Sie sind auf Seite 1von 2

Avolio, Bruce, and Gerald Barrett.

"Effects of Age Stereotyping in a Simulated


Interview." Psychology and Aging 2 Mar. 1987. American Psychological
Association. Web. 16 Mar. 2015.

Bruce Avolio is a professor of management at the University of Washington. He earned


his BA from the New York State University and his MA and Ph.D. from the University of
Akron. His current research includes examining how to accelerate positive forms of
leadership. His partner Gerald V Barrett earned his Ph.D. from Case Western Reserve
University and his J.D. from the University of Akrons School of Law. Dr. Barrett has
created many human resource programs to help with selection, promotion, performance
appraisal, assessment centers, training, management development, organizational
development, job evaluation, compensation and attitude surveys.

Barrett and Avolios article deals with stereotyping in the employment area. More
specifically with age and sex. There were two age groups used in the study, 18 years and
older and 65 years and older. The 12-minute interview process was for a temporary
position in a specific industry. The hiring manager gave gave higher overall interview
ratings to a younger interviewee even though he had the same qualifications as an older
interviewee. Ratings given to the older interviewee, however, were not significantly
different from those given to an interviewee whose age was not designated.(1) Basically
referring to the fact those employers would rather hire a younger candidate rather than an
older one because younger candidate are more likely to adapt to new policies.

Other quotes: Person stereotypes, age or otherwise, are schemata and/or cognitive
categories that human beings rely on during information processing to help simplify their
attention to and classification of observed behaviors (Cantor & Mischel, 1979; Feldman,
1981; Fiske & Kinder, 1981). (1)
A second and related issue not dealt with by earlier research is the influence an
applicant's unemployment status may have on evaluations made by interviewers. For
example, an interviewer may assume that, on average, older job applicants have more
seniority in their previous jobs relative to younger applicants (Twomey, 1986). Such an
assumption may result in several attributions. Specifically, the cause of an older worker's
unemployment status, if not specified, may be viewed negatively by raters as attributable
to poor prior job performance, technological obsolescence, or an organization's
attempting to get rid of its dead wood. In contrast, attributions regarding a younger
interviewee's unemployment status may be based on factors such as poor economic or
other external conditions that lead to layoffs of the least senior members of an
organization. As in our discussion of differential experience levels, the employment status
of younger and older job applicants could have some bearing on an interviewer's
evaluations, and if left uncontrolled, might inadvertently discriminate against older job
applicants.(2)