Nepotism Is The Most Important Asset

All employees analyze their environment and strive to be recognized and rewarded for their hard work and dedication they put into the company, in a word they are seeking justice. Justice can be defined as a person receiving what they feel they are entitled to and if they do not receive what they deserve, the situation may boarder on injustice. Unfortunately in today’s society justice and appreciation are not given out to all those deserving (Pinder, 1998). Within the Equity theory there are three justice theories. The first of which is distributive justice, this touches on if the referent feels that the outputs are fair that are given to the employees. This comes into play

Going forward, we recommend that you consider implementing a procedure that will include proper aid that will in return prevent errors for the future. Furthermore, we recommend that all persons involved in any employment decisions attend proper training on workplace discrimination that will raise awareness to the outcomes that follow this topic. We know NERD shares a commitment to prevent such exposure for their employees as well as their customers. There are many possibilities when dealing with an issue of this kind. You can cut the budget but not target one specific group, instead cut everyone’s budget a little to make up for the loss, or instead of using a seniority system use another one. Performance appraisals is a great alternative, you can base someone’s pay off of the work they do, not the amount of years that have been with the company. Also, start hiring a mixture of people and become more diverse. By bringing in different ethnicities, genders, age, color, etc. you are in return receiving different ideas, opinions and gaining new perspectives. You are a highly successful and prominent practitioner and these are just a few of our suggestions that would be beneficial to a prestigious facility such as

Business environments today display diversity, a numerical composition that reflects different kinds of people, such as men and women of different ethnic origins, educational experiences, and professional backgrounds (Beamish, Morrison, Inkpen, & Rosenzweig, 2003). A vast amount of organizations are emulating a diverse workforce. Fair treatment of employees is the responsibility of the human resource management team within a firm. Footsteps of past generations are the facilitating mechanism allowing today’s generation to participate in a safe and fair workplace. Specific rules and regulations assist in equal employment opportunities for every employee. The Equal Employment

This gives the employees a level ground for all to work in since no one, after coming from work, can be prejudiced by the people around him or her. In addition, the society can give a chance to voice the people who are treated badly and try to be understood. If I were the CEO, I would implement policies like training. This will ensure that all the workers are familiar with discrimination laws. Another policy I would put up is like sticking to the job requirement when hiring. It ensures that the person working is equipped with the right requirements and was not chosen on the basis of any other factor except the job requirements. It also protects the company from discrimination lawsuits, (Osborne,

There is always going to be a certain level of misunderstanding or miscommunication between employees in the workplace. But when the ugly specter of prejudice appears in the workplace, based on gender, ethnicity, cultural differences, religion or skin color, it can cause serious problems and hurtful feelings. This paper offers scholarly information on prejudice in the workplace and relates as to how prejudice can be reduced.

A seniority system has its disadvantages and disadvantages looking at it from both the employees’ or employers’ perspective. The first advantage of a seniority system to an organization is that it enables the organization to continuously access experienced employees who will not require any foundation training and orientation, thereby reducing the costs associated with these activities. Secondly, the company will realize continued productivity due to the fact that the employees under this system have experience working with the systems of the organization and will not interfere with the operations as could have been the case if the company chose to hire new employees who are not

In a perfect world, people would be equal in rights, opportunities, and responsibilities, despite their race or gender. In the world we live in, however, we always face all kinds of neglect based on different attributes. All over the United States, certain people treat others with prejudice because of particular features they possess. Unfortunately, prejudice and discrimination occur even in places which, by definition, should be free of all personal prejudices – specifically, in offices and other business surroundings. This tragedy is called workplace discrimination; not every unfair behavior at work, however, can be assessed as discrimination. Discrimination in the workplace happens when an employee experiences unfair treatment due to their race, gender, age, religion, marital status, national origin, disability or veteran status, or other characteristics. Discrimination is one of the largest issues people face in the workplace and it must be dealt with. The U.S. have laws and regulations on discrimination but it still often occurs. Workplace discrimination appears in hiring, training, promotion, firing, and other institutional or interpersonal treatment. Discrimination sometimes causes an employee to leave or quit the workplace, resign from a position, or in more severe cases, to commit suicide or act violently against the discriminators. Discrimination is one of the largest issues many people face in the workplace.

