An in-basket exercise was used to investigate the influence of age stereotypes on the simulated managerial decisions of 142 undergraduate business students. A "younger employee" and an "older employee" version were created for each of six in-basket items covering a variety of managerial problems. Results confirmed the hypothesis that stereotypes regarding older employees' physical, cognitive, and emotional characteristics lead to discrimination against older workers. The implications of these findings for older workers' motivation and career satisfaction are discussed, and suggestions are made for organizational change to accommodate the special needs of older workers.

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This investigation examined the way sex-role stereotypes-perceptions and expectations of what is appropriate behavior for males and females-influence evaluations of male and female supervisory behavior. Undergraduate students and bank supervisors were asked to read one of six versions of a supervisory problem (with either a male or female supervisor and with either male, female, or mixed subordinates) and to evaluate the effectiveness of four supervisory styles. Results indicated that sex-role stereotypes do influence evaluations of supervisory effectiveness for some, but not all of the supervisory styles. Findings are discussed in terms of the potential negative consequences of sex-role stereotypes for supervisory behavior.

The nature of job-related age stereotypes was investigated. Fifty-six realtors and SO undergraduate business students rated the average 60-year-old person and the average 30-year-old person on 6.1 personal characteristics scored on 4 worker qualification dimensions. The 60-year-old person was rated lower on performance capacity and lower on potential for development; the 30-year-old person was rated lower on stability. \o differences were found for ratings of interpersonal skills. The invalidity of age stereotypes was discussed and the potential danger of age discrimination based on erroneous age stereotypes was suggested.

An in-basket exercise was used to investigate the influence of sex role stereotypes on the personnel decisions of 95 bank supervisors. The design consisted of four separate experiments (in-basket items) in which an employee's sex and other situational attributes were manipulated. Results confirmed the hypothesis that male administrators tend to discriminate against female employees in personnel decisions involving promotion, development, and supervision. Discrimination against male employees was found in personnel decisions involving competing role demands stemming from family circumstances. Features of the decision-making process which tend to heighten the influence of sex role stereotypes on personnel decisions are discussed.