Deficit model

From ddn Wiki

Jump to: navigation,

[edit] Introduction

The term “deficit model” refers to a perspective that principally focuses on the assumed weaknesses of individuals or workforces. The “deficit model” is not a method applied deliberately from the outset. Rather, the term is used in a retrospective analytical context, particularly when, in contrast to the approach described, the aim is to focus on the strengths of workforces or individuals.

[edit] Facts

In the discussion around demographic change, the deficit model is the conception that employee work ability falls with advancing age. The deficit model enumerates what employees do less or less well as they grow older; it is a perspective that views age per se as a problem and generally does not consider the opportunities presented by ageing workforces, or does so only peripherally.

The term “deficit model” is used in particular by authors who want to highlight the opportunities presented by ageing workforces and wish to deliberately distance themselves from the outlook described.

In other areas too, the term “deficit model” refers to a narrowed perspective that focuses on problems and in doing so risks overlooking opportunities. In the diversity management field, for example, workforce diversity was often viewed as a problem to be solved. Only in the late 1990s did companies begin to question the deficit model and start to place the opportunities presented by a diverse workforce at the centre of their actions.

The deficit model influences how companies act and has implications for corporate demographic management. Focussing on the supposed weaknesses of older workers fosters age discrimination, early retirement, dwindling commitment and increasing sickness rates and absenteeism. The experience and potential of older workers can also go completely untapped or used only inadequately. In this case the deficit model acts as self-fulfilling prophecy as reality mirrors expectations.

Personal tools
Jetzt Mitglied werden