to stabilize in an occupation
  in their mid to late 20s, primarily because of
  financial or family obligations rather than
  because they have found an occupation they really
  like.
• Sixty-four percent of workers in one survey
  stated that if they could start over, they would
  choose another career. Over 50 percent said that
  they ended up in their jobs either through the
  advice of others or by chance.
• The majority of workers feel they could have been
  more satisfied and productive if they had known
  how to make better career decisions.

3

• Age Differentiated Approach
• 18-30 Education
• 30-65 Work
• 65 Retirement
• Age Integrated Approach All 3 for all 3
• Education More years for young due to
  technological advances
• Need for Work Breaks Work term programs very
  useful
• Education Not Only for the Young
• Elderhostel Programs in N. America
• Older Students in Universities
• SOTA at MUN

4

• Continuing Education Programs Life-Long
• Upgrading
• doctors, mechanics, university professors, civil
  servants, teachers, secretaries, lawyers, etc.
• Continuing Education Formal and Informal

5

• Family influences on career choice
• Aspiration level
• how high you reach correlates with SES (stronger
  for men)
• Men fathers to sons influence
• low SES obedience to and compliance with
  authority
• high SES initiative, independence
• Women
• high SES science
• low SES office work
• if mom employed more likely to have career
• if dad encouraging more likely to have career,
  post-secondary studies

6

• Vocational Choice and Personality
• Holland 6 Types
• Realistic physical, aggressive, good motor
  coordination, not particularly verbal, prefers
  concrete problems, conventional values
• Intellectual/Investigative task-oriented,
  intraceptive, asocial, likes ambiguous tasks,
  unconventional values
• Social sociable, responsible, verbal and
  interpersonal skills, humanistic,
  feeling-oriented
• Conventional conformist, likes structured
  activities, needs structure, extraceptive,
  materialistic, identifies with power
• Enterprising verbal skills, extraceptive,
  ambiguous tasks, status, power and leadership
• Artistic intraceptive, asocial, emotional,
  individualistic, expressive

7

• Most people mix of 2 or 3 types
• Women mostly social, artistic, conventional
• Stages in Career Development Super
• 1. Crystallization early adolescent (identity)
• 2. Specification late adolescence, early
  adulthood (training)
• 3. Implementation young adulthood, specific
  steps (trying out jobs)
• 4. Establishment mid-20s launch career path
  (selecting one occupation and staying)

8

• Stages in Career Development Super (Contd)
• 5. Consolidation mid 30s big push
• 6. Maintenance mid 40s (in reality, big push
  continues)
• 7. Deceleration late 50s (individual
  differences)
• 8. Retirement 65
• Outdated

9

• Ginzberg more accurate today
• Two patterns
• stable
• shifting women
• economy swing
• personal
• Raynor type of career track
• Noncontingent Low nACH (need for achievement)
• (jobs)
• Contingent 1. Fixed steps medium nACH
• (careers) 2. Skys the limit high nACH
• Vocational Tests Strong-Campbell
• MUN Counselling Centre

10

• Work and Gender
• Pre-industrial home based, self-employed
• Industrial era men and women divergent paths
• Men
• breadwinner role
• aggressiveness
• socialization toys
• combat
• fear of failure
• Women
• homemaker, wife/mother roles
• nurturant, supportive
• socialization toys
• fear of success

11

• Womens Career Paths
• Most of the research on career development done
  with men
• Womens career paths differ significantly
• Some of the reasons
• Males socialized to be instrumental,
  goal-oriented, achievement-oriented
• Females socialized to be expressive, nurturing
  and dependent relationship roles are central
• As wives, womens career is seen as secondary to
  the husbands

12

• Womens Career Paths (Contd)
• As mothers, women seen as primary caretakers,
  ultimately responsible
• In general, when work/family conflict arises, men
  tend to put career first, women tend to put
  family first
• The most demanding career-building years coincide
  with the most demanding childbearing and
  childrearing years
• The type of work women do also results in
  radically different experiences occupational
  segregation
• Traditionally feminine work (secretary, school
  teacher, nurse, clerk) this is more socially
  approved, can be done on a part-time basis, lower
  paid, more adaptable to family demands

13

• Womens Career Paths (Contd)
• Traditionally male-dominated work (engineering,
  finance, law, construction, economics,
  mathematics) women in these jobs are seen as
  selfish, manipulative, untrustworthy, hard to
  work with (Heilman et al., 2004). Affects their
  evaluations and career outcomes negatively.
• Discontinuity typically, women have many
  interruptions for childbearing and childrearing
  and for caring for older family members
• Consequences
• slower advancement (or stalling), lower income,
  lower pension
• seen as not serious about their work

