AGE

The relationship between age and job performance is likely to be an issue of increasing importance during the time period. First, there is a widespread belief that job performance declines with increasing age. Regardless of whether this is true, a lot of people believe it and act on it. Second, the work force is aging. The third reason is the retirement age. Perceptions lay a great importance over here. The evidence indicates that employees hold mixed feelings. They see a number of positive qualities that older workers bring to their job, such as experience, judgment, a strong work ethic, and commitment to quality. But older workers are also perceived as lacking flexibility and as being resistant to new technology. And in a time when a organization are actively seeking individuals who are adaptable and open to change , the negatives associated with age early hinder the initial hiring of older workers and increase the likelihood that they will be let go during cutbacks. There are other factors also on which age has effect on turnover, absenteeism, productivity, and satisfaction. Its presumed that older people are less likely to leave the job. There are less job alternatives for old age people. In addition, older workers are less likely to resign than younger workers because their long tenure tends to provide them with higher wage rates, longer paid vacations, and more attractive pension benefits. Age has an inverse relation to absenteeism, old age people are prone to health issues soon or later in the age, but this statement is debatable because health issues can rise with anyone with in any age. Old people have higher rates of unavoidable absence, probably due to the poorer health associated with aging and the longer recovery period that older worker need when injured. Productivity is the ultimate thing that an organizations demand, so here the question arises does age affect productivity??? There is a widespread belief that productivity declines with age. It is often assumed that an individual skills-particularly speed, agility, strength and coordination-decay over time and the prolonged job boredom and lack of intellectual stimulation contribute to reduced productivity

Age and job satisfaction is a big question. What is the relationship between the two. Satisfaction tends to continually increase among professionals as they age, whereas it falls among non-professional during middle age and then rises again in the later years. The changing age composition of the workforce is forcing organizations to make a number of adjustments. One is learning how to deal effectively with older workers. The number of age discrimination complaints has increased dramatically. Organizations must also learn how to deal with younger employees, who have values markedly different from those of their order counterparts. The days of total loyalty and commitment to the company in exchange for guaranteed employment are a thing of the past. Young employees do not have such loyalty values, and organizations in recent years have made it clear that there is no such thing as lifetime employment.

TENURE
With the exception of gender and racial differences, few issues are more subject to misconceptions and speculation than the impact of seniority on job performance. Extensive reviews have been conducted of the seniority-productivity relationship. If we define seniority as time on a particular job, we can say that the most recent evidence demonstrates a positive relationship between seniority and job productivity. So tenure, expressed as work experience, appears to be good predictor of employee productivity. Tenure is a potent variable in explaining turnover. Tenure is valuable asset of any organization because that experienced person is working with organization from so long and that person also has good knowledge of industry as well. Organization definitely utilizes that persons skill and knowledge that will be beneficial to organization and also they wants to enhance this kind of skillful persons.

Tenure gives that extra value to organization. It is organizations core-competence. Higher tenure ratio generates lower turnover in company because when employer is satisfied with organizations culture and climate. Tenure knows importance of work and also contributes efforts for same better than other employees or new employees.

EDUCATION
Educated employees are boon for any organization. Education basically determines the knowledge level of an individual. Education is a way of enlargement ones skill. With having proper knowledge one can develop skill. The technical skills are also required to taught. Education of one employees in organization vastly and broadly affect the job performance . Educated employees required less supervision, mentoring for short time also can yield result. Educated employees are required to formulate strategy and also suggest plan of action to achieve the same. Good educational qualification promotes healthy functional competence and understanding of various departments. Reflective skills, to set priorities for work efforts and life goals. They ability to influence people based on a broad understanding of people and motivation Therefore, to maximize the effect of education one should be regularly evaluated by giving various challenging jobs and task to accomplish,

RESERVATION
Reservation is a debatable issue, For certain people reservation acts as a boon and for some it acts as a bane. Our country promotes backward classes for peoples better-off. Reservation in India is a form of affirmative action designed to improve the well-being of backward and under-represented communities defined primarily by their 'caste' (quota-system based on 'gender' or 'religion'). It's a phenomenon that commenced with the coming into force of the Indian Constitution (the Constitution initially provided reservation to Christians, with the

provison that it would automatically reduce gradually with the efflux of time) however, lately preferential treatment on regional basis has either been non-statutorily introduced in the educational institutes (e.g. eligibility conditions for candidates from outside the State are 5% higher than that for the 'locals', as per local rules prescribed by certain Universities) or is being advocated in both jobs and lowly professions like auto-rickshaw-drivers.

These

are

laws

(both

Constitutional

and

statutory)

or

merely

local

rules/regulations/practices (not derived from any Act passed by the Parliament or StateLegislature) wherein a certain percentage of total available vacancies in educational institutes and government jobs are set aside for people from backward communities and others. Scheduled Castes (SC), Scheduled Tribes (ST) and Other Backward Classes (OBC) are the primary beneficiaries of the reservation policies under the Constitution with the object of ensuring a level playing field (without defining the benchmark that determines which particular individual player has reached the said 'level'; the Supreme Court's recent concept of 'creamy layer' requires a case-by-case determination as to who has ceased to deserve protection of these Laws).

The reservation system has been a matter of contention ever since it was first introduced in the British occupied India and remains a point of conflictnay, a form of protectionism [placing a 'handicap' upon certain communities] such as one introduced by the Mughals who levied 'jazia' tax against the Hindu traders. Many citizens belonging to the perceived upper classes find the reservation policy of the government biased and oppose it, because they feel that it infringes their right to equality. Moreso, not everyone who comes from the underprivileged communities, supports the system the main argument being that it makes one feel disadvantaged. This makes the reservation system a controversial subject matter.