Research has shown that the older population’s drinking habits are expanding. With this, alcohol-related diseases and injuries are prone to increase. This places demands on an elder care that has resources and knowledge on how to provide equitable welfare. The aim of this study was to examine social workers experience of working with older adults with an ongoing or suspected alcohol addiction. Interviews with 6 social workers were conducted. The interviews were based on a semi-structured model with open questions, where the main focus was on the informant’s own experience on the subject. The result shows that there is a lack of knowledge of how to deal with and identify alcohol addiction among the elderly population. There is also a lack of services that targets substance abuse among elderly. Social workers therefore must invent their own strategy to find suitable care alternatives within a bureaucratic system.

Team composition in the workplace is a popular topic where there are no clear answers to how the most productive and efficient team should be composed. There are many variables combined determines which candidate and which factors are best considered to predict job performance. The purpose of this study was through an experiment investigate whether age, education and the team's age composition have an impact when assessing suitability assessment in a recruitment context. The experiment was answered by 55 respondents with experience of recruitment in their capacity as manager, recruitment consultant or HR employee. The results show that the age composition of the existing team has no effect on how the respondents assessed the suitability of the candidates as the same candidate was most attractive regardless of team composition. The candidates' academic level of education had a negative impact as candidates without academic education were considered more suitable. The results also showed an interaction effect of age*education, which states that higher education is considered appropriate for the older candidates, while education has the opposite effect for younger candidates, which was concluded through a t-test. / Teamsammansättning är ett ämne där entydiga svar saknas kring hur det mest produktiva och effektiva teamet bör vara sammansatt. Många variabler påverkar valet av kandidat och vilka faktorer som bäst anses predicera arbetsprestation. Syftet med denna studie var att genom ett experiment undersöka om ålder, utbildning och teamets åldersmässiga sammansättning har en påverkan vid bedömning av lämplighetsbedömning i rekryteringssammanhang. Experimentet besvarades av 55 respondenter med erfarenhet av rekrytering i egenskap av chef, rekryteringskonsult eller HR-medarbetare. Resultatet visade att det befintliga teamets ålderssammansättning inte hade någon inverkan på hur respondenterna bedömde lämpligheten på kandidaterna då samma kandidat varit mest attraktiv oaktat teamsammansättning. Kandidaternas akademiska utbildningsnivå hade en negativ inverkan då kandidater utan akademisk utbildning ansågs mer lämpliga, även om det fanns en, genom t-test bekräftad statiskt signifikant interaktionseffekt av ålder*teoretisk kompetens som säger att hög utbildning ansågs lämplig hos de äldre kandidaterna.

The Diploma thesis deals with discrimination of elder job applicants on the job market and focuses on employment agencies. As the population is getting older we need to deal with the necessity to keep workers on the job market longer. Elder people are facing the fact that employers prefer younger workers. Job centres fail in their role of arranging of a job for this group of people. The employment agencies serve as mediator between job applicants and employers and they are thus witnesses of this discrimination. The aim of this thesis is to explore the approach of the employment agencies towards elder job applicants by using the method of document search, semi-structured interviews and Focus Group. The thesis leads to a conclusion that employment agencies are participating on the discrimination as they mostly follow the age requirements stated by the employer. It is caused not only due to an ageistic attitude in a society. It is based on the situation in companies as the companies are not ready to include elder workers, especially manual workers. In case of higher positions the job applicants lack knowledge of foreign language skills. The thesis identifies tax concessions for employment of elder workers as the right instrument to motivate the employers to integrate them in the company.

This paper focuses on ageism between extreme age groups of the adult population in the Czech Republic in an international comparison. It builds on the findings regarding the extent of the problem of ageism and the increasing importance of age as a social characteristic in modern societies. The objective is to enrich the traditional exploration of ageism as a problem relating to seniors with an analysis of mutual intergenerational relationships. Using the perspective of social identity theory, the relationships between young people and seniors are described as the result of the forming process of the own age and generational identities of young people and seniors and the mutual comparison and estranging of these groups. To answer the research questions regarding the methods of forming identities of the youth and age and the sources of mutual ageism, an analysis of qualitative interviews with young people and seniors and quantitative data from two international surveys (European Social Survey Round 4 and the International Social Survey Programme 2013) were used. Analyses in the empirical section show that ageism is more common in the Czech Republic than in other European country, and they also indicate the specific sources of ageism in the Czech environment. The importance of mutual expectations...

