Frazzled
Peter Hans Johansen
Published by Peter Johansen at Smashwords
Copyright 2009 Peter Johansen
Smashwords Edition, License Notes
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Economic Perils of the Middle Aged American Worker
Economic Perils of the Middle-Aged American Worker
Stakeholder Perspectives/Ethical Dilemmas
Table 2 - Stakeholder Perspectives & Ethics
The Forgotten Graveyard Worker
Stakeholder Perspectives/Ethical Dilemmas
Table 2 - Stakeholder Perspective & Ethics
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Preface
GAP analysis methods endeavor toward developing visionary solutions to complex problems by bifurcating or simplifying the problem into measurable steps. The combined thesis ‘Economic Perils of the Middle-Aged American Worker’ and ‘The Forgotten Graveyard Worker’ attempts toward accomplishing solutions toward a complex problem. For instance, the middle-aged worker being 40 to 75 encounters many hiring challenges created by mythical or psychic superstitions, which eventually develop into lifeline challenges. In addition, ‘The Forgotten Graveyard Worker’ encounters humanistic challenges combined with company disguises. Unfortunately, creating humanistic challenges such as cancer expand into pre-existing conditions and former company denials. Hence, the combined thesis attempts to create awareness to ongoing confrontational humanistic events.
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RUNNING HEAD: ECONOMIC PERILS OF THE MIDDLE-AGED AMERICAN WORKER
Economic Perils of the Middle-Aged American Worker
December 15, 2008
© Copyright – 2009, Peter H Johansen
Economic Perils of the Middle-Aged American Worker
Individuals encounter various obstacles through his or her lifetime, which brings many challenges, opportunities, and unfortunate economic dilemmas. However, while various challenges yield rewarding opportunities, discriminatory practices occurring in various workplace settings especially towards older workers develop into economic perils or calamities as is and has been continuously occurring in various organizations. In essence economic perils of significant magnitude create unfortunate economic opportunities.
Nonetheless, while economic turmoil continues for older workers, organizations continue delivering economic turmoil, which adds to an existing economic calamity. Furthermore, company social behaviors create genocidal barriers to opportunities for older workers merely assuming short-lived life spans. As stated by Hyde (2008), “Even though word of the slaughter was reaching America, it seemed of little interest to the press and politicians. Lemkin was outraged” (p. 1). In essence social behaviors of an aging society create negative barriers towards opportunities, which develop into unwanted, unconcerned, or genocidal conditions.
While adverse social behaviors are confronted by older workers, organizations develop or assume various myths, disguises, or denials, which contribute towards unfavorable older worker actions. In other words, day-to-day challenges are encountered by older workers using various means available to an organization. In addition since genocidal events were ignored while genocidal events were occurring, then company actions that create adverse conditions appear additionally ignored.
Nonetheless, corporations of various sizes have stakeholders, which seek equitable fairness within a corporation. In addition stakeholders seek company growth through ethical practices and investments, which contributes to a GDP equation. Unfortunately, unethical practices can erode company investments, which contribute to a declining GDP. However, opportunities or goals can be developed, which minimize unethical practices. Furthermore, modifying existing legal systems can prevent adverse discriminatory practices. In essence changes or overhauls are necessary to achieve existing EEOC goals. In addition organizations such as family court services, which contribute towards economic calamities through discriminatory practices and workforce misalignments, require further overhaul thereby improving intended services.
Nevertheless, while economic perils of the older workers continue, changes in demographic populations additionally continue. In other words, prior baby bursts from pre WWII events followed by baby booms after WWII events, with repeated baby bursts from introduced fertility drugs create a baby bang or economic burst resulting from baby boomer aging, a limited younger workforce, and continued discriminatory practices. In essence a baby boom era from 1946 to 1964 produced an increase in baby population followed by a decrease in baby population, which cannot be misrepresented, changed, or modified in population statistics.
Thus, an economic peril of a middle-aged worker faces many obstacles. What this paper and gap analysis describes is how economic perils from various discriminatory practices can be analyzed and translated into opportunities for employment growth, individual respectability, and recognition through various recommended changes and individual commitments. In addition minimizing discriminatory jitter created by various organizational myths can improve economic dilemmas as experienced in today’s global marketplace.
Situation Analysis
Issue and Opportunity Identification
Dilemmas, which later can be converted to opportunities, become part of our every day existence. In other words, individuals encounter various problems, which through time and diligence become solved from reoccurrence. Unfortunately, while some issues become solved from reoccurrence, other dilemmas continue without effective resolutions or accountability in sight. In addition such dilemmas become hidden, masked, or disguised from recognition while other calamity events will bury existing dilemmas. Surprisingly, an unresolved dilemma that is currently buried amidst an economic calamity is age discrimination. In other words, and as media events portrait images, “Is John McCain too old for becoming a president?”
