Life expectancy

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Life expectancy

The length of time that an average person is expected to live, which is used by insurance companies use to make projections of benefit payouts.

Life Expectancy

The length of time the average person is anticipated to continue living. An insurance company may use the "official" life expectancy of a person at a certain age in determining the risk of a life insurance policy or annuity. Likewise, the IRS uses the average life expectancy to determine the required minimum distribution from IRAs. Often, the official life expectancy has only a rough relationship with an individual person's actual life expectancy.

Life expectancy.

Your life expectancy is the age to which you can expect to live. Actuarial tables establish your official life expectancy, which insurance companies use to evaluate the risk they take in selling you life insurance or an annuity contract.

The Internal Revenue Service (IRS) also uses life expectancy to determine the distribution period you must use to calculate minimum required distributions from your retirement savings plans or traditional IRAs.

However, your true life expectancy, based on your lifestyle, family history, and other factors, may be longer or shorter than your official life expectancy.

References in periodicals archive ?
Naturally occurring mutations of single genes called age-1 and daf-2 result in an extraordinary prolongation of life-span in earthworms.
It now appears that the extension of life-span in calorie-restricted rodents may be related to the behavior of a single gene called SIR2.
Super's (1990) life-span, life-space approach was presented as a life-career rainbow of life roles in a schematic life space.
This extrapolation assumes that the maximum life-span cannot change - a reasonable assumption historically.
Already, scientists have extended the maximum life-span in two species: to twice normal in the fruit fly (Drosophila) and six times normal in the nematode worm (C.
Dunkle (1996) discussed the interplay of lesbian and gay identity development with career development and suggested that career counselors may find Super's (1990) life-span approach to career development to be a useful framework.
While most textbooks on life-span development are organized chronologically, this one is organized topically, with sections on the life-span perspective, biological processes and physical development, cognitive processes, socioemotional development, social contexts of development, and death, dying, and grieving.
Because many readers may be unfamiliar with the theoretical orientations that I use in this case response, I provide a brief orientation to Baltes and colleagues' (Baltes, 1997; Baltes & Baltes, 1990; Baltes, Lindenberger, & Staudinger, 1998) Selective Optimization With Compensation (SOC) meta-model of human development and Heckhausen and Schulz's (1995) Life-Span Theory of Control.
Heckhausen and Schulz's (1995) Life-Span Theory of Control addresses this omission by providing a target-preference hierarchy that is centered on the construct of control and defines the distinction between primary and secondary control.
Other established theories, such as Super's (1990) life-span, life-space theory; Gottfredson's (1996) theory of circumscription and compromise; and Krumboltz's (Mitchell & Krumboltz, 1996) social learning theory, bear considerable influences from this worldview.
A life-span, life-span approach to career development.
From a career-rehabilitation perspective that embraces a life-span consideration of the interaction of client-specific career development issues and disabling problems, this can be best accomplished by thoroughly assessing the implications for career development caused by a disabling problem (including anticipated or potential degenerative problems caused by a disabling condition) and then determining how potential career-related problems could be alleviated through interventions such as client motivation, transferring acquired skills to occupations within the individual's capabilities, planning for near-term or later career change, retraining, or ergonomic adaptation.