Making reference to the future and to potential older

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making reference to the ‘‘future’’ and to ‘‘potential.’’ Older employees have less future time left in their careers by definition. Also, older employees are commonly viewed as tending to be at a flatter period in terms of their growth curve, which may create the perception that they have less potential for future work. This is problematic not only because it may have negative outcomes in terms of adverse impact, but also because the assessment of ‘‘potential’’ is very subjective. Second, other subjective criteria such as adaptability and flexibility are common in downsizings because of the uncertainty of the future. However, this may be problematic because
DICK SPENCER CASE 19 many people hold the stereotype that older workers are less adaptable, less flexible, and more resistant to change. 5. Establish fair evaluation procedures
5a. Use multiple independent evaluators
DICK SPENCER CASE 20 be more readily identified when they are compared to the ratings of others and because evaluators will have to justify their ratings to each other. It is important to note that this is not the same as having reviews of the downsizing decisions. Having higher level managers or the HR department review the decisions is also a good practice, but it is insufficient by itself. Reviews do not provide an independent judgment that will increase reliability and prevent bias.

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