Posted: January 18th, 2024

Influence of Age Stereotypes on Employment

Influence of Age Stereotypes on Employment

Age stereotypes are generalized beliefs or assumptions about the characteristics, abilities and preferences of people based on their age group. Age stereotypes can have negative consequences for the occupational well-being, career development and employment opportunities of older workers, especially in the context of an aging workforce. In this paper, we review some of the main findings and implications of the research literature on age stereotypes toward older workers and how they can act as employment barriers.

What Citation Styles Can You Use for My Essay?

Students often ask, “Can you write my essay in APA or MLA?”—and the answer’s a big yes! Our writers are experts in every style imaginable: APA, MLA, Chicago, Harvard, you name it. Just tell us what you need, and we’ll deliver a perfectly formatted paper that matches your requirements, hassle-free.

Age Stereotypes as Employment Barriers

Age stereotypes can affect various aspects of the employment relationship, such as hiring decisions, training opportunities, performance appraisals, promotion prospects and retention policies. According to the self-categorization theory (Turner et al., 1987), people tend to categorize themselves and others into social groups based on salient attributes, such as age, gender, race or occupation. This process of social categorization leads to intergroup bias, which is the tendency to favor one's own group over other groups and to perceive outgroup members as more homogeneous and less favorable than ingroup members. Intergroup bias can result in discrimination, prejudice and stereotyping toward outgroup members.

Older workers are often perceived as an outgroup by younger managers or coworkers, who may hold negative age stereotypes about them. Some of the common negative age stereotypes toward older workers are that they are less productive, less adaptable, less motivated, less creative, less willing to learn, more resistant to change, more prone to errors, more costly and more likely to retire soon (Dordoni and Argentero, 2015; Posthuma and Campion, 2009). These negative age stereotypes can influence employers' decisions and behaviors toward older workers in various ways.

For example, employers may be less likely to hire older workers than younger workers for new positions, especially if they perceive the job as requiring high levels of physical or cognitive abilities, technological skills or innovation potential (Finkelstein et al., 1995; Ng and Feldman, 2012). Employers may also be less likely to offer training opportunities to older workers than younger workers, assuming that they have lower learning capacities or lower returns on investment (Armstrong-Stassen and Templer, 2005; Maurer et al., 2008). Employers may also be less likely to offer permanent contracts to older workers than younger workers, expecting that they will retire soon or become less productive over time (Bal et al., 2011; Van Dalen et al., 2010).

Is It Legal to Use Your Writing Service?

Absolutely, it’s 100% legal! Our service provides sample essays and papers to guide your own work—think of it as a study tool. Used responsibly, it’s a legit way to improve your skills, understand tough topics, and boost your grades, all while staying within academic rules.

These employment barriers can have detrimental effects on the occupational well-being and career development of older workers. Older workers who face age discrimination or stereotyping may experience lower levels of job satisfaction, organizational commitment, self-efficacy, motivation and performance. They may also experience higher levels of stress, burnout, turnover intentions and retirement intentions (Chiu et al., 2001; Kooij et al., 2011; Ng and Feldman, 2008). Moreover, these employment barriers can limit the human capital development and diversity of organizations, as well as their ability to cope with labor shortages and skill gaps in the aging workforce (Armstrong-Stassen and Ursel, 2009; Kunze et al., 2011).

How to Reduce Age Stereotypes and Promote Age Diversity

To reduce the negative effects of age stereotypes on employment outcomes and to promote age diversity in the workplace, several strategies can be implemented at different levels. At the individual level, older workers can challenge negative age stereotypes by engaging in continuous learning, updating their skills, seeking feedback, demonstrating their competencies and achievements, expressing their career aspirations and preferences, and maintaining a positive self-image and attitude toward work (Bal et al., 2013; Maurer et al., 2008). Older workers can also seek mentors or role models who can provide them with guidance, support and inspiration for their career development (Feldman et al., 2010; Kramarz et al., 2020).

How Much Does It Cost to Get a Paper Written?

Our pricing starts at $10 per page for undergrad work, $16 for bachelor-level, and $21 for advanced stuff. Urgency and extras like top writers or plagiarism reports tweak the cost—deadlines range from 14 days to 3 hours. Order early for the best rates, and enjoy discounts on big orders: 5% off over $500, 10% over $1,000!

At the interpersonal level, managers and coworkers can foster positive intergroup relations by creating opportunities for intergenerational contact and collaboration, such as cross-age mentoring programs, team projects or social events. These activities can help to reduce intergroup bias by increasing mutual understanding, appreciation and trust among different age groups. Managers and coworkers can also provide older workers with constructive feedback,
recognition and encouragement for their work performance and contributions (Armstrong-Stassen and Ursel,
2009; Kunze et al., 2011).

At the organizational level, employers can implement policies and practices that support age diversity
and inclusion, such as fair recruitment and selection processes, flexible work arrangements,
lifelong learning programs,
career development plans,
performance appraisal systems,
compensation schemes
and retention strategies
that are based on merit
and individual needs
rather than on age
or seniority
(Dordoni and Argentero, 2015; Posthuma and Campion, 2009). Employers can also provide training and education to managers and employees on the benefits of age diversity, the challenges of age stereotypes and discrimination, and the ways to prevent and address them (Armstrong-Stassen and Ursel, 2009; Kunze et al., 2011).

Conclusion

Age stereotypes are pervasive and persistent in the workplace, and they can have negative consequences for the occupational well-being, career development and employment opportunities of older workers. To reduce the impact of age stereotypes and to promote age diversity in the workplace, it is important to adopt a multilevel approach that involves individual, interpersonal and organizational strategies. By doing so, employers can leverage the potential and value of older workers, as well as enhance their own performance and competitiveness in the aging workforce.

