Employability Revisited: Strengths- and Life-phase-oriented Human Resource Management

Foreword
Preface
Contents
Diversity-Oriented Use of Resources in the Context of a Life-Phase-Oriented Human Resource Management: Introduction
1 Introduction
2 Theoretical Embedding
2.1 Importance of the Work
2.1.1 Initial Situation Motivation and Need
2.1.2 Objective and Planned Result, Based on the State of the Art in Research and Technology
2.1.3 Empirical Preliminary Understanding
3 Target and Planned Result
3.1 Description of the Solution and Work Packages
3.2 Definition of Disability Studies and Management
4 Life-Phase-Oriented Human Resource Management a Future Trend? New Ways of Thinking with the Help of a Participatory Research...
4.1 What Is Participatory Research
4.2 Levels of Participation
4.3 Benefits and Advantages of Participatory Research
5 Importance of Leadership and Management
5.1 State-of-the-Art Research
5.2 Significance of the Examined Topic, Practical Relevance
6 ``Diagnostic Competence´´ of Managers with Regard to Chronic Illnesses and Their Significance in a Changing World of Work Us...
6.1 Introduction: Introduction to the Topic of Chronic Diseases
6.2 Tasks and Competencies of Managers
6.3 Diagnostic Competence of Managers and Practical Recommendations
6.4 Discussion of the Limits of the Diagnostic Competence of Managers
References
Life-Phase-Oriented Human Resource Management: Expert View on the Topic of Age and Work Using Selected Examples
1 Introduction
2 Social and Socio-Political Labor Market Influences
2.1 Population Development and Labor Market
2.2 Pension Arrangements and Extended Working Life
3 Age pictures
3.1 Definition Age and Aging
3.2 Images of Age, Stereotypes, and Prejudices
3.3 Historical Change in the Image of Old Age
3.4 Transport of Age Pictures
3.5 Images of Age and Their Normative Effect
3.6 The Images of Age in Companies
4 Employability in Old Age and the Concept for Life Phase Acceptance
4.1 The Performance of Older People
4.1.1 The Concept for Life Phase Acceptance
4.1.2 Personal Characteristics
4.2 Life Stage Acceptance in Companies
4.2.1 Differentiated Outlook
4.2.2 Research Goal
5 Methodical Procedure
5.1 Qualitative Research Approach
5.2 Combination of Qualitative Interview Forms
5.3 Selection of the Sample and Access to the Research Field
5.3.1 Sampling
5.3.2 Access to the Research Field
5.4 Conception of the Interview Implementation
5.4.1 Conducting the Interview
5.4.2 Structural Features of the Interview Construction
5.4.3 Pre-test
5.5 Data Preparation
5.6 Methods of Data Evaluation
5.6.1 Documentary Method
5.6.2 Selection of Transcribed Sequences for Analysis
5.6.3 Formative and Reflective Interpretation
5.6.4 Case Description
5.6.5 Type Formation
Formation of Singenetic Types
Formation of Sociogenetic Types
5.7 Final Reflection of the Research Process
6 Presentation of the Results
6.1 Case Presentation
6.1.1 Interview A
6.1.2 Interview B
6.1.3 Interview C
6.1.4 Interview D
6.1.5 Interview E
6.1.6 Interview F
6.1.7 Interview G
6.1.8 Interview H
6.1.9 Interview I
6.1.10 Interview J
6.1.11 Interview K
6.2 Formation of Sense and Sociogenetic Types
6.2.1 Type of Economically Sustainable Orientation
6.2.2 Type of Socially Sustainable Orientation
6.2.3 Type of Activism Through Being Affected Versus Professional Task
7 Discussion and Further Outlook
7.1 Conclusion and Summary of the Results
7.2 Limitations of the Research Work
References
Different Strategies for Coping with Occupational Crises from the Perspective of Those Affected
1 Introduction
2 Theoretical Embedding
2.1 Importance of the Work
2.2 Historical Development
2.2.1 Influencing Factors
2.3 Crisis Management: Definition
2.3.1 Crisis
2.3.2 Coping
2.3.3 Protection and Risk Factors
2.4 Crisis and Coping Research in a Professional Context
2.4.1 Crisis Research
2.4.2 Coping Research
2.4.3 Research on Protective and Risk Factors
2.5 State of Research and Contouring of the Research Object
3 Methodical Procedure
3.1 Selection of the Research Design
3.2 Data Collection
3.2.1 Construction of the Interview Instrument
3.2.2 Interview Situation
3.2.3 Case Selection and Field Access
3.3 Data Evaluation and Interpretation
3.3.1 Transcription
3.3.2 Analysis Steps
4 Results
4.1 Results of Case B1
4.1.1 Chronology
4.1.2 Overview: Case Description
4.1.3 Case Description
4.2 Results of Case B2
4.2.1 Chronology
4.2.2 Overview: Case Description
4.2.3 Case Description
4.3 Results of Case B3
4.3.1 Chronology
4.3.2 Overview: Case Description
4.3.3 Case Description
4.4 Results of Case B4
4.4.1 Chronology
4.4.2 Overview: Case Description
4.4.3 Case Description
4.5 Results of Case B5
4.5.1 Chronology
4.5.2 Overview: Case Description
4.5.3 Case Description
4.6 Results of Case B6
4.6.1 Chronology
4.6.2 Overview: Case Description
4.6.3 Case Description
4.7 Results of Case B7
4.7.1 Chronology
4.7.2 Overview: Case Description
4.7.3 Case Description
4.8 Overview: Results
5 Reflection
6 Outlook
References
Age and Work. Age Images of Managers in the Working World and Their Effects on Operative Actions
