...Age Discrimination 1 Running Head: Age Discrimination in the Work Place Final Ethics Paper Submitted To: Professor Peru May 28th, 2010 GEB 452 – Organizational Ethics Age Discrimination 2 Abstract In today’s society, many companies are looking for that “Pop”. What I mean by “Pop” is having a fresher, younger mind/ body do the job. Many of the older employees that have been on the job for such a long period of time, are now endangered of losing their positions to that “Pop” that those companies are looking for. Why are they endangered? Because of the fact of many reasons such as, (physical labor, presentation, & not being technical savvy). In this paper I will talk about many different scenarios and the pros and cons of Age Discrimination in the Workplace. Age Discrimination 3 What Is Age Discrimination in the Workplace? Age discrimination in the workplace is the unjust denial of promotions and training for new positions on the basis of age. It also includes unfairly targeting older workers for layoffs or denying older workers benefits such as health care coverage that are provided for younger workers. Although there have been laws against age discrimination on the books since the 1960s, age discrimination is a persistent problem in many workplaces. In fact, according to a survey recently conducted by worldwide placement agency Adecco, age discrimination in the workplace was the most often named form of discrimination by employees. Especially...
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...Perspective on Discrimination in the Workplace Abstract This paper explores published articles that report on results from research conducted through the internet and non-internet resources on why do we as a society still need Affirmative Action and why isn't Equal Employment Opportunity (EEO) sufficient to prevent workplace discrimination? The articles will take a look at affirmative action in admissions to public colleges, and the workforce, as well as why even with federal, state, and local anti-discrimination laws that protect people against sexual harassment and discrimination on the basis of age, disability, race, sex, marital status, pregnancy, breastfeeding, family responsibilities, sexual preference, medical record, criminal record, trade union activity, political opinion, social origin, religion, and nationality or ethnic origin, workplace discrimination still occurs in today's society. This paper will also look into potential pros and cons of diversity management. Keywords: equal employment opportunity, affirmative action, discrimination, diversity In order to see why we still need Affirmative Action and Equal Employment Opportunity in our society today, I believe we need to look back at why we needed them in the first place. The term "affirmative action" was first introduced by President Kennedy in 1961 as a means to addressing discrimination that had persisted despite civil rights laws and constitutional guarantees (Brunner & Rowen, 2007). It was designed...
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...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. Definition of Diversity The concept of diversity encompasses acceptance and respect. It means understanding that each individual is unique, and recognizing our individual differences. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. It is the exploration of these differences in a safe, positive, and nurturing environment. It is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity contained within each individual. Back to Diversity Initiatives Home Page Pros to Affirmative action: The Pro-Affirmative Action Side: It is a Fair and Necessary Program Proponents of Affirmative Action say that it is necessary to ensure that minorities have a fair opportunity in employment and education. The American Civil Liberties Union Briefing Paper #17 lists a number of reasons why Affirmative Action remains vital; among the statistics shared: Read more at Suite101: The Pros and Cons of Affirmative Action: Neccessary for Equal Opportunity or Reverse Discrimination http://www.suite101.com/article...
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...PENSACOLA STATE COLLEGE COURSE: MANAGIIGING DIVERSITY SEMESTER: SUMMER, 2015 INSTRUCTOR: MOLLIE ANDRAE Q 1. Which dimensions of business case for diversity are the most persuasive? Why? No matter which definition you put on work diversity, most organization if not all are acknowledging the importance of making diversity a business consideration. “Our work place is changing and diversity is no longer the exception, it is the norm now. It is good for business and when we achieve unity in diversity, everyone wins”. (Lativin, D.). Changes in the workplace are the result of various shifts in U.S. demographics. Among these are the country’s racial and ethnic makeup. People of color have reached over 100 million, according the U.S. Census Bureau. The dimensions of business case for diversity may vary from organization to organization depending on their priorities but the case for business diversity is somewhat the same across the board. The demographic shift creating a new customer base and workforce is not the only reason to implement diversity initiatives within a company’s business strategy. Increased globalization, improved financial results and employee retention are all part of a growing business case for diversity. To me, one of the most persuasive case for diversity is winning the competition for talent. The United States is the most diverse country in the world and no wonder is so economically successful and world super power as compared to other developed nations...
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...Human Resources/Legal Environment MGMT 634 June 30, 2013 Abstract In every company, the ramifications of conducting unethical workplace standards according the “Equal Employment Opportunity” (EEO) whether there exist a human resource department (HR) or not, there exist a legal environment given people are interacting with one another within the workplace. The majority of companies in existence desire that everyone (employees and non-employees) will work together as a team, providing efficient and productive work ethics that will lead to future profit, lesser loss runs (accidents), and generate a safe workplace environment. Nonetheless, conflict develop between personalities, especially when inappropriate behaviors reminiscent of sexual harassment, gender, sex, and color discrimination develops and/or is present in the workplace. Human Resources personnel have a huge responsibility to address the legal issues as soon as they occur. HR should eliminate any type or forms of discrimination as they are damaging, demeaning and have led to many consequences such as legal lawsuits. Legal lawsuits surrounding an employers failure to provide an “Equal Employment Opportunity ” workplace environment has led to devastating financial losses for companies who refuse to adhere or address their pre-existing legal environment that exist in every company. Human Resources and the Legal Environment The Human Resource Department (HR) within the organization where I serve as...
