Tag: Model Answer

Assignment Prompt & Instructions

SEE ATTACHED

– 2 years ago

**files (2)**

– ## GradDiscussionRubric.pdf

– ## WEEK6DISRES78HRA549.docx

**## GradDiscussionRubric.pdf**

TCOB Graduate Studies Discussion Rubric

Criteria No Submission

0 points

Novice
(Criterion is missing or not

in evidence)
1-13 points

Basic
(works towards meeting

expectations;
performance needs

improvement)
14-16 points

Proficient
(meets expectations;

performance is satisfactory)
17-18 points

Exemplary
(exceeds expectations;

performance is outstanding)
19-20 points

Support of
Week's Reading

No Student
Submission
(0 points)

Does not refer to the
readings to support postings

(1-13 points)

Alludes to the readings
to support postings

(14-16 points)

Refers to examples from the
readings to support postings

(17-18 points)

Provides concrete examples from
the readings to support postings;

integrates prior readings in
postings

(19-20 points)

Observations No Student
Submission
(0 points)

Does not integrate personal
observations or knowledge;

does not present new
observations
(1-13 points)

Integrates personal
observations and

knowledge in a cursory
manner; does not

present new
observations

(14-16 points)

Integrates personal
observations and knowledge
in an accurate way; presents

new observations
(17-18 points)

Integrates personal observations
and knowledge in an accurate and

highly insightful way; presents
new observations

(19-20 points)

Response to
Classmates

No Student
Submission

(0 points)

Responds in a cursory
manner to classmates’

postings
(1-13 points)

Constructively responds
to classmates’ postings

(14-16 points)

Constructively responds to
classmates’ postings; offers

insight that encourages other
students to think critically

about their own work.
(17-18 points)

Constructively responds to
classmates’ postings; masterfully
connects the material presented
in classmates’ postings to their

responses; encourages classmates
to think critically about their own

work.
(19-20 points)

Organization,
Word Choice,
and Sentence

Structure

No Student
Submission

(0 points)

Posts are disorganized and
information is not presented
in a logical sequence; word

choice and sentence
structure are not suitable

(1-13 points)

Posts are somewhat
disorganized, and
information is not

presented in a logical
sequence; word choice
and sentence structure

are not suitable
(14-16 points)

Posts are organized, and
information is presented in a

logical sequence; word
choice and sentence

structure are suitable; there
are a few errors; however,

errors do not affect
readability.

(17-18 points)

Posts are organized and
information is presented in a

logical sequence; word choice and
sentence structure are suitable;

no errors in the response.
(19-20 points)

References No Student
Submission

(0 points)

Includes no sources to
support conclusions

(1-13 points)

Includes 1 outside
source to support and
enrich the discussion;

Includes 2 or more outside
sources to support and
enrich the discussion;

sources are properly cited in

Includes 2 or more outside
sources to support and enrich the
discussion; sources are cited using

APA format; style guidelines are

TCOB Graduate Studies Discussion Rubric

sources are not properly
cited in APA format

(14-16 points)

APA format and are properly
integrated into the discussion

response
(17-18 points)

masterfully integrated into the
discussion response.

(19-20 points)

**## WEEK6DISRES78HRA549.docx**

**Specifically, focus your responses to your peers' initial postings FOR 1A AND B. Cite scholarly authors, C & D discussion.**

**1A KW…** I believe there should not be a strict age limit on when individuals must stop working as long as they can perform their duties effectively. While many still see 65 as a reasonable retirement age, others prefer to work into their 70s or beyond. The elimination of mandatory retirement under the Age Discrimination in Employment Act (ADEA) reflects that individuals should not be forced to leave the workforce solely based on age (Moran, 2014).

As people age, many want to stay engaged in the workforce for financial reasons or personal fulfillment (Harrar, 2022). However, concerns about productivity and safety are valid, particularly in physically demanding roles. Employers should assess employees based on their abilities rather than making assumptions about age-related decline. Age bias remains a significant issue, as highlighted by a survey from the American Staffing Association (ASA), which found that 78% of baby boomers feel their age negatively impacts their hiring chances. Moreover, only 24% of boomers are considering job changes this year, compared to higher rates among younger generations (Terrell, 2024).

