...Employee right against gender discrimination is traced back in the 1970s when the Women Rights movements demanded equality. These women, pressed for equal opportunity to the workplace, access to all occupations, to equal pay not just for similar work, but for comparable work. In 1979, the UN adopted the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW).” Despite the fact that the UN World Conference on Human Rights in Vienna confirmed that women’s rights were human rights.” Most people still think that there is gender discrimination in the workplace, and the employees have no right when it comes to these injustices such as gender-based discrimination on pay rise/payment, promotions, professionalism and assigned...
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...Case Study Analysis XXXXXXXXXXXXXXXX HRM/552 Organizational Training and Development MBAX1CGU82 Sherri Johnson Workshop 2 May 26, 2014 Case Study Analysis The purpose of this paper is to review and select the case studies in Ch. 2 of Human Resource Management. The author will explain and summarize University of California Regents vs. Bakke case summary, the court’s ruling, how the court’s ruling may possibly impact the organization and for businesses in general, legal precedence the ruling sets for most businesses, and the role the federal enforcement agency plays in ensuring the organization’s compliance to regulation standards. Case Summary The University of California at Davis developed and implemented a special admissions program to increase enrollment of “disadvantaged” applicants, which meant minority students. The number of minority students increased. The special admissions goal was to fill 16 of the 100 positions with “disadvantaged” applicants whom would be selected by a special admissions committee. Allan Bakke, a Caucasian male, was denied admission to the school twice. Bakke brought a suit against the university on the grounds of Civil Rights Act violation and reverse discrimination, alleging preferential treatment of one group (minority or female) over another group opposed to equal opportunity (Byars & Rue, 2008). Court’s ruling The Supreme Court ruled in a five-to-four decision in favor of Allan Bakke and deemed the schools admissions...
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...Qualitative data 3 Quantitative data 3 Types of data sources 3 Primary data 3 Secondary data 4 Example of primary and secondary data 5 Research Topic 5 Introduction to gender discrimination 5 Research objectives 6 Literature review 6 Evaluation of tendencies of gender discrimination 6 Pregnancy as a basis for discrimination 7 Family responsibilities lead to gender discrimination 8 Research Methodology 9 Target of respondents 9 Methods of collection 9 Ethical considerations 9 Types of data analysis method 9 Expected result 10 Questionnaire 10 References 13 Nature of data sources What is data? Data, basically, represents facts which were transferred to a state which is more appropriate for a process. After processing the data, it converts into information which is very essential for life of people, organizations and other work processes. Globalization and current trends demand from businesses actively reacting to any variations in environment or preferences of clients. As for that potential for collecting, analyzing and data processing is tremendously significant for any business. (Hox & Boeije, 2008) All above-stated, data, firstly, have to be collected. There are 2 main natures that data can be in: Qualitative data Based on the collection and analysis of non-numerical data qualitative data are used opinions, beliefs, motivation, criteria are needed to be found out. Commonly used questions in this case are "how?" and "why?" Qualitative...
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... (2013). The impact of by standing to workplace bullying on symptoms of depression among women and men in industry in Sweden: an empirical and theoretical longitudinal study. International Archives of Occupation and Environmental Health, 86(6), 709–716. doi:10.1007/s00420-012-0813-1 While recent studies show that workplace bullying is considered to be one of the leading causes of depression (Takaki et al. 2010), there has been very little research to show that by standing to bullying behavior has cause symptoms of depression. In this study, researchers used data in 2001 (T1) and 2003 (T2) to examine the risks factors associated with symptoms of depression among bystanders to bullying behavior...
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...INTRODUCTION Gender discrimination is the act of preferring someone based on their sexuality and ignoring the other sex. For instance, a manager at a workplace may clearly prefer only males and therefore, may be overlooking the credentials of the women as a result. The women may not get a job at that organization. It is women who suffer the wrath of gender discrimination most of the times. Women have difficulty reaching higher positions in their work sphere because they are mainly seen as unproductive and also non career oriented persons by their bosses. Sexual violence is also a part of gender discrimination. METHODOLOGY AND TOOLS The hypothesis is that women face gender discrimination at a workplace. This project has been undertaken to measure gender discrimination in a workplace. The method used in collection of data was the survey method. A self made questionnaire was used for collection of data. The questionnaire consists of 10 questions, which cover aspects of gender discrimination at a workplace. There were ten samples ranging from ages 25 to 40; and all samples were women. The answer categories were ‘Always’, ‘Sometimes’ and ‘Never’. The samples were instructed to tick the option applicable to them and give reasons for each statement. For questions 1,2,3,4,5,6,7,8,9,10 scores allotted were : Always : 3 Sometimes : 2 Never : 1 DISCUSSION AND ANALYSIS OF DATA Scores of all samples: Sample number Score 1 26 2...