Ageism theory explains how the creation of “old” as different from non-old includesexpectations from people identified as of age as having other needs and desires than non-old.Expectations from the surrounding society project the needs of “old” as being more basic,simpler, less refined and culturally demanding as those of non-old, which potentially causediscrimination towards people of age - especially if identified as the stereotypical “seniorcitizen”, which is associated with fragility, loneliness, resignation, passivity and worries.“Senior citizens” are expected to have numerous basic needs such as home service includingcooking and cleaning, personal care related to hygiene and moveability, social stimulationrelated to isolation and loneliness, and protection against loss of security. At the same time,they are not expected to have needs related to culture, lifestyle, sports, activity, addictions,learning, crime, or sexuality. This study examines if, and how, such expectations influence theguidelines for needs assessment in elderly care in Swedish municipalities. Such guidelines arelikely to exist in most municipal elderly care administrations; out of the examined 11 towns, 9had formally established such guidelines. The method used was text analysis, and results showthat needs that may be regarded as ageist expectations make up more than 93% of the contents,while less than 7% can be classified as non-ageist or neutral. The essay highlights theshortcomings of the elderly care in providing adequate interventions as possibly connected toageist prejudice in the municipal guidelines document through three individual cases.

It is estimated that by 2018, workers age 55 or older will compose nearly a quarter of the labor force (Tossi, 2009). The aging workforce is dramatically affecting the nursing workforce. Indeed, the nursing workforce is expected to face staffing shortages of epidemic proportions because of the impending retirement of nurses who are Baby Boomers (Buerhaus, et al., 2006). Moreover, the nursing shortage is exacerbated by younger nurses' greater willingness to turn over (Aiken et al., 2001). Consequently, investigating how the workplace context affects retention of nurses is important. The present study sought to address the nursing shortage concern through examining how the workplace climate associated with age-related worker treatment and individual characteristics affect nurse retention. In this study, I developed and validated new ageism climate measures, which include younger worker, older worker, and general ageism climates. I examined how ageism climates affect people's job withdrawal intentions, organizational commitment, and work engagement. Additionally, I investigated whether Core Self-Evaluation (CSE; Judge, Locke, Durham, 1998) moderates the ageism climates relationships with the outcome variables. During the scale development and validation process, I found that assessments of younger and older worker ageism climates depend on the age of the respondent, whereas general ageism climate did not have this dependency. Because younger and older ageism climates displayed measurement non-equivalence across age groups, I tested each of my hypotheses using three sample variations (under 40, 40 and older, and combined sample). In the under 40 sample, CSE buffered the negative effects of negative older and younger worker ageism climates, and CSE enhanced the positive effects of a positive general age climate on turnover intentions and organizational commitment. In the 40 and older sample, I found that less ageist younger and older worker climates were associated with decreased turnover intentions and increased affective commitment. Finally, in the combined sample, I observed that a less ageist general ageism climate was associated with lower turnover intentions and greater affective commitment. The results contribute to our understanding of how perceptions of age-related treatment affect important workplace outcomes. The findings also support ageism climates as separate measures. However, additional measure development and validation is needed because this was the initial study to investigate ageism climate. This study has implications for the relational demography paradigm (Tsui & O'Reilly, 1989) in that people's age group identification may affect their ageism climate perceptions. This potentially explains the differential relationships among the ageism climates on the outcomes between the under 40 and 40 and older age groups. From a practical perspective, improving ageism climates in the workplace could positively affect nurse retention, which could alleviate some of the nursing shortage concerns.

Emerging evidence suggests that people not only categorize themselves and others based on age but also in terms of their generational membership. This cross-cultural study compared attitudes and stereotypes toward age and generational groups across the life span in China, Germany, and the United States including 1,112 participants between 18 and 86 years of age. We asked younger, middle-aged, and older respondents to rate either six age groups (e.g., adolescents, young adults, middle-aged adults, young-old, older, and old-old adults) or six matching generational groups (e.g., Generation Z, Millennials, Generation X, Baby Boomer, Silent Generation, and Greatest Generation) on various characteristics (e.g., happy, competent, selfish). Consistent with our hypotheses, the results demonstrate that across all three countries older generations were perceived consistently more positive, whereas older age groups were perceived as less positive. These findings suggest that generations represent a source of positive regard and high social status in later life across different countries with different historical backgrounds and cultures.

