Notes on Contributors; List of Figures ; List of Tables ; Section 1: Introduction; 1: Introduction: Why to Study Ageing in Organisations?; The Decisions and Contours of the Book; Section 2: Age in Discourse and Myth; Section 3: Age as Career; Section 4: Age and Gender at the Intersections of Organizing and Managing; Section 5: Age at the Boundaries; Section 6: Age in Transition; References; Section 2: Age in Discourse and Myth; 2: We the Inuit: Fluid Notions of Age and Non-corporeal Actants; Introduction; Understanding the Elder; Theoretical Base; Analysis; Conclusion

NotesReferences; 3: Reifying Age-Related Employment Problems Through the Constructions of the "Problematic" Older and Younger Worker; Introduction; The Older and Younger Worker; Discourse and Power; Method; Critical Discourse Analysis; Business Textbooks; Design; Analysis; The 'Problematic' Older Worker; The "Problematic" Younger Worker; Older/Younger Worker Conflict; The "Business Case" for the Older/Younger Worker; Intersectionality of Age and Gender; Discussion; Conclusion; References (Note: *Indicates analysed textbooks)

4: Ageing, Gender and Leadership: A Study Based on Tolkien's The Lord of the Rings Introduction; Gender, Age and Identity in Organizations; Gender, Ageing, and Leadership; Myth, Films, and Identification; The Films and the Characters in The Lord of the Rings; The Films, Research Questions and Analysis; The Main Fictional Characters in the Films; Findings; Conclusions and Discussion; References; Section 3: Age as Career; 5: Late Career and Retirement in the Context of Changing Careers; Introduction; From Traditional to New Career Models; Mobility or Embeddedness?

Protean Career Orientation Career Capital and Career Success; Search for Balance; Conclusion; Implications for Human Resource Management; Suggestions for Future Research; References; 6: Talent Management and Older Workers: Later Life Career Development; Older Workers; Employment Trends Among Older Workers and Career Development; Later Life Career Development; Motivations for Working Longer; Some Facts Related to Ageing; Age Discrimination; Organizations: Benefits of Talent Management; Policy Context; Talent Management in Organizations; Retention

Training, Development, and Learning Recruitment; Career Progression; Discussion; The Power of Age; Conclusions; References; 7: Age Management in Organizations: The Perspective of Middle-Aged Employees; Introduction; Theoretical Framework; Age Management as a Part of HRM; Work Well-Being; Research Design; Results; Training/Education; Organizing Work; Work Well-Being; Leadership; Labor Policy and Legislation; Attitude; Discussion; Conclusions; Limitations; References; Section 4: Age and Gender at the Intersections of Organising and Managing