In essence age becomes a barrier to opportunity and individual desires, dreams, goals, and capabilities become questioned. In addition an individual who appears old, no matter how much work or effort that has been placed within a company, his or her talents, trust, and organizational fit is not required. In essence portrayed image or skills are no longer required primarily due to visual appearance. As stated by Kennedy (2008), “…loyalty, dependability, flexibility, trust, and putting in long hours (with absolutely no expectation for additional compensation or recognition) were no longer important.” Therefore, age barriers are continuously created, which deny opportunities for individual growth and personal challenges.
Thus, as age barriers deny opportunities, obscure walls, myths, or obstacles are created towards opportunity because individuals’ age develops unjustified barriers to persons who desire continued personal growth. In other words, aging becomes a problem towards continued opportunity. In addition and as stated by Dempsey (2004), “Stereotyping older people damages us all. First, it can mean we overlook the resources, skills and experiences which older people place at our disposal” (p. 13). Similarly, as African-American, Jews, female employees, or other ethnic groups are stereotyped for their individual characteristics; older workers become stereotyped because of one’s individual characteristic. Furthermore, as stated by Phipps (2006), “By limiting recruitment or selection to a narrow ethnic or gender specific profile, an employer might easily miss the best person for the job in question” (p. 521). Nevertheless, regardless of individual characteristics, uniqueness, ethnicity, gender, political affiliation, or exclusive individuality everyone ages.
However, while ageism creates barriers towards opportunities, opportunities can be established towards removing ageism barriers. In other words, barriers to opportunities create challenges. Similarly, as the Berlin wall came down, barrier walls towards opportunities must come down. In essence, the middle-aged worker desires personal growth, opportunity, and not be positioned in an unwanted, unfit, or mythical job position. As further stated by Johnson, Indvik, and Rawlins (2007), “Opportunity lies in using older workers' skills to fill gaps occasioned by the declining birth rate” (p. 15). In essence possibilities exist towards enhanced employment for older workers, which can be used to fill existing workplace gaps in our organizational society.
Nonetheless, while ageism creates barriers towards opportunities, barriers, hindrances, or falsified myths are generated, which develops further barriers towards opportunities. For instance, individual health insurance costs for an older individual can present barriers towards hiring decisions, which creates employment limitations towards older individuals. Therefore, an assumption that healthcare or medical costs for an older worker will be greater than for younger workers becomes formulated. In essence a healthcare cost-to-cost comparison, which effects hiring decisions, becomes formulated. Furthermore, healthcare insurance costs for an older worker are greater than a younger worker, which generates reduced opportunities for employment. In essence presumed older worker health-care costs create deterrents towards hiring older workers. As stated by Scott, Berger, and Garen (1995):
Since older workers are more costly to insure, their labor market opportunities relative to those of younger workers may be substantially reduced. Given these cost differences, it is reasonable to hypothesize that health insurance can be an important consideration in a firm's decision to hire older workers (p. 775).
Thus, while health-care myths develop stereotyping towards older individuals, who effect hiring decisions, peer review data contradicts health-care myths towards older individuals. As stated by Johnson, Indvik, and Rawlins (2007):
Bureau of Labor Statistics show that in 2002, those age 25-54 made up about 76% of the work population and experienced 75% of the recordable work injuries involving days away from work. Those age 55 and older accounted for approximately 13.6% of the working population and contributed to only 10.4% of the recordable injuries involving days away from work. The productivity data show that those people in the 55+ age bracket also appear to be more productive than their younger counterparts (p. 15).
However, while health-care myths create barriers towards hiring decisions, opportunities arise that can transform health-care myths into realties. In other words, hiring decisions should be based on individual capabilities such as person-based structures rather than on anticipated health-care costs of an individual. In essence can an individual perform the specific task and does an individual have the necessary skill sets to perform an assignment? Thus, hiring decisions should be based on skill-sets, capabilities, and educational knowledge rather than on health-care costs of an individual. As stated by the Edmonton Journal (1992), “Health care premiums are less because older workers usually have no dependent children and are sick less often” (p. C.9).
Nonetheless, while barriers and myths continue, individual appearances are required and create barriers to employment. For instance, employment training agencies suggest limiting experience years on a resume. In other words, the resume is disguised to show minimal working experiences, thereby disguising individual age. Furthermore, additional disguises through plastic surgery, cosmetic surgery, or hair modifications are required to construct a younger look. In essence the employer seeks a younger person to fulfill the job role, which requires an older worker to make distinguishable changes.
