Impact of Age Discrimination on Employee Performance in ASDA

This presentation explores the impact of age discrimination on employee performance in ASDA. It investigates the concept of age discrimination, its impact on employees and the company, and the challenges faced in managing it. The presentation also provides recommendations for improving the management of age discrimination in ASDA.

RESEARCH
PROJECT

TABLE OF CONTENT
 INTORDUCTION
 AIMS AND OBJECTIVES
 RESEARCH METHODOLOGY
 DATA INTERPRETATION
 CONCLUSION
 RECOMMENDATION
 REFERENCES

INTRODUCTION
 For attaining success in the highly competitive world it is
very important for the company that they properly manage
the equality and diversity within the workplace.
 This is probably due to the fact that equality is defined as the
act of company in which they provide for the equal
opportunities to each and every employee irrespective of their
gender, age, income, experience and many others

AIMS AND OBJECTIVES
Aim
“To investigate the impact of age discrimination with respect to workplace discrimination over the
capabilities of employees and performance of company. A study on ASDA”
Objectives
• To articulate the concept age discrimination.
• To identify the impact of age discrimination over the performance of the employees and
company.
• To evaluate the challenges being faced in managing age discrimination with respect to
ASDA.
• To suggest some improvement in policies to manage age discrimination in ASDA.

RESEARCH METHODOLOGY
Type of methodology Methodology used
Research type Qualitative research type
Research approach Inductive approach
Research philosophy Interpretivism approach
Data collection Primary and secondary methods
Sampling 20 employees of ASDA
Data analysis Thematic data analysis

DATA ANALYSIS
Theme 2: what aspect of impact is brought by Age
discrimination on employee
Theme 1: familiar with the concept of Age
Discrimination

Continued….
Theme 3: Managing age discrimination in the
organization used to help the company in managing
good work force
Theme 4: impact which is brought by Age
discrimination on the performance of employee

Continued….
Theme 5: Asda used to make take variety of the action to
reduce the impact of Age discrimination in an organization
Theme 6: challenges which is faced by the organization in
managing Age discrimination

Continued….
Theme 8: best way through which impact of Age
discrimination can be reduced at the workplace
Theme 7: Managing Age discrimination will impact the
goodwill of the company in long run

CONCLUSION
 With the evaluation of the above study it is clear that the managing of the equality and diversity is
very essential for the company and its success.
 This is due to the fact that if equal opportunities will not be present in the company then employees
will not work in proper and effective manner.
 From the above study it is essential that managing wage discrimination is very essential as this has
a great impact over working of company.

RECOMMENDATION
 From the above study it is clear that the management of
the age discrimination is very essential as this will
improve the working of the company.
 Thus, for this purpose some of the suggestion or
recommendation for improvement and betterment of the
working environment of the company are as follows-
 Changes in policies
 Proper and clear communication

REFERENCES
 Button, P., 2017. Seniors for Hire? Age Discrimination,‘Sex-Plus-
Age’Discrimination, and the Effectiveness of Age Discrimination Laws.
Testimony before the US Equal Employment Opportunity Commission (June
14). Washington, DC.
 De Groot, A.M. and Hagoort, P. eds., 2017. Research methods in
psycholinguistics and the neurobiology of language: A practical guide. John
Wiley & Sons.
 Horton, R., 2020. Escribano Vindel: Age Discrimination and Judicial
Independence: By Rachel Horton, Lecturer, Reading University, The United
Kingdom. International Labor Rights Case Law. 6(1). pp.70-74.
 McLaughlin, J.S., 2019. Age Discrimination Laws, Physical Challenges, and
Work Accommodations for Older Adults. Generations. 43(3). pp.59-62.