This poses a problem when hierarchy selects based on specific characteristics similar to their preference. For instance, my brother an African male veteran applied for a position of advancement. Which he was highly qualified for and had worked eight years at the company. The boss instead hired the previous white male intern who worked at the company over the summer that just recently graduated. Therefore, “multiracial feminism applies not only to racial ethnic women but also to women and men of all races, classes, and genders” (Zinn and Dill: 73). This is a prime example of a boss that made his decision on which person fitted characteristics related to his preferences.

Commanders are the greatest asset when conducting the operations process. Commanders drive the operations process through understanding, visualizing, describing, directing, leading, and assessing operations. During the operations process, the staff conducts essential functions that support the effectiveness of operations and contribute to the overall successfulness of mission accomplishment. Accurate and timely running estimates are vital knowledge management tools that assist commanders in driving the operations process.

The LA County Fire Department needs to implement an anti-nepotism program. The OCI reported that 27 sworn personnel had access to oral interviews test questions and answer, and use the material to distribute to some of their relatives (Naimo, 2015). According to the OCI, these 27 sworn personnel were two Battalion Chiefs, 17 Fire Captains, one Fire Fighter Specialist, and seven Firefighters (Naimo, 2015). These 27 sworn personnel had no authority to distribute the examination material so it’s important to implement an anti-nepotism program for the whole department. Having an anti-nepotism program can help, especially Fire Captains to understand and follow the department’s series of guidelines, laws and regulations. Furthermore, they can formulate a great judgment, and their leading principle must be accountable to and within the rule of law. Accountability is an element of bureaucratic responsibility that involves public officials to obey the law (Hill & Lynn Jr., 2016).This accomplishes as Mark Bovens argues, increase performance in the workplace, reinforcing integrity, encourage democratic domination, preserving lawfulness and contributing purification after a misfortune (Hill & Lynn Jr., 2016). Discussing the rules and procedures can help employees at the department to perform their task

Racial differences in the work place is one of the biggest examples of being denied upward mobility. Racial inequality in the workforce can take two forms: access and treatment (Cunningham & Sagas, 2004). Any person or group of people are sometimes denied access to a job because of their race. Sometimes certain races are denied to a specific profession as a whole. They also may sometimes get the job but treated poorly and not allowed to succeed and achieve upward mobility. Access discrimination is somebody treated differently once they get the job and not given adequate supplies, guidance, or opportunities to succeed and gain upward mobility (Cunningham & Sagas, 2004). If somebody is denied access to a job or even get the job but not allowed

This paper will assess my personal experience with prejudice in the workplace, including the implications of the situation to the organization in terms of its stakeholders, reputation, and its legal responsibilities. Furthermore, I will analyze the negative effects the discriminatory behavior had on morale and functioning of coworkers and employees. Lastly, I will recommend three action steps that I would have taken as a manager to avoid the situation, in addition to three steps to render the situation.

Employment discrimination refers to employees who are discriminated by employers because of employee’s race, gender, physical and mental disability, age, and religious beliefs. It is a serious problem since the employment relationship appeared. With the effort of many individuals and organizations and the protection of laws and policies, employment discrimination have been reduced to some extent, while it is still severe in many areas and countries. This paper focuses on common discrimination in employment on the basis of some human resource laws and tries to figure out how to alleviated discrimination by effective human resource management.

The major problem every company encounters is the structure or hierarchy of the organization. Usually, it is in the form of a pyramid and gets narrower as it rises resulting in the few people on the top of the pyramid gets more advantages in the company. But the lower level employees are not given that importance when it comes to the utilization of the benefits provided by the company.

The organizational justice (OB, p. 256) is taken to extremes. Implementing the same reward through the company notwithstanding local market and standard of living, notwithstanding individual performance creates the feeling of inequity and does not encourage doing better than the average. Attempts to minimize sabotage appear to focus on treating employees fairly and honestly, by