Chapter 13 Homework What Are Some Specific Steps That Organization

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Chapter 13: Age

Chapter 13

Age

Table of Contents

Page No. in the IM

Chapter Outline

Chapter Objectives

Lecture Notes and Teaching Suggestions

Key Facts (and Associated Questions)

as Discussion Points

Questions to Consider (End of Chapter)

Actions and Exercises

Suggested Test Questions

Chapter Outline

1. Introduction and Overview

2. Historical Background

4. Legal Protections for Younger Workers

6. Education

8. Research on Employment Experiences of Younger Workers

10. Recommendations for Organizations

12. Key Terms

14. Actions and Exercises

Chapter Objectives

Chapter 13: Age

After completing this chapter, readers should understand age as an aspect of diversity in

organizations. Specifically, they should be able to:

• define ageism and age stereotyping and discuss their meaning for older and younger

workers.

• explain why younger workers as well as older workers should be included in

conceptualizations of age as an aspect of diversity.

Lecture Notes and Teaching Suggestions

This chapter considers age an aspect of diversity. Age discrimination is prohibited by the

Age Discrimination in Employment Act (ADEA) which prohibits employment-related

discrimination against employees and job applicants who are at least 40 years of age. The

ADEA does not prohibit discrimination against workers younger than 40; recent court

decisions have reaffirmed the focus of the ADEA on older workers.

Age diversity is not only increasingly important as older people work for a longer period

and pursue employment after retirement, it is also relevant to younger workers. Although

age discrimination against younger workers is not prohibited by law, younger age diversity

The instructor should emphasize that stereotypes about the competence of older workers,

their willingness and ability to be trained, and their nearness to retirement work to the

disadvantage of older workers and the organizations in which they are employed (or seeking

employment). Older women have greater disadvantages and face more discrimination than

the older men do.

Chapter 13: Age

Key Facts (and Associated Questions)

Questions following each “Key Fact” are helpful in stimulating class discussion. (Selected

key facts include discussion points in this Instructors’ Manual. Instructors may choose

different questions to emphasize a particular key fact depending on the needs/interests of

both the students and instructors). Instructors could have students formulate questions of

their own which are relevant to the key facts and use them for class discussion.

• For the first time in history, there are four generations in the workforce.

Question: Do these four generations have different work values. If so, what are the

differences?

The four generations in the workforce are traditionalists, baby-boomers, Generation

X, and Millennials. Many organizations are providing training and mentoring

• Despite differences, some researchers have found many similarities in work attitudes

among the generations.

Question: What are the causes of such differences or similarities in work attitudes?

Differences in attitudes might be due to the following: life cycle effects, period

• Younger workers are more diverse in racial and ethnic background than ever before.

Question: Since younger workers are more diverse, does it prevent organizations from

recruiting them?

Chapter 13: Age

Students’ answers will vary. Managing a diverse workforce might be a challenge for a

• Older people are staying in or returning to the workforce at higher rates than ever.

Question: What would be the leading cause for older people to return to the

workforce?

Students’ answers will vary. Along with the psychological benefits of work, personal

• At least 20% of the population in Germany, Italy, and Japan is over 65, as are 15% of

the population in Canada, France, Spain, and the United Kingdom.

Question: What are the consequences of the increasing population of old people?

There might be several consequences of such an increase. If the majority of the

nation’s population include old people, then the nation might have to give equal

• Although older workers are widely perceived to perform at lower levels than younger

workers, this perception is not supported by research.

Question: Why is this such a common perception if it is untrue?

• Older workers are less likely to be laid off but it takes them longer to obtain another

job than younger workers.

Question: Why does it take longer for older workers to find a job after being laid off?

Chapter 13: Age

There is a misperception that older workers can find jobs more quickly because they

• Discrimination and stereotypes on the basis of age affect older and younger workers,

organizations, and society.

Question: How do stereotypes differ for these two groups?

Younger workers are often viewed as more desirable than older workers. On the other

hand, younger workers may be viewed as lazy, irresponsible, and not dependable.

Selected Items for Instructors’ Consideration as Discussion

Points

1. International Feature 13.2: B&Q Hardware Stores Find Hiring Older Workers

Profitable

This feature discusses B&Q Hardware’s successful strategy of hiring older workers in the

United Kingdom. B&Q started its age diversity efforts, deciding to try hiring older workers

to help address problems it was having with recruitment and turnover. A two-year

performance review of B&Q’s Macclesfield store, which was purposely staffed entirely by

people who were at least 50 years old, was significantly higher than that of other stores.