Nevertheless, as stated by Rasche, (2006), ““…does erasing the signs of age on the female face undermine an actress's work and challenge the autonomy of her performance?” (p. 1). Unfortunately, regardless of creativity that is used towards changing appearance for employment, individual ageing processes have not been altered. In other words, having plastic surgery or hair modifications to aid towards employment does not alter an individual’s age. As stated by Brosi and Kleiner (1999), “Companies want to promote an image of a young, mobile staff. ‘We are a young company of young people’” (p. 100).
However, while appearances create obstacles towards employment, opportunities can be developed, which removes obstacles towards employment. In essence hiring decisions should not be based on individual appearance or years of remaining life rather than on individual capabilities. In essence can an individual perform the specific undertaking and does an individual have necessary skill sets to perform the required task? Thus, hiring decisions should be based on skill-sets, capabilities, and educational knowledge rather than on appearance of an individual or on a remaining life-span. However, as stated by Gerry (2008), “…aging in today's youth-obsessed society, with its negative myths and attitudes about older people, makes the prospect even more dreadful. Being an ‘older person’ in America is the prune pits” (p. PF.4). In other words, challenges or opportunities lie ahead towards removing negative myths and showing respect towards an aged society.
Nonetheless, while myths and stereotyping continues older worker disrespectfulness towards human capital improvements additionally continue. In other words, individual education and personal experiences appear less valued towards an aged society. Furthermore, employers assume that older workers typically demand higher salaries for their respective experiences. In essence employers disrespect individual education and experience of older workers. Thus, an assumption exists that older workers produce less value than a younger worker similarly, as a female worker produces less value than a male worker or as an African-American worker produces less value than a Caucasian worker. Thus, employers assume older workers should earn less than younger worker, which is similar to female workers, should earn less than male workers.
Therefore, as training myths continue, disrespect towards older workers for training, personal experiences, and hiring practice additionally continues. As stated by Alster (2005), “The suit also contends that younger workers were more likely than their older colleagues to receive training that led to promotions and raises” (p. 3.3). As further stated by Woolnough (2004), “Experience is no longer the most valuable commodity for the HR professional, with the majority of over-50s earning less than their younger counterparts” (p. 1). In essence greater respect is given towards a younger generation through higher salaries yet hiring practice complaints for experienced older workers continue. Thus, as stated by Woolnough (2004), “Industry experts believe employers are more concerned about the recruitment and retention of younger employees, and are therefore prepared to pay them inflated bonuses and higher salary increases” (p. 1). In essence employer messages desire younger workers, which are available for training and prefer training investments towards a younger workforce. Furthermore employers’ judgments towards individuals working years or useful life remaining produces further deterrents towards training or company opportunities.
However, while training myths continue, opportunities for training and recognition should become available for all individuals. Similarly, as the African-American was able to move more freely in a slavery society, older workers should be given additional opportunities, which can stimulate their intellectual wisdom and move more freely towards further opportunities. In addition, as Nobel Prize winners receive recognition for their achievements, employers have further opportunities towards recognizing individual achievements.
In essence employers have an opportunity to recognize that human capital improvements consist of personal experiences, training, educational pursuits, sacrifices, and other life experiences. Furthermore, human capital improvements have values that increase similar as individuals pursue higher learning. However, individuals should not be treated as depreciating assets or switches, which can be written off as a worthless commodity that creates continued disrespect towards an aged society. As stated by Graham (1996), “Contrary to myth, 60-year-old employees have not yet turned into pitiless, prune-juice-drinking, nurse-dependent creatures” (F.1).
Unfortunately, as myths and stereotyping continues, attitude towards older workers or false attitude impressions create further barriers or handicaps toward employment opportunities. In other words, misguided myths create forced early retirement, lack of internal opportunities, or hiring dilemmas, which sends unwanted messages for an aged society. Thus, employers assume older workers have an attitude problem, which creates difficulty in a working environment. Therefore, employers develop unproven myths and create an environment not inductive for an older worker. In essence a working environment created by an organization can change individual behaviors, which causes an organization to blame older workers for his or her behavior. As stated by Martinez and Kleiner (1993), “Most of the discrimination of older workers appears to be based on myths about performance, reliability, and attendance, instead of reality” (p. 1).
While employer attitude problems towards older workers continue, older workers must continuously fight off false myths, which create continued dilemmas for older workers. As stated by Shearring (1992), “It seems bizarre to label people as if they are a commodity stamped with a "sell-by" date…” (p. 11). In other words, older workers continuously struggle towards coexistence in a workplace; however, stigmas such as out-of-date or expired create personal struggles that older workers must cope within themselves.
