Analysis. When Jim Joined The Company, He Approached Fred

Maslow identified that employees have the motivation to achieve certain needs. Once these needs have been achieved the employee will seek to fulfil the next set of needs.

Maslow’s theory of motivation is called the “hierarchy of needs”. Maslow believes that people have five main needs in the following order of importance;

Many employers view the old employers especially the baby boomers as too rigid, failing health, lack of enthusiasm, afraid of new technologies, do not want to learn new training (stuck in old ways), and expensive to keep. Many aged people are viewing job advertisements with pictures of younger employees. In addition, the aged are facing high cost of medical insurance and healthcare. With the obstacles in the job market, the aged could possibly experience social isolationism, low self-esteem, and financial hardship.

The highest level of Maslow’s Hierarchy of Needs is self-actualization and this is represented in Chris by obtaining a paid position after successfully meeting the requirements of the internship at this level Chris motivation has arrived at his capability of being a stock broker (Maslow, 2012).

Age discrimination in the workforce is a major issue in Today’s society. Although this is hardly ever mentioned, it is a concern that affects the aging population and their work performance. Those who are of old age are often not given a chance and looked down on. They are thought of as being mentally and physically in decline, less adaptable, unwilling to be trained, and costly to the organization. The elderly are considered “slow workers.” They are often forced to work extra hard to prove to their employer, they are capable of working as effective as the young. Defining someone’s work performance according to their age is against the law. The Age Discrimination in Employment Act (ADEA) addresses discrimination against the older population. This Act was passed by congress to ensure people of age 40 and older are given fair judgment in the workforce; however, the maturing population of baby boomers has led to an increasing number of elderly workers. This has cause age discrimination to rise. It is important that we review and analyze age discrimination has a political issues that must be changed. Although ADEA sets out to help the aging population, changes should be made within the employer. In order to seek change, one must first understand ADEA and how it promotes fair treatment for the elderly.

“POW” Back In The Civil Rights Law”, Rita C. Tobin discusses the age discrimination case against Jack Gross, a successful claims administrator director, and how he was demoted to a lower position. Gross knew this demotion was due to his age, and he decided to sue the agency, but in turn lost. Gross’ case did open doors for other individuals that are fired or demoted due to ageism, and hopefully people are considered for a position due to their work ethic and work skills, not their

Sergeant Lou Maynard is a sergeant on the police force and there are couple of officers that are getting ready to retire. Most of the other police officers and Maynard feel as if the retiring officers are slacking on the job. The officers police reports are very sloppy and don’t seem like professional reports. These two retiring officers have teamed together for a lot of years and have lost interest in being social with the other officers. The officers seem to be having motivational issues that need attention from Maynard. Maynard feels as if the officers have given up on the job. Motivation is something that changes on a daily basis for different people and usually it is because situations change. Maynard should look into Maslow’s motivational

Some negative examples of how people in the workforce perceive older adults in the workforce are that older workers produce lower quality work, inflexible, less productive and are resistant to change. Some employers believe older adult workers skills are dated or do not have the required set of competence needed. Giving training and continuing education opportunities as well as companies adapting these courses to those with less experience technically will help with ensuring that older adults continue to feel like a vital part of the business and keep working until they decide to

The appraisal system Reed implemented was skewed when it came to evaluating the performance of Fred. Caruth and Humphreys (2008) cited “eleven characteristics an effective employee performance appraisal system should reflect: job relatedness, formalization, validity, standards and measurements, reliability, open communication, ease of use, trained appraisers, employee accessibility to results, review procedures, and appeal procedures”. Reed only met the first of these: job-relatedness. The system Reed did not include any written policies and procedures or any information for employees but was more of a generalization of guidelines and in addition was not authorized as a performance measure by management. The systems subjective elements were not adequately standardized for consistency and likewise the method of measuring performance skewed the results based on the bias shown by Reed. There was no formal way for Fred to object or appeal this performance reviews for what he considered an unfair performance appraisal. When a performance review is done effectively, it will have the ability to function as a feedback channel which can be incorporated into an overall strategy for formulating and setting goals. According to Hammer (2007), it is important to measure aspects of

Age discrimination has long been present in society due to the rapid development happening around us. According to Farney, Aday & Breault (2006), this era of ageism is defined as "discrimination against any age group", but it often is pointed to age discrimination among adults which is slowly causing a negative effect for them in the workplace. In the workplace, adults with more experience and longer history behind them are targets of this ageism belief that companies and employers tend to have (Farney, Aday, & Breault, 2006). They are shunned and even fired in favor of accepting new and fresh faces for the company they have worked for. Unknown to most companies and employers, this notion of favoring the young and banishing the old can

Aging! We all do it every day, but have you ever thought how it is going to affect the rest of your life or more importantly your career? Aging isn’t something that we get to choose if we participate in, however working is, and aging may affect that choice. Right now, I want you to think about the age of sixty-five. What words pop into your head when you think of someone sixty-five? I’d imagine some of the words you thought of were retired, old, fragile, slow, as well as many others. Those words right there all help to explain the many concerns that one’s employer may have when hiring someone that is of the older population. When we think of the older population in the work force we don’t necessarily think of positive things, instead we think of things. When we think of this population in the workforce we generally think of lower production rates and higher costs. These can create issues among the older population, as employers must consider all the possibilities when hiring someone. We know that more people in the older population are continuing to try to continue their careers, but why? How hard is it for them to continue? What changes have made it easier? How are the younger and middle aged populations perceiving them in the work place? This are only some of the many question surrounding the increase of aged workers.

“Sketchy evidence that older workers experience discrimination because of their age is easy to find. The popular press includes many stories of individual employees who have been replaced by younger workers, sometimes just before they become eligible for lucrative retirement benefits. Older workers (in the past) were forced by mandatory

To critically and comprehensively address this case, it is convincingly important to assess the laws that forbids age discrimination and wrongful termination in workplace. Under the law, age discrimination can involve treating an employee or applicant less favorably because of her or his age. In accordance to the “Age Discrimination in Employment Act, it is unlawful to discriminate an employee on basis their age. The law is categorically clear that an employer not discriminate individuals who are 40 years old and above (Walsh, 2013). It should be noted that the Act provide for protection for the people/workers below 40 years. However, some states in the United States have laws in place that protect young employees against age discrimination. It is unlawful or illegal for employers or any other entity to consider hiring/favoring an older worker over the younger one. This withstands even if both employees are 40 and above. The law strongly prohibits age discrimination in any aspect of employment including firing, hiring, pay, promotions, job assignments, trainings, layoffs, benefits, and any other condition or term of employment.

Age discrimination is an issue today, more than ever especially when companies seek to avoid having to pay retirement or medical benefits and do so by firing older employees who might be about to invest in their pension or who might need medical attention. Another reason is that older employees may be paid more than new hires, so companies replace older workers with new workers just for that reason. This type of change is in addition to those who are simply biased against older workers and who take any opportunity to remove older works and bring in new blood

Some managers were reluctant in differentiating between their employees and allow any unfamiliar person to evaluate them. Because of this true performer might miss his/her rewards and incentives.