Older workers in a global economy: life cycle migration and knowledge transfer

2014 ◽  
pp. 250-263
Author(s):  
Stephen Little ◽  
Frank Go
Keyword(s):  
Life Cycle ◽  
Knowledge Transfer ◽  
Older Workers ◽  
Global Economy

scholarly journals Mapping logistics practice using the product life cycle

1999 ◽  
Vol 11 (1) ◽  
pp. 1-22
Author(s):  
Stanley E Fawcett ◽  
Greg Magnan ◽  
Laura Birou
Keyword(s):  
Life Cycle ◽  
Global Economy ◽  
Product Life Cycle ◽  
Planning Process ◽  
Product Life ◽  
Logistics Strategy ◽  
Competitive Success ◽  
Strategy Planning ◽  
Implementation Status

The dynamic nature of today's global economy places a premium on a firm's ability to anticipate and to respond to customer needs as well as changing competitive pressures. Within this environment, developing a successful logistics strategy can be critical to the firm's long-term competitive success. This paper looks at the potential for using the product life cycle (PLC) as a strategic framework in the logistics strategy planning process. Results of an empirical study that investigated the appropriate use of 43 logistics techniques across PLC stages are reported. The implementation status of the various logistics techniques is also considered.

Optimal Life Cycle Unemployment Insurance

2015 ◽  
Vol 105 (2) ◽  
pp. 816-859 ◽  
Author(s):  
Claudio Michelacci ◽  
Hernán Ruffo
Keyword(s):  
Human Capital ◽  
Life Cycle ◽  
Moral Hazard ◽  
Unemployment Insurance ◽  
Older Workers ◽  
Life Cycle Model ◽  
Cycle Model ◽  
Welfare Gains ◽  
High Return ◽  
Unemployment Risk

We argue that US welfare would rise if unemployment insurance were increased for younger and decreased for older workers. This is because the young tend to lack the means to smooth consumption during unemployment and want jobs to accumulate high-return human capital. So unemployment insurance is most valuable to them, while moral hazard is mild. By calibrating a life cycle model with unemployment risk and endogenous search effort, we find that allowing unemployment replacement rates to decline with age yields sizeable welfare gains to US workers. (JEL D91, E24, J13, J64, J65)

scholarly journals Research on Incentive Mechanism and Strategy Choice for Passing on Intangible Cultural Heritage from Masters to Apprentices

2021 ◽  
Vol 13 (9) ◽  
pp. 5245
Author(s):  
Changqing Sun ◽  
Hong Chen ◽  
Ruihua Liao
Keyword(s):  
Knowledge Transfer ◽  
Cultural Heritage ◽  
Influencing Factors ◽  
Global Economy ◽  
Incentive Mechanism ◽  
Payoff Matrix ◽  
Strategy Choice ◽  
Intangible Cultural Heritage ◽  
Successful Implementation ◽  
The Incentive Mechanism

With the increasing prosperity of the global economy, the protection and sustainable development of intangible cultural heritage (ICH) are being confronted with many problems, among which the difficulty of passing on ICH, particularly traditional handicraft, from masters to apprentices should be given attention. The main purpose of the study is, from the perspective of knowledge transfer and incentive mechanisms, to explore how to mobilize the positive factors to promote the successful implementation of passing on ICH. On the basis of identifying the key influencing factors of ICH knowledge transfer and establishing the payoff matrix between masters and apprentices, this study uses replicator dynamic equations to analyze strategy choices in different situations and verifies the impacts of these factors on passing on ICH through data simulation. The study draws the following main conclusions: (1) Increases in variables e, a, v, Ju, Jd, Ku, and Kd will drive up the probabilities of adopting a positive strategy and successful ICH inheritance and increases in variables Cu and Cd will drive probabilities down. (2) Changes in any variable have an impact on both sides through the interaction between masters and apprentices, and the impact’s direction is the same. (3) Among all economic measures, cost control should be the first to be considered. These conclusions provide important theoretical guidance for local government and related organizations to support ICH bequeathal and for masters and apprentices to make choices regarding strategy. The paper fills the literature gaps in the study of the influencing factors of ICH knowledge transfer and the game model between masters and apprentices, and on the incentive mechanism and strategy choice of passing on and developing ICH.

scholarly journals Understanding Older Canadian Workers' Perspectives on Age and Aging in the Context of Communication and Knowledge Transfer

2017 ◽  
Vol 42 (4) ◽  
Author(s):  
Sarah De Blois ◽  
Martine Lagacé
Keyword(s):  
Knowledge Transfer ◽  
Older Workers ◽  
Communication Patterns ◽  
Point Of View ◽  
Workplace Communication ◽  
Canadian Population ◽  
Transfert Des Connaissances ◽  
Generational Perceptions

Background  The Canadian population is aging, as is the Canadian workforce, resulting in an increase in different generations working with one another. The current study aims at understanding, from the older worker’s point of view, generational perceptions in the workplace, and further how such perceptions are linked with communication patterns as well as knowledge transfer.Analysis  This study collected 167 responses from a survey of older workers. The questionnaire addressed variables under study such as intergenerational perceptions, and workplace communication and collaboration patterns.Conclusion and implications  Results suggest that older workers perceived that their younger peers view them positively. Furthermore, older workers rely on accommodative communication patterns and favor knowledge transfer when interacting with younger colleagues.Contexte  La main-d’œuvre canadiennes c’est vieillissantes et différentes générations de travaillent se côtoient désormais les unes les autres. La présente étude vise à comprendre, du point du vue du travailleur vieillissant, comment les générations se perçoivent l’une l’autre; en outre, comment ces perceptions sont en lien avec la communication et le transfert des connaissances au travail.Analyse Un sondage par questionnaire a été effectué auprès de 167 travailleurs canadiens. Le questionnaire incluait des énoncés en lien avec les variables à l’étude, soit les perceptions intergénérationnelles, la communication et le transfert des connaissances au travail.Conclusions et implications  Les résultats suggèrent que les travailleurs vieillissants sont d’avis que leurs plus jeunes collègues les perçoivent de manière positive. En outre, ces résultats montrent que les travailleurs vieillissants favorisent un mode de communication accommodant envers leurs jeunes collègues et valorisent le transfert de leurs connaissances.

