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possible not only because performance ratings are so subjective, but also because prejudice leads to perceptions that are not well-intentioned in the first place. Political skills are also responsible for the evaluations received by many employees. Those who know ingratiating tactics will be evaluated better than those who lack such skills. Since it has been found that older workers are less likely to use such tactics, it is possible that older workers often receive a lower evaluation than younger workers, not only because of the ageist prejudices already discussed, but also because of their failure to kowtow to supervisors who are often younger than they are. This assault upon the economic and emotional stability of so-called older workers is therefore enhanced by the practice of permitting recent college graduates without any supervisory experience or with limited supervisory experience to become managers and thus supervise older employees. By older is meant here anyone forty years old or older since the Age Discrimination in Employment Act defines age 40 as an age at which protection from age discrimination is mandated by that law.

Custom Essays on aaa

Virginia Stapleton is a fifty-nine-year-old woman who has been existing on welfare together with her invalid husband. She searched hard for a job in the secretarial field since she was an experienced typist for many years and has obtained skills in word processing. She searched the newspapers and answered a number of advertisements. When she did succeed in getting an interview she was treated with cold politeness. One potential employer was very blunt and without hesitation asked her, What can you do for us at this stage of your life? Even though Mrs. Stapleton wants the proverbial workfare, not welfare, she is unable to succeed.[Wanda J.] Smith and [K. Vernard] Harrington have shown that age-based beliefs common in the United States at the end of the century are shared with the whole American population by young future managers. These beliefs include the view that older workers will not cooperate with younger supervisors and that the reverse is also true. Yet, such beliefs overlook that older workers have learned that failure to cooperate or show antagonism to a boss is career suicide. Nevertheless, the relationship between a younger supervisor and an older worker does not fit the usual American norms. We define norm to mean anticipated behavior. Normally, then, individuals forty years old or more are viewed as authority figures, as leaders and as bosses. Teachers, clergy, parents and important elected officials are viewed as normally being older and experienced. Hence, the dyad younger boss-older worker is a role reversal in American culture and leads to tensions, resentments and anxiety. The Causes and Consequences of Age ExclusionThe fourth aspect of the old-young dyad in late century America is the practice of age exclusion. This phrase concerns all who place their aged parents in a nursing home, all who never visit their parents, all who persuade or even force their parents to give up their money before they are dead and a host of other such practices. Age exclusion is the product of nonproductivity. This means that because of the increase in the life span and the increase

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