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Demographic Change Dorothee Hötte Anna Biesemann Maria Winkelsett.

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Präsentation zum Thema: "Demographic Change Dorothee Hötte Anna Biesemann Maria Winkelsett."—  Präsentation transkript:

1 Demographic Change Dorothee Hötte Anna Biesemann Maria Winkelsett

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

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

4 Demographic Change Hötte, Biesemann, Winkelsett 2. demographic change What means demographic change?

5 Demographic Change Hötte, Biesemann, Winkelsett I. What means demographic change? 1. birth rate 2. life expectancy 3. migration balance

6 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

7 Demographic Change Hötte, Biesemann, Winkelsett 1. birth rate Poland Poland average number of children per woman per year , (rigoroses Gesetz seit 1993)1, , , , ,24

8 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

9 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

10 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

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

12 Demographic Change Hötte, Biesemann, Winkelsett 3. migration balance Germany

13 Demographic Change Hötte, Biesemann, Winkelsett 3. migration balance Poland

14 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

15 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

16 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

17 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?

18 Demographic Change Hötte, Biesemann, Winkelsett Competences of older employees 1. definition older employees 2. questioning 3. aging-models 4. physical abilities 5. intellectual abilities 6. vocational abilities 7. conclusion

19 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

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

21 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

22 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

23 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

24 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

25 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

26 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

27 Demographic Change Hötte, Biesemann, Winkelsett 5. Intellectual abilities

28 Demographic Change Hötte, Biesemann, Winkelsett 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 Demographic Change Hötte, Biesemann, Winkelsett 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 Demographic Change Hötte, Biesemann, Winkelsett 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 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)

32 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

33 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!!!!

34 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!!

35 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

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

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

38 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

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

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

41 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!!

42 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

43 Thank you for your attention!!

44 Demographic Change Hötte, Biesemann, Winkelsett references Internet E/Content/Statistiken/Bevoelkerung/GeburtenSterbefaelle/Tabellen /Content50/GeburtenZiffer,templateld=renderPrint.psml, E/Presse/pm/2007/08/PD07__336__12621.psml, anhalt.de/Definitionen/W/Wanderungssaldo.html,

45 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.

46 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 ). München: Olzog.

47 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.

48 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


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