...see that Social Mobility is “movement”. The technical definition doesn’t restrict about the direction – whether you move up or down or just within what’s mentioned before as horizontal movement. Social Mobility is a term used in the objective comparison of economic or social states. Looking at the events around us, we can see that people care more about upward movement. When people talk about Social Mobility, they are likely referring to progress or development. Everyone wants to move up. Like what we commonly see in families. Almost everyone gives importance to good education. Parents keep reminding their children to be good in their studies so they can have good jobs. People want the opportunity to move up. People believe that progress is something that should be given in equal opportunities to us. People want to go up, as a group or as individuals. This is the reason why studies concerning Social Mobility stem to studies of inequality (Breen & Jonsson, 2005). As I see it, the society mostly measures the social class that one belongs to in financial terms. Social classification all boils down through...
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...it’s still needed and it’s constitutional since it reinforces the Constitution that is based on all men being created equal. And without this reinforce able law I don’t believe that the Constitution will hold true. And if Affirmative action was not still needed then why is there so much debate about it. Affirmative action has gone way beyond diversity, it’s all about power. This leads me to my first point when affirmative action was put in place white America lost their control and now they are trying to do whatever it takes to get that control back. One of the biggest blows to this countries ego was when the first black president was put into office, this really struck nerve. Finally, getting rid of affirmative action is just another way to shake up the confidence of minorities and women so that they break them down to where society feels they should be. This is just a fraction of why I feel affirmative action is still needed and society is just playing the part until someone makes the under minding decision to get rid of affirmative action and send us back 20 yrs. Affirmative action laws were put in place in order for minorities to achieve equal opportunity in employment and higher education. Even though as a society we have learned to coexist I am still not convinced that if those laws were not in place that Minorities would be given the same opportunities as they are given with them in...
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...health and safety laws. At the top of this section of the handbook it can be stated that the organization is an equal opportunity employer and is has made a solid commitment to hiring staff for our organization without the regard of religion, age, race, gender, or disability and that we do so by complying with all Federal regulations as well as with state legislation and regulations. Also in this section we will include the Americans with Disabilities Act, the Equal Employment Opportunity Commission, Fair Labor Standards Acts, Family Medical Leave Act, and a section outlining or describing the Occupational and Health Safety Administration and the standards OSHA enforces. In each section we will include a website where more information can be found for each topic. We will describe how the Americans with Disabilities Act ensures that those with a disability have equal rights and opportunity for employment and are not to be discriminated upon applying for employment. In this section we can outline the employers responsibilities regarding this act so that it covers the organization’s as well as the employee’s rights. For example we can add that if the organization has 15 employees or more that they are not to discriminate against an applicant that is qualified for the job they are applying for regardless of their disability. In the section for Equal Employment Opportunity Commission section we will describe what the commission does and how this applies to the employee and organization...
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...Diversify Lansing Community College Emily Sovlansky 20 November 2013 Scott A. Hunt once said, "As we grow in awareness of one another – whether two people beginning a romance or two disparate and far-removed strangers taking an interest in the other's culture – a wonderful thing begins to happen: we begin to care for the other as if the other is part of us. This is the magic of life that our ancient teachers have bid us to see; the invisible filaments of interconnectedness that bind us together in love and appreciation” (Quotes for Unity in Diversity). What needs to be better looked at and applied is taking Scott A. hunt’s concept of unity through diversity, into the workplace. That process of incorporating diversity into the workplace has been becoming ever necessary over the years through rapidly growing domestic, global, and international business interactions. Though difficult as it may be sometimes, what diversity actually is and how it can significantly improve business and its interactions, in and out of the workplace, is what needs to be looked at. Josh Greenberg, president of the employee surveying company AlphaMeasure, Inc., writes on the benefits, challenges, and solutions to diversity in the workplace, “Workplace diversity refers to the variety of differences between people in an organization. That sounds simple, but diversity encompasses race, gender, ethnic group, age, personality, cognitive style, tenure, organizational function, education, background and...
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...Discuss how human resource professionals can ensure that top organizational leaders encourage managers and employees to follow laws and guidelines. Human resource professionals should discuss with top leaders the results of abiding by federal laws while telling the affect on the bottom line. Conducting training on organizational profits protection will encourage leaders to abide by the laws and encourage others to follow suit. The federal government does have involvement in the hiring of workers and the protection of those workers in organizations that are involved in business with the government. If or when these laws are influenced by the organizations planning or implementation of their procedures, there are possible sanctions or leading to contract cancellations, which will tremendously hurt profits. Providing an accurate understanding to the leaders will most likely ensure motivation to present programs and develop policies that shows the organization has the necessary working relationship, while being favorable to the protective classes. An additional way to aid the bottom line is involvement of top leaders that promote safety within the workplace. Their influence towards the managers and employees will become the top priority. Workers that maintain safety on their minds will strive to always accomplish safe practices while doing required tasks. Rewards and recognition awards, presented to disciplined employees that follow safety rules, will be presented by the organization...
