Older people also take to individuals with a strong altruistic nature. This means offering assistance to them whenever possible. While most of us like helpful people, this is especially so for older people. I believe one of the reasons can be attributed to the fact that most of the older people's health and fitness are not as good as before. Hence, they felt a sense of gratitude when help is offered to them. Once again, we should be helping them willingly.
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Summarizing the article ‘’How to get older people to like you” I found out that respect showed in different ways is a key point of theirs psychological needs. For young generation it may be hard to understand and relate to needs of older people but it doesn’t mean it’s impossible.
When being with older people we need to take our respect for higher level if we want to be spotted in the crowd as most people are respectful to them. Also engaging them in conversation is a good idea and way of showing our respect. But if we want to spend time with them in that way we need to listen intently and heed their advice if appropriate. Pretending to listen will not work with older people, it is due to the fact that they are very strong observers and they can detect any form of hypocrisy.
Offering them help willingly will be a huge example of respect, I respect that after all you have done to others through your whole life now you need assistance and I want to help you. Everyone likes to be helped it makes our life’s easier, especially older people as they understand that theirs health and fitness are not as good as before. They can fell a sense of gratitude when help is offered to them.
Geropsychology: Psychology of older adults
By:
There are psychologies for so many areas of life. There is social psychology. There is developmental psychology. The list goes on and on. Geropsychology is fairly new. It is the psychology of helping the elderly that have memory problems and depression from the memory loss.
There is a belief that as the body gets older it can turn back to childhood. Short term memory is remember the things that happened today. For example, you know what year it is or what you had for breakfast. Long term memory is stuff that happened a while back. For example, you remember getting your first pet as kid.
As some people age the short term memory goes away bit by bit. The long term memory begins to take over. So instead of today being Tuesday of this week it is actually Saturday of last week. Days get confusing. Eventually years and events get even more confusing. This can be frustrating to the kids and the elderly people.
Let's face it. No-one wants to lose their mind. We can't help that our body gets wrinkles and white hairs. We might walk slower. But at least we can hold a conversation and fend for ourselves. Losing your memory is very scary. You know that eventually you might have to depend on everyone else to care for you.
Geropsychology helps the elderly and their families deal with the transition of losing memory. There is usually depression with the realization that you are getting old and you might have to have someone take care of you full time.
Baby boomers are starting to age. Some baby boomers are suffering memory loss and depression. Geropsychology looks at these issues and ways to deal with them. It's not surprising that this field of psychology has been developed to help the growing number of individuals and family seeking help on this issue.
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3. I have visited the Age Concern and Help the Aged website, which is formed by the four national Age Concerns in the UK after joining together with Help the Aged to form new national charities dedicated to improving the lives of older people.
Topics they cover:
- older lesbian
- gay and bisexual people
- residential communities
- identity in older people
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4. I have found and listed below some journals that might be appropriate for Health and Social Care:
“Journal of Social Work”
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“British Journal of Social Work”
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“Health & Social Care in the Community”
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5. Age Discrimination articles and summaries:
Age discrimination
The Employment Equality (Age) Regulations 2006 cover all employees and workers of any age, protecting them from age discrimination including partners of firms, contract workers and anyone in vocational training.
All aspects of employment (or prospective employment) are protected from age discrimination, including recruitment, employment terms and conditions, promotions, transfers, dismissals and training.
There is no statutory upper age limit on the right to claim unfair dismissal or to receive redundancy payments. The default retirement age is 65, making compulsory retirement below 65 unlawful unless objectively justified. In addition, all employees have the right to request to work beyond 65 or any other retirement age set by the organisation and employers must give such requests consideration.
Ref.
Summarising this article The Employment Equality (Age) Regulations 2006 protects every each one of employees from age discrimination. Also all aspects of employment of employment are protected from age discrimination. Unfair dismissal can be claimed at any age because there is no statutory upper limit of doing so. All employees have the right to keep on working until 65. There is only one ‘but’, the default retirement age is 65, making compulsory retirement below 65 unlawful unless it’s objectively justified.
Age discrimination
Age discrimination laws help ensures that you are not denied a job, an equal chance of training or a promotion because of your age. They also protect you from harassment or victimization because of your age.
Who is protected from age discrimination?
Age discrimination at work is unlawful in almost all types of employment. All employees and workers of any age are protected from age discrimination including partners of firms, contract workers and anyone in vocational training.
All aspects of your employment (or prospective employment) are protected from age discrimination, including your recruitment, employment terms and conditions, promotions, transfers, dismissals and training.
In some cases different treatment of a worker or employee because of their age can be justified, for example making special provisions for younger or older workers in order to protect their safety and welfare. See section on objective justification below.
Age discrimination protection does not cover the provision of goods and services.
Protection against age discrimination
Redundancy procedures
Your employer must make sure that any redundancy policies don't directly or indirectly discriminate against older workers. An example of indirect discrimination could be your employer selecting only part-time workers for redundancy, when a large number of these may be older workers. The only exceptions are where an age requirement can be objectively justified.
There is no upper or lower age limit on the entitlement of statutory redundancy pay. Your employer will have to pay you the statutory minimum redundancy payment even if you are under 18 or over 65 (or after your normal retirement age if this is lower).
Retirement rights
The national default retirement age is 65, although this is not a compulsory retirement age. Your employer can only retire you below the age of 65 if they can show that having a lower retirement age is appropriate and necessary.
Your employer will have to give you at least six months notice of your retirement date. You have the right to request to work beyond 65 or any other retirement age set by your employer. You will not automatically be allowed to work beyond your expected retirement date and your employer does not have to agree to your request or give you a reason for turning it down, but they will have to hold a meeting with you to consider your request.
Unfair dismissal claims
There is no upper age limit on making a claim of unfair dismissal.
Training
Training providers (including employers, further or higher education institutions, private, public or voluntary sector training bodies and adult education programmes) cannot set upper or lower age limits for training, unless they can objectively justify the need.
Ref.
Summarising this article all employees and workers of any age are protected from age discrimination. To stay away from age discrimination your employer must make sure that any redundancy policies don’t directly or indirectly discriminate against older workers.
There is no upper or lower age limit for statutory redundancy pay so even if you are under 18 or over 65, you are entitled for statutory redundancy pay.
The national default retirement age is 65 but it can be lower if appropriate and necessary. Employer must give you at least six months notice of your retirement date.
Training providers cannot set upper or lower age limits for training, not to discriminate anyone.
6. I have used a variety of resources in this assignment, for example internet search engines, web catalog and books. I found search engines the easiest way to find appropriate and needed information’s and I am most likely to carry on using this resource in my studies.
