1. The Decline of Physical Strength Theory

First, the theory suggesting a decline in physical strength after 35 warrants scrutiny. It's essential to recognize that individual energy levels vary significantly. While some may lack vitality at a young age, others maintain it well into their later years. Moreover, lifestyle choices often play a more significant role in physical wellness than mere age. With proper nutrition, rest, and exercise, being 35 shouldn't equate to a decline in capability. In fact, some individuals in their mid-20s may face health challenges due to lifestyle choices.

Additionally, the notion that "programmers work hard" is somewhat overstated. While there are demanding work environments, the essence of programming isn't about relentless effort. If the hallmark of a good programmer was unending stamina, one might as well hire a robot. Challenging workplaces that seem to favor youth often reflect poor management rather than a genuine requirement for constant labor.

2. The Learning Ability Decline Theory

Next, we turn to the belief that learning ability diminishes with age. Recent findings in neuroscience show no evidence supporting the idea that cognitive functions essential for learning significantly drop after 35. While basic memory may wane over time, logical reasoning and creativity can improve with age. Rote memorization alone would suggest an earlier retirement age; instead, the focus should be on problem-solving and creative thinking, which typically enhance with experience.

For those seeking to bolster their learning skills, resources like "Learning from the Brain" provide valuable insights on the intersection of neuroscience and education. This book discusses effective learning strategies backed by research, emphasizing that continuous education is vital for maintaining and enhancing programming skills.

To manage study time effectively, "Time Management Techniques for Engineers" offers practical advice for optimizing work and study schedules. Similarly, "Agile Samurai" provides useful insights into project management, enabling programmers to implement learning strategies within their teams.

3. The Management Cause Theory

The final theory suggests that in companies where age correlates with compensation and no clear career trajectory exists for developers, retaining talent over 35 becomes difficult. This issue is primarily a management failure rather than an inherent limitation of programmers. Such environments fail to recognize the value of technical skills, relying instead on outdated models of evaluation based on age rather than ability.

In industries like system integration, this can lead to a culture where the focus is on processes rather than the people who drive them. As noted by experts like Christensen, processes must evolve to remain relevant. Companies that ignore the need for continuous improvement risk stagnation and eventual obsolescence.

To attract and retain highly skilled personnel, organizations can either hire externally or cultivate talent internally. A classic text, "Organization Design," outlines the importance of both external and internal skill development. Companies that foster employee growth through structured career paths and skill assessments can maintain a competitive edge.

Ultimately, for programmers, the path to continued growth and relevance lies in personal development and adaptability, regardless of age.

The first video titled "When Do Programmers Retire? Is 40 the End?" explores this topic, discussing the myths surrounding retirement age for programmers.

The second video, "How Early Retirement Will Affect the Social Security Benefits," delves into the implications of early retirement, shedding light on financial aspects.

In conclusion, I wish all programmers good health and success as they navigate their careers beyond the age of 35.