Acknowledgement

In the Beginning Im really grateful and thankful to Almighty Allah.

I would like to thank our honorable faculty Barrister A.M. Masum for giving me such an opportunity for doing this kind of topic. Without his help this assignment would not been possible. Thank you to those who have contributed to this assignment. It represents a further step in realizing a vision for revealing the essence of Business Ethics and what it means to all those engaged in it. My work on preparing an assignment on Employing old experienced people versus young talented people is a great experience for me in light of the course Business Ethics which has a great significance as an emerging. I strongly believe works like this will surely help me to have a clear concept about Business Ethics and the importance of it in a business organization. Barrister A.M. Masum, Faculty Member, the adhering teacher of the School of Business, North South University, I have the honor to thank him for rendering me his expertise knowledge and giving the opportunity of practical exposure through this assignment.

Employing old experienced people Versus Young Talented people.

1. General Overview of Recruitment Subsector

1.1 Introduction: Employing the accurate person for the accurate job is one of the most vital and valuable task for any organization. And different job has its own processing or different requirement policy or system. Because it is known that the recruitment and selection system is one of the major and significant functions for the human resource department of an office and from which recruitment process is the first step towards creating the competitive power and the strategic benefit for the institute depending on persons ability, talent, precision and accuracy. An effective recruiting process requires a significant pool of candidates to choose from those candidates and the more diversity within that group the better. Because of achieving a satisfactory pool of candidates may not be easy in a tight labor market. The first goal of recruiting, then the second goal is to communicate the position in such a way that job seekers respond1. So, every organization should recruit employee based on its demand or as like as the requirement of that particular job. Because, we know only focus on old knowledgeable people or only focused on young talented and brilliant people cannot be a accurate choice for the company. Beside this one area determined recruitment process is not accurately fulfilling requirement also.

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Fundamentals of Human Resource Management (Eight Edition) by David A. DeCenzo & S.P. Robbins: Page:146;Col 3

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2. 2.1

Theoretical Background: Traditional Ethical Theories: Traditional ethical theories usually recommend a certain rule, principle or tenet which one can apply to any situation. This is how, there is a debate of employing old experienced people versus young talented people. But traditionally it can be seen that it creates a emotionally feature in terms of employing old or young. It is found that if young talented people are selected than experienced will be ignored as well as if experienced people are selected then young or talent will be ignored. This is a vise versa situation regarding the theoretical model those are going to be described below. 2.2 Consequentiality of Theories : Actually the decision should be logically right in terms of egoism2 as well as utilitarianism3. Whilst both of these theories address right or wrong according to the results of a decision. In general egoism by focusing on the results for the decision-maker, utilitarianism by focusing on the wider community results within a community. 2.3 Justice & Ethical Acceptance: Justice can be defined as the concurrently fair behavior of individuals, for an example, in this situation with the outcome that everybody gets what they justify. So that it should be fair procedure4 then it will be helpful to have the fair outcomes5

Egoism is one of the oldest philosophical thoughts. Actually following the theory of egoism an actor is usually right if the decision-maker liberally decides in order to follow either their (short-term) requirements or their (long-term) significance.
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According to utilitarianism, an actor is usually right if it outcome in the utmost amount of superior for the furthermost amount of people affected by the action.
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Fair procedure in where justice is strong-minded according to whether everyone has had an equivalent chance to attain a just return for his or her efforts.

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2.4

Postmodern perspective of this issue: In modern perspectives, it is hard to find that to take decision in

emotional manner. Beside this, there is no way of thinking about experienced or technological advanced. Actually, everyone would like to get immediate outcomes. But postmodern ethics6 describe the morality beyond the sphere of rationality in an emotional moral impulse.

2.5

Holistic Approach: Actually morality is an inner conviction as well as very in person to person. Though postmodern theory argues that modernist theories of ethical behavior lead to an conceptual and distant view of moral issues that eventually causes actors to follow different values in their professional and private lives but as the topic of this project, it cannot be preferred only the postmodern approach rather than holistic approach7

In fact, we have to think the ethical pragmatism that is becoming more and more influential in business or job environment for ethical thoughts, and there is an continuing debate in the literature about the requirement for opening up ethical decision-making to embrace not only rational theoretical analysis, but a multiplicity of person and situational aspects of human existence8

. fair outcomes in where fairness is strong-minded according to whether the consequences are distributed in a just approach.
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Postmodern ethics is an approaches that locates morality away from the bubble of rationality in an emotional moral impulse towards others. It encourages person to query each day practices and rules, and to listen to and follow their emotions, inner convictions, and gut feelings about what they think is correct and incorrect in a particular incident of decision making.