To further protect employees from discrimination, additional policies could strengthen existing laws. For example, expanding workplace accommodations, implementing robust training to address age bias, and enhancing legal protections against subtle forms of discrimination could foster a more inclusive work environment. AARP (2023) suggests that employers include age as part of their diversity, equity, and inclusion strategy, ensure age-neutral hiring practices, and offer career development opportunities to workers of all ages. Furthermore, they advocate for strengthening and enforcing age discrimination laws to better protect older workers (Choi-Allum, 2023).

**References:**

Choi-Allum, L. (2023, September 5).
_The value of older workers: Breaking barriers and embracing experience_. AARP.
[https://www.aarp.org/pri/topics/work-finances-retirement/employers-workforce/value-of-older-workers-breaking-barriers-embracing-experience](https://www.aarp.org/pri/topics/work-finances-retirement/employers-workforce/value-of-older-workers-breaking-barriers-embracing-experience)

Harrar, S. (2022, June 6).
_It’s time to throw out stereotypes on aging._ AARP.
[https://www.aarp.org/health/healthy-living/info-2022/aging-survey.html](https://www.aarp.org/health/healthy-living/info-2022/aging-survey.html)

Moran, J. J. (2014).
_Employment law: New challenges in the business environment_(7th ed.). Pearson.

Terrell, K. (2024, March 22).
_Does age matter when looking for jobs? Most boomers say yes_. AARP.
[https://www.aarp.org/work/job-search/boomers-age-looking-for-jobs/](https://www.aarp.org/work/job-search/boomers-age-looking-for-jobs/)

**1B**. The retirement age in America is constantly in question. In 1983, Congress passed a law that gradually increased the full retirement age (FRA) since people are living longer. For individuals born between 1943 and 1954, their FRA is 66. They can start receiving Social Security benefits at 62. For people born after 1960, their FRA is 67 even though they can also start receiving Social Security benefits at 62 (SSA, n.d.). Recently, the Republican Study Committee (RSC) recommended the FRA be increased to 69. Under current law, the FRA is set at 67 (Ross, 2024).

Personally, I am of the opinion that people should be allowed to work for as long as they have the mental, emotional, and physical capacity to do so. If people want to work past the age of 65, they should be allowed to. BettyReid Sokin made history as the longest serving National Park Services Park Ranger. She retired at 100 years old. She started working for the NPS when she was 84 years old (National Park Service, 2022).

Many Americans are choosing to delay their retirement or re-enter the workforce due to the economy. Due to this, more and more senior citizens are in the workforce. The Age Discrimination in Employment Act of 1967 protects employees over the age of 40 from discrimination due to their age. They are protected in “hiring, promotion, discharge, compensation, or terms, conditions or privileges of employment” (U.S. Department of Labor, n.d.). I think this law is adequate, however; there could be some additional laws to strengthen protections. As the FRA increases, more senior citizens will need protection.

‌References

Benefits Planner: Retirement | Born between 1943 and 1954 | SSA. (n.d.).
[www.ssa.gov](https://www.ssa.gov/).
[https://www.ssa.gov/benefits/retirement/planner/1943.html](https://www.ssa.gov/benefits/retirement/planner/1943.html)

‌Ross, K. (2024, July 31). Raising the Retirement Age for Social Security Would Cut Benefits by Thousands of Dollars Each Year. Center for American Progress.
[https://doi.org/10.2105//AJPH.2023.307310/](https://doi.org/10.2105/AJPH.2023.307310/)

U.S. Department of Labor. (n.d.). Age Discrimination | U.S. Department of Labor. Dol.gov; U.S. Department of Labor.
[https://www.dol.gov/general/topic/discrimination/agedisc](https://www.dol.gov/general/topic/discrimination/agedisc)

‌100 year-old National Park Service Ranger Betty Reid Soskin retires after remarkable career – Office of Communications (U.S. National Park Service). (2022, March 31). Nps.gov.
[https://www.nps.gov/orgs/1207/soskin-retires-2022.htm](https://www.nps.gov/orgs/1207/soskin-retires-2022.htm)

**1C. DIS**….Think about your own orientation and onboarding experiences in the workplace. Describe examples of experiences you have had as a new hire that have been particularly effective and/or ineffective. Why were they effective or ineffective? What could have been done to improve your experiences? Did your experiences affect your decision to remain employed in the organization(s)?

**1D:** Conduct either an exit interview OR what Sullivan calls a “stay interview”:

**Exit Interview**
Conduct a “post-exit” interview with someone who has
**_voluntarily_** left a job within the past 2 years. You
**may not** interview yourself, and you
**may not** interview someone who was fired, laid off (no involuntary turnover), or someone who left due to retirement or a medical issue (no unavoidable turnover).

