AGE AND GENDER DISCRIMINATION AT THE WORKPLACE


Content

TABLE OF CONTENTS

 

CHAPTER ONE

INTRODUCTION

1.0      Background to the Study

1.1   Statement of the problem                                   

1.2 PURPOSE\OBJECTIVE OF THE STUDY

1.3  Research Question.

1.4  Significance Of Study

1.5 The Research Hypotheses

1.7 Operational Definition of Terms.

1.8 Organization of the Study

 

Reference

CHAPTER TWO

LITERATURE REVIEW

2.0      REVIEW OF AGE AND GENDER DISCRIMINATION IN WORK  IN PLACE AND  EFFECTS

2.1      THEORETICAL PERSPECTIVES

2.3     SUMMARY

                     

                CHAPTER THREE

RESEARCH METHODOLOGY

3.0                    INTRODUCTION

3.1 RESEARCH DESIGN

3.2   SAMPLE SIZE AND SAMPLING TECHNIQUES

3.3 INSTRUMENTATION: VALIDITY AND RELIABILITY

3.4 DESCRIPTION OF STUDY POPULATION

3.5 DATA COLLECTION PROCEDURES

3.6 PROBLEMS ENCOUTERED DURING DATA

COLLECTION

3.7 METHODS OF DATA ANALYSIS

 

CHAPTER FOUR

PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA

4.0      INTRODUCTION

4.1      BRIEF HISTORY OF THE COMPANY

4.2    ANALYSIS OF RESPONDENT BIO-DATA

4.3    ANALYSIS OF RESPONSE TO RESEARCH QUESTIONS

 

 

CHAPTER FIVE

                  SUMMARY, CONCLUSION AND RECOMMENDATION

5.1      SUMMARY

5.2        CONCLUSION

    RECCOMENDATIONS

                                                          BIBLIOGRAPHY

 

 

 

CHAPTER ONE

INTRODUCTION

1.0      Background to the Study

The mean age of the workforce in industrialized countries is increasing (Eurostat, 2012; Toossi, 2007; 2009), due to increased life expectancies (Vaupel, 2010) and the resulting need to raise retirement ages to keep retirement systems solvent (European Commission, 2012). In addition, the recent economic downturn has induced many people to continue working beyond traditional retirement ages out of financial need. At the same time, many retirees are engaging in “bridge employment” (Wang, Olson, & Shultz, 2012), or working beyond the cessation of their primary employment, in order to earn additional money, maintain social connections, or engage in fulfilling work.

Not only is the mean age of the workforce increasing; people of different ages are more frequently working side-by-side and on the same teams. On the one hand, this presents the opportunity for people of all ages to be exposed to one another, and perhaps reduce some negative age stereotypes (cf., Harrison, Price, Gavin, & Florey, 2002). On the other hand, this exposure may lead to negative outcomes such as “faultlines” between people of different ages (e.g., Van Knippenberg, Dawson, West, & Homan, 2011).

These trends have led to a surge of interest in age in the workplace in general, and age stereotyping and discrimination in particular.

All over the world, gender differences in the labour market have been persistent over time, all the major labour market indicators clearly points to the obvious gender differences in the market. In many countries, participation rate of women has generally lagged behind the rate for men on account of the high commitment of women to household activities and the Ghanaian labour market is no exception. Surprisingly, the 2000s saw a relatively higher labour force participation and employment rates for women than men based on the Nigeria Living Standard Survey.

 

1.1       Statement of the problem                                    

A nation economic growth is largely dependent on productivity of various organizations that form its industrial and economic component, thus what states will the economy is if the human capital resource employed and controlled by these entities is not productivity enough it will be due to discrimination faced in workplace. Age and gender decrease job satisfaction and makes the employees emotional battle, elimination of age and gender discrimination is crucial for the satisfaction and motivation, commitment and enthusiasm and less stress of costly waste of valuable resource of the organization because it can lead to law suit and poor public image.

Discrimination of staff will lead to a high rate of turnover and this could cause great strain on the limited resource of the organization as new staff will need to be employed and trained in order to fit into the job roles.

