demographic change dorothee hötte anna biesemann maria winkelsett

Demographic Change

Dorothee HötteAnna BiesemannMaria Winkelsett

Demographic Change Hötte, Biesemann, Winkelsett

Outline

Hötte: Demographic Change Biesemann: Competences of older emloyees Winkelsett: Learning for older employees


outline

demographic changeI. What means demographic change?II. The effect of the demographic

change on the working


2. demographic change

What means demographic change?


I. What means demographic change?

1. birth rate

2. life expectancy

3. migration balance


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


1. birth rate

PolandPoland 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


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


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


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


3. migration balance

describes the difference between immigration and migration within a country


3. migration balanceGermany


3. migration balancePoland


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


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


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


II. the effect of the Demographic change on the working life

Can we stop the effect of the Demographic change?


Competences of older employees

1. definition „older employees“

2. questioning

3. aging-models

4. physical abilities5. intellectual abilities6. vocational abilities

7. conclusion


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


2. Questioning

everybody gets 2 cards

1 strength 1 weakness

Thank you!


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


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


4. Physical abilities

ability of seeing and hearing declines

damages of the body - joints - bones - muscles - cartilage (intervertebral discs)

heart and circulatory disturbances



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



Factors of influence

burdens and requirements at the working place

lifestyle and health behavior - not enough body movement - smoking - wrong nutrition


5. Intellectual abilities

Intelligence

fluid intelligence: unsubstantial basic processes in the brain

crystalized intelligence: resourceful knowledge and knowledge of experience



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



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



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


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)



sovereignty with handling complex issues and big overall plans

reaching goals more efficient

depreciatet experience of self-concernment

better estimation of their own abilities and limits



less strain of private problems

more thoughtfull in decisions

high sense of quality, duty and responsibility

high social competence and leadership ability

experience!!!!



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!!


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


Important aspects for learning with old people

atmosphere: training on the job motivation aim small groups


Preparing the lessons

lessons to create the same level make people to think positive about

their ability of learning


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


Perfect workplace design

material things climation chair, desk, computer computer programs telephone software same symbols clear structure


Perfect tasks

experience flexible use of time avoid stress and fear


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!!


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

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/

DE/Content/Statistiken/Bevoelkerung/GeburtenSterbefaelle/Tabellen/Content50/GeburtenZiffer,templateld=renderPrint.psml, 19.04.2008

http://www.destatis.de/jetspeed/portal/cms/Sites/destatis/Internet/DE/Presse/pm/2007/08/PD07__336__12621.psml, 17.05.2008

http://www.foerderland.de/1066.0.html, 07.04.2008 http://www.stala.sachsen-anhalt.de/Definitionen/W/

Wanderungssaldo.html, 17.05.2008


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.


references

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references

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Strotmann, I. (2006). Ältere Arbeitnehmer und der demographische Wandel. Saarbrücken: VDM.


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 dorothee hötte anna biesemann maria winkelsett

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