If none of the above, answer here:
Please describe if and how your stakeholders (cooperation partners, funders, users, etc.) have been participating in defining the problem and developing the solution.
During the last National SIPI congress (May, 24-25 2013), the themes described above have represented a crucial point. Moreover in 2007 the SIPI, the Lab.I and the association “Progetto Formazione Continua” have already participated to a“Cross Ages” programme in which the battery named "MAUT", described before, was initially created and validated.The Lab.I and MIDA group have also provided important reflections about this topic, through both the direct contact with companies and with courses and meetings. The activities here proposed have been already assessed in different contexts, from courses for professionals working in human resources field, to the direct contact with different Italian companies. The aim of this project is to extend the use of this battery to a larger context and to other companies, in order to emphasize the role and the potentiality of a senior worker, recognizing mainly his emotions, feelings and beliefs about ageing and work.
Has your solution been tested in trials, experimentations, or pilot projects? If yes, please describe the process and outcome.
Questionnaires were assessed to a large sample of adults from different age groups including 154 Young Workers (mean age=26,56; sd 5,39) and 152 Old Workers (mean age=56,64; sd 3,41); workers were required from different factories all over Italy. All questionnaires have good psychometric properties in terms of reliability and allow to identify two main profiles: a)pro-young profile” that represents workers that independently of their age have typical negative stereotypes about older workers;b) “pro-elderly profile” that represents workers that independently of their age tend to ascribe more positive features to older workers. Most of participants, independently of the age group and “working position”, were included in the “pro-young” cluster (87%); the most of participants in favor to the “pro-elderly” cluster were older workers (43%). The inclination to work within intergenerational groups and the importance and transmissibility of abilities had a positive correlation with the willingness to intergenerational exchange, while feeling negative emotions had a negative correlation with willingness to exchange.
What barriers might hinder the success of your initiative? How do you plan to overcome them?
Mostly, organizations, factors and industries underestimate psychological aspects that could mediate work quality and the importance of promoting intergenerational exchange. Acting at a managerial level could be the first step to raise awareness about the problem and to carry on intervention programs.