Globalization has brought a number of consequences to large organizations, amongst which are incentives such as pensions, and the laying off of a number of experienced employees, who were unprepared in most cases for a life that could last longer than the time they dedicated to their work. Today many organizations have begun to recognize the value of the older employees who, if brought up to date may not only remain motivated but also demonstrate their capacity and experience. However, some do need or want to retire, to spend most of their free time for personal development, leisure, health, personal projects, relationships with friends and family and even to engage in more enjoyable professional activities. The purpose of this article is to provide a perspective of the aging of employees within organizations and the challenges they face with retirement, assessing the aspects and variables that may facilitate or complicate the well being of these people through this transition. More than just focusing on theories based on Retirement Preparation Programs (RPP’s), the article presents some empirical surveys to encourage reflection by social, organizational psychologists and professional counselors about the possibilities of their integration into this area.
Retirement Preparation Programs (RPP’s); Lifelong learning; Career transition; Lifetime project