Download Aging in China: Implications to Social Policy of a Changing by Sheying Chen (auth.), Sheying Chen, Jason L. Powell (eds.) PDF

By Sheying Chen (auth.), Sheying Chen, Jason L. Powell (eds.)

China, that is quickly on its solution to turning into the main strong financial strength on this planet, has 4 targeted features that distinguish it from different nations in Asia: (1) the share of getting older inhabitants is transforming into swifter than that of Japan (the state formerly famous as having the quickest cost) and lots more and plenty quicker than international locations in western Europe. (2) An early arrival of an getting older inhabitants sooner than modernization has totally taken position, with social coverage implications. it really is convinced that China will face a seriously elderly inhabitants earlier than it has adequate time and assets to set up an enough social protection and repair method for older humans. (3) there'll be fluctuations within the overall dependency ratio. The chinese language govt estimates are that the rustic will succeed in the next based burden previous within the twenty-first century than used to be formerly forecast. (4) The government’s fertility coverage (single baby consistent with family members) and its implementation has a powerful impact at the getting older procedure. Fewer little ones are being born, yet with extra aged humans a clash arises among the pursuits to restrict inhabitants bring up and but retain a balanced age constitution (Peng and Guo 2001). The intersection of those fourfold components implies that the elevated getting older inhabitants is giving upward push to critical matters between chinese language social coverage makers. there's a persistent loss of stable source fabrics that try to make feel of social coverage in its dating to reading the issues and chances of human getting older grounded in an research of monetary of social coverage in China and effect on rural and concrete areas. Such research of China could be coated by means of conceptual, theoretical, and empirical techniques. The publication also will speak about sizeable subject matters of housing, neighborhood care, relatives care, pensions, and psychological wellbeing and fitness. The booklet brings jointly a really global classification array of researchers to supply discussions of serious implications of getting older social coverage and the commercial impression in China.

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The primary purpose of the change was to relieve the financial burden on state-owned firms making the pension payments (Pei & Xu, 2011). Old-age insurance was established to combine contributions by the government, employers, and employees. As a consequence, the retirement pensions for state-owned firm employees have been adjusted to target a replacement rate of 60%, significantly lower than the pensions for the retirees of the government offices and public institutions (Pei & Xu, 2011). The pension reform, accompanied by increasing costs of living, created different financial needs for retirees from different sectors and also different motivations for them to reenter the workforce.

2001) and Parise et al. (2006), that technology can help in transferring knowledge, but that before investing in databases, managers need to realize that tacit knowledge is hard to transfer. Databases may not be used or might not serve their purpose with respect to really transferring knowledge. Leonard (2004) points out that the only way to transfer tacit knowledge and deep smarts is through experience. Since this is a slow process, organizations could speed up this process by facilitating guided experience(s).

World Bank. (1994). Averting the old-age crisis. Oxford: Oxford University Press. Chapter 3 Aging: The Role of Work and Changing Expectations in the United States and China Barbara R. McIntosh and Chun Zhang Abstract Economics and demographics are driving change in individuals’ expectations about work beyond the traditional retirement age and in employers’ need for older workers in both the United States and China. Adjusting to this change in the workplace, now and in the future, includes planning strategically for these human capital shifts, managing the multigenerational workplace, ensuring the transfer of both explicit and tacit knowledge as aging workers exit the workplace, and providing flexibility in both hours and location of work to bolster recruiting and retention efforts.

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