Age Discrimination In Workplace

I.SUMMARY

This proposed study will attempt to determine the extent of relationship between age and work performance particularly of government employees. Government employees are perceived by others as inefficient workers. If you look at the composition of the government workforce, most of them belong to the older generation which have been holding on to their respective positions for more than a decade. Private organizations are composed primarily of a young generation of workers which may be one of the factors that makes people to have a more positive outlook on transacting with these organizations than with a government agency. Young workers tend to be more customer-friendly and more innovative than the older ones. Hence, a study will

Recently, anti-age discrimination bill authored by Ms. Pia S. Cayetano lapsed into law last July 21, 2016. However, despite the passage of this new law, this cannot guarantee the elimination of age discrimination in the workplace as this may be circumvented by creative minds of various organizations. Hence, there is still a need to determine the relationship of age and work performance of employees in order to lessen the worry of their employers and somehow provide statistical evidence that will convince them to revisit their perception that older workers are liabilities and more prone to deterioration and that younger workers cannot play crucial roles in the

Truxillo and Franco Fraccaroli from the University of Trento, Rovereto, Italy entitled Age effects on perceived personality and job performance. Their study aims to determine how older and younger workers are perceived in terms of the Big Five personality and task and contextual performance. Because of workforce diversity, stereotypes is much more evident in the labor market. Age is one of attributes of the labor workforce that produces a lot of stereotypes in terms of its connectivity to job performance. It is important to consider these stereotypes because they influence the decisions of higher authorities regarding a particular group. The researchers used the FFM (Five Factor Model) to study workplace stereotyping because it has been proven in other studies that these dimensions predict job performance and job attitudes. The FFM is composed of five factors such as openness, conscientiousness, extraversion, agreeableness and neuroticism. The researchers found a gap in the literature because perceptions of older and younger workers in terms of the FFM and task and contextual performance could lead to different decisions being made about them (Bertolino, Truxillo, & Fraccaroli,