Ageism PowerPoint Presentation

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Eric Li

A PowerPoint for Ageism.

Ageism By – Eric, David, Lawrence, Kenneth

What is Ageism? ,[object Object],[object Object],[object Object],[object Object],[object Object]

How did Ageism affect us in the past? ,[object Object],[object Object]

Example of Age Discrimination ,[object Object]

How does Ageism affect us now? ,[object Object],[object Object],[object Object]

How will Ageism affect the future? ,[object Object],[object Object],[object Object]

Review on Ageism ,[object Object],[object Object],[object Object],[object Object],[object Object]

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Dear All, Do you get angry often in your life that makes you loose focus on what is right and wrong? Is there been a time that you failed to see reason because you were very angry at something or someone? Do you scream at your spouse / children / friends / subordinates when you are angry? Welcome to the party - you are one among millions who are victims of this much devastating emotional volatility which is as good as a human bomb ready to explode any time! Let me share with you this PPT on " How to stop getting angry ". Please do let me have your comments on the same. With best regards Shamim

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This presentation is part of the online TAE40110 Certificate IV in Training & Assessment course offered by Fortress Learning. Fortress Learning's TAE program is based on the belief that every student is unique. Each student has an individual program tailored to reflect their prior learning, current situation, future goals and their preferred learning style. More information is available from www.fortresslearning.com.au or by telephoning 1300 141 994.

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Age Ch 12 "INTRODUCTION AND OVERVIEWIn this chapter, we consider age as an aspect of diversity, focusing on ageism, age-based misper-ceptions about the contributions and performance of workers, and the need to value contributions ofall workers, regardless of age.Ageism is defined as prejudice, stereotypes, and discrimination directed at a person because ofhis or her age.2 Age stereotypes are judgments about individual employees based upon their agerather than on their actual knowledge, skills, or abilities.3 As is evident by the definitions, ageismand age stereotypes are not limited to older workers, contrary to common belief. Thus, the perspec-tives and experiences of both younger and older workers are included in this chapter. The increasingproportion of older workers, the declining ratio of younger workers entering the workforce, and thegreater racial and ethnic diversity of younger workers make both younger and older workers impor-tant to an understanding of age diversity in organizations.Age is a unique aspect of diversity, having attributes that differentiate it from things such asrace, sex, and ethnicity. First, at some point, those who are young cease to be young and becomeold and those who are now old were once young.4 This change in status contrasts with the perma-nence and stability of race and ethnicity and (in most cases) gender. Although cosmetics, hair color-ing, or cosmetic surgery may be of some help in avoiding the appearance of aging, people’s generalage range remains fairly apparent to observers and the process of aging remains certain for every-one who lives. The inevitability of this change in status also makes age discrimination seem particu-larly strange in comparison with other forms of discrimination. Those who hold prejudices anddiscriminate against other groups will generally not become a member of the devalued groups;there is no risk of suffering their fate. Whites will not become Black, chromosomal men will notbecome chromosomal women, and Native Americans will not become Asians. With aging, however,unless people die young (which most would not choose), everyone will become a member of the“older” age group. Although this fact would appear to provide an impetus to avoid older age discrim-ination, such discrimination is common.Second, when compared to race, ethnicity, and sex, the concepts of “older” and “younger” aremore complex than perceptions of other attributes. When does one become an older worker? Atwhat age does one become older and thus less likely to be hired, trained, or promoted? At whatage do employees become old enough such that negative perceptions (e.g., unmotivated, self-centered) about them as younger workers end? At what age do positive perceptions (e.g., trainable,energetic) about younger workers cease and perceptions shift to the negative (e.g., too old to learn,set in their ways)? Clearly, there are no definitive answers to these questions. Perceptions of young," "ld, younger, and older vary b.

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