Hiring for Looks

This example is an appropriate for the critical analysis because it displays a situation where attractiveness is related directly to the job. The Hooters example is relevant because the uniforms female employees are required to wear proves to the requirement of an attractive appearance in the workplace. We can easily imagine that the uniforms are intentionally sexualized, which in fact they

Why women are discounted by employers and not men is interesting. Men have judged women based on their looks for years even in the workplace. This is a form of sexual objectification and undervaluing women according to Caroline Heldman, (2013). One would think that due to The Equal Pay Act that positive business acumen would be practiced for the greatest good based on skill and not using discriminatory practices based on sex and looks. The utilitarian theory will be evaluated to identify the greatest good for the greatest number as it pertains to women being discounted and

Cohen is correct in that hiring for image is essential for good business. It must be effective since all businesses pursue to do so. Hiring for image leads to the increased prices of product, increased sales of products, and can give the impression of authenticity which eventually leads to what businesses want, profit. It also is an important aspect in attracting the teenager group which is a large portion of consumers; Teens are well known for wanting to have a good image due to peer pressure and to be popular at school. The claim that businesses are discriminating are unreasonable; they may only be hiring certain types of people , but that is uncontrollable in pursuing to satisfy their customers ' wants and needs. They are only trying to do what they think will generate the most profit. If most people ask themselves, they would rather choose a place with good looking people than without. However, although it is beneficial for companies, the question of whether is

Today’s jobseeker has tough competition. In our text book readings “Judging by the Cover” (657-658), Bonny Gainley begins the argument of the paper by stating that job seekers must be careful when they make personal choices that initially will affect their chances of entering the workplace. People have a need to be accepted by others just the way they are, in the same way people continue to say, “you can’t judge a book by its cover”, yet people do based solely on their personal appearances. That goes for businesses as well, “[t]he bottom line is that businesses exist to make money. Whether it seems fair or not, most employers do care about the personal appearances of the people they hire because those people represent the business to its customers”.

Target has suggested that its vendors create special products or prevent price comparisons to help decrease consumer show-rooming (Kinicki & Williams, 2013). Pressure of this sort could create opportunities for vendors to participate in unethical practices and could create a negative image for Target (McKay, Nitsch, & Peters, 2015). Although laws, such as the Sarbanes-Oxley Act, are basic frameworks that business operations must comply with, there is no guideline that businesses have to follow when making business decisions. Furthermore, ethical behavior can be perceived by customers, investors, and society as corporate responsible while creating additional value for products or services (Kinicki et al., 2013). Target should ensure that it ethically follows all constraints of the law while considering the impacts its decisions will have on its stakeholders, and while fostering an image, responsibly by corporate.

“Judging by the Cover,” is an essay written in 2003 by Bonny Gainley who is a consultant, speaker, and author. It originally appeared in an opinion column in a Colorado newspaper. Although non-discriminatory, she believes that people project messages about themselves with their appearance. This essay seems to be intended for recent graduates and young job seekers. The main point that she tries to explain to the reader is that even though our family and friends may accept us for who we are, employers may not.

The stores attracted customers with “physical attractiveness” of the store employees and quite clearly there is an argument of unconscious bias in the practice of hiring employees based on physical attractiveness as considered by Shahani-Denning (2003) in the study. Although numerous lawsuits under employment legislation were filed, most of them were based on conscious discrimination and quite interestingly there are no laws governing discriminatory practices under hiring based on “physical attractiveness”. However the brand image of Abercrombie and Fitch is dependent on the outward projection of physical appearance and hence there is a rationale for the argument of hiring physically attractive store staff to attract more

Lance, I respect your post and thoughts, but do you think that what you stated is a little two-sided? What I mean is what you think is attractive might not be what I think is attractive. People have different taste and like different things. This being said hiring someone in a suit does not mean much to me because what are you actually getting under the suit? Their attitude and ways could be very ugly and hard to get along with on daily basis. Also, as Christian's we are not supposed to have lustful eyes. I understand we are all human and do not get me wrong we look. Putting people in positions that look a certain way works and does typically pull in revenue, but usually, you are not getting a true person, you are getting someone paid to look

Personally I see this world of salesmanship and such value being put on image everyday in the world of business. Sad but true, that many employers hire first off based on what that candidate looks like as they walk up to the interview room. Image without substance; what ever happened to what that

The two applicants will vary in attractiveness. Attractiveness will be determined by the “averageness” of a face; the more attractive face will be a compilation of the average of various facial features common to the Anglo-Saxon genetic disposition. Studies of compilations of average facial traits show that we have a biological preference for the average phenotype because we believe it indicates evolutionary resilient, fertile genotypes (Langlois, Roggman, 1990.) The other profile will be composed of a person with facial features that deviate from the average (example: wide-set eyes, etc.) and as a result are found less attractive.

there rolls in the job market can be increased by the way they look. With the

Just like that, when you meet a human being, the very first thing that you notice is the way he looks. It's very natural, nothing wrong about that. More often than not, a person's talent is ignored just because he/she happens to look .. well, plain. Be it in the professional or the personal life, a man / woman needs to have a good personality to climb that ladder of success.

Lookism is a form of discrimination and is the concept of judging people by their physical attractiveness and the enhanced treatment given to those who are more physically attractive. In psychology today by Ray Williams, who has written in many publications and his work focuses on the workplace issues of leadership, organization, employee motivation and engagement, productivity and relationships. In his writing, it states, “People who are physically attractive will have a better chance of keeping and finding a job, and securing credit than less attractive people... which creates legal issues, he says, for less attractive people tend to sue for compensation for potential loss of earnings” (psychology today). This quote is relevant because, it shows that people automatically categorize others for their outward appearance, before having a chance to evaluate their character and personality.

The first section addresses the question of whether it is possible to use measures of beauty to analyze the role of looks in the labour market. Since, it would be futile to examine the effect of beauty on employment if there is no mutual agreement on what defines beauty. Using data from

During my hiring process my boss asked me questions such as my likes, dislikes, and hobbies. Unsure if I was being interviewed or on a date, but soon I learned the environment at Journey’s looked a lot like a skate park, or a fun hang-out place. It might be a coincidence but, I noticed my co-workers were all attractive in some shape of form. I also noticed that my coworkers all represented one of each of Boston demographics. The team my boss set up was effective because it is a social proof that good looking people have an advantage in social interaction.