Stephan Alexander Böhm
Title
Prof. Dr.
Last Name
Böhm
First name
Stephan Alexander
Email
stephan.boehm@unisg.ch
ORCID
Phone
+41 71 224 3181
Web Site
6 results
Now showing 1 - 6 of 6
- Some of the metrics are blocked by yourconsent settings
Item type:Publication, Comparative age management: Theoretical perspectives and practical implications(SAGE, 2013); ; Scopus© Citations 32 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Scopus© Citations 16 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Age diversity and its performance implications - Analysing a major future workforce trend(Springer, 2011); ; ; ; Demographic change, increased retirement age, and efforts to shorten the duration of education will lead to a more age-diverse workforce in future. Age diversity’s successful management will therefore become an important business issue for company practitioners. Unfortunately, knowledge concerning the outcomes of diversity in general and age diversity in particular lacks consistency. On the basis of the similarity-attraction paradigm, social identity and self-categorisation theory, token status, and inequality, some scholars argue that diversity has negative effects. On the basis of the information/decision-making perspective, other scholars predict that diversity has positive outcomes.Type:book sectionScopus© Citations 19 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Generational leadership : How to manage five different generations in the workforceThe successful management of demographic change in German companies will mostly depend on their executives’ leadership capabilities. Based on the implicit leadership theory of effective leader-subordinate relationships, the perceived leadership behaviour must match individual subordinates’ leadership prototypes. As research in sociology and social psychology indicates, these leadership prototypes – consisting of employees' work values and preferences – are influenced by generational experiences as well as by individual employees’ age. Building on these arguments, this chapter tries to develop different leadership styles for the five generations currently present in the German workforce: The Post-War Generation, the Economic-Boom Generation, the Baby-Boom Generation, the Golf Generation, and the Internet Generation. Such adaptive and generation-specific leadership should help spur high levels of work motivation, organisational commitment, and hence lead to top performance by every generation and age group within the company.Type:book sectionIssue:Bd. 8Scopus© Citations 6 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Demographiefeste Unternehmensführung: Strategische Massnahmen zum Management einer Aging Workforce(Springer, 2009); ; ; ; Type:book sectionIssue:Bd. 7