Recently, some experts said that "66-79 years old is still middle-aged, and the young and elderly groups over 60 years old are encouraged to re-employ", which instantly sparked widespread heated discussions. Before we dive into this idea, it's worth analyzing the reasons behind the headline and the current state of the workplace.
In the current workplace, there is a "" that has attracted much attention. In many industries and businesses, once an employee turns 35, it seems that they are facing an invisible pressure and dilemma. Why is this happening?
On the one hand, with the rapid development of science and technology and the rapid iteration of the industry, new knowledge and new technologies are constantly emerging, and young people often have an advantage in learning and adapting to these new changes, and they have more energy and momentum to embrace new things.
On the other hand, due to cost and other considerations, companies may be more inclined to recruit young, promising employees, believing that they can bring more innovation and vitality to the enterprise. This has led to more challenges and competition in the workplace for people over the age of 35, and even a so-called "midlife crisis".
However, defining 66-79 years old as middle age and encouraging them to re-enter the workforce is undoubtedly an overly idealistic and simplistic view of the status quo in the workplace.
1. From a physiological point of view, people over 60 years old will inevitably have a certain degree of decline in physical function. Although modern medicine and the improvement of living standards have made people live longer, this does not mean that they can withstand the high intensity of work pressure and long working loads like young people. Work requires not only intelligence and experience, but also sufficient physical strength and energy to support it. Bringing an elderly person back into the workforce can pose a potential threat to their health.
2. From the perspective of employment opportunities and job matching, the current workplace environment is difficult to provide suitable jobs for a large number of people over 60 years old. Many jobs require specific skills and knowledge that are often built up by young people in school or at work. For those over the age of 60, they may have accumulated a wealth of experience from their past careers, but those experiences may not be entirely applicable in the face of today's rapidly changing workplace demands. In addition, companies are less likely to hire older employees on a large scale because they also take into account factors such as the age structure of the team and the effectiveness of collaboration when hiring.
3. The perfection of the social security system is also an important factor. In many developed countries, a well-developed social security system can provide the elderly with relative stability and enjoy their old age in retirement. Encouraging people over the age of 60 to re-enter the workforce may to some extent reflect a certain inadequacy or pressure on the social security system.
If we put too much emphasis on the re-employment of the elderly, instead of focusing on improving the social security system, it may lead to irrational resource allocation and social contradictions.
In reality, people over the age of 60 are mostly over the age of 60 who have had decades of careers, and they should have the right to enjoy their lives, pursue their hobbies, and spend time with their families in retirement. Rather than being pushed back into the workplace, facing all kinds of pressures and challenges.
We should certainly give support and encouragement to older people who do have the will and ability to continue working, but this should be based on their voluntary choice, not a general imposition.
We also need to take into account social perceptions and cultural factors. Traditionally, retirement means the end of a phase and the beginning of a new life, and people expect to live a relatively relaxed and free life after retirement. If this perception is suddenly changed and the elderly are asked to continue working, it may lead to conflicts and maladaptations in social attitudes.
Moreover, there are huge differences in the situation in different regions and industries, and it is not possible to generalize that everyone over the age of 60 should be required to go to the re-entry force. We must admit that experts may have put forward this view out of consideration of labor resources or some other factors, but this view faces many difficulties and challenges in reality. We cannot simply conclude that people aged 66-79 are still middle-aged and should be encouraged to re-enter the workforce, based solely on theory or individual cases.
In the workplace, we should pay more attention to how to create a fair and reasonable employment environment for people of all ages, rather than simply pushing the elderly back into the workplace.
For the "life and death" problem of the 35-year-old, we need to reflect on the rationality of the company's concept of employment, and promote the development of vocational training and re-education, so that people can continuously improve their abilities and adapt to changes in the workplace. At the same time, we should also pay attention to the career development of young people, and provide them with more opportunities and platforms so that they can give full play to their talents.
At the social level, we should strengthen the protection of the rights and interests of the elderly, improve the social security system, and improve the quality of life of the elderly. Older persons are encouraged to participate actively in society, but not necessarily in the form of re-employment. Through volunteer services, cultural and artistic activities, etc., the elderly can continue to contribute to society and enrich their own lives.
In short, we should maintain a rational and objective attitude towards the view that "66-79 years old are still middle-aged, and the young and elderly people over 60 years old are encouraged to re-employ". We should not simply agree or disagree, but should consider various factors and look at the development of the workplace and the living needs of the elderly from a broader and long-term perspective. Only in this way can we build a more harmonious, inclusive and sustainable society. So that people of different ages can find their own happiness and value in their respective stages of life. Rather than one-sidedly emphasizing specific behaviors or roles at a certain age, respecting everyone's choices and lifestyles is what we should pursue.
Welcome to discuss!