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...HRS, the author removes any bias due to time-constant unobserved heterogeneity, to test whether the individual feeling of being passed over for promotion may be misreported, owing to a strong preference for leisure. Finally, the author examines the effect of a change in this variable over time on the intentions to exit early. Findings – The Fields decomposition shows that feeling passed over for promotion plays a non-negligible role to predict retirement plans but only for women. In addition, using panel data allows a misreporting bias to be exhibited that may lead to underestimating of the negative effect of discriminatory practices towards older workers on their retirement plans. Lastly, an increase between 1992 and 1994 in the age-discrimination towards older workers encouraged women to leave their job early, while it had no effect on retirement plans of men. Practical implications – Empirical results put forward the idea that retirement intentions may differ across gender, owing to the different nature of the employer-employee relation. While for...
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...Date: November 12, 2013, 2013 Subject: Report Chrysler Group is not an ideal company for Fictitious University to establish an internship program for their students. The group is facing the threat from recalls impacting its brand image, substantial indebtedness and ignored the discrimination in workplace. It is important for the Fictitious University to choose a suitable company in order to help students with their career. However, Chrysler Group has many weaknesses that are not a good company for student from Fictitious University. Recalls impacting its brand image Report shows Chrysler announced too many recalls that impacted its brand image. Among these recalls some are the most popular mode. For example, in 2012, Chrysler recalled about 67,872 Jeep Wrangler sport utility vehicles because the transmission problems that can cause vehicle catch fires. In the same month, Chrysler recalled about 127,350 Dodge Charger because they have problems with stability control and anti-lock braking system. In March of 2012, Chrysler recalled about 209,734 Jeep SUV due to problems that could lead to a loss of control by the driver. In February 2012sl, Chrysler recalled about 10000 Dodge Charger due to overheating problems that can cause headlamp and brake failure. It is important to obtain a good business brand image in order for customers to trust the brand. However, these recalls impacting its brand image and demonstrate the bad quality which leads negatively impact from customers...
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...Discrimination in the Workplace Joshua Najar Alejandro Komiyama Liria Nilzandra *out of country* Texas Tech University Sociology 1301, Section 004 November 7, 2015 The United States likes to believe that everyone living in it is equal to one another. Unfortunately, even in today’s world discrimination is still prevalent in our society. James Henslin, author of the book “Essentials of Sociology” defines discrimination as “an act of unfair treatment directed against an individual or a group” (G-2). One specific place in our society that still has discrimination is the workplace. A workplace can be described as “a place where people work, such as an office or factory” (Dictionary.com 2015). A company’s workplace can discriminate against a person’s race, ethnicity, gender, age, and religion. These discriminations will affect the person’s salary, work conditions, and determine if they get hired or not. Throughout time the United States has made several laws to protect certain groups against discrimination in the workplace. These laws have tremendously helped those groups however, they are still illegally discriminated against. There are numerous ways to analyze why there is discrimination in the workplace but we will be using the three sociologic perspectives. The three sociologic perspectives that we will use to analyze this topic will be the Structural Functionalism, Conflict Theory, and Symbolic Interaction. The Structural Functionalist Analysis will focus on how discrimination...
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...homes, Plainfield Health Center created a new policy that discriminates against some of their workers. The respective federal law about privacy rights states that patients have the right to request nursing homes to provide them with caretakers of the same sex. Basing off this law, Plainfield Health Center decided that patients could also request caretakers of the same race. By creating their own policy, they violated employee rights regulated by the United States Equal Employment Opportunity Commission. According to the U.S. Equal Employment Opportunity Commission (EEOC): “sex-based discrimination involves treating someone unfavorably because of that person’s sex” (eeoc.gov). In the case of a health facility or a nursing home, when patients request to be treated by the same sex caregiver, this would not qualify as sex-based discrimination. Contrastingly, the EEOC states that: “race discrimination involves treating someone (an...
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...Gender equity in a workplace DataSoft Pty Ltd The ICT Industry Assessment Item 3 BSB115 - Management Vadym Podolian N9692291 Word Count: Format: Ariel 11 or Times New Roman 12; 1.5 line spacing and a Word Document. Assignments which are 10 percent over or under the word limit of 1500 words will have 6 marks deducted. Introduction The problem is under-representation of women in a workplace. Women are mainly under-represented in higher positions due to a glass ceiling (invisible barrier) and gender discrimination (M., Lemmon, & J. Wayne, n.d.). It is important to have women in higher positions as well as it would bring several benefits to the firm; such as, improving the overall performance, increase in innovation intensity, higher overall intelligence and others (Wienberger, 2016). The aim of this report is to analyse and address the issue of under-representation of women in a workplace and gender pay inequity. This report will identify the issue and why it has occurred, talk about related management functions and environmental factors and offer two recommendations. Discussion Why it occurs? There are many reasons why this issue could occur in a firm. One reason is a glass-ceiling effect. It means an invisible barrier for women preventing them from reaching higher positions in an organisation. There are 3 things closely related to this effect: gender wage gap (when men and women are doing the same job for different wages)...
