Discrimination in Old Age
Annotated Bibliography
Sandra Rosenzweig
University of Central Florida
SYP 4732
Thesis
Discrimination in the workplace is experienced by individuals from all social groups, but perhaps the one that goes most unnoticed is age discrimination. Ageism is discriminating or stereotyping individuals who fall into a specific age group (Powell). Although there are laws to protect workers (James) from age discrimination; it is difficult to prove the employers actions as being age related bias. Why should age be a factor in the workplace; shouldn’t every person have the same rights?
References
Bayl-Smith, P & Griffin, B. 2014, (Age discrimination in the workplace: Identifying as a late-career worker and its relationship with engagement and intended retirement age). Journal of Applied Social Psychology, (9)(1), 588-610. Starting a career change in the later working years can be very exciting and scary at the same time. Most late career-workers are happy and comfortable with their later in life career decision. Studies have shown that when these individuals were faced with age discrimination, they rejected the negative stereotypes and avoided all negative effects of age discrimination. They also joined groups, became members, and were at times more outgoing then the younger generation. By using these strategies, most individuals that were discriminating against the aged, changed their attitudes and became more accepting of the late career-workers. Cognitive and affective identification are unique valuables as a late career-worker. Fox, W. (2012). Unemployment and the unemployables. Business Horizons, 32 (1). 59-72. During the recession in 2007, many people became unemployed. The recession showed no discrimination among age, gender, ethnicity, or race. The older workers were not sheltered from the effects of the recession, in fact; the older generation suffered the most due to depression, anxiety, stress, and prolonged joblessness. Research was conducted on 1,202 unemployed workers; half of the worker under the age of 55 and the other half over the age of 55. According to the National Bureau of Economic Research, older workers believe that age discrimination is preventing them from reentering the job market. Research proved that during the recession, the length of unemployment was very different for older and younger workers. The older workers used multiple resources to search for employment but were lacking in knowledge of using social network websites. The younger workers were mostly using LinkedIn, Twitter, and Facebook for exposure and marketing for employment potentials. Further research is needed to determine if this is age discrimination or lack of social media marketing knowledge. Cox, C. C. & Beier, M. (2014). Too old to train or reprimand: The role of intergroup attribution bias in evaluation older workers. Journal of Business & Psychology, 29(1), 61-70. Cox and Beier provides an outline of older age groups with poor working performance. …show more content…
In this extremely technical article, 203 supervisors (male, female, from a variety of cultures) successfully revealed evaluations of older, poorly performing personnel. This study provided evidence that after evaluating all ineffective workers the results were rated differently depending on the age of the rater. Older raters rated the elder workers as being disciplined and credited their poor performance of work to controllable causes. The younger raters were more inclined to attribute older workers performance as stable causes. Ultimately, the study showed that the evaluations were dissimilar depending on the age of the rater. Evans, C., & Montvilo, R. (2014). Ageism. Salem Press Encyclopedia of Health.17(1), 72-88. Studies have shown that there are many misconceptions about the interests and abilities of the aging population. A survey was conducted to access the most frequent types of ageism in the United States. The results were “disrespect …show more content…
A study was conducted by the Workplace Bullying Institute. Abuse in the workplace was defined as humiliation, intimidation, verbal abuse, sabotage of work, threatening conduct, or any kind of repeated mistreatment. To torment, frustrate, or wear down a person that provokes, frightens, or pressures a person is also considered abuse and discrimination in the workplace. As the issues were found, it opened the door for a more inclusive understanding of where problems excised and allowed the research to continue to find the answers to the discrimination problems in the workplace. The conclusion was to create an effective workplace policy that will promote and practice equal rights for all workers regardless of
Annotated Bibliography
Sandra Rosenzweig
University of Central Florida
SYP 4732
Thesis
Discrimination in the workplace is experienced by individuals from all social groups, but perhaps the one that goes most unnoticed is age discrimination. Ageism is discriminating or stereotyping individuals who fall into a specific age group (Powell). Although there are laws to protect workers (James) from age discrimination; it is difficult to prove the employers actions as being age related bias. Why should age be a factor in the workplace; shouldn’t every person have the same rights?
References
Bayl-Smith, P & Griffin, B. 2014, (Age discrimination in the workplace: Identifying as a late-career worker and its relationship with engagement and intended retirement age). Journal of Applied Social Psychology, (9)(1), 588-610. Starting a career change in the later working years can be very exciting and scary at the same time. Most late career-workers are happy and comfortable with their later in life career decision. Studies have shown that when these individuals were faced with age discrimination, they rejected the negative stereotypes and avoided all negative effects of age discrimination. They also joined groups, became members, and were at times more outgoing then the younger generation. By using these strategies, most individuals that were discriminating against the aged, changed their attitudes and became more accepting of the late career-workers. Cognitive and affective identification are unique valuables as a late career-worker. Fox, W. (2012). Unemployment and the unemployables. Business Horizons, 32 (1). 59-72. During the recession in 2007, many people became unemployed. The recession showed no discrimination among age, gender, ethnicity, or race. The older workers were not sheltered from the effects of the recession, in fact; the older generation suffered the most due to depression, anxiety, stress, and prolonged joblessness. Research was conducted on 1,202 unemployed workers; half of the worker under the age of 55 and the other half over the age of 55. According to the National Bureau of Economic Research, older workers believe that age discrimination is preventing them from reentering the job market. Research proved that during the recession, the length of unemployment was very different for older and younger workers. The older workers used multiple resources to search for employment but were lacking in knowledge of using social network websites. The younger workers were mostly using LinkedIn, Twitter, and Facebook for exposure and marketing for employment potentials. Further research is needed to determine if this is age discrimination or lack of social media marketing knowledge. Cox, C. C. & Beier, M. (2014). Too old to train or reprimand: The role of intergroup attribution bias in evaluation older workers. Journal of Business & Psychology, 29(1), 61-70. Cox and Beier provides an outline of older age groups with poor working performance. …show more content…
In this extremely technical article, 203 supervisors (male, female, from a variety of cultures) successfully revealed evaluations of older, poorly performing personnel. This study provided evidence that after evaluating all ineffective workers the results were rated differently depending on the age of the rater. Older raters rated the elder workers as being disciplined and credited their poor performance of work to controllable causes. The younger raters were more inclined to attribute older workers performance as stable causes. Ultimately, the study showed that the evaluations were dissimilar depending on the age of the rater. Evans, C., & Montvilo, R. (2014). Ageism. Salem Press Encyclopedia of Health.17(1), 72-88. Studies have shown that there are many misconceptions about the interests and abilities of the aging population. A survey was conducted to access the most frequent types of ageism in the United States. The results were “disrespect …show more content…
A study was conducted by the Workplace Bullying Institute. Abuse in the workplace was defined as humiliation, intimidation, verbal abuse, sabotage of work, threatening conduct, or any kind of repeated mistreatment. To torment, frustrate, or wear down a person that provokes, frightens, or pressures a person is also considered abuse and discrimination in the workplace. As the issues were found, it opened the door for a more inclusive understanding of where problems excised and allowed the research to continue to find the answers to the discrimination problems in the workplace. The conclusion was to create an effective workplace policy that will promote and practice equal rights for all workers regardless of