Critical Thinking Assignment

The review of Chern’s Flagship Store and analyzing its full-time sales associates hiring data for evidence of adverse impact, “a substantially different rate of selection in employment decisions that adversely affects a protected group, protected groups under title VII of Civil Right Act include race, color, religion, sex, national origin, age discrimination, and the American with Disabilities Act (Phillips, Gulley, 2015). This evaluation described by, Section 4D of the Uniform Guidelines states that “a selection rate for any race, sex, or ethnic group which is less than 4/5ths (or 80%) of the rate for the group with the highest rate will generally be regarded by the

Not only does Affirmative action prevent discrimination, but also this legislation implemented by the national government can diversify and improve the overall well being of businesses and schools. Sometimes individuals of a minority group are rejected for a position or declined acceptance to a university not because they are inept, but due to outdated stereotypical assumptions that cause an employer or official to reconsider that person. The ideas behind affirmative action prevent unfair labeling from those whose

Affirmative action is an action that was purposefully designed to provide full and equal opportunities for employment and education for women, minorities, and other individuals belonging to disadvantaged groups. This paper will assess the rudiments of Affirmative Action as it applies to public and private sector employers. The paper will also evaluate what employers are subject to affirmative action plans, what the plans require employers to do, and what happens if employers do not meet the objectives of the affirmative action plan.

Teaching higher order thinking skills is not a recent need. It is apparent that students, at all levels of education, are lagging in problem-solving and thinking skills. Fragmentation of thinking skills, however, may be the result of critical thinking courses and texts. Every course, especially in content subjects, students should be taught to think logically, analyze and compare, question and evaluate.

Affirmative Action is an employment legislation protection system that is intended to address the systemized discrimination faced by women and minorities. It achieves this by enforcing diversity through operational intrusions into recruitment, selection, and other personnel functions and practices in America. Originally, Affirmative Action arose because of President Lyndon B. Johnson’s desire to integrate society on educational, employment, and economic levels, yet it was John F. Kennedy who issued Executive Order 10925 to create the Commission on Equal Employment Opportunity, a commission that evolved into our modern Equal Employment Opportunity Commission

You are a member of a group working on a class project. The group members are enthusiastic about the project and arrange a meeting time to begin planning. You forget to mark your calendar and miss the meeting. The group posts a summary of the meeting with assignments and deadlines for the project. You apologize to the group and agree to complete the topic research for the project. You realize you have a paper due in another course on the same day that your research is due, and you concentrate most of your time on your individual assignment. The paper takes longer than you thought, and you are unable to conduct research for the group

The affirmative action program is important because it gives job opportunities for many people regardless of their race, color, religion, gender, and national origin. The work force should be well represented by the different ethnic backgrounds of our society. Some people look at affirmative action as reverse discrimination, but this program doesn’t guarantee employment based on race, ethnicity, or gender. The affirmative action program gives equal consideration to individuals from a different race, ethnicity, or gender, but not one of these factors may be the only factor used to determine an individual’s qualifications for any job.

The major task of the EEOC is to identify and to eliminate unfair and discriminatory hiring practices, whether they are intentional or not. The EEOC monitors hiring patterns involving minority and female applicants, gender-specific hiring practices are not protected under the Act, if the employer can show that a particular hiring practice is needed to operate the business in a safe and efficient manner, which is known as a bona fide occupational qualification, or also known, BFOQ (Doerner, W. G. (2012) , the task can be a valid BFOQ in one jurisdiction, but in another location, it could be an invalid BFOQ. The key is make sure the job standards match the duties incumbents are expected to undertake. Even though the 1964 Civil Rights Act did not properly define what the term, discrimination was, the Supreme Court decision in the case of Griggs v. Duke Power Company in the year 1971, made the omission quite clear. In the defining terms of discrimination, if the employment restriction were related directly to job performance, it would be valid selection criterion, but if the requirement did not reflect how employees performed job tasks, then that practice was

The minorities representation appears to be out of line based on the labor market for table 1.3. The company needs to hire and promote more minorities within the company.

My name is Alexis Batiste, but most people call me “Lexi”. I am currently a Junior at Cal Poly Pomona. I reside in Long Beach California, but during the school year I have an apartment in Pomona. I am pursing a bachelor’s degree in Kinesiology. After graduation, my plans are to attend Loma Linda University to earn a graduate degree. I would love to become a specialist in sports medicine as well, but for now my dream is to work with young athletes. I want to help them exercise and treat any injuries that they encounter while playing a sport. I want to help my patients live a healthy life by helping them stay fit.

Legislation has reduced discrimination and open doors for minorities by putting in place EEO and AA these are programs both designed to promote social equity through different methods. Treating all individual in the employers communicate their commitments to EEO to prospective application in the form of an EEO policy statement. Legislation has put in place and policy that is referred to proactive efforts on the part of an employer to address the effects to past discrimination when the EEO efforts alone will not suffice. The most rent development in the challenge to achieve social equity is Diversity Management it's more distinct from AA and EEO in that its primary goals is to ensure that individual will work in harmoniously no matter what their

The Civil Rights Act of 1964 empowered minorities in many different ways, most notably in prohibiting discrimination in the workplace. Title VII of the Civil Rights Act expressly prohibits discrimination in hiring, firing, promotion, pay, benefits and other aspects of employment based on race, color, religion, sex, or national origin (U.S. Department of Labor, 2012). This law was seen as a major boon to minorities and women in the workforce who had, for years, been subjected to unfair hiring and remuneration practices. But, in order to ensure that there was broad fairness and that employers were abiding by the new law, some steps needed to be taken. One way to monitor employers was to force them to have a certain number of minorities and women on their workforces at all times, greatly increasing the number of minority employees. These affirmative action laws, while still controversial today, have made a huge difference in the composition of our nation's workforce and in the lives of those who have been affected.

Reverse discrimination first gained notoriety in the 1970’s and has blossomed into a serious concern as to whether the protection of minorities discriminates against the majority (Does Affirmative, 2009). The affirmative action law was written to protect individuals of all races not just minorities. Managers should be educated on the positive impact of discrimination through professional development trainings and seminars, implementing white papers is a great way to deal with discrimination in the workplace. Meritocracy and diversity often seem to be at odds and a certain tension arises when the two are considered when hiring decisions are made (Walton, Spencer, & Erman, 2013). Jerry Falwell Sr. once said your greatest opportunity is often

In order to develop recruitment methods to be used in hiring for this position, we have to take into consideration that there are several laws, regulations, policies and governing entities that human resource management have to comply with, for example the Civil Rights Act of 1964, sexual harassment, the equal employment opportunity commission, and affirmative action. The Civil Rights Act of 1964 forbids employers from discriminating

A company must administer Equal Employment Opportunities (EEO) to those who apply, which means in no way should an employer base a candidates skill on their ethnic background, religion, sex, national origin, disability, or age. During the recruitment process, affirmative action policies make it a requirement that employers show initiative in hiring a diverse pool of applicants to fill positions available. We have a diverse pool of applicants that come and apply with my company. Most of the applicants will get hired regardless of their race, nationality or age, the best factor that prohibits one from getting hired on is language barrier.