However, while employer attitudes towards older workers continue, opportunities for attitude refinements create challenges within a workplace. Thus, employers have an opportunity to show respect and stop unwanted myths by creating environments of person-based structures. In other words, treating older workers should be geared towards capabilities and respect of an individual. Furthermore, recognizing employees or older workers within an organization are customers within that organization thereby changing attitudes that develops or influences person-based structures. As stated by Berry and Carbone (2007), “Organizations must think far more deeply about customers' emotional needs and understand how the consistency and effectiveness of clues evoke the emotions that create their customers' experiences of the company” (p. 26).
Nonetheless, as stereotypes continue, additional stereotypes towards older workers create further dilemmas. For instance, older workers receive barriers towards training creating company incapable training myths. For instance, employers assume older workers use outdated methods. In essence employers are biased towards younger workers and assume older workers are not capable of learning new methods nor will be available using new methods. Therefore, older workers are refrained from learning new company skills. As stated by Gibson, Zerbe, and Franken (1993), “The older job hunter is seen as technologically obsolete. More than half of the responses in this category concerned the perception that older job hunter's ‘have a poor education’, ‘lack the appropriate training’ and are ‘stuck in their trade’” (p. 321).
While older workers face dilemmas towards retraining, older workers additionally face disillusionment in retraining. In other words, why would a company invest resources in an older worker when the older worker might not be present tomorrow? In essence, employer shortsightedness and life remaining obstacles creates barriers towards further opportunities. As stated by Walberg (2007):
Unfortunately, more than half of the seniors surveyed felt that there is still significant age discrimination in the workplace and about a third felt that the most important barrier keeping older workers from finding jobs is that employers think older people can't learn new skills (p. B.8).
However, as myths towards retraining capabilities continue, opportunities for enhanced training can reignite older workers fortitude. Furthermore, employers have an opportunity to recognize older workers or middle-aged workers have capabilities in learning new skills or trades similar as younger workers can learn new skills. As stated by Paul and Townsend (1993), “Not only do they have the ability but they also have the desire to learn” (p. 67). In essence older workers desire opportunities and have learning capabilities similar to younger workers. As further stated by Walberg (2007), “The fact is, many older people learn differently, but they retain new skills better and they are more reliable and dedicated than younger workers" (p. B.8).
Nevertheless, while stereotyping or discriminatory practices continue, discriminatory practices through clever disguises will additionally continue. In other words, placing chocolate syrup on vanilla ice cream or having plastic surgery for a younger appearance does not change the originality of content. Thus, discrimination with creative disguises is still considered discrimination. As stated by Gover and McClure (2004), “Salary curves typically show corporate engineers’ salaries declining after age 45. Companies often go to great lengths to disguise this obvious discriminatory practice” (p. 1).
Furthermore, employers find different methods, loop holes, or disguises towards age discrimination, which create challenges for older workers. In other words, employers will proceed at enormous lengths to hide or disguise any and all discriminatory issues. As stated by Osborne and McCann (2008), “In cases such as Ford, Goodyear, and Capital One, forced ranking was alleged to have been a purposeful disguise for intentional age discrimination” (p. 1). In essence employers will pursue at great lengths using various methods of disguises towards individual classes. As stated by the United States Department of Justice (2008), “Sometimes, housing providers try to disguise their discrimination by giving false information about availability of housing, either saying that nothing was available or steering homeseekers to certain areas based on race” (p. 1).
However, while discriminatory disguises create dilemmas in a workplace, opportunities towards removing disguises should be encouraged. In other words, opportunities exist, which removes loop holes or other discriminatory disguise dilemmas. Similarly, as an African American fought continuously to remove the stigma of racial discrimination or the Jew who fought endlessly over discriminatory events, can older individuals strive for opportunities, which remove disguises of discrimination.
On the other hand, while discriminatory practices continue, other symptoms resulting from discriminatory practices additionally continue, which fuels anxiety and other social dilemmas. In other words, effects of continued discriminatory practices have unwanted health symptoms, which can be preventable if individuals are recognized as human beings. As stated by Marshall (2007), “Perceived discrimination can have consequences in its own right, affecting health, well-being and occupational behavior” (p. 257).
Unfortunately, discriminatory practices continue fueling additional damages towards ordinary older individuals. In other words, discrimination through company reorganization and age hiring dilemmas fuels various forms of social problems such as depression, anxiety, or divorce. In essence age discrimination symptoms as encountered by African Americans, the Jewish population, or other ethnic groups create similar dilemmas for old-age skilled workers. Furthermore discriminatory behaviors towards an older workforce create mental and physical problems similar as encountered by other minority populations. In addition discriminatory symptoms do not become recognized until encountered in discriminatory actions. As stated by Schulz, Gravlee, Williams, Israel, et al (2006), “…everyday encounters with discrimination are causally associated with poor mental and physical health outcomes” (p. 1265).