14

• Womens Career Paths (Contd)
• Women in science and engineering few role
  models, androcentric subculture. Discrimination
  is subtle, but present (hiring and promotions).
  Need critical mass for change. Russia 75
  physicians, 50 engineers are women
• Womens management style consensus, personal
  approach. Mens top down, more impersonal. Women
  mostly stuck at middle-management level
• Burnout feeling of loss of control, cant cope,
  often depressed, illnesses, emotional outbursts,
  more common in female professions such as
  nursing, teaching, social work. Frustration,
  overload, little control over policy

15

• Womens Career Paths
• Discrimination
• hiring
• salary
• promotion
• In general, women earn less than men even with
  higher educational levels and for the same or
  comparable work. (about 70 cents per dollar)
• Biggest barrier family/career conflict

16

• Womens Career Paths
• For all these reasons, women are not promoted the
  same way as men, even if they perform better.
• This has been called the glass ceiling, because
  it is not a readily visible type of
  discrimination, the way to the higher echelons
  looks clear, but most women bang their heads on
  the glass ceiling.
• Some researchers have referred to a stone floor
  to which so many women are chained to, without
  rising even to the glass ceiling.
• By contrast, men who leapfrog their way past more
  competent women are said to be riding the glass
  elevator.

17

• 80s and 90s
• small changes in men
• some increase in domestic participation
• large changes in women
• large numbers in the workforce
• entering traditionally male jobs
• increased higher education

18

• Motherhood and Career
• Some variables
• personality
• socialization
• level of energy, health
• type of job
• number of children
• husband, family support

19

• Choices
• stay home loss of power, money, benefits
• part-time marginalized plus the above
• mommy track ditto
• full-time poor child care, guilt, double shift

20

• Some women dont marry and/or dont have
• children
• 90 of men top management jobs are fathers
• 60 of women in top management jobs are mothers
• Androcentric career clock and work demands
• assume a wife at home to take care of
• everything else
• A. Hochschild coined the term double-shift
• women do one work shift outside the home and one
  inside

21

• Barriers for women
• Hiring practices
• Promotion practices glass ceiling or stone floor
• No facilities in many male-dominated areas
• Sexual harassment
• Role conflict
• Lack of mentors
• Queen Bee syndrome
• Socialization fear of success (Horner), mans
  work more important
• Second shift or double shift
• Salary 70 cents for 1 earned by men for
  equivalent work and less qualifications
• ex. man with B.A. earns more than woman with
  M.A.

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• Dual Career Couples increasingly common
• Advantages
• mutual understanding
• equality
• bigger income
• stimulating
• Conflicts
• time together sex
• chores
• relocation
• role conflict (women)
• child care
• Comparison with other industrialized countries
• Canada fares badly though better than U.S.

26

• RETIREMENT result of longer lifespan
• Earlier death ended working
• Activity vs. disengagement
• Many work into 80s and 90s health, SES
• Incentives for early retirement
• downsizing
• second career
• partial retirement
• volunteering
• leisure
• caring for grandkids or elderly parents or sick
  adult kids

27

• retirement communities, RV towns
• Disengagement likely when
• widowed
• poor
• loss of hearing, vision, mobility
• disease

28

• Planning for retirement
• In middle age (Havinghurst)
• hobbies
• second career
• finances
• health
• Early retirement likely if
• financially OK and in good health
• poor and sick

29

• Retirement phases (Atchley)
• Pre-retirement (Havinghurst)
• Honeymoon
• Disenchantment can lead to re-entry to job
  market or due to health and money problems cause
  it
• Reorientation
• Stability
• Termination either through illness/death or
  reintegration to the work force

30

• Newest issue in retirement
• Husbands and wives diverging paths, too much
  togetherness
• Also, women usually younger than husbands,
  continue to work or re-start work after children
  grown up
• Over 65s who cant afford to retire dependents,
  mismanagement of funds, unexpected catastrophes,
  etc.

31

• Reines (professional retirement planner)
• Stage 1. 55-70 active retirement, spend 70 of
  pre-retirement expenses. Travel if possible
• Stage 2. stable 70-85. Pattern of regular
  activities, e.g. bridge on Tuesdays, dancing on
  Fridays, golf on Mondays. Expectations lower,
  happy. Spend 50 of pre-retirement income
• Stage 3 limited retirement 85. Major risks
  loss of health and loss of income