Age-Differentiated Work Systems by Christopher M. Schlick, Ekkehart Frieling, Jürgen Wegge

By Christopher M. Schlick, Ekkehart Frieling, Jürgen Wegge (auth.), Christopher Marc Schlick, Ekkehart Frieling, Jürgen Wegge (eds.)

The disproportionate getting older of the inhabitants of operating age in lots of international locations worldwide is a different incidence within the heritage of humankind. within the mild of demographic swap, it really is changing into more and more vital to strengthen and use the potential for older staff.

This edited quantity Age-differentiated paintings Systems offers a last record on a six-year precedence software funded through the German learn origin (DFG) and provides chosen study findings of 17 interdisciplinary undertaking groups. the belief is that it'll serve either as a reference ebook and evaluate of the present nation of study in ergonomics, occupational psychology and comparable disciplines. It presents new types, equipment, and techniques for interpreting and designing age-differentiated paintings structures with the purpose of helping material specialists from various parts of their judgements on exertions and employment regulations. for this reason over forty laboratory experiments regarding 2,000 contributors and 50 box experiences concerning over 25,000 staff have been conducted.

Further goals of the edited quantity have been to supply a pluridisciplinary compilation of the broad info bought over the six-year software interval, to demonstrate the diversity of the learn box, and to express an built-in realizing of age-differentiated paintings structures to readers.

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By contrast, an agespecific part-time program (Altersteilzeit) significantly reduces employment durations of older workers. We do not find a relationship between employment duration and training measures and other policies, such as reduced work requirements or specific equipment of workplaces for older employees. Introduction Germany experienced a strong increase in workforce age and this trend is likely to continue in the future (Göbel and Zwick 2009). If older employees are structurally less productive than younger employees, then higher shares of older employees in the workforce might reduce productivity of concerned establishments and lower their competitiveness.

Nicole Jochems for their outstanding support of the priority program and the excellent coordination of the research groups. We would also like to thank the companies, organizations and factories, as well as the employees and works councils involved in the priority program, for providing information and profound insights into their work practices. References Astor M, Koch C, Klose G, Reimann F, Rochhold S, Stemann M (2006) Zu alt, um Neues zu lernen? Chancen und Grenzen des gemeinsamen Lernens von älteren und jüngeren Mitarbeitern.

This edited volume Age-differentiated Work Systems thus provides a final report on the six-year priority program of the same name and presents selected research findings in condensed form. The book is aimed in particular at students and company practitioners. The idea is that it will serve both as a reference book and overview of the current state of research in ergonomics, occupational psychology and related disciplines. It provides new models, methods, and procedures for analyzing and designing age-differentiated work systems with the aim of supporting social actors in their decisions on labor and employment policies.

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