**Stay Interview**
Conduct a stay interview with a colleague, friend, or significant other who has been with his or her organization for at least 2 years. Again, you
**may not** interview yourself. Likewise, do not interview a coworker unless it is within your power to make changes based on the coworker’s feedback.

**In your interview, obtain the following information:**

· Job title

· Brief job description

· Approximate length of time in the job

**For an exit interview:**

· Reasons for leaving the job

· Any attempts to negotiate with the organization before leaving

**For a stay interview:**

· Reasons for staying on the job

· Reasons the employee would consider leaving

Summarize this information in a discussion post to share with your classmates. Additionally, use what you have learned from this module’s readings to highlight aspects of the job that may lead/or may have led to voluntary turnover and any retention efforts that could be/could have been used to keep that employee working at the job.

**## WEEK6DISRES78HRA549.docx**

**Specifically, focus your responses to your peers' initial postings FOR 1A AND B. Cite scholarly authors, C & D discussion.**

**1A KW…** I believe there should not be a strict age limit on when individuals must stop working as long as they can perform their duties effectively. While many still see 65 as a reasonable retirement age, others prefer to work into their 70s or beyond. The elimination of mandatory retirement under the Age Discrimination in Employment Act (ADEA) reflects that individuals should not be forced to leave the workforce solely based on age (Moran, 2014).

As people age, many want to stay engaged in the workforce for financial reasons or personal fulfillment (Harrar, 2022). However, concerns about productivity and safety are valid, particularly in physically demanding roles. Employers should assess employees based on their abilities rather than making assumptions about age-related decline. Age bias remains a significant issue, as highlighted by a survey from the American Staffing Association (ASA), which found that 78% of baby boomers feel their age negatively impacts their hiring chances. Moreover, only 24% of boomers are considering job changes this year, compared to higher rates among younger generations (Terrell, 2024).

To further protect employees from discrimination, additional policies could strengthen existing laws. For example, expanding workplace accommodations, implementing robust training to address age bias, and enhancing legal protections against subtle forms of discrimination could foster a more inclusive work environment. AARP (2023) suggests that employers include age as part of their diversity, equity, and inclusion strategy, ensure age-neutral hiring practices, and offer career development opportunities to workers of all ages. Furthermore, they advocate for strengthening and enforcing age discrimination laws to better protect older workers (Choi-Allum, 2023).

**References:**

Choi-Allum, L. (2023, September 5).
_The value of older workers: Breaking barriers and embracing experience_. AARP.
[https://www.aarp.org/pri/topics/work-finances-retirement/employers-workforce/value-of-older-workers-breaking-barriers-embracing-experience](https://www.aarp.org/pri/topics/work-finances-retirement/employers-workforce/value-of-older-workers-breaking-barriers-embracing-experience)

Harrar, S. (2022, June 6).
_It’s time to throw out stereotypes on aging._ AARP.
[https://www.aarp.org/health/healthy-living/info-2022/aging-survey.html](https://www.aarp.org/health/healthy-living/info-2022/aging-survey.html)

Moran, J. J. (2014).
_Employment law: New challenges in the business environment_(7th ed.). Pearson.

Terrell, K. (2024, March 22).
_Does age matter when looking for jobs? Most boomers say yes_. AARP.
[https://www.aarp.org/work/job-search/boomers-age-looking-for-jobs/](https://www.aarp.org/work/job-search/boomers-age-looking-for-jobs/)

**1B**. The retirement age in America is constantly in question. In 1983, Congress passed a law that gradually increased the full retirement age (FRA) since people are living longer. For individuals born between 1943 and 1954, their FRA is 66. They can start receiving Social Security benefits at 62. For people born after 1960, their FRA is 67 even though they can also start receiving Social Security benefits at 62 (SSA, n.d.). Recently, the Republican Study Committee (RSC) recommended the FRA be increased to 69. Under current law, the FRA is set at 67 (Ross, 2024).

Personally, I am of the opinion that people should be allowed to work for as long as they have the mental, emotional, and physical capacity to do so. If people want to work past the age of 65, they should be allowed to. BettyReid Sokin made history as the longest serving National Park Services Park Ranger. She retired at 100 years old. She started working for the NPS when she was 84 years old (National Park Service, 2022).