Aging has become a problem for men and women in Western societies where youth is touted and revered as a standard of success by which individual value is measured and esteemed. Older women in particular find that as they age they face discrimination in the form of ageism and social diminution. The purpose of the study is to remedy a lack of scholarship on aging in Appalachia and to establish a precedent for future studies. A liberal, feminist approach is used to analyze the results of recorded interviews and to interpret transcripts of relevant data. The results of the analysis are mixed owing to the heterogeneity of the women interviewed and the differences in personal circumstances, socioeconomic status, and levels of education that influence their perceptions. Limitations of the study include: the size of the sample, and a lack of ethnic diversity.

This thesis discusses the relationship between elderly urban planning and the ageing society from an elderly person’s perspective and from the municipality perspective. Two municipalities that is on the top ten list of having an older population have been studied in Sweden. In order to assess what planners and the perspective of elderly people in connection to age-friendly planning. In this essay was interviews used as the method where planners and citizens in the two chosen municipalities, Vadstena and Rättvik, was interviewed. In order to analyse the collected material I have implemented a thematic analysis where the focus was to find themes in the data collection. The results show a lack of communication between the municipalities, specifically regarding participation and acknowledging the elderly associations in place. The citizens perspective where a lacking factor about elderly urban planning which prevent elderly people from living more social lives. Lastly, there were a will from the planners to start moving chains but the population had opposite understanding of what was supposed to happen. The perspective from the citizens showed that both municipalities lacked places for only elderly people to socialize and both are in need of improved transportation services. There were a will from the planners wanting to change and improve the future of elderly urban planning with more alternatives. For this thesis I interview the elderly population in smaller municipalities and read about how elderly people are portrayed in planning in smaller municipalities. This thesis aim to target the perspective of elderly people about planning and ageing.

Bakgrund: Antalet äldre i Sverige ökar. Det finns en tendens i dagens samhälle att generalisera och betrakta äldre människor som en homogen grupp istället för som individer. Detta kan i sin tur leda till negativa attityder mot äldre. Ett samlingsnamn för de negativa attityderna är begreppet ålderism som inkluderar det faktum att äldre människor kan komma att behandlas utan respekt på grund av sin ålder.Syfte: Syftet är att undersöka vilka faktorer som påverkar sjuksköterskestudenters och nyexaminerade sjuksköterskors attityder till äldre patienter och till att arbeta med dem.Metod: En litteraturstudie har utförts där tolv artiklar från tio olika länder har granskats.Resultat: Sjuksköterskestudenters och nyexaminerade sjuksköterskors attityder till äldre påverkas av: genus, ålder, utbildning, stöd under klinisk träning, tidigare erfarenhet och intresse av att arbeta med äldre.Konklusion: Ålderdom, fysiologiskt och patologiskt, kan behöva utvecklas och attityder till äldre behöver diskuteras under sjuksköterskeutbildningen i ett försök att belysa, förändra alternativt förbättra attityder mot äldre. Studenternas attityder kan förslagsvis följas upp med en studie i början samt i slutet av sjuksköterskeutbildningen. / Background: The number of elderly in Sweden is increasing. There is a tendency in modern society to generalize and consider older people as a homogeneous group rather than as individuals. This in turn can lead to negative attitudes towards older people. A collective name for the negative attitudes is the concept of ageism and that includes the fact that older people may be treated with no respect because of their age.Purpose: The aim is to examine the factors that affect nursing students and newly graduated nurses’ attitudes to older patients and to work with them.Method: A literature review has been conducted in which twelve articles from ten different countries have been reviewed.Results: Nursing students and newly registered nurses’ attitudes towards older people is affected by: gender, age, education, support during clinical training, previous experience and interest in working with older people.Conclusion: Ageing, physiological and pathological, maybe needs to be developed and attitudes towards older people maybe needs to be discussed during nursing education in an attempt to elucidate, modify or improve attitudes towards older people. Students’ attitudes can tentatively be followed up with a study at the beginning and at the end of nursing education.