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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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...Ready Aim Fire: At-Will Employment Jennifer Shanley Bus 311 The at-will employment doctrine “employment at-will means that employers are able to terminate ones employment at any time, for any cause - with or without notice. (Rogers, S. 2012) was put into place to protect both the employee and the employer. By making the employment at-will both the employer and employee can void the contract at any time without repercussions. The "Employment At Will" Doctrine was created in the US in the late 1800's. This Doctrine was favored by employers since it gave them extreme freedom to run their business as they saw fit and protected them by the courts at the same time. As with most things that have too much freedom, abuses occurred that eventually gave rise to employee’s up-rising by joining unions. Due to this and the Civil Rights laws implemented in the 1960's, companies started documenting their policies regarding how, why, and when an employee could be terminated. The courts then held companies accountable for following their employee manuals which in recent times have made companies scrutinize their manuals very closely and frequently” (Butsch, R., & Kleiner, B. H. 1997) Many people assume that with the at-will doctrine being put into place would stop employers from taking advantage and still fire people at any time, whenever they felt like it leaving that employee floundering with unexpected loss of income. That assumption is only half right; the At-will...
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...Ready Aim Fire: At-Will Employment Name BUS 311 Date Instructor The at-will employment doctrine “employment at-will means that employers are able to terminate ones employment at any time, for any cause - with or without notice. (Rogers, S. 2012) was put into place to protect both the employee and the employer. By making the employment at-will both the employer and employee can void the contract at any time without repercussions. The "Employment At Will" Doctrine was created in the US in the late 1800's. This Doctrine was favored by employers since it gave them extreme freedom to run their business as they saw fit and protected them by the courts at the same time. As with most things that have too much freedom, abuses occurred that eventually gave rise to employee’s up-rising by joining unions. Due to this and the Civil Rights laws implemented in the 1960's, companies started documenting their policies regarding how, why, and when an employee could be terminated. The courts then held companies accountable for following their employee manuals which in recent times have made companies scrutinize their manuals very closely and frequently” (Butsch, R., & Kleiner, B. H. 1997) Many people assume that with the at-will doctrine being put into place would stop employers from taking advantage and still fire people at any time, whenever they felt like it leaving that employee floundering with unexpected loss of income. That assumption is only half right; the At-will doctrine...
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...state regulations, and know how to manage workplace flexibility. Technology today is growing at a rapid speed and this is causing global environment changes; which needs to be addressed as soon as possible in order to prevent any issues. Specify the key functional areas of Human Resources Management. Explore the manner in which each function contributes to the overall performance of an organization. Support your response with specific examples of the activities for which HRM is typically responsible. Human Resources Management (HRM) is the policies, practices, and systems that influence employee’s behaviors, attitudes, and performance (Noe, 2013). HRM has six functional areas: employment, employee relations, training/development, compensation, benefits, and labor relations. Employment is typically responsible for recruiting, job postings, interviewing, testing, coordinating the use of temporary labor. This area is very important and needs a lot of focus on in order to stay on top and recruit the top talented recruits. Employee Relations handles the attitude surveys, labor relations, employee handbooks, company publications, labor law compliances, relocations, and outplacement services. This area keeps the organization up to date with any changes or new procedures/policies and ensures an overall...
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...…………………………………………………………………………………2 Abstract …………………………………………………………………………………..……….3 Background ……………………………………..………………………………………………4-5 Concept Definitions ……………………………………………...…………………….…….…5-6 The creation of Unions……………………………………………………………….…………6-7 Pros and Cons of Union Membership…………………………………………..…………….....7-9 Today’s need for Unions ……………..…………………………………………………..…...9-10 Conclusion ……………………………………………………………………………………....10 References ……………………………………………………………………………………….11 Abstract This paper will examine whether or not there exist a current need for labor unions. ? During the 1700’s to early 1800’s, men, women, and children were treated to unbearable working conditions, low wages, and long hours. Over time the workers became fed up of the abuse and decide to unite and make changes. This change resulted in the creation of labor unions. Through, the creation and use of these unions, workers have enjoyed perks such as 40 hour work days, certain benefits and better working conditions. Over the years, the labor force has undergone multiple changes. Laws were enacted to protect employees and hold employers accountable for their abuse of personnel. With the creation and passing of the multiply employment laws, one must ask, does the need for unions still exist? Do they still serve a function or have they out served their purpose? You may associate the names Ronald Reagan, Susan B. Anthony, and Melissa Gilbert...
