Media Takes: On Aging

With the longevity revolution, humankind enters a new and unprecedented stage of development, the impact of which is even greater because of its rapidity. This report/styleguide is an important step in overcoming ageist language and beliefs by providing journalists and others who work in the media with an appropriate body of knowledge, including a lexicon that helps redefine and navigate this new world

Physician Faculty Scholars Program 2005-2012

Describes the scope, goals, successes, challenges, and lessons of RWJF's career development program which supports physicians' academic careers with three-year research grants. Includes grantee profiles

Elite Scientists and the Global Brain Drain

There are signs – one is world university league tables – that people increasingly think globally when choosing the university in which they wish to work and study. This paper is an exploration of data on the international brain drain. We study highly-cited physicists, highly-cited bio-scientists, and assistant professors of economics. First, we demonstrate that talented researchers are being systematically funnelled into a small number of countries. Among young economists in the top American universities, for example, 75% did their undergraduate degree outside the United States. Second, the extent of the elite brain drain is considerable. Among the world’s top physicists, nearly half no longer work in the country in which they were born. Third, the USA and Switzerland are per capita the largest net-importers of elite scientists. Fourth, we estimate the migration ‘funnelling coefficient’ at approximately 0.2 (meaning that 20% of top researchers tend to leave their country at each professional stage). Fifth, and against our prior expectations, the productivity of top scientists, as measured by the Hirsch h-index, is similar between the elite movers and stayers. Thus it is apparently not true that it is disproportionately the very best people who emigrate. Sixth, there is extreme clustering of ISI Highly Cited Researchers into particular fields in different universities. Seventh, we debate the questions: are the brain drain and this kind of funnelling good or bad for the world, and how should universities and governments respond?

Patents, Public-Private Partnerships or Prizes – How should we support pharmaceutical innovation?

The question as to how society should support pharmaceutical (‘pharma’) innovation is both pertinent and timely: Pharma drugs are an integral component of modern health care and hold the promise to treat more effectively various debilitating health problems. The productivity of the pharma R&D enterprise, however, has declined since the 1980s. Many observers question whether the patent system is conducive to pharma innovation and point to several promising alternative mechanisms. These mechanisms include both ‘push’ programs – subsidies directed towards the cost of pharma R&D – and ‘pull’ programs – lumpsum and royalty-based rewards for the outputs of pharma R&D, that is, new drugs. I review evidence why our current system of pharma patents is defective and outline the various alternative mechanisms that may spur pharma innovation more effectively.Pharmaceuticals, R&D, patents, prizes, innovation

How 5G wireless (and concomitant technologies) will revolutionize healthcare?

The need to have equitable access to quality healthcare is enshrined in the United Nations (UN) Sustainable Development Goals (SDGs), which defines the developmental agenda of the UN for the next 15 years. In particular, the third SDG focuses on the need to “ensure healthy lives and promote well-being for all at all ages”. In this paper, we build the case that 5G wireless technology, along with concomitant emerging technologies (such as IoT, big data, artificial intelligence and machine learning), will transform global healthcare systems in the near future. Our optimism around 5G-enabled healthcare stems from a confluence of significant technical pushes that are already at play: apart from the availability of high-throughput low-latency wireless connectivity, other significant factors include the democratization of computing through cloud computing; the democratization of Artificial Intelligence (AI) and cognitive computing (e.g., IBM Watson); and the commoditization of data through crowdsourcing and digital exhaust. These technologies together can finally crack a dysfunctional healthcare system that has largely been impervious to technological innovations. We highlight the persistent deficiencies of the current healthcare system and then demonstrate how the 5G-enabled healthcare revolution can fix these deficiencies. We also highlight open technical research challenges, and potential pitfalls, that may hinder the development of such a 5G-enabled health revolution

Generativity and Aspirational Dignity in Old Age - The Engagement of Older People for Younger People among Elite Professionals in Delhi and other Indian Cities

