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CHAPTER 6
Intergenerational learning in organisations – A research framework 107

for highly experienced, highly educated, and technically proficient workers, or
what we call knowledge workers (Ropes and Stam, 2008). Older knowledge
workers, the focus of this research, are often irreplaceable and so
organisations will need to focus on keeping this specific type of employee in
service.
While there is quite some work on the problems expected to arise due to
an ageing population, reports in scientific journals and practitioner literature
fail to present much empirical work on the specific topic of how organisations
can capitalise on the knowledge and innovative capacities of an older worker
(INNO-Grips, 2008). Mostly one finds government reports and studies that
further define the problem and speculate about future negative consequences
like those mentioned above. Other literature, much of it coming from the fields
of occupational health, gerontology and cognitive psychology, concerns the
changing capabilities of the older worker in regard to physical and cognitive
abilities (see also Cedefop, 2010).
The important points just raised will be considered during the research.
However, this research endeavours to study the situation from various
theoretical approaches explained later. By using a multidisciplinary approach,
realising the goal of this research will be possible. This is directly related to
the complexity of the organisational contexts in which research will be done.
It is also directly related to the goal of the research, namely to develop
concrete policy measures using intergenerational learning for organisations
to assure older knowledge workers maintain a positive contribution to the
development and effectiveness of the organisation. These concepts have
been cited regularly in the recent report by the European Commission on the
new European strategy (Andriessen, 2004; European Commission, 2010).
This chapter focuses on what an ageing population means within an
organisational context. It looks at three themes found in the organisational
and management science, knowledge management and human resource
development literature: (a) dealing with how to stem (early) retirements to keep
critical skills; (b) retaining critical organisational knowledge; and (c) how
generations within organisations learn together to increase organisational
capacity. These themes are introduced to show the logic behind the research
model pertaining to theme number three.