BA350 Paper 1

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School

San Diego State University *

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Course

BA 350

Subject

Business

Date

Feb 20, 2024

Type

docx

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Uploaded by cerealscout

Christopher Sperry BA 350 30 May 2023 Paper 1: Comparison of Online Work Settings and In-Person Work Settings We as individuals learn violence from violence. In the month of March in 2020, the COVID-19 Pandemic began, and many people were quick to begin discriminating against Asian and Asian-American communities. The same can be said of Middle Eastern Communities after the attack on the World Trade Center. By looking at people’s age, race, religion, sexual identity, and more people tend to create opinions of others. Workplace discrimination can take shape in various forms, and settings, both on and offline. How it is handled can depend on the setting and the situation. A great example to look at is discrimination in both a work and school-based environment. According to BA-350’s 2 nd lecture, the American Workforce is aging, and according to AARP.org, this is true as over 1/3 of the workforce is over the age of 50. However, based on AARP, one in six people were discriminated against because of there age. This can effect workplace organizational behavior both in a physical and mental sense, including but not limited to “depression, developing anxiety disorders, loss of self-control leading to the employee becoming hostile or even attempting suicide” (US Army). However, thanks to the Age Discrimination in Employment Act, or ADEA for short, protects individuals from the age of 40 from age-based discrimination in a workplace setting. This form of discrimination, however, is not the only one found in the workplace or scholarly based setting. There is also sexually based harassment.

According to the U.S. Equal Employment Opportunity Commission, Harassment can include "sexual harassment" or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person's sex. (EEOC) Such ordeals can be found within both a scholarly setting as well as a work-based setting. The effects that sexual harassment can vary whether it is online or in an in-person based setting. If it is in person, there are actions that can be taken to ensure the safety of the victim and the punishment of the harasser. However, such actions require the filling of paperwork and can delay what needs to be done. In an online based setting, one need only block the user, document and collect the harasser’s actions and turn it in to the proper authorities. However, as per the author of this paper’s own experience, the authorities may not be able to do much if you do not know who your harasser is, but by no means should one comply with any demands being made in such circumstances. Another thing that people often discriminate against, however, is religion. Religion plays an important part in many people’s lives, however there are those who would belittle, berate, and harass those of a different or foreign religion. In an online setting, this can be easily stamped out, by excusing or creating a punishment in equivalence to the action committed. However, with an in-person situation, the situation may be different, and harder to control and deal with. The First Amendment of the United States Constitution protects the freedoms of both religion and expression, allowing justice to be done as soon as the incident is found out. The same can also be said of in a work base setting through the 1964 Title VII Civil Rights Act, which prohibits employers from discriminating against people based on religion. However even with this, there are still those who are excluded from activities and events.

In an in-person workplace environment, exclusion incidents can occur for many reasons. They can occur as retaliation for an employee for blowing the whistle or being out of line, it could be because of race, sexual identity, gender, or even level of intelligence. However, it is considered unlawful for a workplace to exclude workers for any of these reasons, as a workplace should be an equal opportunity employment act. This act is still viable in an online-based work environment, as employers can still retaliate against employees by excluding them from meetings or social calls. It is however not so easily seen in a scholarly setting as exclusion can be utilized as a form of disciplinary action. Lastly is the negligence of those with disabilities. Whether physical or mental, a disability must be accommodated for by the Americans with Disabilities Act, or ADA for short. This law can apply to both work environments as well as scholarly environments, whether they are in-person or online. As such, the organizational behavior of those with disabilities may receive “higher performance evaluations but lower performance expectations” (Lecture 2). This however does not allow for employers to neglect there employees with disabilities. In fact, according to the Department of Labor, “[t]he ADA requires reasonable accommodations as they relate to three aspects of employment: 1) ensuring equal opportunity in the application process; 2) enabling a qualified individual with a disability to perform the essential functions of a job; and 3) making it possible for an employee with a disability to enjoy equal benefits and privileges of employment” (DOL). Furthermore, for students the Education for All Handicapped Children Act of 1975, the ADA, and Section 504 under the department of education all protect students with disabilities as well. In conclusion, whether it is within an online setting or an in-person setting, all environments are protected against discrimination, harassment of any nature, and more through laws the laws and regulations of our states and government. However, in certain circumstances it

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