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Undertakes a critical study of population theory and demographic change in the history of economic thought and then presents an alternative theory of social change within which demographic change can be taken up. This latter kind of theoretical construct is shown to be an endogenous theory of population change and demographic transition wherein policy variables are taken up as ethical parameters endogenously affecting social issues and interactive decisions. Examples here are shown to be fertility decisions of families, migration policies and others. On the contrary, shows that in the history of economic thought it has been an exogenous approach towards explaining optimal population (Malthus theory), dynamic version (Canan) or a policy‐exogenous but fertility‐endogenous theory of household preferences to children as consumer or capital good that has been presented by the neoclassical and classical schools. A brief critique of Marxist view on population change is also covered. In conclusion, tries to establish the logical validity of an endogenous theory of population and points to its empirical possibility.

Demographic data have proven quite useful in the structuring of some marketing strategies. However, the development of a demographic perspective, which would extend the use of what marketers call demographics, has not been forthcoming. This article offers both an explanation of the demographic perspective—how it differs from demographics—along with examples of how this perspective can make demographic data more useful to marketers.

In order to manage strategic demographic change in economic and labor markets, a common human resource (HR) change strategy is to increase the diversity of the workforce through hiring over time. This study examined department level consensus and valence regarding an organizational HR strategy to shift demography toward greater diversity in race and sex composition over an eight‐year period. Though the organization had experienced significant change in organizational demography: an increase in the overall representation of white women (36 percent) and minorities (41 percent) over time; work group members in units with the greatest change did not necessarily agree nor hold positive perceptions regarding these HR changes. The results show that HR strategies that focus on structural change without working to develop supportive group norms and positive climate may be inadequate change strategies.

The purpose of the paper is twofold: to discuss characteristics and potential effects of an ageing workforce and to present the perception manufacturing managers have of the influence of demographic change on the manufacturing function.

The phenomenon of demographic change and the characteristics of ageing workers are presented based on a literature study. In addition, the results of a survey within German industrial firms are put forward, in which operations managers were asked about their perception of older workers in manufacturing.

Effects of the demographic transition will influence manufacturing companies in every economy. An ageing workforce is well suited to support quality‐focussed manufacturing strategies. Yet, the adoption of new manufacturing technologies might be hampered by the older employees' unwillingness to learn that is assumed commonly.

The empirical research provides a first look at the substantial impact that demographic change will have on manufacturing companies. The discussion is based on trends in Germany and on the reported perceptions of German manufacturing managers; however, it is argued that implications can be transferred to other economies.

Practitioners will see the necessity to consider the impact of demographical change in future decisions. It is discussed which commonly held beliefs about older workers are justified based on scientific research.

Focusing on the demographic transition, this paper adds an important aspect to the academic discussion of the future of manufacturing, highlighting the significant consequences that demographic change will have on manufacturing and suggesting concepts for addressing the challenge in practice. Furthermore, it provides first empirical results of the perception of manufacturing directors about this topic.

The purpose of this study is to examine the effect of boards’ demographic diversity on firms’ strategic change and the interaction effect of firm performance.

This paper used secondary data derived from publicly listed firms in Kenya during 2002-2010 and analyzed the data using fixed effects regression model to test the effect of board demographic and strategic change, while moderated regression analysis was used to test the moderating effect of firm performance.

The results partially supported board demographic diversity–strategic change hypothesis. In particular, results indicate that age diversity produces less strategic change, while functional diversity is associated with greater levels of strategic change. The moderated regression results do not support our general logic that high firm performance enhances board demographic diversity–strategic change relationship. In effect, the results reveal that at high level of firm performance, board demographic diversity produces less strategic change.

Despite few studies that have examined board demographic diversity and firm performance, this paper introduces strategic change as an outcome variable. This paper also explores the moderating role of firm performance in board demographic diversity–strategic change relationship, and finally, the study uses Kenyan dataset which in itself is unique because most governance and strategy research uses data from developed countries.

Housing is an essential element in the dynamics of urbanization. One of the main reasons for urbanization is population growth. As the population grows, the need for housing also increases. Therefore, the purpose of this study is to examine the links between housing policies and plans and demographic issues in Iran.

The research has been conducted using the qualitative method. First, 14 main indicators of the population that occurred over the past 40 years have been extracted. To investigate the role of demographic indicators in seven main housing plans and policies in Iran, 30 indigenous housing experts have been interviewed. A criteria-based sampling method has been used in this research.

The results of this study show that demographic developments have been neglected in the formulation of Iranian housing policies and plans. It is also worth noting that the lack of attention to demographic issues a main reason for the failure of housing policies in Iran.

As an important implication, the present paper revealed that the mere submission of planning to the economists has been associated with an unpleasant consequence in Iran, and now, it is time to use various expertise and sciences in this important process, as well. Certainly, the use of other sciences such as urban planners contribute greatly to the housing promotion of plans.

In the present research, the relationship between housing and population changes has been investigated because of the significance of the housing sector in Iran besides the problems in the implementation of housing plans.