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Paper Topic:

age should not be barrier in hospitality industry

p Age Should Not Be a Barrier in the Hospitality Industry Introduction Age Should Not Be a Barrier in the Hospitality Industry

The notion of being old in relation to a particular age in employment is a twentieth century phenomenon , catalysed by the introduction of fixed retirement ages which signified the "official point of departure from employment . Indeed from the later 1960s onwards , economic conditions dictated the need to shed labour in many employment sectors which effectively brought forward the age of departure to 50 or 55 through a plethora of early

retirements . However , by the later 1980s changes to the structure and composition of the labour force , in particular a relative shortage of young people (the demographic time bomb ) and a recognition that the labour force would be gradually ageing reawakened interest in older workers as a potentially valuable source of further labour supply . However , recent evidence suggests that age discrimination or ageism in employment is widespread . Furthermore , for instance in the UK Government 's view "Blanket age discrimination in recruitment is absurd , wasteful and short-sighted " and , therefore ageism is placed firmly on the public policy agenda as an issue which merits more discussion and attention , although it remains a relatively poorly researched area

Our entry into the new millennium has brought with it many challenging new issues as a changing world environment , along with the rapid growth of new technologies , has altered the landscape for global industry in general and the hospitality industry in particular . I wish to focus on and present a balanced analysis of the particular issues affecting this industry today and their implications for workers , managers and executives struggling to compete and thrive in today 's changed environment , as well as present solutions to dilemmas posed by these issues , with a specific emphasis on the proposal that , in the hospitality industry at least , age ought never to be a barrier in leading one 's organization to successful new heights while meeting and transcending potential barriers thereof

Ageism in the Workplace

According to Blytheway and Johnson , Butler first used this term in 1969 , and defined ageism as : .a process of systematic stereotyping and discrimination against people because they are old , just as racism and sexism accomplish this for skin colour and gender ' While this is a useful starting-point , Blytheway and Johnson argue the case for a broader definition of ageism and suggest that , The origin of ageism can be found in the social responses to old people .rooted in the biological model of decline ' People 's biological age is measured most commonly by reference to chronological age , and this is used by the state and other institutions to legitimize the exclusion of certain groups from access to resources and opportunities which others enjoy For instance , workers under the age of 21 are denied the right to a legal minimum wage in other words , ageism is not just about discrimination against older workers

The example noted above raises the question , at which point on the axis of...

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