Many Americans are choosing to delay their retirement or re-enter the workforce due to the economy. Due to this, more and more senior citizens are in the workforce. The Age Discrimination in Employment Act of 1967 protects employees over the age of 40 from discrimination due to their age. They are protected in “hiring, promotion, discharge, compensation, or terms, conditions or privileges of employment” (U.S. Department of Labor, n.d.). I think this law is adequate, however; there could be some additional laws to strengthen protections. As the FRA increases, more senior citizens will need protection.

‌References

Benefits Planner: Retirement | Born between 1943 and 1954 | SSA. (n.d.).
[www.ssa.gov](https://www.ssa.gov/).
[https://www.ssa.gov/benefits/retirement/planner/1943.html](https://www.ssa.gov/benefits/retirement/planner/1943.html)

‌Ross, K. (2024, July 31). Raising the Retirement Age for Social Security Would Cut Benefits by Thousands of Dollars Each Year. Center for American Progress.
[https://doi.org/10.2105//AJPH.2023.307310/](https://doi.org/10.2105/AJPH.2023.307310/)

U.S. Department of Labor. (n.d.). Age Discrimination | U.S. Department of Labor. Dol.gov; U.S. Department of Labor.
[https://www.dol.gov/general/topic/discrimination/agedisc](https://www.dol.gov/general/topic/discrimination/agedisc)

‌100 year-old National Park Service Ranger Betty Reid Soskin retires after remarkable career – Office of Communications (U.S. National Park Service). (2022, March 31). Nps.gov.
[https://www.nps.gov/orgs/1207/soskin-retires-2022.htm](https://www.nps.gov/orgs/1207/soskin-retires-2022.htm)

**1C. DIS**….Think about your own orientation and onboarding experiences in the workplace. Describe examples of experiences you have had as a new hire that have been particularly effective and/or ineffective. Why were they effective or ineffective? What could have been done to improve your experiences? Did your experiences affect your decision to remain employed in the organization(s)?

**1D:** Conduct either an exit interview OR what Sullivan calls a “stay interview”:

**Exit Interview**
Conduct a “post-exit” interview with someone who has
**_voluntarily_** left a job within the past 2 years. You
**may not** interview yourself, and you
**may not** interview someone who was fired, laid off (no involuntary turnover), or someone who left due to retirement or a medical issue (no unavoidable turnover).

**Stay Interview**
Conduct a stay interview with a colleague, friend, or significant other who has been with his or her organization for at least 2 years. Again, you
**may not** interview yourself. Likewise, do not interview a coworker unless it is within your power to make changes based on the coworker’s feedback.

**In your interview, obtain the following information:**

· Job title

· Brief job description

· Approximate length of time in the job

**For an exit interview:**

· Reasons for leaving the job

· Any attempts to negotiate with the organization before leaving

**For a stay interview:**

· Reasons for staying on the job

· Reasons the employee would consider leaving

Summarize this information in a discussion post to share with your classmates. Additionally, use what you have learned from this module’s readings to highlight aspects of the job that may lead/or may have led to voluntary turnover and any retention efforts that could be/could have been used to keep that employee working at the job.

**## GradDiscussionRubric.pdf**

TCOB Graduate Studies Discussion Rubric

Criteria No Submission

0 points

Novice
(Criterion is missing or not

in evidence)
1-13 points

Basic
(works towards meeting

expectations;
performance needs

improvement)
14-16 points

Proficient
(meets expectations;

performance is satisfactory)
17-18 points

Exemplary
(exceeds expectations;

performance is outstanding)
19-20 points

Support of
Week's Reading

No Student
Submission
(0 points)

Does not refer to the
readings to support postings

(1-13 points)

Alludes to the readings
to support postings

(14-16 points)

Refers to examples from the
readings to support postings

(17-18 points)

Provides concrete examples from
the readings to support postings;

integrates prior readings in
postings

(19-20 points)

Observations No Student
Submission
(0 points)

Does not integrate personal
observations or knowledge;

does not present new
observations
(1-13 points)

Integrates personal
observations and

knowledge in a cursory
manner; does not

present new
observations

(14-16 points)

Integrates personal
observations and knowledge
in an accurate way; presents

new observations
(17-18 points)

Integrates personal observations
and knowledge in an accurate and

highly insightful way; presents
new observations

(19-20 points)

Response to
Classmates

No Student
Submission

(0 points)

Responds in a cursory
manner to classmates’

postings
(1-13 points)

