This essay takes a closer look at diversity management with a focus on demographic change and an aging society. The author concentrates on changes and effects for companies.
Diversity Management and the demographic change are complex topics which can be considered and analyzed from several views, as they are treated differently from one continent, country, region or organization to another. Also, different perspectives, for instance of the organizational management, older and younger employees or government can be examined. This paper shall give an overview of older employees in organizations and what the aging workforce of an organization may imply.
Table of Contents
Preface
Diversity Management and demographic change - What does the aging workforce imply?
Objectives and Topics
The primary objective of this paper is to examine the implications of demographic change on organizational structures, focusing specifically on the challenges and potential of an aging workforce and how Diversity Management strategies can be employed to manage these shifts effectively.
- Analysis of demographic change and its impact on the workforce composition.
- Examination of negative prejudices and biases regarding older employees.
- Evaluation of Diversity Management as a tool for organizational success.
- Investigation of human resource strategies for supporting an aging workforce.
- Discussion of potential competitive advantages arising from age-diverse teams.
Excerpt from the Book
Diversity Management and demographic change - What does the aging workforce imply?
The factor ‘age’, together with other traits such as gender or nationality, is classified as relatively unchangeable. Therewith, it is a profound part of what makes a person as who they are (Rosken, 2010: pp. 1743-173; Lotzmann, 2007: pp. 71-72). However, this factor has been influenced by the demographic change, which occurs in many industrialized countries. As life expectancy has been rising and birth rates have been declining, the gap between young and old people has become more significant. For this reason, it is expected that the “population [of developed countries] will decrease in some years and the average age of the population will increase” (Buck & Dworschark, 2003: p. 28). Especially the European Union has been affected by the demographic change: According to Eurostat (2015: pp. 19-20; pp. 30-31) in 2014 only 33,3% of the European Union citizens were young people (under 30), compared to 40,6% 20 years prior. Also, since 2004 older people (over 65) have outnumbered young people in the European Union and this gap is likely to increase, as life expectancy continues rising (2,5 years between 2002 and 2012). Additionally, specific, current situations underline the importance to act now to reduce future risks the best way possible.
Chapter Summaries
Preface: This section introduces the complexity of Diversity Management in the context of demographic change and outlines the scope of the assignment regarding the focus on older employees.
Diversity Management and demographic change - What does the aging workforce imply?: This main chapter explores the definitions of Diversity Management, the statistical background of demographic aging, the challenges of workplace prejudices, and the strategic adaptations required by organizations to leverage an aging workforce.
Keywords
Diversity Management, demographic change, aging workforce, human resource management, organizational behavior, age diversity, competitive advantage, life expectancy, labor force, corporate health management, prejudices, workforce planning, leadership, lifelong learning, work ability.
Frequently Asked Questions
What is the fundamental focus of this document?
The document addresses the intersection of Diversity Management and demographic change, specifically analyzing how organizations can adapt to an aging workforce.
What are the central thematic fields covered?
The paper covers human resource strategies, the impact of demographic shifts on employment, management of age-related stereotypes, and the integration of older employees into modern work environments.
What is the primary research objective?
The goal is to provide an overview of the implications of an aging workforce and to explore how management can effectively respond to these changes to maintain organizational success.
Which scientific methodology is employed?
The paper utilizes a literature-based analytical approach, reviewing existing academic and professional studies to synthesize current knowledge on demographic change and corporate strategy.
What topics are discussed in the main section?
The main section covers the necessity of Diversity Management, the statistical rise in life expectancy, the challenges of workplace bias, the role of lifelong learning, and practical examples of flexible working models.
Which keywords best characterize this work?
Key terms include Diversity Management, demographic change, aging workforce, human resources, and competitive advantage.
How does the author describe the concept of a self-fulfilling prophecy in this context?
The author explains that negative expectations regarding the performance of older workers can influence management behavior and employee motivation, potentially causing those negative assumptions to become reality.
What role do specific companies like Audi AG or Deutsche Bank play in the text?
These companies serve as practical examples of how organizations implement concrete measures, such as flexible working models or generation networks, to address the challenges of an aging workforce.
- Quote paper
- Anonym (Author), 2017, Diversity Management and demographic change. What does the aging workforce imply?, Munich, GRIN Verlag, https://www.grin.com/document/934289