The dissertation titled, “Generativity and Aspirational Dignity in Old Age – Engagement of Older People for Younger People among Elite Professionals in Delhi and other Indian Cities” is an empirical study that seeks to study occupational and personal potential of older people who chose to work after retirement. The study explores the questions on the extent to which the elderly can use their expertise and personal strengths in intergenerational relations, the extent to which elderly are actively involved in work post-retirement, the interest of the elderly in such an engagement and the importance of this commitment for the individual's emotional condition. The study also examines how far older people in the commitment described here see an opportunity to realize their personal criteria of a good life. The theoretical framework of the study takes into consideration the fundamental and pertinent concepts of ageism, generativity, ageing with dignity, respect and social inclusion, cultural values and attitudes, health and wellbeing, meaningful involvement and productive ageing. In this study ‘Generativity’ theory of human development stages by Erikson (1950/1963), by McAdams and de. St. Aubin (1992) and dignity of older people by Nordenfelt (2003) have been adopted to explain the meaningful engagement of older people in work environment in the changing intergenerational relations in urban Indian societies. The research design chosen for the study is “descriptive” as it involves quantitative data and qualitative data. The composites of independent variables in the form of scales are used to learn Generativity using Loyola Generativity Scale (LGS) and Well-being using Ryff’s Scale. Indepth interviews are conducted to understand respondents’ and employers’ perspectives and views. The study is based on the responses of 83 retired professionals who took up second inning and 14 select employers. The respondents were selected based on identified criteria and the supposition that they possess the required knowledge and experience and they will be able to provide information that is both detailed (depth) and generalizable (breadth) on motives for engagement in job post retirement. Also, who would make first cautious statements about possible influences of individual personality characteristics on this engagement. The samples were selected from services, public and industry sectors including startups from different zones in India. The sample was also designed keeping in mind socio-demographic factors (extrinsic factors) and to represent the industrial, service and the public sectors. The purposive sampling method is deployed to help reach the target group. The interviews were conducted in person or on phone. The data is collected from the field and the analysis is based on the field data. The quantitative data relates to the study of generativity and well-being of the sampling units, both individually and on an average basis. Data is analysed from the responses of the Ryff’s Scale and The Loyola Generativity Scale. The overall score from the Ryff’s Scale is a measure of well being and that from the Loyola Generativity Scale is a measure of generativity. In order to create composite index scores different questions are added together and the scores compared across respondents in order to assess their overall performance. The scores can be interpreted as High Scores and Low Scores. The qualitative data is collected through in-depth interviews, which were conducted to explore respondents’ perspective and views vis a vis the research questions. The questions revolved on the themes of Generativity and wellbeing. The participants were observed during the interview and field notes taken. In the research study selective employers were interviewed in depth in order to understand their perspective and to provide information on possible support of the elderly in new workplace. In addition, information about the assessment of this support by the employers was also collected qualitatively. The employers were categorized into two categories, those who hired the retired elderly and those elderly who were the business owners. The result based on responses of the employers elicited that the employers perceived certain qualities of elderly positively, while some qualities negatively vis-à-vis productivity and relations with co-workers. Across sectors there doesn’t exist any policy for hiring the retired. Individuals retiring from influential posts with strong networks are headhunted and mid-performers are hired through references. For the analysis of generativity, the respondents, based on the mean scores were divided into two groups, namely high performers (those who scored equal to or above the Mean score on LGS) and low performers (those who scored below the Mean score on LGS). The scores were substantiated with the qualitative findings from in-depth interviews and the scaled statements described. The interview responses and LGS scores threw light on commonalities among various groups of respondents, their distinct characteristics and at the same time highlighted issues and challenges. The results indicated that elderly feel responsible for the young generation and that generativity at work has several relationships while the low scoring respondents faced issues with relationships at work. Statistically, the