{"id":50034,"date":"2018-10-26T06:00:59","date_gmt":"2018-10-26T04:00:59","guid":{"rendered":"http:\/\/smeupnew.it\/magazine\/blog\/age-management\/"},"modified":"2018-10-26T06:00:59","modified_gmt":"2018-10-26T04:00:59","slug":"age-management","status":"publish","type":"post","link":"https:\/\/www.smeup.com\/magazine\/blog\/age-management\/","title":{"rendered":"Age Management: come valorizzare le diversit\u00e0 in azienda"},"content":{"rendered":"<p>Con l&#8217;Age Management si cerca di creare un equilibrio tra le diverse generazioni di un\u2019azienda grazie all\u2019adattamento delle attivit\u00e0 prevista dai ruoli.<\/p>\n<h5>Quali vantaggi?<\/h5>\n<p>Dall&#8217;applicazione di best practice nella gestione dell&#8217;et\u00e0 le organizzazioni potranno:<\/p>\n<ul>\n<li>adeguarsi meglio all\u2019invecchiamento della forza lavoro;<\/li>\n<li>contribuire al prolungamento della vita lavorativa di qualit\u00e0;<\/li>\n<li>promuovere le pari opportunit\u00e0 tra lavoratori di diverse fasce d\u2019et\u00e0.<\/li>\n<\/ul>\n<p>La riuscita di politiche di Age Management quindi dipende anche dalla capacit\u00e0 dell&#8217;azienda di prevedere programmi per diverse fasce di et\u00e0, analizzando la possibile presenza di conflitti di interesse generazionali.<\/p>\n<h5>Confrontiamo le capacit\u00e0<\/h5>\n<p>Lieberum, Heppe e Schuler nel 2005 riconoscono l&#8217;esistenza di un cosiddetto paradigma del ciclo evolutivo delle competenze, che consta di tre distinte fasi della vita professionale di un lavoratore:<\/p>\n<ul>\n<li>15-30 anni;<\/li>\n<li>30-45 anni;<\/li>\n<li>45-65 anni.<\/li>\n<\/ul>\n<p>Secondo alcuni studi, le persone pi\u00f9 anziane perdono progressivamente alcune capacit\u00e0 lavorative ma dispongono anche di competenze non possedute nelle fasi precedenti. Questo modello quindi \u00e8 vero che riconosce gli effetti negativi legati all\u2019et\u00e0, ma sottolinea anche i vantaggi associati all\u2019esperienza.<\/p>\n<p>I lavoratori pi\u00f9 esperti generalmente dimostrano maggiore propensione alla disponibilit\u00e0 verso i colleghi, alla responsabilit\u00e0 e al rispetto della gerarchia. I lavoratori meno esperti invece vengono considerati preferibili agli anziani per l\u2019attitudine all\u2019innovazione, la familiarit\u00e0 con i sistemi informatici, la creativit\u00e0 e il lavoro in team.<\/p>\n<p>Non perdere il prossimo articolo, dopo aver parlato di Age Management si parler\u00e0 di Work Ability!<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Age Management, interventi aziendali strutturati per valorizzare i punti di forza dei lavoratori in considerazione della loro et\u00e0 anagrafica.<\/p>\n","protected":false},"author":1,"featured_media":50035,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1],"tags":[5267,5268,5270,5272,5273,5274,5275,5276,5277],"class_list":["post-50034","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news-da-smeup","tag-age-diversity","tag-age-management","tag-gestire-le-diversita","tag-job-specific","tag-lieberum","tag-paradigma-del-ciclo-evolutivo-delle-competenze","tag-schuler","tag-skills-socio-relazionali","tag-work-ability"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.7 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Age Management: come valorizzare le diversit\u00e0 in azienda<\/title>\n<meta name=\"description\" content=\"Age Management, interventi aziendali strutturati per valorizzare i punti di forza dei lavoratori in 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