.(Rosenthal and Buchholz 2000)

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Holistic approach refers morality that is an inner conviction of individual actors where no separation between the private and professional realm.

3. 3.1

Impact of Employing Old Experienced People:

Positive Effect: In every organization it is visible that experienced people are much more proficient, have common sense and experience and they have demonstrated good success in the past.

Beside this, Maturity, constancy and steadfastness of old people are essential to an organization. Basically, they are looking to make the rest of their profession within a company, rather than moving around like some younger people do. This is how they afford sense of balance in the group, advance team dynamics, generate mentoring opportunities, and they have professionalism and sensible head for the organization. Because they have longer-term assurance to the organization to doing the task. So that, the younger ones look up the older9. In where, my survey data10 analysis it is found as the same outcomes regarding the thinking or decision making power of the experienced and old people. Do you think experienced employees are good decision takers at critical situation of office work?

17% 10% 36% a.Strongly agree b.Agree c.Neutral 20% 17% d.Disagree e.Strongly Disagree

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http://www.eeotrust.org.nz/.../Older%20workers%20research%20report.do In where a question was that to agree or not to agree that experienced employee are good decision takers at critical situation of office work and the outcomes shows that 36% of that surveyor believe that they are the right person.

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3.2

Negative effect: In general, it is very familiar that skilled employees definitely

learned things at their previous job. Actually these are not always better things, or things that are well-matched with the accessible companys traditions or business model. Beside this, It is not easy for the old people to overcome the prototype of operational plan, which he actually followed in earlier stage organization in terms of their traditions, objective and mission.

As well as older employees cannot make them at ease or not competent to adjust themselves simply in a new organizational surroundings. Because older employees are set in their habits, inflexible, and resistant to adopting new methods, processes, or technologies etc.

In addition, it is found that when people work for the same organization for a long time, occasionally they do not care for their organization and beside this sometimes they do unethical things for their own profit.

When I asked, In my survey question regarding the honesty, commitment, dedication, stability from old experienced people and the result outcomes that most of them are disagree to the performance of them.
Do you agree with the statement that honesty, commitment, dedication, stability and dedication are crucial components for an experienced worker though they are liable for the company? a. d. Strongly Agree Disagree b. e. Agree Strongly Disagree 11% 16% 18% 22% 33% c. Neutral

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4.

Impact of Employing Young Talented People

4.1 Positive Effect: In General, It is found that young people are determined, passionate and hard worker as well as they do not refuse to take huge work load and they usually take any difficult work as a challenge. Actually they are very creative and they can invent new idea or new easy process to do their job.

Actually they love to take challenge and can manage any problematic situation comparatively in a short time. And they can easily cope up with any new technology modernism, any new theatrical changes in organizations plan. Beside this young talented people are very well-organized in using any new expertise.

So that 40% respondent think that an old employee should not be treated equally if his/her performance is less than a talented employee11. So, it is clear that every organizations want performance rather than experienced. Do you think an old employee should be treated equally though his/her performance is less than a talented employee?
a.Strongly agree b.Agree 20% c.Neutral 3% d.Disagree 10% 27% 40% e.Strongly Disagree

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When surveyor asked to find out in terms of ethical issue regarding equal treat though old employees performance is less than a talented employee and 40% of the respondent put on disagree options because the organizations need performance rather than experienced

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4.2

Negative effect: It is found that young people are on average short tempered

and they actually get tensed quickly in a difficult circumstances. And on occasion they expect more from their job and further than their qualification. So that habitually they alter their job and moving around job to job.

Beside this, after completing recruitment procedure young people need training and this type of training program is time consuming and costly as well. In addition, sometimes it can be seen that young people do not want to preserve organizational customs, as well as working environment. They want to modify the rules and influence others, which can be detrimental for organizations. And there is a tendency to break the rules among the young people. At the same time they do immoral things in their work from which organizations in-house and outdoor working procedure or reputation effected. Thats the reason, respondent in my survey, did not agree or put disagree in the question of ethical manner to force retirement old experienced people and employing young potentials due to global competitiveness & latest technology. Is it ethical to force retirement old experienced people and employing young potentials due to global competitiveness & latest technology? can be

33%

7%

13% 20%

a.Strongly agree b.Agree c.Neutral d.Disagree e.Strongly Disagree

27%

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5.

