AGE AND GENDER DISCRIMINATION BY ACCREDITED SCHOLARS AND RESEARCHERS

CHAPTER ONE

INTRODUCTION

1. Background to the Study

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1.1       Statement of the problem                                    

A nation economic growth is largely dependent on productivity of various organizations that form its industrial and economic component, thus what states will the economy is if the human capital resource employed and controlled by these entities is not productivity enough it will be due to discrimination faced in workplace. Age and gender decrease job satisfaction and makes the employees emotional battle, elimination of age and gender discrimination is crucial for the satisfaction and motivation, commitment and enthusiasm and less stress of costly waste of valuable resource of the organization because it can lead to law suit and poor public image.

Discrimination of staff will lead to a high rate of turnover and this could cause great strain on the limited resource of the organization as new staff will need to be employed and trained in order to fit into the job roles.

1.2  PURPOSE\OBJECTIVE OF THE STUDY
age and gender discrimination are social vice that threaten to rip apart the fabric of any productivity organization, especially in a country like Nigeria where there is need for more jobs thus it is pertinent for organization to remain in business and grown to employ the teeming population of unemployed youth. Discrimination can destroy any organization. So this research objective is:

i. To identify if there is a significant relationship between age and gender discrimination and employees performance in the work place.

ii. To review if there is corporate culture in the workplace that can effectively discourage age and gender discrimination in workplace.

iii. To assess if there are effective remedies available to any form of discrimination in workplace.

iv. To establish if age and gender discrimination has any effect on labor turnover of the company.

1.3  research question.

What are the perception of people toward age and gender discrimination on the growth and development of the ministry of foreign affair? The following are question that will be asked and answered by this research.

• Is there any significant relationship between age and gender discrimination and employee performance in the ministry of foreign affairs?
• Are there corporate cultures or policies that encourage age and gender discrimination in the ministry of foreign affairs?
• Will age and gender discrimination lead to employee dissatisfaction and demoralization in the work place?
• does age and gender discrimination lead to a high rate of employee turnover in ministry of foreign affairs?

1.4  significance of study.

There is need to understand the importance of the relationship between age and gender discrimination as it effect employee performance. the success or failure of organizations depend largely on the quality of human resource employed in that company therefore employers and human resource manger are concerned about the method or techniques that can improved productivity, while elimination vice like age  and gender discrimination that could negatively impact employees there is need of review company operational policies in order to discover grey area that could be international and domestic law established to eradicate discrimination, the law include equal employment opportunity commission (EEOC)us until code no federal regulations. Moreover, the research will establish the relationship between age and gender discrimination and employee turnover with a view to resolving employee turnover of foreign affairs.

1.5 THE RESEARCH HYPOTHESES

The following hypothesis will be tested in this study:

1. HO: there is no significant relationship between age and gender discrimination  and employees performance

H1: there is significant relationship between age and gender discrimination and employees performance.

1. HO: age and gender discrimination does not decrease the job satisfaction among the employee in the workplace.

H1: age and gender discrimination decrease job satisfaction among employees in the workplace.

1. HO: Age and gender discrimination does not reduce commitment and enthusiasm in women workers.

H1: age and gender discrimination reduce commitment and enthusiasm in women workers.

1. HO: age and gender discrimination does not increase labor turnover in an organization.

H1: age and gender discrimination increase labor turnover in the organization.