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...Cultural and Regulatory Factors When considering the cultural differences between countries there are communication barriers that have to be addressed for a smooth transition into the new partnership. The HR Director must meet with the HR Director in the new location (or send a representative ) to carefully examine their current methods. They should be clearly understand and relayed back to the HR Director to trouble shoot for appropriate implementation and /or revision of the necessary policies and procedures in Office Depot. Examining the equal opportunity laws will ensure the correct adopted policies regarding employment discrimination are put into place. What is considered discrimination in India may not be interpreted the same in America and vice versa. "The principle of employment discrimination enforcement is disarmingly simple: no one should be denied a job or a promotion or be fired simply because of his race. But this simple proposition conceals a nest of thorny legal and political questions about the state's role in defining and enforcing racial fairness in employment; establishing legal guidelines, procedures, and sanctions; and devising coercive mechanisms to ensure compliance. "(Lieberman, R., 1999) It is the goal of the HR Director to create a table consistent working environment. Robert Lieberman (1999) says that, "the patterns of stability and change in policy paradigms that are apparent in both countries even in the short time span under study here. Clearly both...
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...roof of the building and saw what looked like an ant farm. Hundreds of people that have a hard time understanding each other's words, but work together marvelously. Their commitment to the culture is reflected in a dedication to their work environment and company values. As for culture, they strive to provide every employee with the kind of work environment that will allow them to thrive and be very successful. The way that they do this is using mutual respect, open communication, and having the willingness to listen and change things for the better. You can see this in their policies and practives and hear it from their leaders. They offer a culture that values every employee's contribution and provides everyone with the opportunity to build and demonstrate their own capabilities. In 1976 they set in motion a plan to build the world’s...
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...could potentially take away employees from other companies who feel their good ideas are often ignored due to their position. A potential employee would have to match the KSAOs (Knowledge, Skill, Ability, and Other Characteristics) of the company and if you could find employees that already have the talent it would potentially lower your training costs. Of course any potential employee would need to have the same values of the company whether already having the required KSAOs or needing to be trained on them. Hire Yourself or Outsource Tanglewood already has a well established Human Resources structure. An outsourcing group would only be beneficial if Tanglewood did not have EEO (Equal Employment Opportunities) Coordinator, who has a well establish legal compliance with the equal opportunity laws. The company’s HR division also has a stronger familiarity with which employees would make better candidates for the company’s values. Perhaps if the company where smaller outsource would make sense but at the current date it would be better to keep the Human Resources structure as is. External or Internal Hiring In researching Tanglewood’s history, I believe your current problem...
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...Executive Summary City Area Parent Support (CAPS) are looking into the development of a new project, the project will serve parents and carers whom are caring for a loved one struggling with substance misuse issues or addiction. Evening Support Sessions (The ESS Group) will give carers an opportunity to engage in structured group support sessions. CAPS have identified through research a gap in provision for those carers who perhaps can’t access support because of other responsibilities such as needing to work, within the typical service delivery hours of between 9am & 5pm. This project will serve any parent or carer living in the City area including surrounding areas. This will be a pilot short term project with the hope of development in the future depending on the outcomes and its success. It is a simple plan which will promote social inclusion, tackle isolation and provide an opportunity for carers to build effective relationships and friendships with others in a similar situation. Introduction City Area Parent Support (CAPS) is a registered charitable organisation established since 2007 and based in the xxxx Area of City. CAPS provide both practical and emotional support to parents and carers whom are troubled by addiction within the family across the city. Mission CAPS – Providing a warm non- judgemental, confidential and friendly environment to parents and carers suffering the negative effects...
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...MEMORANDUM To: CEO From: Elementary Division Manager Date: 30th August, 2012 Subject: Response to the Employee’s Claim As the company is growing with a remarkable pace, the production schedule of the company has been modified and it has been affected from the onset of the New Year. According to the new production schedule, the employees work time has been revised. Now they need to work on different times than the previous time of the usual schedule. The employees which are related to the production related operations have to work for around twelve hours on the 4 days of the week and for them the next four days were holidays. Also the time table of the office staff has been revised. Now they need to work from 8 AM to 5 PM in the weekdays. And the weekends will be off for them. According to the employee who had filed the case against the company has stated that the firm is discriminating on the base of the religion and they need to bring modification in it. The firm is trying to compel the employees to come and work on the religious days too if it comes in between those four days of the production work which is not correct on their part and they need to bring modification to holidays in case of religious occasions. The Civil Rights Act was enacted in the year 1964 and hence known as the Civil Rights Act of 1964. It has several chapters which are related to various aspects of the rights that are provided to the citizens. The aspects range from the basic rights to the rights...
