- Both Riggs and her informants emphasize heavily personal factors that create difficulty in the labor market—training, workplace changes outstripping competencies, outlook, etc. Even "ageism," when cited, is assumed to be a personal onus on the part of young managers. How can we inject structural factors (the cost of pensions and health care being two obvious ones) into this discourse?
- Was there a point to the movie chapter other than "Hollywood stereotypes old people"? (Yeah, them and everybody else besides.) I seem not to have gotten it, if there's a point there to get.
- A lot of the attitudes toward job-searching and workplaces that Riggs recounts don't seem to me to be specific to elders; I know plenty of people who externalize job difficulties and shove technical work off on others, for instance. How many of Riggs's findings are really specific to the aging population, as opposed to the job market as a whole?
And a bonus question, because my second one was pretty lame: How many of Riggs's findings are due to generational cohort effects rather than effects of aging per se? Do we expect the X and Y Generations to age the same way the Boomers are doing?