...Critique of ADA and Affirmative Action To critique the Americans with Disability Act (ADA) and Affirmative Action, it is imperative that one knows that the Americans with Disabilities Act is a law and Affirmative Action is a policy. The Americans with Disability Act is a law that prohibits discrimination against people with disabilities in employment, public transportation, public accommodation, communication, and in governmental activities. Affirmative Action is a policy (regulation depends on the state) that is designed to provide equal opportunity (such as employment, education, and other endeavors) to groups that are discriminated and/or minorities (race/color, religion/beliefs/creed, gender, sexual orientation, and/or national origin). Within the ADA and Affirmative Action, there are pros and cons that exist. Pros of the American Disability Act The Americans with Disability Act has helped protect the civil rights of persons with disabilities. The passing of this law has helped many disabled individuals receive recompense for the discrimination that they faced. In 1997, Wal-Mart was found guilty of discrimination by refusing to hire an individual based on the fact that he was in a wheelchair. As part of its evidence, Equal Employment Opportunity Commission introduced a videotape showing the charging party performing many physically challenging activities during his daily life (EEOC, 2012). As a result, he was granted $225,000 which consisted of back pay, compensatory...
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...Critique of ADA and Affirmative Action BSHS/422 Critique of ADA and Affirmative Action Paper Discrimination in the workplace has been an issue for as long as I can remember. Although the Civil Rights Act of 1964 forbids employers from discriminating against individuals because of their race, sex, age, and/or disability, many employers still exhibited this type of behavior during the hiring process. President Lyndon B. Johnson enacted an executive order that required government employers to not use hiring practices that exhibited discrimination in 1965. The American Disabilities Act (ADA) was put into place years later to protect those with disabilities. All of these were efforts to promote equality in the workplace, among other places; although the laws may protect certain individuals from discrimination, others may be discriminated against as a result. The paper’s intent is to provide insight regarding my feelings towards the American Disabilities Act (ADA) and Affirmative Action. What is sometimes meant for good can also result in something bad. American Disabilities Act (ADA) President George H.W. Bush signed the American Disabilities Act (also referred to as ADA) in 1990. The ADA intended purpose was to protect those with disabilities from discrimination in transportation, employment, communication, and different cultural opportunities. Under this law, employers are forbid to discriminate in many different areas such as hiring, lay-offs, and job assignments because...
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...Critique of ADA and Affirmation Action BSHS/422 12/22/2013 Critique of ADA and Affirmation Action Past failures and mistakes can make an individual stronger, wiser, and learning from such mistakes will avoid repeating them in the future. The same can be said for a nation. Past history is littered with wrong decisions and unfair bias toward individuals who deserved nothing less than equality. Which is why policies such as the Affirmative Action and The Americans with Disabilities Act are placed within our historic timeline to begin to the process of never having to repeat past wrongdoings. The Affirmative Action was introduced in the 1960s’ as a type of positive discrimination with the intention to combat “injustices caused by our nation's historic discrimination against people of color and women, and for leveling what has long been an uneven playing field” (American Civil Liberties Union, n.d.). Before this act was passed, ethnic minorities and women faced extreme barriers with higher education and employment. It was because of the recognition of the injustice toward these minority groups that began the fight to promote equality and encourage same opportunities as the more privileged population. Within my own research, the best description was that of a metaphor of a foot race. In the United States, the “American dream is framed as a race in which the swiftest runners...
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...Critique of the Americans with Disabilities Act and Affirmative Action Amaris Joy, Yahoo Contributor Network Jul 11, 2011 "Share your voice on Yahoo websites. Start Here." * ------------------------------------------------- More: * ------------------------------------------------- Americans with Disabilities Act * ------------------------------------------------- Americans with Disabilities Flag Close Post a comment Incidents of discrimination and matters of civil liberties often instigate changes in laws, statutes, and public policies. This paper will address the history of the American with Disabilities Act and Affirmative Action along with the pros and cons associated with each act. Americans with Disabilities Act The Americans with Disabilities Act (ADA) was passed into law in 1990 and prohibits employers and universities from discriminating against individuals with disabilities. The act also requires institutions to make reasonable accommodations at the request of the disabled employee or student. Requests that place "undue hardship" on institutions are exempt from the law; institutions are not legally required to comply. The law states that individuals must inform the institution of all possible means of accommodation; the institution may choose the most convenient and financially feasible option (The U.S. Equal, 2008). Pros of Americans with Disabilities Act The ADA permits disabled individuals to receive an education and obtain employment thereby...
