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Discrimination

Name

Institution Affiliation

Date

Age Discrimination

Workplace discrimination happens when a person receives cruel or unequal treatment attributable to his or her ethnicity, faith, national origin, disability or military status, or other constitutionally covered characteristics. Race is one of the most significant issues that individuals encounter in the workforce, and it has to be handled with authority. There are growing types of prejudice that most exist in the workforce. One way to express bigotry is to refuse one a position because of one's race or gender or view another negatively because of one's race or gender. Discrimination may contribute to the removal of a career, and probably anything detrimental to oneself or to the provocateur. Age discrimination is a problem today, particularly as employers try to escape having to fund pensions or insurance costs and do so by dismissing older workers who may be about to contribute in their pension or may need medical care. Another explanation is that ageing workers can be compensated more than recent recruits, so it is for this purpose that businesses replace older staff with new ones (Directgov. 2011). This form of reform is in comparison to those who are inherently racist towards older workers who are taking the chance to abolish older employment to usher in fresh blood age prejudice primarily affects the aged (60 +) and younger (14-17) in their early adolescence. Because of their era, many Americans were killed, pushed into retirement or turned away from a job. Employers aged over are discriminated against. Employers are more inclined than the elderly to recruit a worker who is much younger and more desirable. Employers do tend to employ workers who can do the necessary job. This is another form of discrimination toward elderly citizens, if they may be really capable of doing the job. "The 1975 Age Discrimination Act prohibits discrimination in services and practices based on age.

The effect of discrimination among the elderly people is closely related to different cultural attitudes in that most of the people tend to believe that the elderly are not in a position of providing quality work output compared to the young people. Therefore such culture encourages the discrimination practices in different institutions or organizations against the old workers. Nevertheless, when it comes to wages and salaries, the young employees tend to be discriminated through being paid a substantial amount of salary as compared to the old people, yet they are assigned the same duty working along even hours.

Cultural issues

Age discrimination is one of the strongest kinds of prejudice, including race or ethnicity prejudice. The age of one citizen will never be a consideration in how he or she is handled. When we hit the point where we can make informed, rational choices on our own, we should be viewed as everyone else is. Age discrimination is common because most of the people of this planet have unjust and old-fashioned views or opinions, in particular about two age classes. The two classes which are most biased against are the youth and the elderly. Age discrimination happens when there is prejudice against an individual on the basis of age. By definition, though, the word should apply to any age demographic, the group most often marginalized on because of their age is that age 40 and above. Individual of ranges are classified into three following groups: The youth, those aged 40 years and above and the elderly

Most businesses, given the increasing longevity of the general population, actually decline to employ individuals who have reached a certain age (Doyle, 2011).

Many workers perpetuate age prejudice as they claim the younger staff are more ambitious and offer the company a better picture, and that older workers lack the skills needed to fulfill work standards, as well as other practical issues including regulations that grant older employees higher wages or other advantages. It is also a general belief that younger workers are less costly to the organization in terms of wages, health premiums and pension plans. While it is unethical to discriminate against a worker in the workforce because of age, the activity is not so easy to detect, and it is even harder to avoid (Devine, 2011).

Theoretical explanation

The two main psychological theories applicable to the context include behavioral theory and personality theory. Behavioral theory helps in marinating all human behaviors, thus reducing the act of discriminating wither the old or the young population. On the other personality theory help in fostering stable patterns of behavior and different thoughts, which are attributed to age, race, ethnic or cultural discrimination (Epson, 2011).

Professional behaviors

Various attitudes have adversely contributed to fostering age discrimination among employees in the organization. People have cultivated a negative culture and believe that the aged are not in a position of rendering quality services as compared to the young generation. Thus all these notions should be eradicated so as to subsidize the rate of age discrimination in different organizations in the state.

Proposed cultural guidelines and competences

The first move in eliminating age prejudice in an organization is for the administration to consider the nature and impact of age disparity on the business. This calls for reasonable strategies to be followed against that activity. The legislation will be transparent about how age discrimination prosecution and sanctions will be published. The company, on all grievances, will take serious action. In fact, the organization must periodically track the workforce and communicate honestly with the employees in order to recognize any future concerns not inherently connected to age discrimination. Many successful approaches to combat age prejudice include an evaluation of the company's culture strategic planning, improvements in recruiting practices, carefully prepared compensation and retirement plans, and an increased approach to providing a work climate that caters to all age ranges (Epson, 2011). Education exercises and positive support can also serve to discourage prejudice against age groups

The more diverse societies function together, the more critical is the teaching in cultural competencies to prevent problems. Cultural issues may vary from miscommunication to direct conflict, both of which threaten the successful efficiency and output of workers. The creation of cultural competence results in the opportunity to recognize, relate and collaborate efficiently with people around cultures and operate across specific cultural values and schedules.

Communication -The reliable and timely delivery of knowledge is crucial to successful research and team success. This is especially relevant when a project is in difficulty and needs urgent remedial action. Persons from various backgrounds also vary in how they respond to bad news, for example. People from certain Asian cultures are unwilling to send bad news to superiors–whereas those from different cultures can overdo it.

Team building-Such as the United States, some societies are individualistic, so citizens tend to go it alone. Many societies admire teamwork within or between other teams. Team-building problems can become more troublesome when teams consist of individuals from a combination of these styles of culture. Successful cross-cultural team building is important if we are to profit from the possible benefits of cultural diversity in the area

Time-Cultures are different in the way they perceive time. We vary, for example, in the contrast of employment and home life and the combination between occupational and social behaviour. Certain variations include the definition of hours or even the precise value of a time limit. Different expectations of time, particularly with schedules and timelines, may trigger a great deal of confusion and mishap at work. Time expectations underline the value of organizational cultural diversity and how it can affect day-to-day jobs.

Schedules-Economic and social phenomena have the ability to affect work. The corporate system usually operates on the secular Western Year, starting on January 1 and concluding on December 31. Yet for deciding New Year's or particular holy days, certain people use slightly varying calendars.

One of the main psychology principles which I would use to prevent age discrimination in the organization is performance appraisal and control. Both of these aspects will help in ensuring that the adverse effect of employees being discriminated in relation to their ages has been subsidized. Performance appraisal will help in measuring the performance output in each worker, thus analyzing the potentials of all workers in regards to the assigned task. Control, on the other end, will help in ensuring that the number of young and old employees is controlled to a specific limit.

Conclusion

In conclusion, I strongly believe that the prevailing cause of discrimination is projected by believes and attitudes associated with specific cultures. Therefore in order to curb such effect, I would develop a positive attitude in regard to the race, ethnicity and cultural background of each individual working in an organization. This will help in fostering equality among workers, and the problem of discrimination will be subsidized at a significant percentage. The following are the steps that I would take to ensure the growth of cultural competencies. Recognize the society reaches beyond the colour of your skin, determine the cultural context of each individual, Determine its linguistic potency. Let the patients feel more "at rest." Perform assessments that are culturally sensitive. Elicit desires and wishes of patients and Comprehend your own personal heritage.

References

Devine, J. (2011). Age Discrimination in the Workplace. Web.

Directgov. (2011). Age Discrimination. Web.

Doyle, A. (2011). Age Discrimination: How Old is Too Old? Web.

Epson. (2011). Avoid Age Discrimination in the Workplace. Web.

Equal Employment Opportunity Commission (EEOC). (N. d). Age Discrimination. Web.

HR Hero. (2011). Age Discrimination in the Workplace. Web.

Workplace Fairness. (2011). Age Discrimination. Web.