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Ageism Contemporary Issues

1736 Words7 Pages

Ageism as a contemporary issue Being a manager nowadays is an extremely difficult task. The modern leader has to be open-minded to take care of its business as well as employees. Unfortunately, there are many reasons why staff members may feel abused or unwelcomed in their workplaces. One of the biggest issues when it comes to the companies, especially high-tech, is Age Discrimination, also called Ageism. There are four types of Ageism. The most common is Direct Discrimination. It can appear when the choice is made by the reason of other person’s age (Silkin et al., 2007). “For the purposes of these Regulations, a person (“A”) discriminates against another person (“B”) on grounds of B’s age, A treats B less favourably than he treats or would …show more content…

In some cases, Age discrimination can be unintentional, usually as a result of sub-conscious prejudice. (Silkin et al., 2007) That is why leaders have to be extremely careful while working with people from different age groups. Employees who are under age pressure may be less effective and experience some mental issues. Moreover, the lawsuit is not the worst or the most important thing which may happen to a manager or company. The most meaningful thing about aged-diverse crew is good performance. Diversity in the workplace can be awfully crucial and can boost the results in a significant way. That is the reason why it is worth to keep diversified team. A study from 2009 conducted by Personality and Social Psychology Bulletin of Harvard Business Review shows differences between divers and homogenous teams. The study was based on a teamwork and the goal of this task was to solve a murder mystery. After individual piece of work they were joined in two kinds of groups and they had to discuss and give an answer. The members of the first type of groups knew their teammates from common places like fraternity or sorority. The group of the second type was created from three people who were familiar with each other and one stranger. Cooperation in the first type of groups was smoother and their decisions about mystery were more confident than in the groups of the second type. Their work felt easier in comparison to the groups of other kind. Nevertheless, the answers from the second type of groups were more accurate. It means that the harder work is, the results are better. As a result of this test it is possible to state why it is essential to have a diverse team.

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Importance and benefits of managing this diversity There is prescription that a company could apply to be successful, therefore it depends on the capability of the leader to sort out what is best to the organisation based on the level of productivity of the workplace. Leaders and managers should know and recognise skills that are vital in creating a positive and effective diverse workforce. One day session of training and programs is inadequate to change a person’s behaviour and styles, therefore the company need continuous development, implementation and maintaining trainings and awareness foundation. The welfare of having a diverse workforce is that it brings a unique standpoint to the company.

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Hatshepsut was one of the most influential and powerful pharaohs of the 18th Dynasty of Egypt. She faced an abundance of discrimination and prejudice during her rule solely because she was a commanding female ruler in a time when patriarchy was the dominating norm. Therefore she had to overcome many preconceived notions about women in power that were constructed by generations of male pharaohs before her. Despite many obstacles, like an eradication attempt, Hatshepsut altered the social standards regarding women in Ancient Egyptian society. In doing so, she proved that women could be self-sufficient and fully functioning leaders, gave divine legitimacy to their rules, and carved a path for future female rulers throughout the world.

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This Chair Rocks: A Manifesto Against Ageism by Ashton Applewhite is a compelling and enlightening exploration of ageism, challenging societal norms and advocating for a more inclusive and respectful approach to aging. Applewhite, a prominent anti-ageism activist, brings to light the pervasive and often overlooked discrimination against older adults, urging readers to recognize and combat ageist attitudes and practices. This report will summarize Applewhite’s key points, a critical analysis of the piece, and a personal reflection and application of information found in the book. Throughout this book, Ashton Applewhite’s discussion of the prevalence of ageism, intersections with other forms of discrimination, challenging myths and stereotypes, and cultural and

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Ageism is a massive issue that is a part of our everyday lives. This form of discrimination can occur to any individual in any age range. Ageism is usually mentioned when expressing the prejudice older adults experience. The article, “What is Ageism?,” states that, “researchers have suggested that stereotypes about older people often relate to how younger people expect them to behave.” (Have You Experienced Ageism?2022)

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1620 Words | 7 Pages

Ageism: A Bystander’s Viewpoint Discrimination. We’ve all seen it. Some of us have experienced it. Unfortunately, the understanding many people have of discrimination is ever so slightly skewed. While the public’s definition of discrimination is as follows “The unjust treatment of individuals based on race or gender”, the dictionary definition is not quite the same.

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Ageism is mostly seen in elderly in the United states as most believe the older you get the less you can do. But ageism isn’t only about the rights of the elderly. What about kids? Or in fact young adults? Ageism refers to the stereotypes and discrimination someone may have toward another based on their age.

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2001 Words | 9 Pages

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1816 Words | 8 Pages

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1473 Words | 6 Pages

Per the Bureau of Labor Statistics, almost one in five employees in the United States are above the age of 55. As the number of baby boomers in the workplace continues to rise so does the number of age discrimination claims, though documented claims represent only a portion of the total number of employees who are forced out of their job due to their age. While the Age Discrimination in Employment Act of 1967 shelters employees 40 and over, a U.S. Supreme Court ruling in 2009 made it harder to demonstrate age discrimination. Many lawsuits are found to be invalid, or settled without assigning blame, while others find the employer clearly at fault. One example of the latter is the age discrimination case brought against Daimler Trucks North America LLC by ex-Daimler supervisor Josef Loczi.

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