Background of Research Methodology:

5.1

Primary data12:
Survey Interviews

5.2

Secondary data13:
Articles Journals Websites

5.3

Type of Research: The type of research was exploratory. Both quantitative

methods were used. With the given resource and time constraints, I used a descriptive multiple cross-sectional survey; where I took two or more sample of respondents and information obtained from this sample only once. Moreover, in order to conduct the research I did a survey.

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In primary data collection, I considered interview of some specialist. I went to them physically and asked different type of questions. Beside this, I did also survey on three group of people like job search people (fresh graduate), young employee as well as old but experienced people.
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In secondary data collection I searched the internet, attained seminar, read different books, journals and other research reports regarding this issue

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5.4 Kind of Information Obtained:

Only primary data was collected for my research purpose. Primary data was collected through survey questionnaire. For this, I took a sample of 30 people14. From which 50% are male and 50% are female. All 30 of them were the prospective had age ranged 18 to 55 and all of them were students of North South University and their guardians. I also used some data obtained by some other researchers. I went and interviewed some of the respondents individually.

Gender
Male Female a. b. c. 50% 50% d.

Age_
16-25 26-35 36-45 46 and above 23% 27%

27% 23%

5.5 Method of administering the questionnaire:

The survey method was personal Interviews. The

questionnaire included both open and close-ended questions as to facilitate a more insightful of the views and attitudes of the respondents.

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Survey topic is related to both male or female as well as all aged or classes of people. So that male and female participant are equal as well as from different age group.

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5.6 Nature of the Questionnaire:

To meet the objective of the research I prepared a questionnaire, which included daily life, office environment issues and ethical related questions. Questionnaire was developed in order to explore findings supporting the above-mentioned topic. The questionnaire contained several questions asking respondents about the research. The questionnaire was made with simple, direct and familiar words, keeping the respondents in mind. I took personal interviews of some respondents based on predetermined questions.

5.7 Field Work/Data Collection: I used only primary data for the research purpose. Primary data collected through surveys. The survey included questionnaire containing open-ended and close-ended questions.

6.
6.1

Research Analysis: Job Environment & Requirement:

Nature and requirement of the job: In general, the recruitment process highly depended on requirement of job. This is why job analysis and job explanation are play important role for hiring a accurate person for a accurate position. At the very beginning, recruiters have to understand that what the requirement of that particular job is and which qualification is needed for that particular job. Beside this, Recruiters have to find out what are the duties, responsibilities and qualifications specially relating to that specific job. As well as Recruitment of the job differ by the job types like-some job requires innovative, imaginative, hardworking and highly passionate people like young talented people.

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This is why, In survey, it is also found that most of the respondents think age is an important factor for getting a job. Actually to completed the task as well as requirement of the jobs determines the fulfillment and demand of the job requirement as well as the employee needs. Do you think age is an important factor for getting a job?
Series1

12 5 a.Strongly agree b.Agree

c.Neutral d.Disagree e.Strongly Disagree

Beside this, some job needs experience, more specific, ambassadorial people who are old knowledgeable people basically. For example, in marketing and sales department young people are most appropriate. The reason is that kind of jobs are usually needs more extrovert type; good narrator and anchor and more persuasive people. But, in general, old people are usually introvert type; basically they do not want to expose their salves. In other hand, in top executive level or as a administrator old people are more suitable. As well as in a enlargement project of old recognized organization needs old knowledgeable people rather than new one. Because, a new young person may not realize that what the organization should developed and which process will be successful for the organization.

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Beside this, development, because he does not know the whole condition of the organization. So that top administration level has to take important decision and has to determine the organizations goal, and old people are right choice for doing thi s job. Beside this, in other hand a young people can take wrong decision because of no experience. This is why, most of the surveyor believe that efficiency power quality is the most criteria for getting a job.

From the following options, which one of these qualities are most important criteria for getting a job?
a.Talent b.Age c.Consistency d. Experience e.Efficiency

40%

27%

10% 20% 3%

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7.

