Capacity for Competence Development: Unlocking Potential for Lifelong Learning in Later Working Life
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Capacity for Competence Development : Unlocking Potential for Lifelong Learning in Later Working Life. / Wulff, Anna Lyngdal; Lassen, Aske Juul.
In: Journal of Aging and Social Policy, 2024.Research output: Contribution to journal › Journal article › Research › peer-review
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TY - JOUR
T1 - Capacity for Competence Development
T2 - Unlocking Potential for Lifelong Learning in Later Working Life
AU - Wulff, Anna Lyngdal
AU - Lassen, Aske Juul
PY - 2024
Y1 - 2024
N2 - The retention of older workers has become a key policy issue in European welfare states. Consequently, there is an increased focus on how lifelong learning, or continued competence development, can extend working life. This article explores the dynamics of competence development among employees aged 55 years and older regarding their learning practices and attitudes toward competence development, based on qualitative fieldwork conducted in nine governmental workplaces across Denmark. To gain a comprehensive understanding of the factors that influence willingness to participate in competence development, the article introduces the analytical framework “capacity for competence development” and highlights five factors that influence this capacity: time, economy, learning culture, energy, and purpose. The article argues that (non)participation in competence development is not static and is not solely the responsibility of employees or managers. Rather, it is co-produced by complex workplace dynamics, including policies, age stereotypes, as well as ways of organizing work and learning. In conclusion, the article emphasizes the potential for competence development and suggests that most employees aged 55 years and older want to participate but await the right circumstances. Their participation could be enhanced through an increased focus on the five identified factors in the capacity for competence development.
AB - The retention of older workers has become a key policy issue in European welfare states. Consequently, there is an increased focus on how lifelong learning, or continued competence development, can extend working life. This article explores the dynamics of competence development among employees aged 55 years and older regarding their learning practices and attitudes toward competence development, based on qualitative fieldwork conducted in nine governmental workplaces across Denmark. To gain a comprehensive understanding of the factors that influence willingness to participate in competence development, the article introduces the analytical framework “capacity for competence development” and highlights five factors that influence this capacity: time, economy, learning culture, energy, and purpose. The article argues that (non)participation in competence development is not static and is not solely the responsibility of employees or managers. Rather, it is co-produced by complex workplace dynamics, including policies, age stereotypes, as well as ways of organizing work and learning. In conclusion, the article emphasizes the potential for competence development and suggests that most employees aged 55 years and older want to participate but await the right circumstances. Their participation could be enhanced through an increased focus on the five identified factors in the capacity for competence development.
U2 - 10.1080/08959420.2024.2349492
DO - 10.1080/08959420.2024.2349492
M3 - Journal article
JO - Journal of Aging and Social Policy
JF - Journal of Aging and Social Policy
SN - 1545-0821
ER -
ID: 392703615