In essence disrespect towards an older generation fuels unwanted health situations, which can be easily preventable. As stated by Ryan, Szechtman, and Bodkin (1992), “… attitudes towards older people are more negative than those towards younger people and that the differences from evaluations of young adults were greater when competence (as compared to personality) was assessed …” (p. 96). Thus, continued negative attitudes or biases towards an older generation can have consequences leading towards various health conditions. As stated by Grant (1996), “Negative stereotyping in society can lead to viewing elderly people in a deprecatory manner and as less valuable members of society” (p. 9). As further stated by Laskey (2008), “Age-based discrimination can decrease one's self-esteem; it can cause feelings of stress, anxiety, guilt, shame, or helplessness” (p. 1). In essence age discrimination can develop various health problems resulting from adverse conditions encountered in a workplace or other establishments.
However, while health dilemmas exist resulting from age discrimination, opportunities can be developed, which fight to prevent and reduce health dilemmas resulting from age discrimination. Thus, opportunities can be generated, which eliminate age discrimination resulting in improvements towards social and mental health well being. In essence an older worker can be a productive member of society, which can improve his or her personal stigma.
Unfortunately, as stated by Peacock (2007), “…63% of older people feel the government is not doing enough to combat ageism” (p. 1). Thus, challenges lie ahead towards combating unwanted ageism and out-of-date individuals.
Nonetheless, while stereotyping, false myths, and other discriminatory dilemmas continue financial handicaps in resolving discriminatory dilemmas create further barriers towards equitable justice. In other words, individual financial resources limit equitable justice thereby allowing companies to take advantage of individual financial limitations. As stated by Michigan Chronicle (2000), “…surmounting barriers to equal justice that affect millions of low-income individuals and families” (p. B10). In essence equitable justice is limited by individual financial barriers thereby allowing discriminatory practices to continue.
In addition employees find limited recourse towards unwanted hiring, involuntary layoff, or other labor law violations due to limited financial resources. In essence limited money resources prevent discoveries and equitable justice resolutions. Thus, limited money resources causes an individual to ‘throw in the towel,’ which unfortunately, allows unethical practices to continue. As stated by the Equal Access to Justice Commission (2008), “The report decried the lack of adequate legal representation for people in poverty who found themselves involved in civil litigation in which critical legal matters such as child custody, eviction, employment, and others were being decided by the courts” (p. 1).
However, as legal limitation towards equitable justice continues, opportunities for equitable and reasonable justice should become available for all individuals. In essence establishing methods for equitable justice could create deterrents toward labor law violations. Furthermore, individuals should not be cornered into unwanted decisions such as payments for rent vice legal services for justice. As stated by Brooks (1997), “…the Equal Employment Opportunity Commission (EEOC) and indicated the necessity to have the laws enforced with the agency fully staffed and funded in order to ensure that the EEOC can effectively enforce federal legislation that prohibits discriminatory practices in employment” (p. 10).
Nevertheless, while financial barriers create dilemmas for equitable justice, other organizations such as the Family Court system create barriers or additional dilemmas, which contribute to an existing employment or economic dilemma. In other words, the Family Court system seeks resolution towards employment. Individuals should be employed regardless of his or her prior occupation. Thus, requiring individuals to seek any type of employment creates employment misalignment and bridges to nowhere. In essence individuals establish a Family Court system requirement; however, individuals become entangled in a process, which further creates economic dilemmas. Furthermore, when individuals become unemployed, no restitution becomes available, which further adds to an existing stressful situation. As stated by Orr (2004), “For many people, the family courts have been a problem for years. The power they have is more absolute in some ways than the criminal courts” (p. 21).
In addition Family Court systems create barriers to opportunity by creating individual misalignments that satisfy Family Court requirements rather than individual endeavors. In other words, a Family Court system is not interested in listening to unemployment dilemmas, discriminatory hiring practices, or aligning an individual with respective employment positions rather than meeting current a Family Court agenda. Unfortunately, misalignment in a workplace develops an unproductive workplace. As stated by Shapiro (2005), “I am often knocked over and thrown off course by tidal waves of absolute power, absolute stupidity, and greed” (p. 196).
Unfortunately, while Family Court barriers exists creating misaligned workers due to Family Court pressures, opportunities are encouraged in a family court system, which will minimize employee alignment through equitable fairness. In other words, individuals should not be burdened with undo pressures from Family Court, economic calamities, and age handicap dilemmas while another party awaits compensation. In addition equitable compensation relief should be encouraged, which further removes undue stresses while individuals seek employment during various economic times.