1 Introduction
2 Theoretical Background
2.1 Discussion of the Terms Used
2.1.1 Age and Aging
2.1.2 Older Employees
2.2 Change in Professional Performance
2.3 Images of Age in the Working World
2.3.1 What Are Age Pictures?
2.3.2 Age Pictures of Personnel Managers
2.4 Age-Appropriate Leadership
3 Research Project
4 Methodical Procedure
4.1 Sampling and Field Access
4.2 Data Collection Through Narrative Interviews
4.3 Data Evaluation Using Documentary Methods
5 Presentation and Discussion of the Results
5.1 Case Descriptions
5.1.1 Interview A
5.1.2 Interview B
5.1.3 Interview C
5.1.4 Interview D
5.1.5 Interview E
5.1.6 Interview F
5.1.7 Interview G
5.2 Cross-Case Comparison
5.2.1 Importance of the Chronological and Subjective Age of Managers
5.2.2 Supposedly Low Relevance of the Topic of Age in Everyday Management
5.2.3 Appreciation of Experience and Importance of Exchange of Experience
5.2.4 Age Heterogeneity as a Success Factor
5.3 Discussion
5.4 Derivation of Recommendations for Action
6 Conclusion
6.1 Summary of the Results
6.2 Reflection of the Procedure
6.3 Limitations and Outlook
References
Work Ability and Capability from the Perspective of Employees of an Industrial Company. A Qualitative Investigation in the Con...
1 Introduction
1.1 Social and Professional Relevance of the Topic
1.2 The DRLP Project
1.3 Topic and Structure of This Thesis
2 Conceptual Basis and Theoretical Foundation
2.1 Working Ability and the House of Work Ability
2.2 Relationships between Age, Work, and Work Ability
2.2.1 Physical Performance
2.2.2 Cognitive Performance
2.2.3 Health
2.2.4 Commitment and Motivation
2.3 Science Practice Transfer
2.4 Research Goal
3 Empirical Part
3.1 Research Design
3.2 Data Collection
3.2.1 Description of the Cooperating Company
3.2.2 Survey Method and Sampling
3.2.3 Field Access and Survey Process
3.3 Evaluation Method
4 Presentation and Interpretation of the Results
4.1 Case Descriptions
4.1.1 Case Description 1
4.1.2 Case Description 2
4.1.3 Case Description 3
4.1.4 Case Description 4
4.1.5 Case Description 5
4.1.6 Case Description 6
4.1.7 Case Description 7
4.1.8 Case Description 8
4.1.9 Case Description 9
4.2 Work and Performance from an Employee Perspective
4.2.1 Performance
4.2.2 Motivation and Performance Self-Image
4.2.3 Work Ability
4.3 Summary of Findings and Practical Implications
5 Final Review and Outlook
References
Diversity-Oriented Use of Resources in the Context of a Life-Phase-Oriented Human Resource Management: Summary and Results
1 Summary of the Results
2 Core Statements of Individual Research Projects
2.1 Life-Phase-Oriented Human Resource Management. Expert View on the Topic of Age and Work Using Selected Examples Elvira Kir...
2.2 Different Coping Strategies of Vocational Crises from the Perspective of the Person Who Are Concerned Svenja Bierwirth
2.3 Age Images of Managers in the Working World and their Effects on Operative Actions Marlene Rathjen
2.4 Work and Performance from the Perspective of Employees of an Industrial Company: A Qualitative Investigation in the Contex...
3 Leverage for Change
3.1 Leverage Based on Findings from the Expert Survey
3.2 Leverage on the Basis of Findings from the Survey of Affected Persons
3.3 Leverage Based on Findings from the Management Survey
3.4 Leverage Based on Findings from the Employee Survey
4 Model for the Optimization and Implementation of a Life-Phase-Oriented Human Resouce Management, Taking into Account a Diver...
4.1 Massive Breaking up of Age Stereotypes
4.2 Understanding Work as an Essential Part of Life
4.3 Assessment of Work and Performance According to Individual Parameters in the Respective Work Context (House of Work Abilit...
4.4 Lack of Awareness for Age-Appropriate Leadership as an Opportunity
4.5 Optimization of Unfulfilled Work Situations of Employees, as they Contribute to the Reduction of Work and Performance
4.6 Social Systems, Infrastructure (Legal Pension Regulations, Social Security) Adapt to New Conditions
5 Outlook and Final Review
References