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...A manager’s behavior can determine the moral within a company and the growth of its employees. At InterClean Inc. it’s important to remember as a manager our job is to create a conducive workspace for people to be productive and task orientated. Some use this forum to over practice methods that don’t belong or should not exist in a working environment. Management is a key and integral part of any organization. We look to mangers to plan on meetings, determine goals, and delineate tasks throughout the work group or office. It’s important to know your people and their strengths and weaknesses. Being strong and forthright as a manager makes for growth and productivity within a work environment that allows for employees to work hard and know that their efforts are not going unnoticed. In the midst of working towards what’s important a company understands that the employee is the key part behind what makes the company go. As a manager it’s important to put people in good positions that allow for success from within and without the company. In a diverse work environment management is key in making employee moral a strong part of what holds the company together. At the same time the manager who is weak in this area can lose a team or a group of employees faster than anything else. The boss from hell doesn't always stand atop your building, wearing a black hat. HR has to do a little detective work, particularly when employees are often loath to complain about personality differences...
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...becomes difficult for them to survive. This situation is a matter of luck. We are not responsible for the social or economic class or country into which we are born. Some inequalities are deliberately imposed. Some are not because of bad luck but it is our societies or people that make it so. Racism and sexual discrimination are typical examples of inequalities that are imposed our societies or people and they are unfair. Fairness requires that opportunities should be open to those who qualify for it and it is clearly a good thing when government tries to enforce such equality of opportunities. But it is harder to deal with inequalities that arise in our ordinary events without deliberate racial ore sexual discrimination because even if equal opportunities are given to people without racial or sexual discrimination it will still come to the fact that it is only the rich who could afford these opportunities like good school, better health care and the like. Even with people of the same native talent, when a system of equality of opportunity is given, some people will have a head start and will end up with greater benefits than others. Differences in native talent will also produce big difference in the resulting benefits in a competitive system. Those who have the abilities that are in high demand will be able to earn much more than those without any special skills ore talent. These differences too are partly a matter of luck. The luck of both natural talent and family and class...
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...Affirmative Action kelton Smith MGT/434 June 20, 2014 Affirmative Action Affirmative action remains a program or policy that takes measures actively to ensure, concerns for general education, equal opportunities, parliament or government seats, and employment (United States Department of Labor, 2002). The initial policies proved intended for helping blacks began fairly, but evolved into more for every American (Bennett-Alexander & Hartman, 2012, p. 272). The author will elaborate on why organizations remain subjects to affirmative action. The author will also explain what the plans require of employers, and list in detail what happens if the goals of the affirmative action plan remain unaccomplished. The Affirmative Action Plan The requisites of laws, regulations, rules, and court cases that mandate affirmative action and nondiscrimination, which agencies must plenarily meet in particular situations present as compliance. An EEO-1 annual report is required from private organizations that house 100 or more workers and with federal contract regimes of $50,000 and 50 workers or more for federal contractors (Bennett-Alexander & Hartman, 2012, p. 242). The process helps to provide a head count of the organizations workforce in categories of job, gender, race, and ethnicity. In addition, the process will also help eliminate discriminating and treatment toward groups or persons based on sex, race, or protected classes illegally. Disparate impact and disparate treatment...
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...Matthew Butcher James Jenkins MBA-610-Q5442 Business Law July 25, 2015 While reviewing the U.S. Equal Opportunity Commission’s website, a broad principle quickly become clear. The laws governing businesses of different sizes can greatly vary due to the potential impact that laws can have on smaller businesses. The EEOC defines a small business as one that has 500 or less employees. However, the resources of a company with 400 employees has access to can greatly differ from a company that has ten. The Regulatory Flexibility Act (RFA) allows agencies to potentially scale back certain regulatory rules in certain situations to protect small businesses from being devastated by laws that large businesses would have to abide by. According to the EEOC website, the RFA “requires agencies to consider the impact of their rules on small entities and to evaluate alternatives that would accomplish the objectives of the rule without unduly burdening small entities when the rules impose a significant economic impact on a substantial number of small entities. Inherent in the RFA is Congress' desire to remove barriers to competition and encourage agencies to consider ways of tailoring regulations to the size of the regulated entities.” What this basically means is that agencies can tailor their rules regarding equal opportunity employment so that the laws governing will not economically cripple a small business. In cases like these, the RFA comes into play. According to the EEOC...
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...As a senior care worker we work in partnership with service users and carers using a person-centred approach. Our aim is to maximise independence, well-being and choice. Our role is to understand care delivery and its pressures. We need to lead, develop and co-ordinate a team to provide the best standards of respect and one-to-one care. Using our professional skills we need to support service users to assess their own needs and choose the help which makes that they can live the life they want. We must remember to maintain the dignity of our service users at all times. We have to as well integrate with other professionals in the Department, the Council, the Health Service and voluntary sector. Senior Care Worker responsibilities and duties. The Senior Care Worker is expected to demonstrate the following competencies in carrying out his/her duties: * To be responsible for the assessment, planning, co-ordination and development of service provision to service users. * To assist in the recruitment and selection of staff as required. * Promote equality for all individuals. * To be responsible for the direct supervision of staff. * To create a culture of open communication based on trust. * To ensure all policies are implemented and understood by all staff * To be responsible for the planning and allocation of work carried out by staff. * To participate in staff meetings. * To participate in staff meetings. * To assist with the identification...
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