...Affirmative action, is often utilized so that schools are able to be diversified and not discriminate against certain races or populations. Fisher believed that by using affirmative action, Universities were violating the fourteenth amendment: equal protection. She believed that if affirmative action was not a hoop she had to jump through, she would have made it into The University of Texas. The case made it all the way to the Supreme Court where the jury ruled in the University of Texas' favor, 7-1. Justice Kagan did not participate in this particular court case because she was affiliated with it in the lower circuits when she was the attorney general. This is only one of the few cases that have involved affirmative action and made its way all the way up to the supreme court, but it is certainly one of the most popular. The question they were left with was “Does the Equal Protection Clause of the Fourteenth Amendment permit the consideration of race in...
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...Affirmative Action Term Paper Abstract Human Resource Management is one the most important aspects of a company. Its successful implementation is crucial for an organization being able to thrive. Human Resource Professionals handle areas such as employment, recruitment and selection, performance and evaluation, compensation and benefits, personal professional development, safety and health forecasting and labor relations. This paper will focus on the topic of Affirmative Action and its policies which is an important aspect of Human Resource Management. Without its inclusion, companies would not be able to be successful the way they are today. Discriminatory beliefs were overturned by policies of Affirmative Action. Diversity such as race, color, religion, gender and national origin are now contributing to an organizations success rate in the race for market dominance. This paper is structured into an historical overview of Affirmative Action, its advantages and disadvantages and the future of Human Resources in regards to Affirmative Action. Introduction People have always been an important part of an organization. However it is important not just to value such an important asset but also develop and improve it. This is the job of the Human Resource Department. It manages an organization's workforce. The responsibility of the Human Resource Department is the attraction, selection, training, assessment, and rewarding of employees, as well as overseeing organizational...
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...EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION IN WOMEN SPORTS March, 2007 TABLE OF CONTENTS Title Page i Table of Contents …..……………………………………………………………………2 Section I. Introduction 3 Section II. Review of Literature 4 Equal Employment Opportunity Laws 4 Affirmative Action 6 Effects of EEO and AA on Women Sports 7 Effects on EEO and AA on women playing sports 7 Effects of EEO and AA on women coaching sports 9 Effects of EEO and AA on women in administration………………...11 Section III. Summary and Conclusions 14 References ............... 17 INTRODUCTION Women in sports have indeed come a long way. Years ago it was socially unacceptable for women to do anything other than cook and clean. Men dominated the work place and the sports industry. But eventually women got fed up with being treated less significant than their male counterparts and began protesting. Not until the mid-1950s and early 1960s did nondiscriminatory employment become a strong social concern (Bohlander & Snell, 2004). While women were just beginning to make a name for themselves, the government began regulating Equal Employment Opportunity (EEO) by passing a series of laws, in an attempt to correct social problems of interest to particular groups of workers, including women. EEO laws have made a major impact on women in all industries, but especially on women in sports. While EEO laws focused on non-discrimination, affirmative action went beyond providing equal...
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...restate or reword you still need to cite the data. Safe Assign may be used to prevent plagiarism and to create opportunities to help students identify how to properly attribute sources Question One: Explain what the Job Analysis process is and why it is so important. Remember that the exams require two to three substantiate paragraphs. Research the question first and then answer the question with appropriate academic citations. The job analysis is a process conducted by HR used to identify and determine a particular jobs duties and requirements of that given job. It also identifies the importance of the duties for the given job. There are two components to the job analysis. The first is a written summary of the task requirements. The second is a written summary of the work requirements. There are several different methods of a job analysis. Some include review of job classification systems, incumbent and supervisor interviews,...
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...Affirmative Action: Is it still needed in Today’s World? Table of Contents Abstract ……………………………………………………………………………………….3 What is Affirmative Action ………………………………………………………………….. 3-4 History of Affirmative Action ………………………………………………………………...4-6 Legal History of Affirmative Action ………………………………………………………….6-8 The People for Affirmative Action ……………………………………………………………8-9 The People against Affirmative Action ……………………………………………………...10 The Benefits of Affirmative Action ………………………………………………………….10-12 The Cons of Affirmative Action ……………………………………………………………..12-14 Conclusion (My Opinion) ……………………………………………………………………14-15 References ……………………………………………………………………………………16 Abstract Affirmative action has been the topic of some debate because people wonder if it has outlived its usefulness. It is a very controversial topic. This paper will address this issue, is affirmative action still needed in today’s world? This paper will tell what affirmative action is, the history, the legal history of it, the people for it, the people against it, the benefits of affirmative action, the cons of affirmative action, and finally how I feel about affirmative action What is Affirmative Action? Affirmative action is only applied to those who have 15 or more employees, or a government contract of fifty or more employees or a contract over $50,000. The following summary describes affirmative action: Born of the civil rights movement three decades...
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...Are Affirmative Action Plan Goals Evidence of Discrimination? Bikram Prajapati MS510: Human Resources Management Professor Louis Lopez July 29, 2013 Are Affirmative Action Plan Goals Evidence of Discrimination? Affirmative action is a process of actively seeking to identify, hire and promote qualified members of underrepresented groups. The main purpose of affirmative action is to ensure that all racial and gender groups were proportionately represented at all levels of the company The affirmative action is directly related with people perception and Discrimination is define as differential treatment of individuals belonging to particular groups or categories. There are so much controversy on affirmative action whether it is good or bad even that different country easily accept the action. Employee hire under the affirmative action may be less qualified from other so they may be treated as differently but if the both employee which is one from underrepresented group and other from overrepresented group then hiring employee by using affirmative action is best. Such that affirmative action gives “certain criterion of merit”, and it is not intentionally discriminatory because everyone has not equal access or more smart and capable than other group for that job. The capability may be differ by inherently and gender so affirmative action plays an important role to recruit capable people from underrepresented group. Civil Rights Act of 1964...
