Stereotypes Of Aging Adults In The Workplace

Medicare is not the only benefit seniors receive from their government. Taxes can be greatly affected by age. For instance, many elderly receive tax breaks and extensions based on their social security benefits as well as reductions and tax-cuts on certain holdings and investments. So with Roth IRAs, 401k the elderly is only taxed upon withdrawal. Discounts are available everywhere for the elderly from restaurants to cruise ships. Normally, with higher prices bring bigger discounts. Ageing workers are more skilled, knowledgeable, and more proficient than their younger counterparts. Often times it can be said that the “older people” are more intelligent, practical, intuitive, extremely flexible and very strategic in their work ethic, planning and can be considered “intelligent” in life’s well learned lessons that come with age and wisdom. Being positive and using an example in this way between aging and greater wisdom, one tends to have a greater degree of patience, greater understanding and wisdom that parallels life’s pathway. “Many elders in foreign countries are considered to be esteemed and held in high regard,” (Applebaum, Bardo, Robbins (2103). Some studies show that interests, motivation and skill does not decline with age, nor does a person’s work performance suffer due to aging. Aging workers also receive higher salaries due to their tenure. Finally, there is no data to show that older workers cost more to insure than younger

And, age discrimination should not exist today. Why should it, does talent expire? However, I believe that age discrimination is everywhere. It might not be easy to recognize because "cultural fit" hides it, as we discussed in two weeks ago in class. Or, it is just two expensive for an individual to pursue legal action. As a hiring manager, it is interesting to me, why an employer is not looking for the best candidate. Recruiting is expensive. Recruiting is expensive and talent management is critical for success. As stated in Armstrong, "The fundamental aim of strategic HRM is to generate strategic capability by ensuring that the organization has the skilled, committed and well-motivated employees it needs to achieve sustained competitive advantage." [© Kogan Page - Armstrong's Handbook of Strategic Human Resource Management - http://app.kortext.com/read/95029/?page=39]. Therefore, I know that I want to hire an individual that is going to add value to my business unit. Based on my own personal hiring experiences, I have hired candidates that are right out of college to candidates on the other end of the spectrum, and this was their second, third or even out of retirement career. Although, the candidates right out of college were immediately successful there is definitely difference in their approaches to work. The older employees brought many things that I believe are intangibles to the team, which helped influence the younger folks too. I found that the older employees that I hired were exhibited key characteristics that I think any hiring business leader or manager would want on a team. The traits, to name a few

Many studies have shown a positive link between work and well-being. Research concludes unemployed individuals show lower levels of well-being, reduction in happiness, lower income, and often destroyed self-respect and social relationships (Layard, 2004.) The older person’s importance of having employment is correlated with many aspects of their health and social relationships. It was estimated that in 2011, one out of six Canadians was an older worker, which was much higher from a decade earlier (Government of Canada, 2012). Currently, access to jobs is often limited do to mentioned ageist stereotypes. Often than not, older workers are perceived as having diminished mental and physical competence, resistant to change, unproductive, slow, difficult

The Department of Labor estimates that by the year 2012, the Labor Force will be over age 55 (Harvey 184). In a time when issues such as Age and Ability are at the far front for a lot of employers, understanding how to deal with an aging workforce is essential. The debate on how to address this issue is only beginning.

This is an unavoidable issue for nearly all employers, but some businesses are particularly vulnerable because their employees are concentrated in the age range when eldercare is most common (i.e., ages 45 to

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

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.

According to the study of Center on Aging and Work/Workplace Flexibility at Boston collage, there are many negative stereotypes about older workers. The reading passage discusses these negative stereotypes but the listening passage contradicts these stereotypes by giving explanations.

However, it all depends on the job meaning sometimes jobs like a position on congress require people of atleasst 10 years of experience in the senate, which can not easily be got before the age of 35. For example; most of the judges in the world today are more than 70 years old and they are the ones who have to make great decisions in life of course according to the law, this is an example of non- negative aspect of

Ageist views regarding older adults in the workplace are currently on an upward trend in businesses in the developing world. The term ageism is defined as the,“systematic stereotyping of and discrimination against older people because they are old.” It has been discerned that businesses avoid hiring people older than a specific age, as well as fire workers once they reach a certain age. Not only are elders being left out of job opportunities, due to their age, but a multitude of stigmas are oftentimes associated with older workers. While these negative notions vary from workplace to workplace, they most often times include the idea that older adults are less efficient, lack training in modern technology, place a drain on the company, demand higher wages and salaries, as well as lack the creativity and vigor that

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.

     In order to maintain a competitive edge the legal profession and the clients for whom they represent, need to employ an age diverse workforce that reflects the demands of our changing community and its potential markets. They are considerable bottom-line benefits in utilizing qualified older workers and according to the United States study conducted for the National Council on the aging, most reported that they believed older workers were reliable, thorough, conscientious and dependable. Myths and stereotypes must be directly countered through education.

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.

Elderly people are often stereotyped as forgetful, weak, or unable to take care of themselves; keeping this in mind, how can you logically hire an elderly person to do a job that a young, more physically fit employee could undoubtedly perform with less risk and effort. Stereotypes such as these are playing a huge role in the controversy over mandatory retirement. Morgan

It takes time for them to be as skilled as the retired workers but in time they may be on par and maybe better. I, as the Executive of SHRI, feel that older people have way more experience as compared to the younger people. These older people may be valuable to the organization and they are assets, as the saying goes, “old is gold”. They have contributed to the economy for a long time and letting them work for a few years more would not make a huge difference. With their experience, the organization would run more smoothly and