B&Q has taken several steps to increase employment of older workers. This has resulted in

higher profits, lower turnover and absenteeism, and higher customer satisfaction.

Questions to Consider:

1. Given the experience of B&Q with targeted hiring of workers over 50, why don’t

more companies experiencing similar problems with turnover and absenteeism use a

Chapter 13: Age

similar hiring strategy?

2. This chapter has focused on the need to avoid age bias and discrimination against both

younger and older workers.

a. Given B&Q’s success with targeted hiring of workers over 50, what steps could

be taken to ensure that younger workers who would also be good workers are

not excluded?

b. What effect might having a mix of workers over 50 along with workers in the

18 to 24 age group have on overall turnover, absenteeism, shortage, and

customer satisfaction?

A mixture of workers would probably result in the best of both worlds. Younger

c. What are some specific steps that an organization might use to best capitalize on

a mixed-age employee base?

2. Organizational Feature 13.1: L’Oréal

Chapter 13: Age

This feature provides two different pictures of L’Oréal and diversity. In a case brought

Questions to Consider:

1. What factors may explain the apparent contradiction between the EEOC litigation and

the Diversity Business Practices Global Leadership Award received by L’Oréal?

It is difficult for an organization to control behaviors of each employee. Joyce Head,

the senior director of L’Oréal, was a good performer. It appears that a newly hired

2a. If the award, DBP, and the EEOC’s charges are legitimate, what factors might explain

the apparent disconnect between L’Oréal’s overall values and the behavior of the

newly hired vice president of sales, who allegedly discriminated against Head? What

could L’Oréal have done in response to Head’s complaints that might have

circumvented the lawsuit?

The apparent disconnect could be explained by the failure to address Head’s

2b. Many companies are recognized for positive diversity efforts while at the same time

being charged with discrimination or harassment. What recommendations would you

make to help companies deal with these contradictions, both internally with

employees and externally with the media and constituents? Since simply ruling out

organizations as potential employers on the basis of lawsuits or bad press is not

reasonable, what recommendations would you make to individuals when sorting out

Chapter 13: Age

in which organizations to seek employment, given contradictions such as these?

Companies should make concerted efforts to deal with contradictions such as these.

3. As populations age, what are some specific ways in which organizations such as

L’Oréal might better serve older customers?

3. Table 13.5: Relationships between Key Diversity Issues and Career Outcomes for

Young Workers

This table presents negative career related outcomes that result from harassment,

discrimination, and gender role socialization. The discussion of different diversity concerns

and the related career outcomes given in the table provides examples of the long-term

negative outcomes of common experiences for many younger (and older) people at work.

Questions to Consider (End of Chapter)

1. What possible effects could a large proportion of people aged 45 to 64 and a smaller

proportion of people under 45 in the current workforce have on organizations’ ability

to attract and retain a competent and motivated workforce? How might discrimination

against younger and older workers combined affect employers, given the shifting age

distribution?

If an organization devalues older workers, having fewer younger workers in the

2. In addition to the suggestions provided in this chapter, what other things might

organizations do to counter employees’ age-based stereotypes?

3. How might the lack of broad federal legislation prohibiting age discrimination against

younger workers contribute to their experiences of discrimination and harassment at

work?

4. Marny Midkiff’s programming chief at the Weather Channel reportedly stood by a

diversity poster as he made disparaging age- and gender-related comments about the

appearance of women anchors. What signal does this send about the genuineness of

the Weather Channel’s commitment to diversity?

Actions and Exercises

1. Conduct an investigation of age-related employment experiences of your family and

friends. Is there evidence of younger or older age favoritism or discrimination, or

both? Explain.

2a. Conduct an informal census of employees in several places: casual restaurant, bank,

department store, university, or other locations where many employees are visible.

Document the number of older and younger employees and the positions they appear

to hold. Estimate the ages of each person. How do your data fit with what you have

read in this chapter? What conclusions did you reach?

Students’ answers will vary.

2b. Choose two nights to watch television for thirty minutes to one hour each. Document

the type of program, commercials, and the numbers of older and younger characters

by sex on the programs and commercials.

Students’ answers will vary.

2c. What similarities and differences are apparent between the people in questions 2a and

2b?

Students’ answers will vary.

3. Conduct research to see what, if any, additional legislation has been passed regarding

younger age discrimination in the United States and other countries.