Stakeholder Perspectives/Ethical Dilemmas
Stakeholder perspectives affecting economic perils are the United States government, United States corporations, and United States shareholders. In essence stakeholder perspectives affect a majority of the United States population. In the meantime, the United States government seeks growth, stability, and economic fairness, which creates gradual increases in the Gross Domestic Product (GDP). However, creating economic fairness requires a workforce that is aligned within their capabilities, which can strengthen an existing workforce. As stated by Frank, Forbes, Soros, and Brittan et al (2004), “The position has become the single most influential office affecting national economic policy, and Stiglitz's commitment to and understanding of the importance of combining economic growth with a concern for economic fairness are sorely needed” (p. 44). In essence strive towards economic fairness can be a key towards an existing economic crises.
In the mean time, the United States government should focus towards improving GDP variables. GDP as stated by McConnell and Brue (2004), “We can determine GDP as the value of output by summing all expenditures on that output” (p. 115). As otherwise stated by McConnell and Brue (2004), “Consumption expenditures by households, investment expenditures by businesses, government purchases of goods and services, and expenditures by foreigners” (p. 115) defines the GDP equation.
However, ethical dilemmas can arise, which causes a decrease in the GDP equation. For instance, keeping all variables constant except investment expenditures (I) and decreasing profit expenditures from punitive damages can result in decreasing investment expenditures and a decreasing GDP. In addition combining the effects of various discriminatory practices increases punitive damages and decreases investment expenditures, which further erodes the GDP equation. As stated by Lawson (2005), “Discrimination hurts profits, but managers are willing to pay for it, making up for the losses in order to be allowed to hire fewer workers from groups they dislike” (p. 1).
Nonetheless, United States corporations seek growth through investments that contribute towards shareholders through increased share values and growth towards the GDP. However, achieving goals towards GDP and shareholder value requires equitable fairness and corporate ethics. In essence through ethics and regulatory compliances can United States corporations achieve gradual growth of the GDP. As stated by Rogers, Ogbuehi, and Kochunny (1995), “…corporations' contract with society allows the corporation to maximize profits so long as profit-making does not cause avoidable harm” (p. 11). Unfortunately, corporations which exceed profits through excessive greed create continued harm upon society, which affects the GDP through decreased business investments. As further stated by Vidal (2006), “…the role of ethics and high standards and how these qualities drive a business to grow to the next level” (p. 1) should contribute to an ethical society.
Nevertheless, United States shareholders seek growth in shareholder value. However, shareholders seek growth through equitable fairness and ethical behavior. In essence shareholders desire increased shareholder growth through corporate ethics and regulatory compliance. As stated by Rogers, Ogbuehi, and Kochunny (1995), “To view their business activities in developing countries primarily as sources of profits provides a less than morally defensible position and sends the wrong signal to developing countries” (p. 11). Therefore, shareholders desire growth through equitable fairness rather than growth through unethical practices or greed. As further stated by Tudway and Pascal (2006), “Whilst profit and stock market appreciation may point to levels of outstanding achievement, this misses out altogether the negative social, economic and environmental externalities that also arrive alongside narrowly based measures of achievement” (p. 305). In other words, promoting child-slave labor or continuously disregarding middle-aged workers while receiving golden parachutes or exceedingly-compensated rewards transmits depressing messages upon shareholders and surrounding society.
End-State Vision
As stated by the University of Phoenix gap analysis program, “A true leader not only works on solving the problem, but also thinks beyond the crisis by implementing measures to prevent the problem from happening again” (p. 1). In essence thorough knowledge and understanding of dilemmas should provide methods for prevention and continuous prevention of existing dilemmas. In other words, existing discriminatory practices towards older individuals regardless of race should be abandoned although various discriminatory practices, disguises, or denials are present causing further discriminatory practices. As stated by O’Boyle (2001), “Discrimination, unfortunately, exists in forms as myriad as the creative perverseness of human beings can provide” (p. 959). Unfortunately, when age discriminatory practices continue, holistic events similar experienced by a Jewish population will produce massive economic calamities as experienced by a baby-boomer generation. As further stated by Overell (2005), “On the other hand, prejudice is a denial of individuality, and age is no marker of competence. What is jokey in one context can quickly be switched into a nasty tool for demeaning someone in another” (p. 8).
However, as discriminatory practices continue, visions or goals towards stopping discriminatory practices must be developed. In other words, old age discrimination created by disguised company reorganizations and delayed hiring practices through developing an economic individual value system is encouraged. In essence respect towards aged individuality recognizing personal achievements, education, and training has an economic value not related as a depreciating asset. Individual economic values can be developed using a five-year FICA income average based upon highest achieved earnings. In addition current unemployed workers especially individuals over 50 can be easily identified from Employment Development Department (EDD) or other sources. Thus, individuals can and work simultaneous with EDD or American Advancement of Retried Personal (AARP) personal on completing and achieving an individual economic value, which is a first step and will be used towards enhancing individual self respect and stopping adverse discriminatory practices.