Constructively responds
to classmates’ postings

(14-16 points)

Constructively responds to
classmates’ postings; offers

insight that encourages other
students to think critically

about their own work.
(17-18 points)

Constructively responds to
classmates’ postings; masterfully
connects the material presented
in classmates’ postings to their

responses; encourages classmates
to think critically about their own

work.
(19-20 points)

Organization,
Word Choice,
and Sentence

Structure

No Student
Submission

(0 points)

Posts are disorganized and
information is not presented
in a logical sequence; word

choice and sentence
structure are not suitable

(1-13 points)

Posts are somewhat
disorganized, and
information is not

presented in a logical
sequence; word choice
and sentence structure

are not suitable
(14-16 points)

Posts are organized, and
information is presented in a

logical sequence; word
choice and sentence

structure are suitable; there
are a few errors; however,

errors do not affect
readability.

(17-18 points)

Posts are organized and
information is presented in a

logical sequence; word choice and
sentence structure are suitable;

no errors in the response.
(19-20 points)

References No Student
Submission

(0 points)

Includes no sources to
support conclusions

(1-13 points)

Includes 1 outside
source to support and
enrich the discussion;

Includes 2 or more outside
sources to support and
enrich the discussion;

sources are properly cited in

Includes 2 or more outside
sources to support and enrich the
discussion; sources are cited using

APA format; style guidelines are

TCOB Graduate Studies Discussion Rubric

sources are not properly
cited in APA format

(14-16 points)

APA format and are properly
integrated into the discussion

response
(17-18 points)

masterfully integrated into the
discussion response.

(19-20 points)

**## WEEK6DISRES78HRA549.docx**

**Specifically, focus your responses to your peers' initial postings FOR 1A AND B. Cite scholarly authors, C & D discussion.**

**1A KW…** I believe there should not be a strict age limit on when individuals must stop working as long as they can perform their duties effectively. While many still see 65 as a reasonable retirement age, others prefer to work into their 70s or beyond. The elimination of mandatory retirement under the Age Discrimination in Employment Act (ADEA) reflects that individuals should not be forced to leave the workforce solely based on age (Moran, 2014).

As people age, many want to stay engaged in the workforce for financial reasons or personal fulfillment (Harrar, 2022). However, concerns about productivity and safety are valid, particularly in physically demanding roles. Employers should assess employees based on their abilities rather than making assumptions about age-related decline. Age bias remains a significant issue, as highlighted by a survey from the American Staffing Association (ASA), which found that 78% of baby boomers feel their age negatively impacts their hiring chances. Moreover, only 24% of boomers are considering job changes this year, compared to higher rates among younger generations (Terrell, 2024).

To further protect employees from discrimination, additional policies could strengthen existing laws. For example, expanding workplace accommodations, implementing robust training to address age bias, and enhancing legal protections against subtle forms of discrimination could foster a more inclusive work environment. AARP (2023) suggests that employers include age as part of their diversity, equity, and inclusion strategy, ensure age-neutral hiring practices, and offer career development opportunities to workers of all ages. Furthermore, they advocate for strengthening and enforcing age discrimination laws to better protect older workers (Choi-Allum, 2023).

**References:**

Choi-Allum, L. (2023, September 5).
_The value of older workers: Breaking barriers and embracing experience_. AARP.
[https://www.aarp.org/pri/topics/work-finances-retirement/employers-workforce/value-of-older-workers-breaking-barriers-embracing-experience](https://www.aarp.org/pri/topics/work-finances-retirement/employers-workforce/value-of-older-workers-breaking-barriers-embracing-experience)

Harrar, S. (2022, June 6).
_It’s time to throw out stereotypes on aging._ AARP.
[https://www.aarp.org/health/healthy-living/info-2022/aging-survey.html](https://www.aarp.org/health/healthy-living/info-2022/aging-survey.html)

Moran, J. J. (2014).
_Employment law: New challenges in the business environment_(7th ed.). Pearson.

Terrell, K. (2024, March 22).
_Does age matter when looking for jobs? Most boomers say yes_. AARP.
[https://www.aarp.org/work/job-search/boomers-age-looking-for-jobs/](https://www.aarp.org/work/job-search/boomers-age-looking-for-jobs/)

**1B**. The retirement age in America is constantly in question. In 1983, Congress passed a law that gradually increased the full retirement age (FRA) since people are living longer. For individuals born between 1943 and 1954, their FRA is 66. They can start receiving Social Security benefits at 62. For people born after 1960, their FRA is 67 even though they can also start receiving Social Security benefits at 62 (SSA, n.d.). Recently, the Republican Study Committee (RSC) recommended the FRA be increased to 69. Under current law, the FRA is set at 67 (Ross, 2024).

