Dorothee Hötte Anna Biesemann Maria Winkelsett

Dorothee Hötte Anna Biesemann Maria Winkelsett
Demographic Change Dorothee Hötte Anna Biesemann Maria Winkelsett

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

outline demographic change What means demographic change? The effect of the demographic change on the working Demographic Change Hötte, Biesemann, Winkelsett

What means demographic change? Question to the polish participants: What do you understand by demographic change? Demographic Change Hötte, Biesemann, Winkelsett

I. What means demographic change?
birth rate life expectancy migration balance Demographic change explains the change to the composition of the society's age structure. It is influenced by birth rate, life expectancy and 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 The combined birth rate describes the average number of children per woman per year. (What do you think how many children are given birth in the years 1990 and 2006?). In the year 1990 on average a German woman gave birth to 1,454 children. The statistic shows, that in the year 2006 only 1,331 children per woman are born. You can see that the German women give birth to fewer and fewer children. In Poland Demographic Change Hötte, Biesemann, Winkelsett

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 Here you can see the birth rate statistic in Poland. In the average birth rate amounted to 2 children per woman per year. You can see that in the year 1998 reduces to 1,44 children per woman per year. Even in the year 2005 the birth rate took 1,24. Demographic Change Hötte, Biesemann, Winkelsett

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 Furthermore the demographic change is influenced by the life expectancy. The investigation of the life expectancy in Germany based on the officially mortality chart. The officially mortality chart consists of facts of died people and of facts of the average population based on a period of three years. Demographic Change Hötte, Biesemann, Winkelsett

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 From 2003 to 2005 the average life expectancy of new born girls increases to 0,3 years and the average life expectancy of new born boys even to 0,4 years. Demographic Change 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 Hötte, Biesemann, Winkelsett

3. migration balance describes the difference between immigration and migration within a country Demographic Change Hötte, Biesemann, Winkelsett

3. migration balance Germany
Today you can see a positive migration balance about people in Germany. But this trend can increase so that from the year 2010 you have to count a migration balance about people per year. Demographic Change Hötte, Biesemann, Winkelsett

3. migration balance Poland
You can notice that the migration balance in Poland on average is negative. In the year people left Poland and only people immigrated. The difference amounts to people. In March 2008 a new law became effective: Karta Polaka. Ethnic Poles from the ex Soviet Union, White Russia, Estonia, Lithuania, the Republic Moldau, the Russia Federation and the Ukraine can acquire the Karta Polaka and have some advantages. For example they can work in Poland without a work permit or visit gratis educational buildings and national museums. This is a step to encourage the people to stay in or to come to Poland. Demographic Change Hötte, Biesemann, Winkelsett

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 To sum up you can say that in Germany the sinking birth rate and the growing life expectancy lead to an older and minor population. Even the positive migration balance cannot stop this trend. The experts would think that from the year 2012 to the year 2050, supposed that the positive migration balance takes people per year, the population will be reduced from 83,2 Mio to 75 Mio people. Supposed that the positive migration balance takes people per year the population will reduce to 65 Mio people. Demographic Change Hötte, Biesemann, Winkelsett

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 In Poland the trend is more drastic because the Poles give birth to less children (1,26 children per woman per year). In Germany the average birth rate takes 1,331 children per woman per year. Moreover the average life expectancy is lower then the average life expectancy in Germany. The life expectancy of new born girls take 79,7 years and of new born boys 71,4 years. In Germany the average life expectancy of new born girls 82,1 years and of new born boys 76,6 years. In addition in Poland there is a negative migration balance. Finally you can realize that you cannot stop the effect of the Demographic change neither in Germany nor in Poland. Consequently the population has to adapt the consequences. Demographic Change 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 The idea “working life“ comprises the lot of citizens who are fit for work. Consequently the unemployment persons, the students, the parents who ware in parental leave or in child-raising leave and the pensioners, too. To put out the most important facts and to cut short my presentation I’m going to present only the result of my analysis: Today in Germany there are 50 Mio. persons who are fit for work. Most of them are among 30 and 50 years old. In the year 2020 most of them will be among 50 and 65 years old. So when you draw a comparison with the average age of the persons who are fit for work today you will see that the working life becomes older. In addition the Demographic change will lead to a decline in population. Consequently the number of the employees will shrink. Until the year 2020 the working life will demise to 48 Mio employees. You can see that in a period of 12 years the number of persons who are fit for work, will reduce about 2 Mio. This trend will continue until the year The experts would think that in the year 2050 there will be approximate 35,5 Mio employees. The population will shrink to 39,1 Mio persons. Demographic Change Hötte, Biesemann, Winkelsett

II. the effect of the Demographic change on the working life
Can we stop the effect of the Demographic change? The experts and politics thought that they can stop the effect of the Demographic Change while they raise the age-limit for the pension to 67 years. The consequence would be that until the year 2050 there will be 5% still more employees. But this result shows that for a prolonged period you cannot stop the effect of the Demographic change. Demographic Change Hötte, Biesemann, Winkelsett

Competences of older employees
definition „older employees“ questioning aging-models physical abilities intellectual abilities vocational abilities conclusion Demographic Change Hötte, Biesemann, Winkelsett

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 Demographic Change Hötte, Biesemann, Winkelsett

2. Questioning everybody gets 2 cards 1 strength 1 weakness Thank you! Demographic Change Hötte, Biesemann, Winkelsett

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 Demographic Change Hötte, Biesemann, Winkelsett

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 Demographic Change Hötte, Biesemann, Winkelsett

4. Physical abilities ability of seeing and hearing declines damages of the body - joints - bones - muscles - cartilage (intervertebral discs) heart and circulatory disturbances Demographic Change Hötte, Biesemann, Winkelsett

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 Demographic Change Hötte, Biesemann, Winkelsett

4. Physical abilities Factors of influence burdens and requirements at the working place lifestyle and health behavior - not enough body movement - smoking - wrong nutrition Demographic Change Hötte, Biesemann, Winkelsett

5. Intellectual abilities
Intelligence fluid intelligence: unsubstantial basic processes in the brain crystalized intelligence: resourceful knowledge and knowledge of experience Demographic Change Hötte, Biesemann, Winkelsett

Demographic Change Hötte, Biesemann, Winkelsett

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 Demographic Change Hötte, Biesemann, Winkelsett

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 Demographic Change Hötte, Biesemann, Winkelsett

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 Demographic Change Hötte, Biesemann, Winkelsett

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) Demographic Change Hötte, Biesemann, Winkelsett

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 Demographic Change Hötte, Biesemann, Winkelsett

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!!!! Demographic Change Hötte, Biesemann, Winkelsett

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!! Demographic Change Hötte, Biesemann, Winkelsett

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 Demographic Change Hötte, Biesemann, Winkelsett

Important aspects for learning with old people
atmosphere: training on the job motivation aim small groups Demographic Change Hötte, Biesemann, Winkelsett

Preparing the lessons lessons to create the same level make people to think positive about their ability of learning Demographic Change Hötte, Biesemann, Winkelsett

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 Demographic Change Hötte, Biesemann, Winkelsett

Perfect workplace design
material things climation chair, desk, computer computer programs telephone software same symbols clear structure Demographic Change Hötte, Biesemann, Winkelsett

Perfect tasks experience flexible use of time avoid stress and fear Demographic Change Hötte, Biesemann, Winkelsett

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!! Demographic Change Hötte, Biesemann, Winkelsett

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 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 ). 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 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. 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 ). 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

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