Age discrimination and ethical issue in recruiting process:

Discrimination that receives the most public awareness is that of excluding trained persons from employment opportunities because he or she is older in calendar age. The business has a duty in recruiting to fit the job to the suitable person. Employing only old experienced people or employing only young talented people in a company is not ethical. In this case recruiter discriminate the employee because of their age. Because age is one of the15 key issue as well as the unclear association to take decision as the time of recruitment. Beside this, according to the survey it is not ethical for discrimination over remuneration of old experienced person compared to the new employee for the same job16. Is it ethical for discrimination over remuneration of old experienced person compared to the new employee for the same job?
a. d. Strongly Agree Disagree b. e. Agree Strongly Disagree c. Neutral

9% 34% 18% 15% 24%

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Age leading to unclear association with ethical decision-making. 34% of the total respondent think, it should not be ethical.

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7.1

Age discrimination:

As related to the place of work, age discrimination is the practice of excluding applicants for hire or encouragement based on the age of the individual. While many people think in terms of age discrimination as it relates to older employees, the reality is that ageism may involve a young employee as well. In general, Age bias has to do with philosophy that the datebook age of the individual will in some way limit the ability of the individual to present his or her work responsibilities successfully. Of course, the type of again ageist advance follows the attitude that an older employee may very well acquire the necessary conditions and job skills, but that they will be much more likely to resist new and supposedly better methods or procedures. Beside this, also, there is some apprehension that the older employee will not be able to provide a term of service that would last long enough for the company to get back the expenses related with job training. Basically, when age restraint is based on this sort of criteria, the company stands to lose access to what may have been a valuable asset in the ongoing health of the company, as well as running the risk of being charged with age discrimination and encountering severe legal issues.

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8.

How to maintain ethical issues in recruitment process:

Everyone knows that age-related lawsuits are proliferating. So that, In every

organization, recruiter must employ the people based on the obligation of the job. If it is found that any organization prefers to take more old qualified and experienced people because of their background, expertise and to avoid training cost then it will be considered as unethical. Because, we know, young people can be accomplished and qualified for that job but they are not getting the chance. Because the goal of human resource management is to build organizational performance ability through people for any organization; to guarantee that highly proficient and passionate people are always in the right positions and working with the support they need to be successful17. On the other hand, if organization only considers the young people as fit for the job to avoid high salary demand of the experienced people then it is also be considered as unethical. Basically, Recruiters have to follow performance based hiring process. If requirement for the job is experience then recruiter should employ old experience people. Beside this, if it is the case that experience is not necessary for a job then young people should get precedence to get the job. Because, it is the issue of ethical totalitarianism that determines eternal, universally appropriate moral values. According to this view right or wrong are objectives qualities that can be judiciously determined18. So that, it is clear to mention, Recruiters have to follow performance based hiring process. If requirement for the job is qualified then recruiter should employ old experienced people. And if it is case that experienced is not necessary for a job then young people should get precedence to get the job. mostly, an organizations should ensure equivalent chance to the old staff and young staff. On other hand organization should not

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have one definite group (old or young) intense environment and should continue its ethical requirement. That is belong to fair practice which indicates justice is determined according to whether everyone has had an equivalent chance to achieve a just reward for his or her hard work. This is frequently referred to as procedural justice19.

9.

Conclusion:
In addition, at the procedure of recruitment or as well as at the time

promotion; in general; an ethical question may arise about opportunities for older of younger. The goal of the recruiter must be to identify the best one for the job as well as must not have any kind of special thought or a preference for the specific group or people. Beside this, we have to careful that performance and requirement based hiring process should be maintained which is good for business and which is ethical. This is how; the employees will get confidence that will be treated justly and fairly.

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Business Ethics; by-Andrew Crane and Dirk Matten (3 Edition) Page:92;Col-6

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Bibliography:
1. Laura P. Hartman, "Perspective in Business Ethics", Mc Graw

hill/Irwin5.John.R.Boatright, 1993."Ethics & the Conduct of Business", Prentice Hell, Inc. 2. Rinald M. Green, 1993, "The Ethical Manager", Macmillan College Publishing Com. 3. Elizabeth Vallance, 1995 "Business ethics at work", Cambridge University press. Stephanie B.Stolz and Associates, 1978 "Ethical Issue in Behavior Modification", JosseyBass Publishers. 4. BNET Business Network (2010), Job function,[online, retrieved on 18th February 2010] 5. Business Ethics; by-Andrew Crane and Dirk Matten (3rd Edition) 6. Introduction to management by John R. Schermerhorn, JR; 10th Edition

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