Personally, I am of the opinion that people should be allowed to work for as long as they have the mental, emotional, and physical capacity to do so. If people want to work past the age of 65, they should be allowed to. BettyReid Sokin made history as the longest serving National Park Services Park Ranger. She retired at 100 years old. She started working for the NPS when she was 84 years old (National Park Service, 2022).

Many Americans are choosing to delay their retirement or re-enter the workforce due to the economy. Due to this, more and more senior citizens are in the workforce. The Age Discrimination in Employment Act of 1967 protects employees over the age of 40 from discrimination due to their age. They are protected in “hiring, promotion, discharge, compensation, or terms, conditions or privileges of employment” (U.S. Department of Labor, n.d.). I think this law is adequate, however; there could be some additional laws to strengthen protections. As the FRA increases, more senior citizens will need protection.

‌References

Benefits Planner: Retirement | Born between 1943 and 1954 | SSA. (n.d.).
[www.ssa.gov](https://www.ssa.gov/).
[https://www.ssa.gov/benefits/retirement/planner/1943.html](https://www.ssa.gov/benefits/retirement/planner/1943.html)

‌Ross, K. (2024, July 31). Raising the Retirement Age for Social Security Would Cut Benefits by Thousands of Dollars Each Year. Center for American Progress.
[https://doi.org/10.2105//AJPH.2023.307310/](https://doi.org/10.2105/AJPH.2023.307310/)

U.S. Department of Labor. (n.d.). Age Discrimination | U.S. Department of Labor. Dol.gov; U.S. Department of Labor.
[https://www.dol.gov/general/topic/discrimination/agedisc](https://www.dol.gov/general/topic/discrimination/agedisc)

‌100 year-old National Park Service Ranger Betty Reid Soskin retires after remarkable career – Office of Communications (U.S. National Park Service). (2022, March 31). Nps.gov.
[https://www.nps.gov/orgs/1207/soskin-retires-2022.htm](https://www.nps.gov/orgs/1207/soskin-retires-2022.htm)

**1C. DIS**….Think about your own orientation and onboarding experiences in the workplace. Describe examples of experiences you have had as a new hire that have been particularly effective and/or ineffective. Why were they effective or ineffective? What could have been done to improve your experiences? Did your experiences affect your decision to remain employed in the organization(s)?

**1D:** Conduct either an exit interview OR what Sullivan calls a “stay interview”:

**Exit Interview**
Conduct a “post-exit” interview with someone who has
**_voluntarily_** left a job within the past 2 years. You
**may not** interview yourself, and you
**may not** interview someone who was fired, laid off (no involuntary turnover), or someone who left due to retirement or a medical issue (no unavoidable turnover).

**Stay Interview**
Conduct a stay interview with a colleague, friend, or significant other who has been with his or her organization for at least 2 years. Again, you
**may not** interview yourself. Likewise, do not interview a coworker unless it is within your power to make changes based on the coworker’s feedback.

**In your interview, obtain the following information:**

· Job title

· Brief job description

· Approximate length of time in the job

**For an exit interview:**

· Reasons for leaving the job

· Any attempts to negotiate with the organization before leaving

**For a stay interview:**

· Reasons for staying on the job

· Reasons the employee would consider leaving

Summarize this information in a discussion post to share with your classmates. Additionally, use what you have learned from this module’s readings to highlight aspects of the job that may lead/or may have led to voluntary turnover and any retention efforts that could be/could have been used to keep that employee working at the job.

**## GradDiscussionRubric.pdf**

TCOB Graduate Studies Discussion Rubric

Criteria No Submission

0 points

Novice
(Criterion is missing or not

in evidence)
1-13 points

Basic
(works towards meeting

expectations;
performance needs

improvement)
14-16 points

Proficient
(meets expectations;

performance is satisfactory)
17-18 points

Exemplary
(exceeds expectations;

performance is outstanding)
19-20 points

Support of
Week's Reading

No Student
Submission
(0 points)

Does not refer to the
readings to support postings

(1-13 points)

Alludes to the readings
to support postings

(14-16 points)

Refers to examples from the
readings to support postings

(17-18 points)

