1;Foreword by the former President of the Federal Republic of Germany;6 2;Geleitwort von Bundespräsident a.D.;8 3;Preface by the Editors;10 4;Table of Contents;12 5;List of Symbols;15 6;List of Abbreviations;16 7;Part A An introduction - Understanding demographic change;18 7.1;An integrated framework for investigating the challenges and opportunities of demographic change;19 7.1.1;1 Understanding demographic change;21 7.1.1.1;1.1 Triggers;21 7.1.1.2;1.2 Direct effects;24 7.1.1.3;1.3 Medium-term and long-term implications for societies;26 7.1.1.4;1.4 Challenges and opportunities for organisations;27 7.1.2;2 An integrated framework for investigating business implications;28 7.1.3;3 An integrated analysis of business implications;30 7.1.3.1;3.1 An economic and social perspective;30 7.1.3.2;3.2 A human resource and leadership perspective;31 7.1.3.3;3.3 A marketing and innovation perspective;32 7.1.4;4 Conclusion;33 7.1.5;References*;33 7.2;Demographic change calls for change in the demographic research landscape - a German perspective;38 7.2.1;New challenges for demographic research;38 7.2.2;Seven mega-trends for demographic research;39 8;Part B An economic and social perspective - Taking the external environment into consideration;41 8.1;Demographic change and the economically active populations of OECD countries - Could older workers compensate for the decline?;42 8.1.1;1 Introduction;44 8.1.2;2 Demographic change and economic growth;45 8.1.2.1;2.1 Demographic dividend;45 8.1.2.2;2.2 Demographic trends;47 8.1.2.3;2.3 Trends in employment and unused productive capacity;48 8.1.3;3 Labour market institutions;51 8.1.3.1;3.1 Overview;51 8.1.3.2;3.2 Employment protection;52 8.1.3.3;3.3 Generosity of pension systems;54 8.1.4;4 Summary and conclusion;57 8.1.5;References;58 8.2;Demographic change as a challenge for societies at large;60 8.3;Ageing, health and disability - An economic perspective;63 8.3.1;1 Introduction;65 8.3.2;2 Health, ageing and labour market outcomes;67 8.3.2.1;2.1 Morbidity and labour market participation;67 8.3.2.2;2.2 Ageing and productivity;68 8.3.3;3 Health and population ageing;69 8.3.3.1;3.1 Three hypotheses;69 8.3.3.2;3.2 Perspectives from health economics;69 8.3.4;4 Ageing, morbidity and social care in Sweden;71 8.3.4.1;4.1 Dataset;72 8.3.4.2;4.2 Econometric method;73 8.3.4.3;4.3 Results;73 8.3.5;5 Conclusion;77 8.3.6;References;78 8.4;Demographic change - The role of the social context;80 8.5;Demographic change and the changing nature of the concept of work;82 8.5.1;1 Introduction;84 8.5.2;2 Conceptual background: Major demographic trends and the work concept;85 8.5.2.1;2.1 Changing workforce demographics;85 8.5.2.2;2.2 The work concept;85 8.5.3;3 Aspects of a shifting work concept: Expanding traditional work notions;86 8.5.3.1;3.1 From physical to emotional work components;86 8.5.3.2;3.2 From a Protestant work ethic to a new understanding of the role of work;88 8.5.3.3;3.3 Shifting expectations in the employer-employee relationship;88 8.5.3.4;3.4 A female concept of work and the consequences of the integration of women into the workplace;89 8.5.3.5;3.5 Generational conflicts at work due to different work values;90 8.5.4;4 Consequences of a shifting work concept;91 8.5.4.1;4.1 Consequences for individuals in organisations;91 8.5.4.2;4.2 Consequences for organisations;92 8.5.5;5 Conclusion;93 8.5.6;References;94 9;Part C A human resource and leadership perspective - Managing the ageing workforce;96 9.1;Generational leadership - How to manage five different generations in the workforce;97 9.1.1;1 Leadership in light of demographic change;99 9.1.2;2 Five different generations in the workforce;99 9.1.2.1;1.1 Post-War Generation;101 9.1.2.2;1.2 Economic-Boom Generation;101 9.1.2.3;1.3 Baby-Boom Generation;102 9.1.2.4;1.4 Golf Generation;103 9.1.2.5;1.5 Internet Generation;103 9.1.3;3 Leadership of five different generations in the workforce;104 9.1.3.1;3.1 Experience-based leadership for the Post-War Generation;