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LIFESPAN PERSPECTIVE (Modifiable, Lifelong process, Historically, socially…
LIFESPAN PERSPECTIVE
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Historically, socially, culturally embedded
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Employee are thus no static entities
Age-related changes/factors in cognitive abilities, work motives & personality
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Knowledge, skills, abilities and other factors change in multiple direction overtime
Work systems to be designed to incorporate those changing characteristics of workers across lifespan
ex. Job knowledge can be transfered to all ages employees with Knowledge sharing programs (DeLong, 2004)
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Organizations should know age-related decrements in resource play a role in defining long-term success of their employees. Implementing active interventions supporting LT health and well-being of workers of all age
Development systems to translate gained resources and crrued experiences of older employee into long-term strategie (job crafting int.)
Org. place older workers in work roles that better suits their needs and capabilities (mentoring, orga. ambassor-roles)
Core function of dvp is the search and realization of such plasticity and acknowlege of its constraints.
Reflects notion of adaptaility + proactivity.
There are important Person-level variables for successfully navigating dynamic and changing work environments
Dvp an age-conscious approach to job design (hiher skill variety for older workers, lower turn-over intention)
In case of more-or-less rigid structure or routinized jobs: certain proactive work behaviours to maintain LT person-environment fit
Organizations : to recognize certain elements withing the immediate work and organizational context can serve to support or diminish LF sucess outcomes for all ages workers
Managers to be aware of workers' abilities to learn and develop doesn't decrease with age.
Due to age-stereotype and negative FB, OW may have reduced self-efficacy for learning
Design and implement training and dvp programmes taking into account exp. and motives of all-age workers
Embedded in sociocultural conditions. Certain events can influence developmental course of employees (ex: Great Depression for men aging in the middle of 20th century)
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Individual development results of dalectics and interactions of 3 influences : normative age-graded, history-graded and non-normative
Orga : role of interinvidual differences/ unexpected life and work events. There is a risk of ecological fallacy - inferences are made about individuals based on their age group membership
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One perspectice is a partial and incomplete representation of the entire phenomenon. Important age-related outcomes are multiply determined.
Managers : to be aware that age-related processes are simultaneously shaped by a multitude of factors that reside at different conceptual levels
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