Demographic Chance
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Transcript Demographic Chance
Demographic Change
Dorothee Hötte
Anna Biesemann
Maria Winkelsett
Outline
Hötte:
Demographic Change
Biesemann:
Competences of older emloyees
Winkelsett:
Learning for older employees
Demographic Change
Hötte, Biesemann, Winkelsett
outline
demographic change
I.
What means demographic change?
II.
The effect of the demographic
change on the working
Demographic Change
Hötte, Biesemann, Winkelsett
2. demographic change
What means demographic change?
Demographic Change
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I. What means demographic
change?
1.
2.
3.
birth rate
life expectancy
migration balance
Demographic Change
Hötte, Biesemann, Winkelsett
1. birth rate
Germany
1990: on average
1,454 children per
woman per year
2006: on average
1,331 children per
woman per year
Poland
1990: on average
2 children per
woman per year
2007: on average
1,26 children per
woman per year
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1. birth rate
Poland
Poland
average number of children per woman per year
1990
2
1992
1,93
1995 (rigoroses Gesetz seit 1993)
1,62
1998
1,44
2000
1,35
2003
1,22
2005
1,24
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2. life expectancy
based on the officially mortality chart
consists of facts of died people and
of facts of the average population
based on a period of three years
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2. life expectancy
Germany
2003 – 2005
new born boy: on average 76,2 years
new born girl: on average 81,8 years
2006 – 2008
new born boy: on average 76,6 years
new born girl: on average 82,1 years
39th rank in country comparison
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Hötte, Biesemann, Winkelsett
2. Life expectancy
Poland
2003 – 2005
new born boy: on average 70,5 years
new born girl: on average 78,91 years
2006 – 2008
new born boy: on average 71,4 years
new born girl: on average 79,7 years
74th rank in country comparison
Demographic Change
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3. migration balance
describes the difference between
immigration and migration within a
country
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3. migration balance
Germany
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3. migration balance
Poland
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4. summary
Germany
sinking birthrate, growing life
expectancy
older and minor population
2012 – 2050 the population will be
reduced from 83,2 Mio to 75 Mio or
even to 65 Mio people
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4. summary
Poland
lower birth rate, lower life
expectancy, negative migration
balance
you cannot stop the effect of the
Demographic change
the population has to adapt the
consequences
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Hötte, Biesemann, Winkelsett
II. the effect of the Demographic
change on the working life
“working life” – the lot of citizens
who are able to work
today: 50 Mio persons who are able
to work
in 2020: 48 Mio employees
in 2050: 35,5 Mio employees with
39,1 Mio citizens
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II. the effect of the Demographic
change on the working life
Can we stop the effect of the
Demographic change?
Demographic Change
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Competences of older employees
1.
definition „older employees“
2.
questioning
3.
aging-models
4.
6.
physical abilities
intellectual abilities
vocational abilities
7.
conclusion
5.
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1. Definition „older employees“
employees in the second half of
their working life, who have not
reached the pensionable age and
who are still healthy and able to
work
between 50 and 65 years old
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2. Questioning
everybody gets 2 cards
1 strength
1 weakness
Thank you!
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3. Aging models
Deficit model of aging
until 1960
unilaterally, negative view of aging
aging = reduction and expiration of
almost all abilities
fiction that all people age in the
same way
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3. Aging models
Difference model / Compensation model
since 1960
differentiated view of aging
change of abilities by getting older
differences between individuals –
everybody ages in a different way at a
different point of time
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4. Physical abilities
ability of seeing and hearing declines
damages of the body
- joints
- bones
- muscles
- cartilage (intervertebral discs)
heart and circulatory disturbances
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4. Physical abilities
risk of getting sick =
they do not get sick more often, but
their disablements take more time
results are only tendencies!!!
aging is an individual process and
can be affected by many factors
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4. Physical abilities
Factors of influence
burdens and requirements at the
working place
lifestyle and health behavior
- not enough body movement
- smoking
- wrong nutrition
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5. Intellectual abilities
Intelligence
fluid intelligence:
unsubstantial basic processes in
the brain
crystalized intelligence:
resourceful knowledge and
knowledge of experience
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5. Intellectual abilities
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5. Intellectual abilities
capacity of information input declines
so that short time memory gets worse
information processing gets harder
speed of information input and
information processing get less
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5. Intellectual abilities
with pressure of time they do not
work as good as younger employees
without pressure of time they often
work more efficient and make less
mistakes than younger employees
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5. Intellectual abilities
no general reduction of intellectual
abilities - they are more affected by
other factors than the age
learning:
- they do not learn worse, just
different
- it is also possible to unlearn
learning
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6. Vocational abilities
technical competence
(know-how, computer-literacy, language skills)
methods competence
(logical and systematic thinking, conceptual abilities)
social competence
(capacity for teamwork, intuition, leadership abilities)
personality competence
(self-reliance, motivation, creativity)
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6. Vocational abilities
sovereignty with handling complex
issues and big overall plans
reaching goals more efficient
depreciatet experience of selfconcernment
better estimation of their own
abilities and limits
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6. Vocational abilities
less strain of private problems
more thoughtfull in decisions
high sense of quality, duty and
responsibility
high social competence and
leadership ability
experience!!!!