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...Critique of ADA and Affirmative Action Diane Beleau Cultural Diversity and Special Populations/BSHS422 15 April 2013 Shonette “Shirley” Wilson In this paper I will discuss the Americans with Disabilities Act, which was established to assist individuals with Disabilities from being discriminated against, and Affirmative Action, whose policies were implemented to have fair treatment of all races, color, religions, or national origins. The Stanford Encyclopaedia states, “Affirmative action” means positive steps taken to increase the representation of women and minorities in areas of employment, education, and business from which they have been historically excluded. When those steps involve preferential selection—selection on the basis of race, gender, or ethnicity—affirmative action generates intense controversy” (Fullinwider, 2011). In 1972, affirmative action became an inflammatory public issue. True enough, the Civil Rights Act of 1964 already had made something called “affirmative action” a remedy federal courts could impose on violators of the Act. Likewise, after 1965 federal contractors had been subject to President Lyndon Johnson’s Executive Order 11246, requiring them to take “affirmative action” to make sure they were not discriminating. But what did this 1965 mandate amount to? The Executive Order assigned to the Secretary of Labor the job of specifying rules of implementation. In the meantime, as the federal courts were enforcing the Civil Rights Act against discriminating...
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...suggested topics are below, but you are encouraged to find one which excites your intellect and/or is relevant to your future business career. FIELD RESEARCH – requires contacting a company or companies, identifying their current HR policy issues or HR concerns, selecting only one, developing a list of interview questions based on a brief review of research in that HR area, and then conducting an interview to explore the matter in depth. It is NOT merely a report of the conversational narrative of the interview. It is a thorough critique with recommendation for improvement. 1. Critique a current HR policy or issue in a specific company and make recommendations for improvement. Examples of policies are: recruiting, hiring, orientation, training, succession planning, career planning, team development, performance review, equal employment opportunity, pay incentives, a specific type of employee benefit or perk, corrective/disciplinary action, OSHA compliance, and safety recognition. 2. Describe a current HR strategy in a specific company and how it enhances their competitive advantage in business. Discuss strengths and weaknesses of the strategy. Examples are: HR employment planning, performance management system, organization design/development, compensation planning, quality of work life (QWL), promotion of diversity, and team building. 3. Interview a HR Manager in a specific company and identify the major issues facing him/her and how they plan to address them...
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...suggested topics are below, but you are encouraged to find one which excites your intellect and/or is relevant to your future business career. FIELD RESEARCH – requires contacting a company or companies, identifying their current HR policy issues or HR concerns, selecting only one, developing a list of interview questions based on a brief review of research in that HR area, and then conducting an interview to explore the matter in depth. It is NOT merely a report of the conversational narrative of the interview. It is a thorough critique with recommendation for improvement. 1. Critique a current HR policy or issue in a specific company and make recommendations for improvement. Examples of policies are: recruiting, hiring, orientation, training, succession planning, career planning, team development, performance review, equal employment opportunity, pay incentives, a specific type of employee benefit or perk, corrective/disciplinary action, OSHA compliance, and safety recognition. 2. Describe a current HR strategy in a specific company and how it enhances their competitive advantage in business. Discuss strengths and weaknesses of the strategy. Examples are: HR employment planning, performance management system, organization design/development, compensation planning, quality of work life (QWL), promotion of diversity, and team building. 3. Interview a HR Manager in a specific company and identify the major issues facing him/her and how they plan to address them...
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...Berkeley Journal of Gender, Law & Justice Volume 7 | Issue 1 Article 2 September 2013 The Legal Implications of Gender Bias in Standardized Testing Katherine Connor Ellen J. Vargyas Follow this and additional works at: http://scholarship.law.berkeley.edu/bglj Recommended Citation Katherine Connor and Ellen J. Vargyas, The Legal Implications of Gender Bias in Standardized Testing, 7 Berkeley Women's L.J. 13 (1992). Available at: http://scholarship.law.berkeley.edu/bglj/vol7/iss1/2 Link to publisher version (DOI) http://dx.doi.org/ This Article is brought to you for free and open access by the Law Journals and Related Materials at Berkeley Law Scholarship Repository. It has been accepted for inclusion in Berkeley Journal of Gender, Law & Justice by an authorized administrator of Berkeley Law Scholarship Repository. For more information, please contact jcera@law.berkeley.edu. The Legal Implications of Gender Bias in Standardized Testing Katherine Connort Ellen J. Vargyast TABLE OF CONTENTS I. II. INTRODUCTION ....................................... THE FACTUAL CONTEXT ............................. A. The Scope of the Problem ............................ 1. Post-Secondary Admissions Tests .................. 2. Vocational Aptitude Tests and Interest Inventories. B. Causes of Gender Differences in Test Scores ........... 1. Post-Secondary Admissions Tests .................. 2. Vocational Aptitude Tests and Interest Inventories. C. Validity of the Tests .......................
