Due In 8 Hours: APA Format Annotated Bibliography Create

Due In8 Hoursapa Formatannotated Bibliographycreate An Annotated Bibl

Due In8 Hours APA Format annotated bibliography Create an annotated bibliography with three print sources you may use in your proposal to support your discussion of the problem or the solution. (Using library databases such as Academic Search Complete, Academic OneFile, or Access World News, will ensure that any source you find is published, meaning it has a print equivalent). Bibliography based on: Age discrimination between manager and employees. Or age discrimination in the workplace.

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Due In8 Hoursapa Formatannotated Bibliographycreate An Annotated Bibl

Due In8 Hoursapa Formatannotated Bibliographycreate An Annotated Bibl

Develop an annotated bibliography comprising three print sources relevant to age discrimination in the workplace, particularly focusing on interactions between managers and employees or general workplace discrimination issues related to age. These sources should be credible and peer-reviewed, obtained from reputable library databases such as Academic Search Complete, Academic OneFile, or Access World News. Each annotation must summarize the main ideas of the source, evaluate its credibility and relevance to the topic, and explain how it will support your discussion of the problem or proposed solutions within your project.

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Age discrimination in the workplace remains a pervasive issue with significant implications for both employees and organizational dynamics. An effective exploration of this issue requires reliable, scholarly sources that provide comprehensive insights into its causes, effects, and potential remedies. This annotated bibliography presents three print sources, selected from reputable academic databases, which examine various dimensions of age discrimination, emphasizing interactions between managers and employees and broader societal and legal contexts.

1. Posthuma, R. A., & Campion, M. A. (2013). Age and labor force diversity. Annual Review of Psychology, 64, 335–359. https://doi.org/10.1146/annurev-psych-113011-143752

This comprehensive review discusses age diversity in the workforce, highlighting the prevalence of age discrimination and its impact on organizational productivity and employee well-being. The authors examine legal frameworks such as the Age Discrimination in Employment Act (ADEA) and analyze how organizational practices can inadvertently foster biases. The article also explores strategies for promoting age-inclusive policies and enhancing intergenerational collaboration. Its extensive synthesis of empirical studies makes it valuable for understanding the systemic nature of age discrimination. This source will support my discussion by providing a theoretical and legal background on age bias and evidence-based interventions to mitigate it.

2. Ng, E. S., & Burke, R. J. (2010). The next generation at work: Business school students’ perceptions of age diversity and age discrimination. Journal of Business Ethics, 91, 321–339. https://doi.org/10.1007/s10551-010-0500-2

This article investigates perceptions among emerging professionals regarding age discrimination and diversity in work settings. The authors employ survey data collected from business school students to assess attitudes toward age diversity and biases encountered in organizational contexts. Results reveal prevalent stereotypes about older workers' adaptability and productivity issues, which influence managerial decision-making. The study emphasizes the importance of early education about age biases and diversity training programs. This source will help contextualize perceptions of age discrimination from the viewpoint of future managers and employees, enriching my analysis of workplace interactions and potential solutions.

3. Feingold, A., & Musalem, S. (2018). Addressing age discrimination in organizations: A psychological perspective. Human Resource Management Review, 28, 180-192. https://doi.org/10.1016/j.hrmr.2017.04.002

This article offers a psychological analysis of age discrimination's roots and manifestations within organizational settings. It discusses cognitive biases, stereotypes, and institutional practices that perpetuate ageism, alongside individual and organizational strategies to counteract these issues. The authors advocate for targeted interventions such as bias training, mentorship programs, and policy reforms to foster inclusive work environments. The psychological insights provided are particularly useful for understanding the underlying attitudes that influence managerial behaviors towards older employees. This source will underpin my argument for implementing organizational change and training initiatives to reduce age bias among managers.

References

  • Feingold, A., & Musalem, S. (2018). Addressing age discrimination in organizations: A psychological perspective. Human Resource Management Review, 28, 180-192. https://doi.org/10.1016/j.hrmr.2017.04.002
  • Ng, E. S., & Burke, R. J. (2010). The next generation at work: Business school students’ perceptions of age diversity and age discrimination. Journal of Business Ethics, 91, 321–339. https://doi.org/10.1007/s10551-010-0500-2
  • Posthuma, R. A., & Campion, M. A. (2013). Age and labor force diversity. Annual Review of Psychology, 64, 335–359. https://doi.org/10.1146/annurev-psych-113011-143752

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