Research Paper on:
Ageism and Employment

Unformatted Sample Text from the Research Paper:
life span and subsequent increasing career development in the over 65 demographic group. More and more seniors are working, retaining their jobs into their 70s and even 80s, and  the viability of the workforce is not longer dependent on assessments of age. The work ethic of seniors and the improved access to education and job opportunities because of  a focus on ageism over the past 20 years has led to a shift in the integration of seniors in the workforce. At the same time, comparisons have also been  made within the workforce population and ageism continues to exist as a defining factor in hiring and retention policies. Mandatory retirement protocols, internal directives for hiring certain business "types,"  and the belief that the elderly cannot portray positive business characteristics, including aggressive sales techniques, has led to the question of whether ageism continues to be a problem in the  management of human resources (Goll, 2000). Though a large portion of state and Federal legislators and leaders throughout the county are over the age of 65, the normative perspective  within the workforce setting is based on the devaluation of age and the belief that individuals over the age of 65 are less successful in their occupational focus. Literature  Review Goll (2000) argued that in the United States, the prevalent Baby Boomer generation is becoming a large segment of the workforce population, leading to what has been described as  the "graying" of the American workforce. While the older population has been noted for their longevity in maintaining a single career, it has also been recognized that the increasing  age of the American population has given many the opportunity to embrace a number of different career options (Goll, 2000). As a result, more and more adults over the