Some companies have detailed affirmative action plans, complete with goals and timetables, for women and minorities, and yet have no formal human resource plan for the organization as a whole. Why might this be the case?
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Some companies have detailed affirmative action plans, complete with goals and timetables, for women and minorities, and yet have no formal human resource plan for the organization as a whole. Why might this be the case?
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- Is Hertzberg's two-factor theory universally applicable to human resource management, or is its value limited to Anglo countries?Federal laws dating back to the 1960s protect employees and job applicants from discrimination based on a variety of characteristics, including race and sex. Evidenced by the thousands of claims filed each year with the U.S. Equal Employment Opportunity Commission (EEOC), the existence of these laws has not eliminated discrimination in the workplace. Despite laws prohibiting discrimination, why does it still exist? Are the laws prohibiting discrimination and the consequences for violating them appropriate for the current era? What can be done to eliminate workplace discrimination?which is a list of standards covering nine dimensions of ethical workforce management?
- Imagine you witness an incidence of discrimination in the workplace (you can choose whether its racial, gendered, religious, age-based, ability-based, etc.). Describe what the incidence you witness is (this doesn’t have to be something that has actually happened). Drawing from what you learned in class about justice, equity, diversity, and inclusion – would you take action? If so, what would you do? If not, explain whyInstruction: Please read the case thoroughly and answer the questions provided below. Opening Case: Unequal Pay for Equal Work? Men and women with comparable credentials, comparable experience, and comparable performance ratings performing the same tasks should make comparable pay, right? But while it may seem logical, in reality, men tend to make more than women even when there are no obvious reasons for the discrepancy. Nor is this pattern new. Indeed, Title VII of the Civil Rights Act of 1964 broadly outlawed discrimination on the basis of gender in any aspect of the employment relationship (which would obviously include pay) and the Equal Pay Act of 1963 specifically stipulates that organizations must pay the same wages to men and women who are doing equal work. For years experts attributed the problem to two things. First, some organizations have continued to practice outright discrimination. Some managers, for instance, either intentionally or unconsciously, may tend to reward…With the help of a real-life illustration, define and distinguish between time based compensation and output-based compensation. Often, describe the role design and how workers of a high-ranking company are inspired. Plagiarism would be frowned upon.
- What are the programs made to Reduce Sexual Harassment?In the voilation of Gender equality concept, design a compensation plan to ensure that there is no discrimination on the basis of gender in compensation, rewards and benefits. write the detailed process of plan.What can you determine about the key differences between EEO, affirmative action, and diversity management? Please be sure to include your sources. Also, if you come across an interesting article about EEO or affirmative action, then share the article and lessons learned.
- How does sexual harassment affect the workforce, and what are some of the strategies for managing it?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…How would you as a manager best deal with a discrimination complaint?