Looking back at your younger self, did you ever do anything that you would now consider dangerous or foolish? The data are clear. Adolescents and young adults (ages 15 to 24) are more likely to engage in risky behaviors than are adults and workplace incidents are more frequent among this age group. This presentation examines the recent Human Factors research that helps us understand why younger workers are less risk averse than their older counterparts and then examines an approach that capitalizes on the strengths of both older and younger workers that can help minimize risk taking in the workplace.

1. Risk Tolerance & Age
Bridging the Gap
Ron D. Ragain, Ph.D.

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Did you do
something when you
were younger that,
looking back on it,
was WAY too risky?
Risk Taking

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Risk Taking
“Local Rationality”
What people do makes sense, given what
is most obvious, pressing and significant to
them in the moment.

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Between the ages of
15 and 24, this is
more likely to lead to
risky behavior.
Why?
Risk Taking

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Why?
‣Less Experience
‣Poor Decision-Making
‣Risk Tolerance
‣Cognitive Development
Risk Taking

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Younger Workers
Logical Reasoning & Cortical Development
‣Cortical development
continues into mid-20s.
‣Logical reasoning abilities at
15 years-old is equivalent to
adults.
‣Speed of information-
processing is at its peak.

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Younger Workers
Socio-emotional Reasoning &
The Limbic System
‣Psychosocial factors have
much greater impact.
‣Peer Pressure
‣Desire for Recognition
‣Rewards and pleasure are
more attractive.
‣“Dopamine Rush”

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Aging has little effect
on intelligence, but it
affects other aspects
of cognition.
Older Workers

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Older Workers
The Aging Brain (55+)
‣Slower to shift attention to
new stimuli.
‣Slower to recall un-cued
information.
‣Working memory (short term
memory) functions less
efficiently.

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When a task is complex,
fast-paced and requires
manipulation of
information, there may be
age-related decline…
especially while under
pressure.
Older Workers

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Younger Workers
An Advantage
‣Speed of information
processing is at its
peak.

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Older Workers
An Advantage
‣Experience &
Contextual Cues

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Moving Forward
Now What?
How do we use this information
to make the workplace safer
while increasing productivity? ?

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Moving Forward
Reciprocal Mentoring
Increasing the interaction
between older and younger
employees to counteract
disadvantages and increase
advantages

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Moving Forward
Reciprocal Mentoring
‣Younger workers bring creativity,
rapid problem solving, physical
strength and a fresh view of the
work context.

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Moving Forward
Reciprocal Mentoring
‣Older workers bring knowledge
of contextual cues and
experience, and balance
younger workers’
socioemotional immaturity.

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Stereotypes
What are some of the common stereotypes
about each age group, which undermine
the potential of collaboration and reciprocal
mentoring?
A Barrier to Overcome

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A Barrier to Overcome
Expectations
Selective PerceptionSelective Feedback & Response
Impact on the
Actions of
Other(s)
Self-Fulfilling
Prophecy
Frame of Reference
‣ Stereotypes
‣ Beliefs
‣ Experiences
‣ etc.

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Bridging the Gap
‣Determine what age-related stereotypes and
skill sets exist within your culture.
‣Implement a “Culture Shift” process.
‣Train employees in the “Reciprocal Mentoring”
process.
‣Implement an evaluation process to determine
the effectiveness of the program.
Bridging the Gap

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Questions?
Bridging the Gap

21. Resources for You
theradgroup.com/vpp-16
Access Slides
Ask Questions
Michael Allen
17th @ 11:30
18th @ 2:45
Mike Allen
17th @ 1:45 & 3:00
18th @ 10:00 & 1:15
Ron Ragain
17th @ 11:30 & 1:45
Phillip Ragain
18th @ 1:15 & 2:45

22. Risk Tolerance & Age
Bridging the Gap
Ron D. Ragain, Ph.D.