Provides concrete examples from
the readings to support postings;

integrates prior readings in
postings

(19-20 points)

Observations No Student
Submission
(0 points)

Does not integrate personal
observations or knowledge;

does not present new
observations
(1-13 points)

Integrates personal
observations and

knowledge in a cursory
manner; does not

present new
observations

(14-16 points)

Integrates personal
observations and knowledge
in an accurate way; presents

new observations
(17-18 points)

Integrates personal observations
and knowledge in an accurate and

highly insightful way; presents
new observations

(19-20 points)

Response to
Classmates

No Student
Submission

(0 points)

Responds in a cursory
manner to classmates’

postings
(1-13 points)

Constructively responds
to classmates’ postings

(14-16 points)

Constructively responds to
classmates’ postings; offers

insight that encourages other
students to think critically

about their own work.
(17-18 points)

Constructively responds to
classmates’ postings; masterfully
connects the material presented
in classmates’ postings to their

responses; encourages classmates
to think critically about their own

work.
(19-20 points)

Organization,
Word Choice,
and Sentence

Structure

No Student
Submission

(0 points)

Posts are disorganized and
information is not presented
in a logical sequence; word

choice and sentence
structure are not suitable

(1-13 points)

Posts are somewhat
disorganized, and
information is not

presented in a logical
sequence; word choice
and sentence structure

are not suitable
(14-16 points)

Posts are organized, and
information is presented in a

logical sequence; word
choice and sentence

structure are suitable; there
are a few errors; however,

errors do not affect
readability.

(17-18 points)

Posts are organized and
information is presented in a

logical sequence; word choice and
sentence structure are suitable;

no errors in the response.
(19-20 points)

References No Student
Submission

(0 points)

Includes no sources to
support conclusions

(1-13 points)

Includes 1 outside
source to support and
enrich the discussion;

Includes 2 or more outside
sources to support and
enrich the discussion;

sources are properly cited in

Includes 2 or more outside
sources to support and enrich the
discussion; sources are cited using

APA format; style guidelines are

TCOB Graduate Studies Discussion Rubric

sources are not properly
cited in APA format

(14-16 points)

APA format and are properly
integrated into the discussion

response
(17-18 points)

masterfully integrated into the
discussion response.

(19-20 points)

**## WEEK6DISRES78HRA549.docx**

**Specifically, focus your responses to your peers' initial postings FOR 1A AND B. Cite scholarly authors, C & D discussion.**

**1A KW…** I believe there should not be a strict age limit on when individuals must stop working as long as they can perform their duties effectively. While many still see 65 as a reasonable retirement age, others prefer to work into their 70s or beyond. The elimination of mandatory retirement under the Age Discrimination in Employment Act (ADEA) reflects that individuals should not be forced to leave the workforce solely based on age (Moran, 2014).

As people age, many want to stay engaged in the workforce for financial reasons or personal fulfillment (Harrar, 2022). However, concerns about productivity and safety are valid, particularly in physically demanding roles. Employers should assess employees based on their abilities rather than making assumptions about age-related decline. Age bias remains a significant issue, as highlighted by a survey from the American Staffing Association (ASA), which found that 78% of baby boomers feel their age negatively impacts their hiring chances. Moreover, only 24% of boomers are considering job changes this year, compared to higher rates among younger generations (Terrell, 2024).

To further protect employees from discrimination, additional policies could strengthen existing laws. For example, expanding workplace accommodations, implementing robust training to address age bias, and enhancing legal protections against subtle forms of discrimination could foster a more inclusive work environment. AARP (2023) suggests that employers include age as part of their diversity, equity, and inclusion strategy, ensure age-neutral hiring practices, and offer career development opportunities to workers of all ages. Furthermore, they advocate for strengthening and enforcing age discrimination laws to better protect older workers (Choi-Allum, 2023).

**References:**

Choi-Allum, L. (2023, September 5).
_The value of older workers: Breaking barriers and embracing experience_. AARP.
[https://www.aarp.org/pri/topics/work-finances-retirement/employers-workforce/value-of-older-workers-breaking-barriers-embracing-experience](https://www.aarp.org/pri/topics/work-finances-retirement/employers-workforce/value-of-older-workers-breaking-barriers-embracing-experience)

Harrar, S. (2022, June 6).
_It’s time to throw out stereotypes on aging._ AARP.
[https://www.aarp.org/health/healthy-living/info-2022/aging-survey.html](https://www.aarp.org/health/healthy-living/info-2022/aging-survey.html)

Moran, J. J. (2014).
_Employment law: New challenges in the business environment_(7th ed.). Pearson.