1.2  PURPOSE\OBJECTIVE OF THE STUDY
age and gender discrimination are social vice that threaten to rip apart the fabric of any productivity organization, especially in a country like Nigeria where there is need for more jobs thus it is pertinent for organization to remain in business and grown to employ the teeming population of unemployed youth. Discrimination can destroy any organization. So this research objective is:

i. To identify if there is a significant relationship between age and gender discrimination and employees performance in the work place.

ii. To review if there is corporate culture in the workplace that can effectively discourage age and gender discrimination in workplace.

iii. To assess if there are effective remedies available to any form of discrimination in workplace.

iv. To establish if age and gender discrimination has any effect on labor turnover of the company.

1.3  Research Question.

What are the perception of people toward age and gender discrimination on the growth and development of the ministry of foreign affair? The following are question that will be asked and answered by this research.

·        Is there any significant relationship between age and gender discrimination and employee performance in the ministry of foreign affairs?

·        Are there corporate cultures or policies that encourage age and gender discrimination in the ministry of foreign affairs?

·        Will age and gender discrimination lead to employee dissatisfaction and demoralization in the work place?

·        does age and gender discrimination lead to a high rate of employee turnover in ministry of foreign affairs?

 

1.4  Significance Of Study.

There is need to understand the importance of the relationship between age and gender discrimination as it effect employee performance. the success or failure of organizations depend largely on the quality of human resource employed in that company therefore employers and human resource manger are concerned about the method or techniques that can improved productivity, while elimination vice like age  and gender discrimination that could negatively impact employees there is need of review company operational policies in order to discover grey area that could be international and domestic law established to eradicate discrimination, the law include equal employment opportunity commission (EEOC)us until code no federal regulations. Moreover, the research will establish the relationship between age and gender discrimination and employee turnover with a view to resolving employee turnover of foreign affairs.

 

1.5 The Research Hypotheses

The following hypothesis will be tested in this study:

i.            HO: there is no significant relationship between age and gender discrimination  and employees performance

H1: there is significant relationship between age and gender discrimination and employees performance.

ii.          HO: age and gender discrimination does not decrease the job satisfaction among the employee in the workplace.

H1: age and gender discrimination decrease job satisfaction among employees in the workplace.

iii.        HO: Age and gender discrimination does not reduce commitment and enthusiasm in women workers.

H1: age and gender discrimination reduce commitment and enthusiasm in women workers.

iv.         HO: age and gender discrimination does not increase labor turnover in an organization.

H1: age and gender discrimination increase labor turnover in the organization.

1.6   scope and limitation

This research was conduct to assess age and gender discrimination in workforce in the ministry of foreign affairs, data were taken from this company using interview, observation and questionnaire,. This study has measured the effect and age and gender discrimination on the job satisfactions and motivation commitment and enthusiasm and stress level of the employees in relation to employee’s performance. The challenges faced are:

·        Shortage  of personnel

·        Problem of distance.

·        Employees uncooperative attitude toward question asked and

·        Inadequate funds to support the study or research

 

1.7 Operational Definition of Terms.

Age – that part of the duration of a being or thing who is between its beginning and any given time, specifically the size of that part.

Gender – is the range of physical, mental, and behavioral characteristics pertaining to and differentiating between, masculinity and femininity. Depending on the context, in term may refer to biological sex ( i.e male, female or inter sex), sex-based or gender identity.

Dissatisfaction – the state or altitude of not being satisfied, discontent, displeasure about something.

Demoralization – to undermine the confidence or moral of a person.

Employees – an individual who works part-time or full –time under a contract of employment, whether oral or written , express or implied , and has recognized right and duties also called worker.

Perception – is the organization, identification and interpretation of sensory information in order to represent and understand the environment.

Organization – a social unit of people that is structured and managed to meet a need to pursue collective goal

Productivity; is the ration of output in production, an economic measure of output per unit of input.

 

1.8 Organization of the Study

This project work was broken into five chapters. The first chapter comprises of general introduction of aspect of the study. Which include    the background of the study, important of the study, research methodology, definition of term and how the study was organized.

The second examine the historical background of age and gender discrimination in work place and effect, the theoretical perspective and summary.

The third chapter examine the research methodology, the research design, the sample size and sampling techniques, the instrument used , description of study population, Data collection procedures and problem encounter during Data collection.

The forth deal with the analysis and presentation of data chapter five deal with the discussion of results, recommendation and conclusion of research project.

               

 

Reference

Geoffrey wood (2018). Age discrimination and working life. perspective and contestation

A LAN WAIKER (11998). Age and employer’s attitude, practices and policies towards older worker.

 

 

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