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6. Vocational abilities
only a few weaknesses:
- fear of failure
- do not want more since they are
satisfied with the attained
- troubles with new technologies
no further indications for
weaknesses – no general reduction
of vocational abilities!!
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7. Conclusion
difference model is disproved
some deterioration in the physical
abilities
only few deterioration in the
intellectual abilities
no deterioration in the vacational
abilities
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Important aspects for learning with
old people
atmosphere: training on the job
motivation
aim
small groups
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Preparing the lessons
lessons to create the same level
make people to think positive about
their ability of learning
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Important aspects of learning
no pressure of time or work
training methods of learning
train work with theoretical texts and
information
give examples
feedbacks
avoiding beeing afraid of new
theories
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Perfect workplace design
material things
climation
chair, desk, computer
computer programs
telephone
software
same symbols
clear structure
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Perfect tasks
experience
flexible use of time
avoid stress and fear
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Creation of establishments for old
people
include employees in comunication
programs
pay attention to their knowledge
respect their knowledge
exchange of information
learning is positive!!
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Aspects to improve the situation at
the establishments
no pressure of time
same chances for people older than
50 years
respect
support older people in working
progress every day
pay attention to the individual
ability of every person
Demographic Change
Hötte, Biesemann, Winkelsett
Thank you for your attention!!
references
Internet
http://www.bpb.de/wissen/LQVVE6.html, 03.01.2008
http://www.destatis.de/jetspeed/portal/cms/Sites/destatis/Internet/D
E/Content/Statistiken/Bevoelkerung/GeburtenSterbefaelle/Tabellen
/Content50/GeburtenZiffer,templateld=renderPrint.psml,
19.04.2008
http://www.destatis.de/jetspeed/portal/cms/Sites/destatis/Internet/D
E/Presse/pm/2007/08/PD07__336__12621.psml, 17.05.2008
http://www.foerderland.de/1066.0.html, 07.04.2008
http://www.stala.sachsenanhalt.de/Definitionen/W/Wanderungssaldo.html, 17.05.2008
Demographic Change
Hötte, Biesemann, Winkelsett
references
books
Bevölkerung im Erwerbsalter (20 bis unter 65 Jahren) nach
Altersgruppen, Statistisches Bundesamt für Deutschland, 11.
koordinierte Bevölkerungsvorausberechnung, November 2006,
Seite 40
Entwicklung des Wanderungssaldos über die Grenze Deutschland
bis 2050, Statistisches Bundesamt für Deutschland, 11.
Koordinierte Bevölkerungsvorausberechnung, November 2006,
Seite 29
Geldermann, B. (2007). Nicht alle gleich behandeln!
Personalentwicklung für
ältere Mitarbeiterinnen und
Mitarbeiter. In Loebe, H. & Severing, E. (Hrsg.), Demografischer
Wandel und Weiterbildung - Strategien einer
alterssensiblen
Personalpolitik (S. 27-37). Bielefeld: Bertelsmann.
Demographic Change
Hötte, Biesemann, Winkelsett
references
books
Gourmelon, G & Gourmelon, A.: Zur Arbeitssituation älterer
Arbeitnehmer in sozialen Einrichtungen, in: Report Psychologie
1/04, 2004, S. 26-31.
Krauthan, G. (2004). Psychologisches Grundwissen für die Polizei.
(4. vollständig korrigierte Auflage). Weinheim: Beltz.
Köchling, A., Langhof, T. & Overheid, N. (1997). Ältere
Arbeitnehmer und Büroarbeit – Humanisierung in Büro und
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Arbeitsmedizin
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(Hrsg.), Älterwerden: Chance für Mensch und Gesellschaft (S. 928). München: Olzog.
Demographic Change
Hötte, Biesemann, Winkelsett
references
books
Picker, M., Schöpf, N. (2007): Betriebliche Weiterbildung älterer
Mitarbeiter im Produktionsbereich- Ergebnisse einer
Unternehmensbefragung, In:
Demografischer Wandel und
Weiterbildung- Strategien einer alterssensiblen Personalpolitik (S.
99-116). Bielefeld: Bertelsmann.
Strotmann, I. (2006). Ältere Arbeitnehmer und der demographische
Wandel. Saarbrücken: VDM.
Demographic Change
Hötte, Biesemann, Winkelsett
references
books
Voelpel, S., Leibold, M. & Früchte nicht, J.-D. (2007).
Herausforderung 50 plus. Erlangen: Publicis/Wiley.
Wurm, S. (2006). Gesundheitliche Potenziale und Grenzen älterer
Erwerbspersonen. In Deutsches Zentrum für Altersfragen (Hrsg.),
Förderung der Beschäftigung älterer Arbeitnehmer (S. 7-97).
Berlin: LIT.
Winkels, R.S. (2006). Demografischer Wandel: Herausforderungen
und Chancen für Personalentwicklung und Betriebliche
Weiterbildung. Eichstätt-Ingolstadt: Lit Verlag Dr. W. Hopf
Demographic Change
Hötte, Biesemann, Winkelsett