Dr. Leasher and Dr. Miller clarify the meaning of private and public sectors to provide an understanding of their essential differences. The author’s state, “that the most important distinction between the public and private sectors is the ability (or inability) for an organization to transfer rights of ownership.)”. For example: Chic-fil-a is recognized as a private entity and H.E.B is known as a public entity.
Predetermined hypothetical comparisons and contrasts were also mentioned in the article. The comparisons mentioned between the two sectors were on worker productivity, organizational effectiveness and public scrutiny. The contrasts were centered on monetary focus, transparency of goals, the framework of governing, how to measure competence.
Previous Research Analyzed
The Authors analyzed previous studies of discrimination amongst the entities. Other readings have essentially investigated prejudice trends within each entity, with the majority of the studies centering on the public entities. Federal government’s equal employment opportunity recruitment programs, Federal Glass Ceiling Commission, and federal court cases were also examined. Studies that the authors mention reveal public sector may have less discrimination trends. However, these readings do not measure validity since they only measured prejudice-related variables.
Method of Research
Dr. Leasher and Dr. Miller used the OCRC database to research discrimination claims. The four leading bases of claims on record were race, gender, disability, and age which were under the state law of Ohio or federal the law.
Analysis of Hypotheses Findings
The Authors found:
- Race counted for 34.1% of all claims
- Gender counted for 17.7% of all claims
- Disability counted for 15.1% of all claims
- Age counted for 11.0% of all claims
- Retaliation counted for 14.6% of all claims
“Logistic regression was then used to combine independent variables in order to predict sector.” (Leasher & Miller, 2012). The researchers found that 90% of all records were detected from the private entity.
Viewing all the claim bases as one piece, there was insufficient evidence for these hypothesis with only a three out of five basis displaying no relation upon a sector (Leasher & Miller, 2012). As for the hypothesis question one, unlike race and gender claims, the researchers’ found that disability claims increased over time. Question two findings by the researchers’, lump sum payments were more typical in the private sector due to its monetary incite. The researchers only examined the state of Ohio, therefore, these conclusions only have validity for that one state not the entire United States of America.
Conclusion
The author’s topic and findings have a great deal of significance to the Human Resources field under the EEO. Their research of previous studies were significantly used to come up with their hypothesis but their findings were weak due to miss-classifications of businesses. Although, their research was only conducted in one state, it is evident that EEO is a big issue in the workplace. In order to effectively prevent discrimination in the workplace, human resources departments must work in an integrated manner from with the organizations.