Will My Use of This Service Stay Private?

Yes, totally! We lock down your info with top-notch encryption—your school, friends, no one will know. Every paper’s custom-made to blend with your style, and we check it for originality, so it’s all yours, all discreet.

References

[1] Armstrong-Stassen, M. and Templer, A. (2005), "Adapting training for older employees: The Canadian response to an aging workforce", Journal of Management Development, Vol. 24 No. 1, pp. 57-67.

[2] Armstrong-Stassen, M. and Ursel, N.D. (2009), "Perceived organizational support, career satisfaction, and the retention of older workers", Journal of Occupational and Organizational Psychology, Vol. 82 No. 1, pp. 201-220.

[3] Bal, P.M., De Lange, A.H., Jansen, P.G.W. and Van Der Velde, M.E.G. (2008), "Psychological contract breach and job attitudes: A meta-analysis of age as a moderator", Journal of Vocational Behavior, Vol. 72 No. 1, pp. 143-158.

Do You Use AI to Write Papers?

No way—our papers are 100% human-crafted. Our writers are real pros with degrees, bringing creativity and expertise AI can’t match. Every piece is original, checked for plagiarism, and tailored to your needs by a skilled human, not a machine.

[4] Bal, P.M., De Lange, A.H., Zacher, H. and Van Der Heijden, B.I.J.M. (2013), "A lifespan perspective on psychological contracts and its relations with organizational commitment", European Journal of Work and Organizational Psychology, Vol. 22 No. 3, pp. 279-292.

[5] Chiu, W.C.K., Chan, A.W., Snape, E. and Redman, T. (2001), "Age stereotypes and discriminatory attitudes towards older workers: An East–West comparison", Human Relations,
Vol. 54 No. 5,
pp.
629-661.

[6] Dordoni,
P.
and Argentero,
P.
(2015),
"When age stereotypes are employment barriers: a conceptual analysis
and a literature review on older workers stereotypes",
Ageing International,
Vol.
40 No.
4,
pp.
393-412.

[7] Feldman,
D.C.,
Klaas,
B.S.,
Dorn,
E.P.
and Chen,
Y.-P.
(2010),
"Older workers' job performance in today's workplace",
in Hedge,
J.W.
and Borman,
W.C.
(Eds.), The Oxford Handbook of Work
and Aging,
Oxford University Press,
New York,
NY,
pp.
449-470.

Why Choose You for Research Papers?

We’re the best because our writers are degree-holding experts—Bachelor’s to Ph.D.—who nail any topic. We obsess over quality, using tools to ensure perfection, and offer free revisions to guarantee you’re thrilled with the result, even on tight deadlines.

[8] Finkelstein,
L.M.,
Burke,
M.J.
and Raju,
N.S.
(1995),
"Age discrimination in simulated employment contexts:
An integrative analysis",
Journal of Applied Psychology,
Vol.
80 No.
6,
pp.
652-663.

[9] Kinsella,
K.
and Wan He,
W.
(2009),
"An aging world: 2008",
U.S. Census Bureau International Population Reports P95/09-1,
U.S. Government Printing Office,
Washington,
DC.

[10] Kooij,
D.T.A.M.,
De Lange,
A.H.,
Jansen,
P.G.W.,
Kanfer,
R.
and Dikkers,
J.S.E.
(2011),
"Age
and work-related motives: Results of a meta-analysis",
Journal of Organizational Behavior,
Vol.
32 No.
2,
pp.
197-225.

[11] Kramarz,
F.,
Skans,
O.N.,
Thoursie,
P.S.
and Fredriksson,
P.
(2020),
"Mentorship programs for youth labor market integration: Evidence from a randomized evaluation in Sweden",
Journal of Labor Economics,

Who’s Writing My College Essays?

Our writers are top-tier—university grads, many with Master’s degrees, who’ve passed tough tests to join us. They’re ready for any essay, working with you to hit your deadlines and grading standards with ease and professionalism.

Vol.
38 No.
4,

pp.

1197-1234.

[12] Kunze,

Are Your Papers Original?

Always! We start from scratch—no copying, no AI—just pure, human-written work with solid research and citations. You can even get a plagiarism report to confirm it’s 95%+ unique, ready for worry-free submission.

F., Boehm,

S.A.

and Bruch,

H.

Can You Match Any Citation Style?

You bet! From APA to IEEE, our writers nail every style with precision. Give us your guidelines, and we’ll craft a paper that fits your academic standards perfectly, no sweat.

(2011),

"Age diversity,

age discrimination climate

and performance consequences—a cross organizational study",

Can I Update Instructions Mid-Order?

Yep! Use our chat feature to tweak instructions or add details anytime—even after your writer’s started. They’ll adjust on the fly to keep your essay on point.

Journal of Organizational Behavior,

Vol.

32 No.

2,

How Do I Get an Essay Written?

Easy—place your order online, and your writer dives in. Check drafts or updates as you go, then download the final paper from your account. Pay only when you’re happy—simple and affordable!

pp.

264-290.

[13] Maurer,

T.J.,

How Fast Can You Handle Urgent Deadlines?

Super fast! Our writers can deliver a quality essay in 24 hours if you’re in a pinch. Pick your deadline—standard is 10 days, but we’ll hustle for rush jobs without skimping.

Barbeite,

F.G.,

Weiss,

E.M.

and Lippstreu,

Can You Tackle Complex Essay Topics?

Definitely! From astrophysics to literary theory, our advanced-degree writers thrive on tough topics. They’ll research deeply and deliver a clear, sharp paper that meets your level—high school to Ph.D.

M.

(2008),

"New measures of stereotypical beliefs about older workers

Tags: Influence of Age Stereotypes on Employment