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[Age management in operational practice: drivers, implementation strategies, and effects].

¹Institut für Gerontologie an der Technischen Universität Dortmund, Dortmund, Germany. sporket@post.uni-dortmund.de

Zeitschrift Fur Gerontologie Und Geriatrie

|August 15, 2009

Summary

This study examines organizational age management strategies by analyzing 32 best practices. It identifies key drivers, implementation methods, and outcomes to inform future age-inclusive workplace policies.

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Area of Science:

Organizational Psychology
Human Resource Management
Sociology of Aging

Context:

Demographic shifts necessitate proactive organizational strategies.
Aging workforce presents both challenges and opportunities for businesses.
Current research lacks comprehensive analysis of practical age management implementation.

Purpose:

To investigate the concept of organizational age management in detail.
To identify drivers, implementation strategies, and effects of age management practices.
To derive actionable requirements for effective age management from real-world examples.

Summary:

Analyzed 32 organizational case studies demonstrating successful age management.
Identified common drivers such as talent retention and knowledge transfer.
Documented diverse implementation strategies including flexible work arrangements and targeted training.
Observed positive effects on employee engagement, productivity, and reduced turnover.

Impact:

Provides evidence-based insights for developing effective age management policies.
Offers practical guidance for organizations adapting to an aging workforce.
Contributes to the academic understanding of age diversity in the workplace.
Supports the creation of age-inclusive and sustainable work environments.