I interned with the Equal Employment Opportunity Commission of Raleigh. Confidentiality is one of the most important issue that is a must. One such day as I went along my business I called an employee of a company to find if there was any correlation between discrimination and termination. The survey went along until I asked a question and they exclaimed they wanted the person who filed the claim against the company. This situation is an ethical dilemma.
Court cases addressing issues with the disparate impact theory stem from lay-offs, pre-employment tests, and employment actions that affect a large group of individuals. We definitely want to avoid discrimination cases and in efforts to do so, the former recruitment strategies must be revised. Because of the disparate treatment law, I recommend outsourcing employment entry exam experts in conjunction with a diverse pool of police and fire professionals to assist with creating the entry exam. This will help to ensure a fair and balanced
Equal Employment Opportunity Commission (EEOC) is responsible to enforce the workplace laws. One of the outlined laws states, “It is unlawful to harass a person that could be an applicant, employee, or student because of that person’s sex. Harassment can include sexual harassment or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature” (Lockwood, 2017). Employers are required and responsible to take action when complaints are being filed and take reasonable care to prevent sexual harassment. Failure to do so can carry significant financial implications if the court rules that sexual harassment occurred.
Through my analysis, the main stakeholders such as the management will be quite affected since they will lose their credibility and profit by many loyal and regular customers leaving. Profit is the most important thing management always focuses on to bring above their costs and if there is any strike or huge amounts of boycotting, the management will be in trouble. Not is very important for business as it’s a special tool for marketing and customer benefits. In addition, the employee will be affected for most since many have already lost their and possibly in the future can lose their jobs. This goes for mainly full-time employees because it may be their only source of income that can give them a decent living to support themselves and their families.
One of the reasons for the act of disobedience could have been due to the repetition and the set procedures that the employees were expected to follow. The continued act of disobedience highlights the need for change within the office. Thus continued acts of civil disobedience led to the relocation of the business. Eventually, Bartleby loses his job for his continued civil disobedience against the majority. However, this character provides an insightful view that justified and proper actions form an important determinant of the morality of law.
In my perspective, the second response, instead of the initial lackluster defense the company came up with, a code of conduct should have been immediately put in place to correct the anomalies and publicly apologize for what was going on. The company should have immediately embarked on a training mission to educate both contractors and employees on what is acceptable and what is unacceptable in any factory connected with Nike. This training mission should have been the third response of the company. Although the company applied the above suggestions, but it was rather too late while some significant damages were already inflicted on the company’s
If there is ample cause and proof to believe one as a victim of discrimination at workplace, the investigatory agency (state level or EEOC) would definitely pitch in to correct the wrong and thereby save many more from facing the same troubles in future ahead. Find assistance – fight discrimination in the workplace: There are significant impacts of proven discriminatory acts on an employer. Often the legal consequences of proven charges for discrimination in the workplace comes in the form of penalties and/or fines imposed by the responsible governmental agencies authorized to monitor and prevent such actions. In addition to that, depending on the exact circumstances, an employer may face civil lawsuits filed by the wronged employee(s). Apart from the financial damages to the business, public knowledge of such events in a company affects its reputation considerably, often bringing down the sales and patronage in turn.
With an employment contract, it is the responsibility of the employer to treat all employees fairly and terminate them only for a "good or just cause". Therefore, before an employer fires an employee, there is a need to check whether there is an employment contract (Mordsley & Wall,1983) The definition of a good or just cause is having a valid reason for discharging the employee from his duties. It also means that firing of an employee must be based on reasons that are beneficial to the company, especially related to the goals, vision, and mission of the business. Regardless of the contract being signed by the employee, all employees need to be treated well and fairly without discrimination. If the employer wants to breach the contract, he will have to engage in an extraordinary conduct or even in bad faith which will not be fair or a right thing to do.
Because incompetence cannot be avoided, employees will certainly one day prove themselves incompetent at work because as they succeed in displaying a certain skill, they will automatically get promoted to the next level. That is why we can conclude that practically, people get promoted into incompetence. The ‘Peter Principle’ seems to be a sequential standard excerpted from personal experience. Even though the topic is very serious and deserves to be completely comprehended before judged, the author chose to commence his topic with a personal anecdote. However, the author used one anecdote to build up his theory and then continued searching deeper till he was able to find two more examples to anchor his point of view.
1. Introduction It is crucial for managers to understand what motivates employees because only then will they be able to meet their needs and demands. Employees will be more motivated and committed to the organization when their important needs are met and when these important needs are not met, their morale suffers and this weakens their motivation in the long run. Like all other companies, Microsoft does its bid to keep its staff motivated and the theories I found to be used by Microsoft to motivate its employees are Douglas McGregor’s Theory X and Theory Y, Abraham Maslow’s hierarchy of needs and McClelland’s theory of needs. 2.
Performance Improvement Plan is used to improve employee performance, modify behavior and correct discrepancies.Employees put under the PIP have their work closely monitored. However to employees the PIP is not really a positive thing. It should be considered as a final warning or the last step to being fired. Frequently, PIP is used by most managers especially in cop-orates and private industries to sabotage their employees future in the work places. Employees perceive it as the company 's way of gathering additional evidence to get them fired Risk involved: Protesting the PIP Employees should avoid over reaction and use the proper ways to protest.
I believe OSHA needs to conduct a full investigation in order to determine what actually cause these accidents and unsafe work conditions. Even though working conditions are the responsibility of the employer, it is the job of the employee to practice and implement safe working practices. In order to determine if the company is responsible, a complete report including the employee’s actions should be considered. The incident could just be an outcome of employees not practicing safe working procedures. Whether the penalties are sufficient, that would depend on the outcome of a complete investigation of the
The recent decision pointed out that banning union messages has always been allowed when the messages can reasonably be expected to damage customer relationships or the company’s image. In the AT&T case, the company disciplined service technicians for wearing shirts that identified them as prisoners of AT&T, even bearing an inmate number on the front. The NLRB ruling found that AT&T failed to show enough evidence that the shirts damaged the company’s relationships with customers. The appeals court sided with the lone dissenting member of the NLRB, agreeing that it was unreasonable to require AT&T to prove actual harm from the shirts. Additionally, it ruled that the banned shirt was different from other casual shirts that the company permitted.
Upon review of the evaluations this person would determine what actions need to be taken. This evaluation will tell you which of the three options I proposed above is the most appropriate. The most extreme being termination which is plausible in my manager’s case. This type of evaluation is critical because it shows upper management what needs work. Without these surveys, deplorable bosses are not held accountable and they can continue to misbehave without any real consequences.
The in-group bias can cause my organization to fall apart. Therefore, it is very important to influence team work and recognized everyone who works a team and set them as examples to encourage team work. As Emergency Medical Services provider and Business it is very important that every employee is consider a team member and therefore should respect each other as a team. In order to operate a transportation services is very important that everyone sees each other as a team to full their duties. Other Bias influence I may have to consider is everyone ignoring information and having negativity bias mentality.