Essay MBA Assignement 2

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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.

The American population is aging as health care improves, the older generation is living longer and are still working or just getting into the workplace. One of the biggest issues that these older individuals face is age discrimination within the workplace. The Age Discrimination in Employment Act (ADEA) of 1967 forbids employment discrimination on the basis of age. Through a detailed explanation and history of the law, this paper will examine how ADEA affects the professionals in the workplace, human resources, managers, and employers in the workplace. It will further examine how the employee is affected by ADEA. This includes what their rights are and how they can make a complaint. Lastly, a legal case will be examined and evaluated so

The principle of seniority, used by Always Round, is easy to apply at the lower levels because of its being the most objective. This type of promotion system does not present a view of favoritism or nepotism, considering only age and experience. In a blue collar society, it is very much in-line with the established

There are a host of issues that surround age and ability in the workplace, but examining a few could give a glimpse in the magnitude of the challenge. First, Age, how does it affect a company’s ability to manage long term. Secondly, Ability to perform the assigned task continually.

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

Diversity in any organisation includes hiring and promoting a workforce of people with differences. These differences include race, gender, ethnicity, sexual orientation, physical abilities and economic backgrounds. The premise of a diverse workplace is that employees are

Evaluate the urgency of creating or expanding eldercare policies. Age demographics can tell you a lot — not only about why eldercare matters — but about when it could begin to ramp up in importance. Organizations that have older age demographics are likely to have the largest number of eldercare providers. If a large proportion of your workforce (total or mission-critical) is ages 45 to 65, eldercare may be a

Over the last few years there has been a growing concern over ageism in America’s places of business, not only through job advertisement, but also during the hiring process, among current employees, and even issues during the end of a person’s career. While there are many types of discrimination in the workplace, all of which are illegal, ageism is prevalent at every stage of a person’s career and can impact not only the employee or potential employee, but the whole company as wellcompany as a whole. Individuals who are over the age of sixty-five make up a large percent of the workforce, and many are dedicated to their employers, it’s when the employer believes that they can hire someone who is much young to do the work that ageism begins to play a role in their career. It isn’t till they companies see that it may take three younger employees to complete the task that of a senior employee.

The older worker is a forceful business opportunity for all types of workplaces based on the result of research. Age discrimination, therefore, needs to be avoided in companies. Everyone should be working in a harmonious environment. This is making a better outlook, such as increase job opportunities and open willingness for hiring different people with different ability. Also, in terms of their value or cost to an organization it fits government policies and not merely for the company’s financial condition. (Ryan, S

In class, we discussed the rift that exists between younger and older workers in the workforce. Employers are hiring more young workers that possess fresh ideas and technical skills that older workers lack. Older workers often are content and are reluctant to learn new practices or skills.

Age discrimination suits will continue to increase due to the age of the workforce in today’s society. Many workers are over the age of 40 and should experience age discrimination in a number of ways such as: getting fired for costing the company too much money, being too old to draw in new customers, or not even being considered for a position due to his/ her age. “In 2011, the U.S. Equal Employment Opportunity Commission (EEOC) reported 23,465 charges of age discrimination, a significance increase from the 16,008 charges the EEOC reported in 2000” (Tauro, 2014, p. 255). The statists justify that the number of age discrimination cases are on the rise and company’s need to take action to reduce the possibility of age discrimination suits in the future.

Assigning elder workers a bigger role in workplace decisions, such as how the workplace is designed, is another measure that may help to reduce ageism. The design of the workplace has been shown to influence the productivity of workers and older workers are rarely consulted on this matter (Erlich & Bechard, 2008). Therefore, incorporating the needs of older workers into management decisions will increase the productivity and motivation of older workers, which will be economically beneficial to companies.

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.

Aging population can be used as an advantage to increase economic rates growth by keeping them employed as long as possible (Nankervis et al. 2006, p.55). People who are working in a knowledge fields may increase their performance with age, however for more physical positions there is an opposite possibility of low performance with increasing age (Patrickson & Ranzijn, 2006). Consequently, specific jobs may have lack of professional employees. For example by separating workers and using older workers as experience type that can teach and train young employees, as well as use their knowledge will benefit organization in different departments. Also by using younger workers as routine workers or in more physical positions that are hard to perform for older employees will give them opportunity to earn more experience and will keep older employees working as well (Patrickson & Ranzijn, 2006). It is necessary for human resources to distribute their workforce accordingly and to provide required training for their young and old employees.