As stated by Lander and Reinstein (2005), “The results show that the companies that use economic value alignment increase their value significantly over those that do not” (p. 433). In essence developing individual economic values serves as creating an alignment towards actual individual economic value. Furthermore, individual economic value determines the individual stipend as a result of unwanted employment created by discriminatory behavior. Thus, as fisherman are unable to fish, as farmers are unable to plant, old-age workers are unable to work created by continued hiring discriminatory practices. However, individual stipends become only available when through individual and unsuccessful efforts of finding employment and becoming a victim of involuntary downsizing. In addition adjusted individual stipends become available when current employment is not aligned with individual economic value. In other words, prior engineering professionals working as a customer service representative due to unwanted hiring practices creates economic dilemmas for an engineering professional. Economic expenses, which have occurred in higher responsible positions, develop into economic dilemmas for many individuals. For instance, as stated by CNN Money (2008), “Her part-time position pays $250-$350 a week - a far cry from the $72,000 a year she made as a loan processor…” (p. 1). Therefore, the loan processor developed an annual economic loss of $53, 800. However, when multiplying continuous individual economic losses across a country-wide spectrum, then economic dilemmas will occur. Thus, valid economic loss conditions are required for receiving individual economic value stipends, which establishes accountability or checks and balances within an economic system.
Accordingly, as individual economic stipends are received by misaligned or disadvantaged older workers, individual economic stipends will develop into an economic stimulus or catalyst towards other economic activity. In other words, individual economic value stipends become subject to federal, state, and social security taxes. Furthermore, the individual economic value stipends allow individuals to continue his or her expenditures. However, while individual economic stipends create a short-term economic stimulus, individual economic value stipends serve as incentives and accountability towards future employment, realignment, and minimized discriminatory practices.
In essence restoring individual equitable value of old age workers through converting economic value stipends into individual economic tax credits develops incentives for future hiring practices. Furthermore, individual economic tax credits become employer tax credits and incentives towards hiring old-age individuals and generate accountability through ethical reporting. In addition similar as bank interest rates are reduced to encourage borrowing, as black Friday events are created to encourage consumer spending, business income taxes should be further reduced to encourage old-age hiring practices. Therefore, combined incentive efforts through individual tax credits and reduced business taxes provide encouragement toward hiring older capable workers and develop employment opportunities, which were reduced in a compressed employment market. As stated by Fay and Thompson (2001), “Rewards systems have a critical role in determining the organization's ability to attract high potential employees, to retain high performing employees, and to motivate all employees to achieve greater levels of performance” (p. 213). In essence business incentives create opportunities for future and enhanced employment activities.
However, as individual economic values are converted into individual economic incentives and individuals become aligned with respective employers or individuals become employed within an organization, then individual economic value stipends are stopped and become absorbed by the employer. In other words, similar as unemployment benefits cease after becoming employed, individual stipends will cease after becoming employed. Therefore, economic value stipends and incentives serve as temporary measures towards employment infusion. In addition individual economic stipends or subsidies serve to provide a measure of responsibility thereby recognizing that age discriminatory practices does exist regardless of political spectrum, party affiliations, or other organizations.
In the meantime, while attempts to abort discriminatory practices continue, old-age workers continue suffering from discriminatory practices and lack of efficient legal representation. In other words, current employment law practices towards age discrimination are focused on return of investment (ROI) principals rather than stopping discriminatory practices. In essence efficient legal representation should be provided that focuses on resolving discriminatory practices rather than legal business practices or return on investment strategies. Hence, an organization which strengthens the pillars of justice should prevail and take a leading role towards enforcing discriminatory practices. Furthermore, if current laws create deterrents towards equitable justice then laws must be amended ensuring equitable justice.
Unfortunately, legal representation is lacking due to business practices and limited financial barriers. As shown in figure one, individuals communicate his or her discriminatory concerns to his or her individual attorney while company attorney gathers documentation from company human resources. Attorney communication continues or become aborted due to limited financial sources. Furthermore, lack of equitable justice, resolutions, and deterrents creates a legal advantage for company attorneys. As stated by Kapp (2005), “In United States there already exists, on the substantive level, a broad panoply of federal, state, and local statutes, regulations, and judicial precedents directly or indirectly relevant to, and frequently explicitly targeted toward, older persons” (p. 561). As further stated by Giordano (2005), “According to some people, equality does not require us to treat people equally” (p. 83). In essence Jews, African American, women, ethnic groups, or older individuals can be viewed upon and treated differently compared to other individuals.
