Demographic Change

1
Demographic Change

• Dorothee Hötte
• Anna Biesemann
• Maria Winkelsett

2
Outline

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

3
outline

• demographic change
• What means demographic change?
• The effect of the demographic change on the
  working

4
2. demographic change

• What means demographic change?

5
I. What means demographic change?

• birth rate
• life expectancy
• migration balance

6
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

7
1. birth rate

• Poland

8
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

9
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

10
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

11
3. migration balance

• describes the difference between immigration and
  migration within a country

12
3. migration balanceGermany
13
3. migration balancePoland
14
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

15
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

16
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

17
II. the effect of the Demographic change on the
working life

• Can we stop the effect of the Demographic change?

18
Competences of older employees

• definition older employees
• questioning
• aging-models
• physical abilities
• intellectual abilities
• vocational abilities
• conclusion

19
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

20
2. Questioning

• everybody gets 2 cards
• 1 strength
• 1 weakness
• Thank you!

21
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

22
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

23
4. Physical abilities

• ability of seeing and hearing declines
• damages of the body
• - joints
• - bones
• - muscles
• - cartilage (intervertebral discs)
• heart and circulatory disturbances

24
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

25
4. Physical abilities

• Factors of influence
• burdens and requirements at the
• working place
• lifestyle and health behavior
• - not enough body movement
• - smoking
• - wrong nutrition

26
5. Intellectual abilities

• Intelligence
• fluid intelligence
• unsubstantial basic processes in
• the brain
• crystalized intelligence
• resourceful knowledge and
• knowledge of experience

27
5. Intellectual abilities
28
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

29
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

30
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

31
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)

32
6. Vocational abilities

• 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

33
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!!!!

34
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!!

35
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

36
Important aspects for learning with old people

• atmosphere training on the job
• motivation
• aim
• small groups

37
Preparing the lessons

• lessons to create the same level
• make people to think positive about their ability
  of learning

38
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

39
Perfect workplace design

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

40
Perfect tasks

• experience
• flexible use of time
• avoid stress and fear

41
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!!

42
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

43
Thank you for your attention!!
44
references

• Internet
• http//www.bpb.de/wissen/LQVVE6.html, 03.01.2008
• http//www.destatis.de/jetspeed/portal/cms/Sites/d
  estatis/Internet/DE/Content/Statistiken/Bevoelkeru
  ng/GeburtenSterbefaelle/Tabellen/Content50/Geburte
  nZiffer,templateldrenderPrint.psml, 19.04.2008
• http//www.destatis.de/jetspeed/portal/cms/Sites/d
  estatis/Internet/DE/Presse/pm/2007/08/PD07__336__1
  2621.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

45
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 Bevölkerungsvorausbe
  rechnung, 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.

46
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 Verwaltung. Dortmund
  Bundesanstalt für Arbeitsschutz und
  Arbeitsmedizin
• Lehr, U. (1994). Kompetenz im Alter. In Lehr, U.
  Repgen, K. (Hrsg.), Älterwerden Chance für
  Mensch und Gesellschaft (S. 9-28). München
  Olzog.

47
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.

48
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