Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
Number of employees requesting alternative benefit representative.
Discussion
The results of the experiment failed to demonstrate any significant or conclusive findings concerning the hypothesis that age would have an adverse effect on the perception of the credibility of the younger benefit representatives for a variety of reasons. Notwithstanding the themes identified in the literature review concerning the possible relationship between age, credibility and trustworthiness, just one (or 5%) of the 20 employees who sought assistance from the 20-year-old benefit representatives requested assistance from another benefit representative, and this was most likely attributable to the fact that the requested benefit representative possessed the requisite expertise in the benefit area being consulted (retirement). None of the Some of the potential reasons that the visiting employees were satisfied with the services provided by the visibly younger benefit representatives include the following:
1. Employees were less concerning about the age of the benefit representative than the quality and friendliness of the services provided.
2. Employees did not want to appear "pushy" or otherwise offend the participating benefit representatives by requesting another benefit representative.
3. There was an insufficiently distinct age gap between the two younger benefit representatives and the others available to assist employees with their questions or requests.
4. Employees did not want to single out a human resource employee for failing to perform his or her job adequately and thereby harm their livelihood and opportunities for future advancement.
In reality, though, the refutation of the study's hypothesis is good news for...
In a day and age characterized by an increasingly multicultural society and globalized marketplace, there would appear to be little room available for using spurious factors such as individuals' age, gender or race in formulating preconceptions about them. In fact, rejecting the assistance of a younger person in favor of an older one smacks of ageism, and the law of the land prohibits such conduct in the workplace today. Certainly, it is reasonable to conclude that older employees will likely possess a greater amount of experience and expertise in their given field than their younger counterparts, but this does not mean that younger people are not able to perform their jobs satisfactorily or even superbly. It does, mean, though, that there are significant and important gaps in the growing body of research concerning how people perceive others based on physical appearances that require further investigation before any valid conclusions can be drawn concerning these issues today.
References
"Engage Employees as Consumers in Benefits Enrollment." (2007). Managing Benefits Plans,
07-04, 2-3.
Little, a.C. & Perrett, D.I. (2007). Using Composite Images to Assess Accuracy in Personality
Attribution to Faces. British Journal of Psychology, 98, 111-126.
Human Resources & Change: The Internal Revenue Service Human Resources Tax season is upon Americans. Every working American knows that when dealing with tax issues, which at some point, every working American does, interactions with the Internal Revenue Service are inevitable and often profoundly displeasing. Citizens make feel powerless against the institution of the IRS because it is a part of the federal government. Citizens may feel they have to put up
Human Resource Learning Development Human Resources Learning Development Learning and development is among leading businesses. Despite the current organizational budget squeezes, companies are making significant investments in training employees. Researches done on American companies reveal that these billion investments have actually improved the workforce where by skills are being transferred to everyday job (Wilson, 2005). Human Resources and Learning and Development activities support the Organization's strategy Learning development or training development is one of
Things run relatively smoothly overall, but they could be vastly improved if there were more communication channels and if more people in the company felt like HR personnel were more approachable and easier to talk to. The Creation of Strategic Plans So many things go into the creation of a strategic plan, that it is often very difficult to know where to even begin to make one, but this is one
Human Resource Functions at XYZ Staffing, Inc. Following periods of economic downturn, companies of all sizes and types frequently turn staffing agencies to help them refill vacancies that resulted from the previous downsizing initiatives that were needed to survive. In some cases, such staffing agencies provide suitable candidates for companies on a temporary basis, while in others candidates are provided for consideration for permanent employment; some agencies provide both temporary and
Cultures that at one time had no impact upon business, such as India, China, Korea, and Vietnam are now deeply integrated into the international market place. The emergence of these nations has altered the business dynamics and caused dramatic changes that many developed nations have had difficulty understanding (Pfeiffer, 2007). The role of the human resource professional is to assist his company in adjusting to the changing demographics. IV. Technological
Through this, the owner of Ford Motors Corporation was able to increase production levels and to reduce costs. "Even then when the lean manufacturing concept was years away, Ford had a focus on reducing time and material waste, increasing quality, and lowering cycle times, in order to achieve a lower cost vehicle which was reflected in the price reduction of the model T. year on year. This focus allowed