Figure 1
Nonetheless, while justice systems make minimal attempts towards resolving discriminatory practices, other resolutions or opportunities can be developed towards equitable justice. In other words, communication from an employment lawyer stating that “I have been doing this for 35 years” leaves discriminatory justice hanging in unsolved dilemmas. However, pillars of justice can be created, which requires enforcing laws of discriminatory practices. For instance, as shown in figure two, individuals can communicate discriminatory practices with the EEOC and the AARP. In addition the AARP can serve as an individual representative communicating discriminatory concerns to the EEOC. Thus, effective communication through sufficient evidence and data allows the EEOC to develop probable cause of action. Furthermore, with EEOC and AARP representation, individuals who attempt to protect their rights are not hindered by financial and other retaliatory events.
Consequently, as discriminatory data is determined for probable cause, the EEOC can assign an attorney at an agreed upon rate. In the meantime, a company attorney can gather necessary evidence, make analysis, and come to a reasonable solution. Unfortunately, since discriminatory practices continue, deterrents must be established to thwart discriminatory practices. In other words, punitive damages amounting to triple damages without cap limits towards corporate officers should prevent discriminatory practices. In addition company damages resulting from adverse practices can be used to fund EEOC challenges and provide individual economic relief or individual economic stipends. Thus, community messages from the EEOC will send a signal that discriminatory practices will not be tolerated with economic support provided through the EEOC and the AARP. In essence economic or financial barriers should not be a deterrent for equitable justice in the United States of America (USA). In addition, as stated by Giordano (2005), “Of course, a public policy that is based on the ignorance of the merits, the contribution, and the worth of a group of citizens can neither be accepted nor recommended” (p. 83).
Figure 2
Unfortunately, while discriminatory practices continue, organizations such as the Family Court system contribute to economic calamities and discrimination through workforce misalignment policies. In other words, Family Court processes desire quick employment, which may not be aligned with an individual capabilities or prior work experiences. In addition Family Court processes assume individuals are still employed thus using capable earnings methods. In essence if an individual was earning $3,000 per month during employment then a Family Court process assigns $3,000 per month during periods of unemployment. Therefore, financial calamities combined with a misaligned workforce are developed by a Family Court system and contribute to an existing financial calamity. Furthermore, when multiplying Family Court processes by the number of cases exhibiting periods of employment-to-unemployment then financial calamities become magnified. As stated by Bemiller (2006), “Through their attempts to understand this process, Neustein and Lesher uncover a corrupt system that abuses its power to the detriment of its clientele” (p. 478). As further stated by Bouchard (2002), “Many people who have had the unfortunate opportunity to experience divorce court from the `receiving' end have wondered how we got the courts we have now” (p. 59). As additionally stated by Shapiro (2005), “I am often knocked over and thrown off course by tidal waves of absolute power, absolute stupidity, and greed” (p. 196). In essence calamities of injustice are contained within a Family Court system, which contributes to an existing economic calamity.
On the other hand, improvements of Family Court laws, which minimize economic calamities, can be developed or becomes a good start. In other words, and as shown in figure three, individual relief within the family court system during periods of unemployment through equitable fairness and reduced expenditures should be established. In essence expenditures or obligations will be held at zero until employment is obtained, which should provide individual economic relief. Furthermore, individuals could become qualified establishing individual economic values or stipends. Additionally, individuals should not be held accountable for economic instability and age discrimination nor be in contempt of court resulting from unemployment, which is causing a deterrent towards becoming employed. Thus, individuals who desire employment, however, are refused employment should not be penalized. As stated by Palm Beach Post (2004), “Several judges have problems with bias, disregard of due process and heavy-handed treatment of litigants” (p. 15A). As further stated by Guggenheim (2008), ''The Family Court is a court that pretends to be helping even when it is harming. And that's what makes it our most dangerous institution” (p. 1). In other words, change, modifications, or an overhaul is essential, which will overcome many Family Court corrupt and discriminatory practices.
Figure 3
Gap Analysis
The current economy is facing many obstacles, bubbles, and turmoil fueled by changing demographics, a continued aging workforce, and continued company reorganizations. In essence as a baby boomer generation ages, retires from a workforce, or becomes an unwanted individual of society through company reorganizations, then economic dilemmas will result. In other words, an older workforce has economic expenses similar to a younger workforce. Unfortunately, regardless of whom we are democrat or republican, or part of a religious society, everybody ages, which is a human characteristic. Furthermore, change in demographics, rise and fall of populations, creating baby booms and resulting baby busts can result in future baby bangs or economic dilemmas. In addition the number of individuals born after a downsized baby boom or baby burst can not be altered, changed, or modified. Thus, a greater workforce developed by a baby boom is creating a baby bang resulting from aging and requiring economic expenses. Hence, the economic perils of the middle-aged worker being placed in unwanted situations are a result of changing demographics, aging, and adverse discriminatory business practices. In essence individual aging becomes economic turmoil.