Ist Reverse Mentoring ein sinnvolles Instrument für Generationen-Management und wie sollte es als solches implementiert werden?
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Bachelorarbeit aus dem Jahr 2018 im Fachbereich BWL - Unternehmensführung, Management, Organisation, Note: 2,3, Hochschule für angewandte Wissenschaften Kempten, Sprache: Deutsch, Abstract: Das Durchschnittsalter Erwerbstätiger in Deutschland ist in den letzten 25 Jahren um 4,6 Jahre auf 43 Jahre gestiegen. "Angesichts der Verkürzung von Ausbildungszeiten bei gleichzeitiger Erhöhung des Ruhestandsalters werden sich zukünftig die Erwerbsphase und damit auch die Dauer der Zusammenarbeit unterschiedlicher Altersgruppen um mindestens zehn Jahre verlängern" (Klaffke, 2014). Dies bedeutet, dass eine Ablösung der Generationen ohne Überschneidungen nicht mehr stattfinden wird. Die Mehr-Generationen-Belegschaft wird zunehmend zur Normalität und führt somit auch dazu, dass verschiedene Werte und Arbeitsmethoden innerhalb der Unternehmen möglichst zielorientiert miteinander vereinbart werden müssen. Reverse Mentoring ist eine Sonderform von Mentoring, in der die Rollen des normalerweise älteren Mentors und des jüngeren Mentees vertauscht werden, um vor allem informationstechnologisches und innovatives Wissen weiterzugeben. In diesen Bereichen sind jüngere Generationen oft erfahrener als die älteren Generationen. Es stellt sich also die Frage, ob Reverse Mentoring tatsächlich ein sinnvolles Instrument für Generationen-Management ist und wie man es als solches implementieren sollte. Um diese Frage zu beantworten wird die Literatur zu den erwähnten Themenbereichen analysiert und lösungsorientiert verwendet, um zunächst den derzeitigen Status quo des Personalwesens heutiger Unternehmen unter dem Gesichtspunkt des demografischen Wandels herauszuarbeiten. Daraufhin werden die Unterschiede zwischen klassischem und Reverse Monitoring sowie die Chancen und Risiken, welche letzteres für ein erfolgreiches Generationen-Management mitbringt, aufgezeigt, um somit die Wirksamkeit und Relevanz von Reverse Mentoring als Instrument für Generationen-Management zu beurteilen. Letztlich werden
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