List And Describe The Components Of Porter 's Strategy

For over two hundred years, white males have been the most powerful group in the United States. Through economic exclusions, enforced by laws and reinforced by deep cultural attitudes, there has existed, in effect, a preferential hiring program for white males. In light of that historical reality and the dynamics that remain in our culture, evaluate the contemporary strategy of affirmative action for minorities to bring about more fairness in hiring and promotion practices. Draw heavily from the assigned readings and then explain and defend your arguments concerning affirmative action and "reverse discrimination."

1. Explain how legislation and codes of practice relating to equality, diversity and discrimination apply to own work role

Differentiation strategy is generally reserved for companies with a clear competitive advantage. Companies such as Mercedes and Apple employ this strategy. Differentiation strategy is demonstrated when a company provides value to customers through unique unique features and characteristics of a company's products rather than by the lowest price (Open Learning World 2010).

3. In seeking to ensure conformance to EEO laws, what evidence of discrimination does the EEOC look for? In which areas of management is this most likely to occur?

When defining, individual discrimination, institutional discrimination, and structural discrimination, I decided to use some of my pasted lecture notes. First, individual discrimination

4. Explain how legislation and codes of practice relating to equality, diversity and discrimination apply to own work role

11. Explain how a person may suffer from multiple discrimination and how it might affect them.

Therefore, our organizational systems, structures, and processes are in alignment with data transferring within our organizational systems. This allows employees to obtain higher performance and positive sustainable change, because outcomes are the bottom-line profits are of the public services.

2.1 Identify the main principles of discrimination law in recruitment and selection and in employment.

Discrimination in the workplace occurs when an employee experiences harsh or unfair treatment due to their race, religion, national origin, disabled or veteran status, or other legally protected characteristics. Discrimination is one of the biggest problems people face in the workplace and it must be dealt with forcefully.

In differentiation strategies, the emphasis is on creating value through sustainable uniqueness. This can be achieved through product innovations, superior quality, or superior service, which is then sustained and leveraged through creative advertising; brand-building and strong supply chain relationships. Another requirement for a successful differentiation strategy is that customers must be willing to pay more for the uniqueness of a product or service than the firm paid to create it. A differentiation strategy will lead to higher firm performance only if buyers value the attributes that make a product or service unique enough to pay a higher price for it or if they choose to buy from that firm preferentially. If

Discrimination occurs when an employee suffers from unfavorable or unfair treatment due to their race, religion, national origin, disabled or veteran status, or other legally protected characteristics. Employees who have suffered reprisals for opposing workplace discrimination or for reporting violations to the authorities are also considered to be discriminated against. Federal law prohibits discrimination in work-related areas, such as recruiting, hiring, job evaluations, promotion policies, training, compensation and disciplinary action. (employeeissues.com, 2006)

Porter describes three choices of strategic position that influence the configuration of a firm's activities:

According to Porter, strategies allow organizations to gain competitive advantage from three different bases: cost leadership, differentiation and focus. Porter calls these bases as generic strategies.

Welcome to Focus, we are an organization that functions through a unique structure, with elements borrowed from several approaches and theories studied throughout the course of our year. Focus’s structure most closely models the systems approach. In addition to functioning like a human body, Focus has borrowed elements from the classical approach through ordered structuring of department levels, the family metaphor and human resources encapsulates our employees, and cognitive strategies to influence our decision making. Like a human body we need to operate at full capacity and so our group has added the best prescribed medicines, practices, to ensure that Focus efficiently functions internally between departments and employees as well as