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...This page intentionally left blank This page intentionally left blank Less managing. More teaching. Greater learning. INSTRUCTORS... Would you like your students to show up for class more prepared? class is much more fun if everyone is engaged and prepared…) (Let’s face it, Want ready-made application-level interactive assignments, student progress reporting, and auto-assignment grading? (Less time grading means more time teaching…) Want an instant view of student or class performance relative to learning objectives? (No more wondering if students understand…) Need to collect data and generate reports required for administration or accreditation? (Say goodbye to manually tracking student learning outcomes…) Want to record and post your lectures for students to view online? With McGraw-Hill's Connect Management, ™ INSTRUCTORS GET: • Interactive Applications – book-specific interactive assignments that require students to APPLY what they’ve learned. • Simple assignment management, allowing you to spend more time teaching. • Auto-graded assignments, quizzes, and tests. • Detailed Visual Reporting where student and section results can be viewed and analyzed. • Sophisticated online testing capability. • A filtering and reporting function that allows you to easily assign and report on materials that are correlated to accreditation standards, learning outcomes, and Bloom’s taxonomy. • An easy-to-use lecture capture tool. STUDENTS... Want an online, searchable...
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...This page intentionally left blank This page intentionally left blank Less managing. More teaching. Greater learning. INSTRUCTORS... Would you like your students to show up for class more prepared? class is much more fun if everyone is engaged and prepared…) (Let’s face it, Want ready-made application-level interactive assignments, student progress reporting, and auto-assignment grading? (Less time grading means more time teaching…) Want an instant view of student or class performance relative to learning objectives? (No more wondering if students understand…) Need to collect data and generate reports required for administration or accreditation? (Say goodbye to manually tracking student learning outcomes…) Want to record and post your lectures for students to view online? With McGraw-Hill's Connect Management, ™ INSTRUCTORS GET: • Interactive Applications – book-specific interactive assignments that require students to APPLY what they’ve learned. • Simple assignment management, allowing you to spend more time teaching. • Auto-graded assignments, quizzes, and tests. • Detailed Visual Reporting where student and section results can be viewed and analyzed. • Sophisticated online testing capability. • A filtering and reporting function that allows you to easily assign and report on materials that are correlated to accreditation standards, learning outcomes, and Bloom’s taxonomy. • An easy-to-use lecture capture tool. STUDENTS... Want an online, searchable...
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...SHRM FOUNDATION’S EFFECTIVE PRACTICE GUIDELINES Selection Assessment Methods A guide to implementing formal assessments to build a high-quality workforce Elaine D. Pulakos SHRM FOUNDATION’S EFFECTIVE PRACTICE GUIDELINES Selection Assessment Methods A guide to implementing formal assessments to build a high-quality workforce Elaine D. Pulakos This publication is designed to provide accurate and authoritative information regarding the subject matter covered. Neither the publisher nor the author is engaged in rendering legal or other professional service. If legal advice or other expert assistance is required, the services of a competent, licensed professional should be sought. Any federal and state laws discussed in this book are subject to frequent revision and interpretation by amendments or judicial revisions that may significantly affect employer or employee rights and obligations. Readers are encouraged to seek legal counsel regarding specific policies and practices in their organizations. This book is published by the SHRM Foundation, an affiliate of the Society for Human Resource Management (SHRM©). The interpretations, conclusions and recommendations in this book are those of the author and do not necessarily represent those of the SHRM Foundation. ©2005 SHRM Foundation. All rights reserved. Printed in the United States of America. This publication may not be reproduced, stored in a retrieval system or transmitted in whole or in part, in...
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...DreamWorks Animation Staffing Manual: A comprehensive guide for the staffing of an Animator. Dream Team: E00338839, E00297691, E00330974, E00445544, E00348316 East Tennessee State University Author Note This paper was prepared for Planning and Staffing – Management 4560, taught by Dr. Karen Ann Tarnoff. Abstract This staffing manual covers the staffing process of an Animator within the organization. The company’s profile, which includes the mission statement and financial information are also outlined in the manual, along with a Legal Compliance guide. Table of Contents Sections Page Company Profile………………………………………………………………………4-8 Job-Specific Information………………………………………………………………9-16 Staffing Models and Strategy………………………………………………………….17-21 Legal Compliance……………………………………………………………………...22-27 Human Resource Planning…………………………………………………………….28-37 Job Analysis and Rewards…………………………………………………………….38-47 External Recruitment………………………………………………………………….48-54 Internal Recruitment…………………………………………………………………..55-60 Internal / External Selection………………………………………………………….61-76 Decision Making……………………………………………………………………...77-83 Final Match…………………………………………………………………………...84-90 References…………………………………………………………………………….91-93 Annotated Bibliography………………………………………………………………94-95 Appendix A: Background Check..................................................................................96 Appendix B: Reference Check........................................................