results showed that average scores of low and high scoring respondents significantly differ in overall LGS score and its subcategories. Each subcategory is significantly associated with each other which shows that improvement in one category can lead to improvement in other category. But Job type doesn’t have a significant effect on average LGS score. The qualitative data on wellbeing was collected with the help of in-depth interviews based on the objectives and quantitative data was collected from the responses using Ryff’s Scale. Based on the Mean scores, the respondents under each subcategory were divided into two groups, namely high performers (those who scored equal to or above the Mean score on Ryff’s Scale) and low performers (those who scored below the Mean score on Ryff’s Scale). In-depth interviews were taken and the Ryff’s Scale scores and interview responses threw light on commonalities among various groups of respondents, their distinct characteristics and at the same time highlighted issues and challenges. The results also showed that wellbeing at workplace meant more than working and performing. Dignity was found to be important to the retired rehired and it was seen as a multidimensional notion while the low scoring respondents faced unfavourable work conditions. Statistically, the results showed that average scores of low and high scoring respondents significantly differ in overall Ryff’s Scale score and its subcategories. Each subcategory is significantly associated with each other which shows that improvement in one category can lead to improvement in other category. But Job type doesn’t have a significant effect on average Ryff’s Scale score. Further, it was found the respondents with high performance or scores in Personal Growth and Autonomy have a better chance to perform well in Generativity, whereas the high scoring respondents in Self-Acceptance and Positive Relations too have a chance to perform well with two subcategories of LGS. Same holds for high scorers in Purpose in Life who stand a chance to perform well on one subcategory of LGS. For qualitative data analysis, the Ideal typical grouping technique conceptualised and methodology developed by Uta Gerhardt (1994) is used. The study deals with the three objectives; to understand the extent to which elderly people in India have an opportunity to use their expertise and personal strengths in intergenerational relations; to examine the extent to which elderly people are actively involved in the reemployment/second innings, the interest of the elderly in such an engagement and the importance of this commitment, above all, for the individual’s emotional condition and; to what extent older people in the commitment described here see as opportunity to realize their personal criteria of good life. It emerged that five ideal typical groups may be identified based on similarity in psychological wellbeing, generativity, psychological characteristics and sociodemographic factors. And factors such as past professional life, age, organizational support, personal resources, circumstantial second innings and past unfulfilled professional lives are important determinants. The analysis, however does not represent the whole population of elderly in India. Rather, this study represents the experiences of relatively privileged elderly. Overall, the result confirms that our Hypothesis is met. The result confirms that the high scoring elderly in India avail opportunity to use their expertise and personal strengths in intergenerational relations. The high scoring elderly are actively involved in the reemployment, they have interest in such an engagement and this commitment is important for their emotional condition. The high scoring elderly in the commitment see this opportunity to realize their personal criteria of good life. The low scoring elderly don’t avail opportunity fully to use their expertise and personal strengths in intergenerational relations and they are not performing well in terms of active involvement in reemployment/second innings, they have low interest in such an engagement and it is not favoring their emotional condition, thereby failing them to realize their personal criteria of good life. It is recommended that it is a joint responsibility of the government, private sector and the individuals to make structured plans and open up for meaningful engagement in work-life post retirement. Physical, social and cultural opportunities be provided for the elderly. Efforts to promote generativity and wellbeing of the elderly at workplace will help improve their work efficiency and organizational productivity, bring the young and old generations together for better work environment and positively affect health of the elderly, thereby reducing economic burden on the government machinery. The government and the corporate would have to work in tandem to create Age-friendly environment. At the same time the elderly should practice self-actualization and be ready to take up work post retirement. Those in active service should perform and maintain the mindset that basis their past performance they could apply for extension or continue to work post retirement in some other organization or in form of being self-employed. Lastly, the potential of elderly should be utilized by the society through voluntary service or unpaid work

