Managing Cultural Diversity Assignment discuss a time in which you have experienced or know someone who has experienced discrimination in a work or school setting. Then, in your opinion, how effective do you believe Title VII (7) has been in reducing discrimination? Explain what is Title VII (7). Thoroughly discuss.
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Managing Cultural Diversity Assignment
discuss a time in which you have experienced or know someone who has experienced discrimination in a work or school setting. Then, in your opinion, how effective do you believe Title VII (7) has been in reducing discrimination? Explain what is Title VII (7). Thoroughly discuss.
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- Submit an essay based on the following central theme: "The effectiveness of regulatory forces in managing diversity in companies." Introduction: Explain the historical importance of regulations and laws for the management of diversity. Identify and describe at least five (5) laws or regulations for managing a diverse business environment. Conclude by commenting from your perspective, how necessary and effective a legal structure is for the effective and inclusive management of diversity in organizations.The amount and controversy and a diversity of citizenship case must be more than $1 million before federal court can take jurisdiction. True or Falseemployment discrimination can still be found in all industries across the country. The Civil Rights Act of 1964 defined protected classes of people aiming to reduce discrimination by holding employer’s responsible. Under Title VII of the Act, an individual’s race, color, religion, sex, or national origin is considered a protected class. Age and pregnancy have also been federally recognized protected classes by subsequent legislation. Discuss if you believe these protected classes go far enough to prevent discrimination in the workplace. Would you add any additional classes of people, if so who and why? Lastly, have you ever experienced any form of discrimination in your employment? If so, how did you resolve the situation?
- You are going to attend a conference for managers at your organisation at which you will be making a fifteen-minute presentation. Your brief is to propose ONE way in which action could be swiftly taken to improve diversity and inclusion in a meaningful way. What proposal would you put forward? Justify your answer.Kindly develop a Diversity Management Manual for a multinational company – The Marriot with a subsidiary in the Jamaica. Please address the below with diversity strategy recommendations for given country to include - thorough evaluation of current diversity policies and sound recommendations and justifications for the inclusion of new/improved policies provided. Please insert citations. 1. Give three suggestions on new policies, programmes etc. that will enable better inclusion of the two identified groups that are currently being excluded in the company. 2. What are the barriers for inclusion of each group? 3. What are the current practices for inclusion of each group? 4. Discuss two diversity evaluation instruments/tools that can be used by the company.Kindly develop a Diversity Management Manual for a multinational company – The Marriot with a subsidiary in the Caribbean. Please address the below with diversity strategy recommendations for given country to include - thorough evaluation of current diversity policies and sound recommendations and justifications for the inclusion of new/improved policies provided. Give three suggestions on new policies, programmes etc. that will enable better inclusion of the two identified groups that are currently being excluded in the company. What are the barriers for inclusion of each group? What are the current practices for inclusion of each group? Discuss two diversity evaluation instruments/tools that can be used by the company.
- Kindly develop a Diversity Management Manual for a multinational company - The Marriot with a subsidiary in the Caribbean which is Jamaica. The manual should be specifically designed to address diversity management in the Caribbean and should outline suggestions for developing an inclusive workplace. Assume the role of global diversity management consultants and make recommendations to the senior management team of the subsidiary group’s parent company. Please include Citations/references where applicable. The manual should include the following: Section 1 - Company Background Description of the company and industry that will be the focus on the manual (history, size, products/services, income, profits etc.) Company’s business strategy - vision/mission Company’s strategy for managing diversity Section 2 - Purpose of the Manual Description of diversity mission being proposed The intended audience for the manual The country chosen and importance to the company Section 3 - Country…Lisa filed an EEOC gender discrimination complaint on her manager because she wasnt awarded a job and a male applicant was awarded the job. In the next several months, Lisa noticed a change from her manager. Prior to the complaint being filed, he was very personable towards her and often made small talk around the office. After the complaint, he was very short with her and did not engage in any small talk. During her performance evaluation, she was shocked to discover that she had been downgraded from satisfactory ratings to not satisfactory without being provided any specific explanation. In addition, her manager informed her that although she had been hired to work the first shift, she was being transferred to third shift starting next week. She explained to her manager that she was not able to work third shift due to child care issues. Her manager replied, this is the shift you are assigned to, end of discussion. Lisa felt she had no other option, but to resign. What are the…Under the concept of social obligation, the organization does what is required by. In Hong Kong, a company that does NOT discriminate people in hiring andpromotion based on gender and ethnical background is generally meeting its social.(a) Stakeholders; requirements(b) Shareholders; screening checklist(c) the society; responsibility(d) Law; obligation
- 1. Which one is not an argument against discrimination? a. Utilitarian argument b. Justice argument c. Rights argument d. Affirmative action argument 2. Discriminatory employment decisions, according to Velasquez, are decisions affecting job placement.............................. a. that are not based on merit. b. that derive from negative stereotypes, biases, or other unjustified attitudes. c. that have harmful negative impact on those selected against. d. none of the aboveHow would you determine what types of diversity training are needed at your company?True or False 1. According to the employment at will principle, employers may dismiss their employees whenever they desire, for good or no cause, even for morally wrong causes. 2. Discrimination in employment must involve a decision against employees that is not based on individual merit. 3. Institutional discrimination is discrimination that is the result of the actions of all or many people in an institution and of their routine processes and policies.
