Ageism In Workforce docx.

RUNNING HEAD: RESEARCH PROPOSAL
Title: Ageism in workforce
Name of Student;
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Author Note:

RESEARCH PROPOSAL1
Table of Contents
1.1 Introduction:..............................................................................................................................2
1.2 Background of Research:.......................................................................................................2
1.3 Research Problem:.................................................................................................................3
2. Literature Review:.......................................................................................................................3
2.1 Ageism:..................................................................................................................................3
2.2. Age discrimination in the Recruitment:................................................................................4
2.3 Developing notions of Ageism in the workplace:.................................................................5
2.4 Literature Gap:.......................................................................................................................6
3. Research Hypothesis....................................................................................................................6
4. Research Methodology:...............................................................................................................6
4.1 Research Philosophy:.............................................................................................................6
4.2. Research Design:..................................................................................................................7
4.3 Data Collection Method:........................................................................................................7
4.4 Data Analysis:........................................................................................................................7
4.5 Ethical Considerations:..........................................................................................................7
5. Time frame:.................................................................................................................................8
Budgeting:........................................................................................................................................9
6. Conclusion:..................................................................................................................................9
Reference List:...............................................................................................................................10

RESEARCH PROPOSAL2
1.1 Introduction:
In the present context, it can be seen that ageism has become a major issue on a global
manner within majority of the organizations (Barnett 2005). Ageism starts to take place in the
workforce when an employee who has crossed the age of fifty and have passed over the career
developmental trainings and promotions, which has led them to become stagnated within the
organization in terms of hierarchy and position. The inevitable psychological cold war and the
conflict that arises when a senior employee is criticised for his work by the younger employees
has been creating a distortion in the organisation, which in turn has negative impact on the
productivity (Carmichael Hulme Porcellato Ingham and Prashar 2011.). On the other hand,
Letvak (2012) was of the view that the relatively younger workforce has the knowledge of
handling modern technologies and equipment, which increases the effectiveness of the
organizations. The paper thus aims at the analysis of this ageism issue in the organisation.
1.2 Background of Research:
Various scholars have stressed upon the issue of ageism in the past who argued the fact
that the US workforce is getting grey with each passing day due to the critical issues of
retirement, shortage in the staffing and age discrimination (Clarke and Griffin 2018). The
philosophy of most of the organisations in present times is getting rid of the older workforce.
Helen Dennis on the other hand in his research analysed that it is good to have the older
employees who are experienced enough and can give guidance to the younger workforce. Letvak
in 2012 have described the various myths and realities that guide the psychology of the workers

RESEARCH PROPOSAL3
in the age discrimination in the organisation. The researches have been focusing on the
management of the diverse workforce (Dennis and Thomas 2017.).
1.3 Research Problem:
The idea of working with the younger generation has in recent times become a dreaded
idea among the elder employees since there are chances of them to be criticised or ignored in the
workplace. The term ageism was coined to define the bigotry that the older people face in their
organisation. Thus, it can be understood that this issue is of a primary nature and an area of
concern for the organisations as the culture and productivity are greatly affected. Thus, the paper
will analyse the fact wether ageism is a practice that has a rationale behind it or are done simply
out of some myths and beliefs.
2. Literature Review:
2.1 Ageism:
Pew Research Council has surveyed that in 2016, 18.8 percent people who are aged over
65 have been working actively. The increase in the working of the older people in the
organisations, the age discrimination has been a greater issue that has necessitated the
organisations to plan about strategies for ruling out the age related issues. In doing this, most of
the organisations have resorted to the cutting down of the old population from the workforce
(Wilson 2015.). Ageism refers to the following actions:
1. The organisation tends not to hire an employee because the employer is of the notion that a
younger person would be best suited in the role.