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...VIEW Strategic Human Resource Management Taken from: Strategic Human Resource Management, Second Edition by Charles R. Greer Copyright © 2001, 1995 by Prentice-Hall, Inc. A Pearson Education Company Upper Saddle River, New Jersey 07458 Compilation Copyright © 2003 by Pearson Custom Publishing All rights reserved. This copyright covers material written expressly for this volume by the editor/s as well as the compilation itself. It does not cover the individual selections herein that first appeared elsewhere. ii Permission to reprint these has been obtained by Pearson Custom Publishing for this edition only. Further reproduction by any means, electronic or mechanical, including photocopying and recording, or by any information storage or retrieval system, must be arranged with the individual copyright holders noted. This special edition published in cooperation with Pearson Custom Publishing. Printed in the United States of America 10 9 8 7 6 5 4 3 2 1 Please visit our web site at www.pearsoncustom.com ISBN 0–536–72690–6 BA 996748 PEARSON CUSTOM PUBLISHING 75 Arlington Street, Suite 300 Boston, MA 02116 A Pearson Education Company iii iv Table of Contents SECTION ONE ................................................................. 1 An Investment Perspective and Human Resources .... 2 HUMAN RESOURCE INVESTMENT CONSIDERATIONS ...6 INVESTMENTS IN TRAINING AND DEVELOPMENT ..... 14 INVESTMENT PRACTICES FOR IMPROVED RETENTION ..................
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...September 11th John McMillian and Paul Buhle, eds., The New Left Revisited David M. Scobey, Empire City: The Making and Meaning of the New York City Landscape Gerda Lerner, Fireweed: A Political Autobiography Allida M. Black, ed., Modern American Queer History Eric Sandweiss, St. Louis: The Evolution of an American Urban Landscape Sam Wineburg, Historical Thinking and Other Unnatural Acts: Charting the Future of Teaching the Past Sharon Hartman Strom, Political Woman: Florence Luscomb and the Legacy of Radical Reform Michael Adas, ed., Agricultural and Pastoral Societies in Ancient and Classical History Jack Metzgar, Striking Steel: Solidarity Remembered Janis Appier, Policing Women: The Sexual Politics of Law Enforcement and the LAPD Allen Hunter, ed., Rethinking the Cold War Eric Foner, ed., The New American History. Revised and Expanded Edition E SSAYS ON _ T WENTIETH- C ENTURY H ISTORY Edited by Michael Adas for the American Historical Association TEMPLE UNIVERSITY PRESS PHILADELPHIA Temple University Press 1601 North Broad Street Philadelphia, Pennsylvania 19122 www.temple.edu/tempress Copyright © 2010 by Temple University All rights reserved Published 2010 Library of Congress Cataloging-in-Publication Data Essays on twentieth century history / edited by Michael...
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...How We Know What Isn't So The Fallibility of Human Reason in Everyday Life Thomas Gilovich THE FREE PRESS A Division of Macmillan, Inc. NEW YORK To Karen and liana Contents Acknowledgments 1. Introduction vn 1 PART ONE Cognitive Determinants of Questionable Beliefs 2. Something Out of Nothing: The Misperception and Misinterpretation of Random Data 3. Too Much from Too Little: The Misinterpretation of Incomplete and Unrepresentative Data 4. Seeing What We Expect to See: The Biased Evaluation of Ambiguous and Inconsistent Data 9 29 49 PART TWO Motivational and Social Determinants of Questionable Beliefs 5. Seeing What We Want to See: Motivational Determinants of Belief 6. Believing What We are Told: The Biasing Effects of Secondhand Information 7. The Imagined Agreement of Others: Exaggerated Impressions of Social Support 75 88 112 Contents PART THREE Examples of Questionable and Erroneous Beliefs 8. Belief in Ineffective "Alternative" Health Practices 9. Belief in the Effectiveness of Questionable Interpersonal Strategies 10. Belief in ESP 125 146 Acknowledgments 156 PART FOUR Where Do We Go from Here? 11. Challenging Dubious Beliefs: The Role of Social Science Notes Index 185 195 214 Four people made unusually significant contributions to this work and deserve special thanks. Lee Ross commented on drafts of many of the chapters and provided a number of his uniquely...
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