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...minorities. Affirmative action is the extent to which employers make an effort through their personal practices to attract retain, and upgrade members of the protected classes of the 1964 Civil Rights Act, (Bernardin & Russell 2013). In easier terms affirmative action is known to be the equal opportunity measures that Federal contractors and subcontractors are legally required to adopt to prevent discrimination against employees or applicants on the basis of color, religion, sex or national origin (Wikipedia 2013). Below I’ll introduce some ideas of how affirmative action is used in the workplace, through affirmative action plans, promotion within the workplace, and affirmative action with private companies. Affirmative action began in the United States as a tool to address the persistent discrimination against African Americans in 1960 (Wikipedia 2013). During that time most Americans who were not considered in the highest social class, males, and from European decent, where passed over for employment opportunities and advancements in the work place. When President John F. Kennedy mandated affirmative action into the workplace for the Federal Government and sub-contractors he ensured that all applicants are employed, and that employees are treated fairly during employment without regard to their race, creed, color or national origin (Wikipedia 2013). Affirmative action attempts to compensate for past discriminatory practices by requiring federal contractors to engage in...
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...situation within Coastal County Clerk of Court’s offices has created animosity and distrust between employees and new Clerk Stan Accord. The organization has the opportunity to make the changes necessary to meet the desired end-state goals through mediation, scheduling changes, and outsourcing of computer data and storage. The organization can realize these changes with minimal emotional response by employees and management through careful meditation of the situation that has not occurred to this point. County residents will find the new organization provides more services than before in a more flexible format. Describe the Situation Issue and Opportunity Identification Throughout the scenario the idea of discrimination comes into play with multiple parties. Discrimination is perceived between Stan and Dennis, Stan and Dan, as well as perceptions of female employees. The next issue is Dennis taking a competitive stance against Stan believing he can perform the functions with a better understanding of the needs of the community. The final issue at hand deals with the lack of mediation or arbitration used between the parties. Instead the parties decided to handle issues publicly and with high emotional tolls on both sides. Stakeholder Perspectives/Ethical Dilemmas The stakeholders in the scenario each have unique situations they are faced with and ethical considerations based on those situations. Stan Accord for instance believes that modernization and a greater physical...
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...Construction. Organizational Considerations in Staffing Decisions Labor market conditions can significantly affect the company and their ability to recruit qualified employees. If there is high demand for skilled construction workers, then it will require that the organization offer potential employees an attractive package of benefits and compensation. This is the key element. To ensure that there is recruitment diversity, announcements that advertise open positions can be placed with various types of media sources to include sources in different languages. There are various laws that need to be considered in the hiring process. Some of them are: The Civil Rights Act of l964, Age Discrimination in Employment Act (ADEA) of 1967, Pregnancy Discrimination Act of 1978, Americans with Disabilities Act (ADA)...
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...ABSTRACT Gender is a common term where as gender discrimination is meant only for women, because females are the only victims of gender discrimination. Females are nearly 50 percent of the total population but their representation in public life is very low. Recognizing women’s right and believing their ability are essential for women’s empowerment and development. This study deals with gender discrimination in India, its various forms and its causes. Importance of women in development, legislation for women and solution for gender discrimination are also discussed in this paper. Key Words: gender discrimination, women’s development, legislation for women, education, employment, economic independence, empowerment, decision making and self confidence. GENDER DISCRIMINATION AND WOMEN’S DEVELOPMENT IN INDIA Introduction Gender is a common term where as gender discrimination is meant only for women, because females are the only victims of gender discrimination. Gender discrimination is not biologically determined but it is determined by socially and the discrimination can be changed by the proper and perpetuate efforts. Denial of equality, rights and opportunity and suppresment in any form on the basis of gender is gender discrimination. Half of the world’s population is females. They are doing two-third of work of the total work in the world but received only one-tenth of the world’s total income. Nearly two-third of the women is...
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...them to encourage workers to work more efficiently. This results in higher productivity, increased output, and ultimately higher profits. Motivation theories People work very hard when they are working for themselves. When they work for other people, less so. Managers have been looking into what makes employees contribute their fullest to the company and these studies have resulted three main theories of motivation. F.W. Taylor Theory: ‣Money is the main motivator. ‣If employees are paid more, they will be motivated to work more. ‣Work is broken down into simple processes, and more money is paid which will increase the level of productivity an employee will achieve. ‣The extra pay is less than the increased productivity. Cons: ‣ Workers are seen rather like machines, and this theory does not take into account non-financial motivators. ‣ Even if you pay more, there is no guarantee of a productivity rise. ‣ It is difficult to measure an employees output. Maslow Theory: Maslow created what is known as the hierarchy of needs. In this diagram, there are 5 different types of motivation: ‣Level 1 - Physiological needs: basic requirements for survival. ‣Level 2 -Security needs: the need to by physically safe. ‣Level 3 Social needs: the need to belong and have good relationships with co-workers. ‣Level 4 Esteem needs: the need for self-respect and to be respected by others. ‣Level 5 Self-actualization needs: the need to reach your full...
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