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...PROBLEM Discrimination is distinct from racial prejudice (attitudes), racial stereotypes (beliefs), and racism (ideologies) that may also be associated with racial disadvantages (Quillian 2006). As the diversity of the American workforce increase, organizational researchers have been increasingly interested in issues of discrimination and prejudice on the job. (e.g. Dovidio and Gaertner, 2000; Frazer and Wiersma, 2001; Trentham and Larwood, 1998). The workplace increasingly is more diverse than ever before. For decades African Americans, women, and many minorities were excluded from participating in most of the desirable jobs and institutions. Even when declared unconstitutional, the discrimination against minority groups often persisted (Beauchamp & Bowie, 1993). Although some work organizations are making progress in their efforts to combat discrimination, African Americans particularly still face a series of unique problems imposed on them through the complex interactions of racially motivated negative attitudes and actions of individual and organizational policies and practices not encountered by Caucasians (Chima, 1999; Stromen & Seltzer, 1991). Some of the major problems African Americans face include: employment process biases, channeling into "minority" positions, lack of access to network and mentors, promotion and advancement difficulties, and emotional and psychological maltreatment (Queralt, 1996). Attributes characteristics such as “lazy” and “unreliable”...
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...Diversity in Workplace Sexual Orientation Professor Antionette Dee Currie Richardson Human Resources Management Andre Marcano Florida State College Jacksonville MAN 4301, SUMMER 2014 Abstract This paper looks at the impact of being Gay, Lesbian, Bisexual and Transgender (LGBT) in the workplace and if there are any limitations by various organizations. Most organizations often claim to value diversity, many Human Resource Systems are developed to encourage, reinforce and allow only similarities. Understanding the economic rationale for discrimination of LGBT and the implications contributes to improving Human Resource Discrimination policies that take into account workforce diversity. Employers should introduce diversity programs to educate employees and create an environment that is more hospitable to LBGT individuals and their allies. The goals and objective of the organizations training must be clearly defined and communicated. The challenge arises when forces within the organization operate to attract, select and retain an increasingly homogeneous group of people. This will suggest shifts in organizational policies, at the same time employees who are antigay or homophobic may dislike the shift in policy and begin to leave the organization. The net effect is to produce a workplace that is more accepting of change. According to the Human Rights Campaign (HRC) an estimated gay and lesbian population at five percent of the U.S. population over 18 years of age...
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...[Type the company name] | Gender discrimination in workplace in Pakistan | Research Methods | | HIRA ARSHAD | 3/30/2013 | [Type the abstract of the document here. The abstract is typically a short summary of the contents of the document. Type the abstract of the document here. The abstract is typically a short summary of the contents of the document.] | Introduction: Nature has always maintained a balance in the objects of this world in order garnish it with a beauty, and so it produced a balancing factor for each and every object. These balancing factors vary in the proportion of the support they provide to their counterpart. In the very same context, ALLAH created man and woman as the supporting counterparts for each other. When a baby boy is born in a family, everyone congratulates the parents but if it is found out that the baby is a girl, the reaction is opposite, there is no happiness, either the baby is killed or accepted with least happiness. Gender discrimination is something in which a woman is discriminated and given less rights and opportunities as compared to males. Importance of the study with respect to the world: Gender discrimination has been a problem not just in this era but since the beginning of humanity. It doesn’t matter that which part of the world we look at, we will always find that woman are at the disadvantage. The major drawback is that this problem has become so common that it is considered normal now and accepted as a part...
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...European University 2013-2014 Human Resources Management Class Summary Gauthier Steiner European University 2013-2014 Human Resources Management Class Summary Gauthier Steiner Contents What is Human Resource Management? 3 Who Performs the Human Resource Functions? 4 Key Challenges for HR Managers 5 HRM and Strategy 6 Organizational Performance and the Human Resource Manager 7 Communicating Human Resource Programs 8 Equal Employment Opportunity & Diversity 9 Equal Employment Opportunity Laws 9 Landmark Court Cases 11 Compliance Agencies 12 EEO Implementation 12 Key terms of the chapter 13 Job Analysis and Job Design 15 Basic Terminology 15 Job Analysis 17 Job analysis method 19 Disadvantages of job analysis 21 Job Design 21 Advantages of job specialization 21 Job design consideration 22 Human Resources Management: Chapter 1: Strategy What is Human Resource Management? Human resource management (HRM, or simply HR) is the management process of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture and ensuring compliance with employment and labor laws. Nearing the 21st century, advances in transportation and communications greatly facilitated workforce mobility and collaboration. Corporations began viewing employees as assets rather than as cogs in a machine...
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...issues by implementing constructive programs aimed at improving the health of their workforces rather than engaging in discriminatory practices against overweight employees and smokers. Weight discrimination can be an issue in any industry so it is important that managers are aware of the laws regulating such practices. Obesity is a health problem and some employers assume that overweight employees will incur more illness-related absences and contribute to higher health care costs. Research shows that overweight employees are more likely to be subjected to discrimination in terms of hiring, treatment, and retention (Roehling, 2002, p. 177). While most states do not have laws protecting workers from discrimination based on weight per se, some protection is afforded under the Americans with Disabilities Act, where a certain level of obesity is considered an actual disability (p. 181). In addition to employment protection, if an individual qualifies as disabled, the employer must take necessary steps to provide reasonable accommodation of that person so he or she can perform their job (p. 180). Because laws vary and the disability status of an individual is decided on a case-by case basis, it is prudent for employers to take necessary steps to avoid weight discrimination in the workplace. Some methods include...
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