Discussion documents – SUSVAR Visions Workshop, Karrebæksminde, Denmark, April 2008

Seven discussion documents were made during the SUSVAR Visions workshop ‘Sustainable cereal production beyond 2020: Visions from the SUSVAR1 network’, Karrebæksminde, Denmark, 14-16 April 2008. At the workshop, one discussion documents was written for each of the topics mentioned below. In total 55 persons from 21 European countries participated in the process. The participants came from different disciplines: genetics, plant breeding, genetic resources, agronomy, plant pathology, soil science, biometry and system analysis, all specialised in the area of cereal production. The approach taken at the workshop was to focus on envisioning the future of sustainable agriculture, especially cereal production. This was done by scientific creative thinking on the basis of possibilities in breeding, management and seed production and not on the basis of traditional problem solving. We followed a strategy commonly used in industrial management based on the premise “imagining the future is shaping the future”. The method “appreciative inquiry” was applied supported by a professional facilitator. Experience shows that this way of working sparks engagement and creativity and that progress and results can be reached within a short time. Focus was on the following topics of relevance to cereal production: - Competition between food and bioenergy, - Soil fertility management, - Economical and legal conditions for variety improvement, - Participation of stakeholders, - Plant breeding strategies, - Food and feed processing improvements, - Sustainable land use. The initial process was to visualise the most desirable future scenario for the seven essential topics in food and agriculture systems. This process was unhindered by no requirement for a market-driven goal. Each topic was discussed in relation to a broader socio-ecological system with a focus on the means to reach the desired and more sustainable outcomes. The next step at the workshop was to produce the discussion documents. The final stage of the process is to connect the topics in a completed vision of cereal production within a future sustainable socio-ecological system. This is in progress by a group of key persons within the network, e.g. the working group leaders (in preparation for publication in a scientific journal)

New Trends in Development of Services in the Modern Economy

The services sector strategic development unites a multitude of economic and managerial aspects and is one of the most important problems of economic management. Many researches devoted to this industry study are available. Most of them are performed in the traditional aspect of the voluminous calendar approach to strategic management, characteristic of the national scientific school. Such an approach seems archaic, forming false strategic benchmarks. The services sector is of special scientific interest in this context due to the fact that the social production structure to the services development model attraction in many countries suggests transition to postindustrial economy type where the services sector is a system-supporting sector of the economy. Actively influencing the economy, the services sector in the developed countries dominates in the GDP formation, primary capital accumulation, labor, households final consumption and, finally, citizens comfort of living. However, a clear understanding of the services sector as a hyper-sector permeating all spheres of human activity has not yet been fully developed, although interest in this issue continues to grow among many authors. Target of strategic management of the industry development setting requires substantive content and the services sector target value assessment

INNOVATIVE USE OF THE POTENTIAL OF CONTEMPORARY SENIORS

Attitude to old age varies depending on the cultural context - historical, like changing the public perception of the elderly and attitude to senior age. Since the 60s of the twentieth century in sociology is functioning the concept of ageism, describing the phenomenon of discrimination against older people because of their age. It manifests itself in a dismissive ratio deficits on offer for seniors or problems in the labor market. Social stigmatization of seniors has a direct impact on their physical and mental health. Sense of control over their own lives and to have a sense of whether the purpose is of great importance at the end of professional activity. Halting the process of marginalization of the elderly multi- faceted and complex solutions, parallel, integrated actions legal, financial, educational and psychological. Exploiting the potential which lies dormant in this social group gives positive changes. It becomes an element of counteracting the social stigma of old age, disenchant way of looking at modern senior. This scope for lifelong education, which is a bailout. It creates an action for the activity, gives the opportunity to make changes, positive transgression in the senior phase.Actions and initiatives designed to help them adapt to changing social reality and the market, they combine traditional teaching methods (lecture) with active methods (including mentoring). It is used in the process a wealth of experience as seniors. When preparing an offer of educational activities worth including senior-leadership initiatives. This senior-mentoring build on the expertise provides a wide range of knowledge about man and the surrounding reality, by which it is possible to transpose this knowledge from theory into practice. Flexibility in the method is adequate to the problems and needs of seniors, can properly select and modify rules educational activities, so that they are the optimal solution. Senior-mentoring can serve the liberation of spontaneous being and becoming elderly, activating its development opportunities and a nap in her creative potential. Comprehensive measures to help people in late adulthood in the learning process, to acquire new knowledge in the field of self-development and improved skills are an opportunity to make fuller use of the life and free timeEducation towards old age, conducted in the form of mentoring, is based on an individual plan of action, which in effect allows tame old age, it helps to find the meaning of life, develop a model of relationships with significant others, develop defenses and adaptation to difficult situations or emergencies, find in new roles. Senior-mentors, they could play an advisory role, on the one hand would indicate assisting the elderly, preventing their social exclusion and pathological aging, on the other hand, monitor and assist the process of education for old age