Integrating Web 2.0 Technologies within the Enterprise

2010 ◽  
pp. 560-577
Author(s):  
R. Todd Stephens
Keyword(s):  
Life Cycle ◽  
Web 2.0 ◽  
Global Economy ◽  
New Technologies ◽  
Lessons Learned ◽  
The Core ◽  
Collaborative Applications ◽  
Current Product ◽  
The One

This chapter examines the elements of the new Web 2.0 technology base and reviews the lessons learned when implementing these technologies. Collaborative applications have made enormous inroads into the enterprise and bring unprecedented speed and transparency to communications. Researchers and practitioners alike are focusing on how collaborative applications can replace the one-way communications inherent to Intranet sites. This chapter is intended for individuals who are looking toward the possibility of integrating these new technologies into the core communication medium. Unfortunately, there are still large barriers such as politics, turf battles, integration, and poor usability with the current product set. A company’s ability to manage information effectively over its life cycle, including sensing, collecting, organizing, processing, and maintaining information, is crucial to the long term success in a global economy. The success or failure of this integration may very well create or lose a competitive advantage for the enterprise. What is missing is a framework or roadmap in which organizations can plan out their execution of We 2.0 deployment.

KNOWLEDGE TRANSFER IN UNIVERSITY-INDUSTRY RESEARCH COLLABORATION FOR EXTENDING LIFE CYCLE OF MATERIALS IN THE CONTEXT OF CIRCULAR ECONOMY

2020 ◽  
Vol 19 (11) ◽  
pp. 2097-2112
Author(s):  
Maria Gavrilescu ◽  
Petronela Cozma ◽  
Camelia Smaranda ◽  
Elena-Diana Comanita ◽  
Mihaela Rosca ◽  
...  
Keyword(s):  
Life Cycle ◽  
Knowledge Transfer ◽  
Circular Economy ◽  
Research Collaboration ◽  
Industry Research ◽  
University Industry

scholarly journals Measuring Product Material Footprint as New Life Cycle Impact Assessment Method: Indicators and Abiotic Characterization Factors

Resources ◽  
2019 ◽  
Vol 8 (2) ◽  
pp. 61 ◽  
Author(s):  
Mostert ◽  
Bringezu
Keyword(s):  
Life Cycle ◽  
Impact Assessment ◽  
Life Cycle Impact Assessment ◽  
Global Economy ◽  
Methodological Approach ◽  
Resource Efficiency ◽  
Raw Material ◽  
Characterization Factors ◽  
Life Cycle Impact ◽  
Lcia Method

The global economy is using growing amounts of natural resources such as raw materials, water, and land by making and using goods, services, and infrastructure. Aspirations on international, regional, and national levels e.g., the Sustainable Development Goals, the EU flagship initiative Roadmap to a Resource Efficient Europe or the German Program for Resource Efficiency are showing an urgent need to bring the global raw material use down to sustainable levels. An essential prerequisite to identify resource efficient options and to implement resource efficiency measures and solutions is the ability to compare different products or services regarding their raw material use. Until today, there is no internationally standardized approach defined and no software supported calculation method including the necessary data basis available to measure the raw material intensity of products. A new life cycle impact assessment (LCIA) method Product Material Footprint PMF is described. Two indicators are used to quantify the PMF: the Raw Material Input RMI and the Total Material Requirement TMR. The calculation of global median values for the characterization factors CFRMI and CFTMR of abiotic materials was done based on different databases. This article presents the methodological approach of the PMF, the calculation results for CFRMI of 42 abiotic materials and CFTMR of 36 abiotic materials, and the implementation of the LCIA method into the software openLCA for use with the ecoinvent database.

Identifying Barriers to Continued Training for Older Workers in a Production Plant: A Mixed-Methods Approach

2017 ◽  
Vol 12 ◽  
Author(s):  
J. Lukas Thürmer ◽  
Aleksandra Yedyenyova ◽  
Erika Spieß
Keyword(s):  
Mixed Methods ◽  
Knowledge Transfer ◽  
Older Workers ◽  
Employee Training ◽  
Production Plant ◽  
Middle Aged ◽  
Mixed Methods Approach ◽  
Motivation To Participate ◽  
Work Goals ◽  
Training Opportunities

An aged and shrinking workforce represents one of the major challenges for companies in the next decades. Capitalising on and developing older workers’ potential will therefore be key for organisational success. Research shows, however, that older workers in companies are less likely to receive training than their younger colleagues and that knowledge transfer before retirement frequently fails. Based on these findings, we used a mixed-methods approach to investigate older workers’ motivation to participate in advanced training and knowledge transfer. Older workers in a first, quantitative study (N= 176) reported being significantly less likely to participate in training and having fewer promotion opportunities. Contrary to our expectations, middle-aged workers already showed this decline in training opportunities, which may suggest that leaving workers behind because of their age is a larger problem than previously assumed. To investigate the subjective reasons for this lack of training, we conducted problem-centered interviews with older workers (age > 50;N= 15). Qualitative content analyses identified valuation, immediate job relevance, and setting work goals until retirement as key motivators to participate in continued employee training. Moreover, older workers confirmed our quantitative finding that even middle-aged workers lack training. We discuss how companies can promote older workers’ inclusion in formal and informal training to improve working conditions and retain knowledge.

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