February 20, 2012
Age discrimination is existent. Older employees are defined as members of the “mature” generation (58 or more years old); younger employees are members of three generations—the Baby Boom (post World War II or 38 – 57 year olds), Generation X (23 – 37 year olds), and Generation Y (18 – 22 year olds). “The key to a company’s future success will be its adaptability – its capacity to deploy resources quickly to seize competitive opportunities and to draw from a labor pool that features a mix of multi-skilled, full-time workers, and specifically-skilled, contingent employees who contribute on a part-time or temporary basis” (Hall and Mirvis, 1998). Research is conducted when individuals or businesses want to find out the connection, if any, between two or more things. This paper will discuss, “Will hiring younger employees to take the place of older employees increase the productivity of a business?”
We will be discussing the different aspects of finding a solution to this very question. We are going to focus on four areas within our research. They will be broken down by significance, scope, magnitude, and feasibility of finding a solution to our question. We will discuss how using these different aspects of our research will help us determine the purpose of conducting our research.
Working in businesses in which you have to make life changing decisions can be stressful. Factors to consider with this topic are age, experience, knowledge, and productivity. The final solution will impact current employees and potential new hires; therefore, businesses need to be fair in the decision(s) being made and make sure it is in the best interest of all parties involved. Businesses must examine every aspect of a situation to avoid discrimination lawsuits, loss of business, or an increase in employee turnover. Overall, happy employees will produce an efficient workflow and exhibit a more positive attitude toward the company as well. “The two criteria to judge feasibility are cost required and value to be attained” (Wikipedia.com). Many solutions can be prepared for various situations within a business environment. However, each solution needs to be logical and suitable for the situation. Businesses should test possible solutions to see which one will be the most beneficial by using feasibility studies. “Feasibility studies aim to objectively and rationally uncover the strengths and weaknesses of the existing business or proposed venture, opportunities and threats as presented by the environment, the resources required to carry through, and ultimately the prospects for success” (Wikipedia.com).
The magnitude of finding a solution to the issue of whether or not hiring younger employees will increase productivity is very high. The business needs to continue to make a profit in this economy and if hiring young people is the solution, it is imperative that we make sure the solution is found. This task should not be difficult, however, as long as the decision making process is followed. We created research questions, a hypothesis, decided on what the variables are, and considered the ethical complications. Following legal guidelines and the process of finding the solution will help us get to the right answer. The magnitude of finding the right answer is enormous since our business depends on it.
Older workers are often liable to encounter difficulties in employment and occupation because of prejudices about their capacities and willingness to learn, a tendency to discount their experiences, and market pressures to hire younger workers who are often cheaper to employ. To increase productivity and eliminate discrimination when it comes to younger employees versus older employees, the following measures could be taken to have a more productive workplace: (1) Set up a policy establishing clear procedures on non-discrimination...