Terrell, K. (2024, March 22).
_Does age matter when looking for jobs? Most boomers say yes_. AARP.
[https://www.aarp.org/work/job-search/boomers-age-looking-for-jobs/](https://www.aarp.org/work/job-search/boomers-age-looking-for-jobs/)

**1B**. The retirement age in America is constantly in question. In 1983, Congress passed a law that gradually increased the full retirement age (FRA) since people are living longer. For individuals born between 1943 and 1954, their FRA is 66. They can start receiving Social Security benefits at 62. For people born after 1960, their FRA is 67 even though they can also start receiving Social Security benefits at 62 (SSA, n.d.). Recently, the Republican Study Committee (RSC) recommended the FRA be increased to 69. Under current law, the FRA is set at 67 (Ross, 2024).

Personally, I am of the opinion that people should be allowed to work for as long as they have the mental, emotional, and physical capacity to do so. If people want to work past the age of 65, they should be allowed to. BettyReid Sokin made history as the longest serving National Park Services Park Ranger. She retired at 100 years old. She started working for the NPS when she was 84 years old (National Park Service, 2022).

Many Americans are choosing to delay their retirement or re-enter the workforce due to the economy. Due to this, more and more senior citizens are in the workforce. The Age Discrimination in Employment Act of 1967 protects employees over the age of 40 from discrimination due to their age. They are protected in “hiring, promotion, discharge, compensation, or terms, conditions or privileges of employment” (U.S. Department of Labor, n.d.). I think this law is adequate, however; there could be some additional laws to strengthen protections. As the FRA increases, more senior citizens will need protection.

‌References

Benefits Planner: Retirement | Born between 1943 and 1954 | SSA. (n.d.).
[www.ssa.gov](https://www.ssa.gov/).
[https://www.ssa.gov/benefits/retirement/planner/1943.html](https://www.ssa.gov/benefits/retirement/planner/1943.html)

‌Ross, K. (2024, July 31). Raising the Retirement Age for Social Security Would Cut Benefits by Thousands of Dollars Each Year. Center for American Progress.
[https://doi.org/10.2105//AJPH.2023.307310/](https://doi.org/10.2105/AJPH.2023.307310/)

U.S. Department of Labor. (n.d.). Age Discrimination | U.S. Department of Labor. Dol.gov; U.S. Department of Labor.
[https://www.dol.gov/general/topic/discrimination/agedisc](https://www.dol.gov/general/topic/discrimination/agedisc)

‌100 year-old National Park Service Ranger Betty Reid Soskin retires after remarkable career – Office of Communications (U.S. National Park Service). (2022, March 31). Nps.gov.
[https://www.nps.gov/orgs/1207/soskin-retires-2022.htm](https://www.nps.gov/orgs/1207/soskin-retires-2022.htm)

**1C. DIS**….Think about your own orientation and onboarding experiences in the workplace. Describe examples of experiences you have had as a new hire that have been particularly effective and/or ineffective. Why were they effective or ineffective? What could have been done to improve your experiences? Did your experiences affect your decision to remain employed in the organization(s)?

**1D:** Conduct either an exit interview OR what Sullivan calls a “stay interview”:

**Exit Interview**
Conduct a “post-exit” interview with someone who has
**_voluntarily_** left a job within the past 2 years. You
**may not** interview yourself, and you
**may not** interview someone who was fired, laid off (no involuntary turnover), or someone who left due to retirement or a medical issue (no unavoidable turnover).

**Stay Interview**
Conduct a stay interview with a colleague, friend, or significant other who has been with his or her organization for at least 2 years. Again, you
**may not** interview yourself. Likewise, do not interview a coworker unless it is within your power to make changes based on the coworker’s feedback.

**In your interview, obtain the following information:**

· Job title

· Brief job description

· Approximate length of time in the job

**For an exit interview:**

· Reasons for leaving the job

· Any attempts to negotiate with the organization before leaving

**For a stay interview:**

· Reasons for staying on the job

· Reasons the employee would consider leaving

Summarize this information in a discussion post to share with your classmates. Additionally, use what you have learned from this module’s readings to highlight aspects of the job that may lead/or may have led to voluntary turnover and any retention efforts that could be/could have been used to keep that employee working at the job.