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...minorities and women. The policies differ in approach and opinion. The lesser of the policies is passive nondiscrimination. It is when a company or educational institution takes into account only the applicant’s ability, and doesn’t take race or sex into consideration. This policy is also called equal opportunity, and is not controversial. It only requires employers to not unjustly discriminate. (Lane, 2010) Moving past the passive approach is affirmative action. This is defined as an activity that is aimed at securing a more equal workplace. It goes beyond passive nondiscrimination, but doesn’t alter the standards or qualifications for applicants. (Claire Andre, 2005) One way a company can engage in affirmative action is to increase the applicant pool for open positions with the intent to diversify. Though this policy is more active than the passive nondiscrimination, the theory is that the most qualified candidate will get the position, so moral and ethical controversy is limited. A method beyond affirmative action, and the one I want to discuss in this paper, is preferential treatment, or hiring. This type of policy changes the job standards in an effort to hire more minorities or women. There are two ways this is done: preferential hiring among equally competent applicants; and preferential hiring among applicants who are not equally competent. These policies are called reverse discrimination by critics, and leveling the playing field by supporters. (Lane,...
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...employees down to two, leaving all the responsibilities to administrative assistant and myself. The key loss that we took was losing the legal and ethics manager whom administered all of the employee records. Since then I have not maintained employee records, including hiring records, employee classified records, and all other paperwork associated with maintaining the affirmative action plan. There was an article in the Sunday paper that has made me worried about my bad record keeping habits. Also we have just received a letter from the Office of Federal Contract Compliance Programs (OFCCP), stating that we have been selected for a full desk audit regarding our affirmative action plan. The first thing that we are going to do is perform an internal audit. The main focus for the internal audit will be our employee record keeping including information specific to our affirmative action plan. The audit is going to be designed to measure the effectiveness of the affirmative action plan, document personnel activity, identify problem areas where remedial action is needed, and to determine the degree to which FCI’s affirmative action plan goals and objectives have been obtained. ADUIT: During this audit we will be performing statistical analyses to determine the existence of adverse impact in the selection process and pay disparities and preserving personnel and employment records. Starting with reviewing personnel activities, they are going to be reviewed to ensure nondiscrimination and...
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...and Organizational Effectiveness Objectives of the HRM Function Helping the Organization Reach Its Goals Efficiently Employing the Skills and Abilities of the Workforce Providing Well-Trained and Well-Motivated Employees Increasing Employees' Job Satisfaction and Self-Actualization Achieving Quality of Work Life Communicating HRM Policies to All Employees Maintaining Ethical Policies and Socially Responsible Behavior Managing Change Managing Increased Urgency and Faster Cycle Time Who Performs HRM Activities Outsourcing The Interaction of Operating and HR Managers HRM's Place in Management HR Department Operations HRM Strategy Clarifying Meaningful HRM Objectives HRM Policy HRM Procedures Organization of an HR Department Plan of the Book Summary Key Terms Questions for Review and Discussion Notes The Human Resource Manager and Managing Multiple Responsibilities Careers in HRM A Strategic Management Approach to Human Resource Management A Model to Organize HRM How to Take a Diagnosic Approach to HRM External Environmental Influences Government Law and Regulations The Union Economic Conditions p. iv p. 1 p. 2 p. 5 p. 7 p. 9 p. 10 p. 11 p. 11 p. 12 p. 12 p. 12 p. 12 p. 13 p. 13 p. 13 p. 14 p. 14 p. 15 p. 16 p. 16 p. 16 p. 17 p. 19 p. 19 p. 19 p. 21 p. 22 p. 22 p. 23 p. 23 p. 25 p. 28 p. 30 p. 33 p. 34 p. 35 p. 35 p. 36 p. 36 Competitiveness Composition and Diversity of the Labor Force Geographic Location of the Organization Internal Environmental Influences Strategy Goals Organization...
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...CHAPTER SUMMARY – CHAPTER 1 – ETHICS IN THE WORLD OF BUSINESS Frequently, the ethically correct course of action is clear, and people in business act accordingly. Exceptions occur when there is uncertainty about ethical obligations in particular situations or when considerations of ethics come into conflict with the practical demands of business. In deciding on an ethical course of action, we can rely to some extent on the rules of right conduct that we employ in everyday life. However, business activity also has some features that might limit the applicability of our ordinary ethical views. One distinguishing feature of business is its economic character which can be summarized as the conduct of buyers and seller and employers and employees. A second distinguishing feature of business is that it typically takes place in organizations which is a hierarchical system of functionally defined positions designed to achieve some goal or set of goals. Because business involves economic relations and transactions that take place in markets and also in organizations, it raises ethical issues for which the ethics of everyday life has not prepared us. Decisions making occurs on several distinct levels: the level of the individual, the organization, and the business system. The level of the individual represents situations that confront them in the workplace and require them to make a decision about their own well-being. The level of the organization can be identified...
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...Critique of the Americans with Disabilities Act and Affirmative Action Amaris Joy, Yahoo Contributor Network Jul 11, 2011 "Share your voice on Yahoo websites. Start Here." * ------------------------------------------------- More: * ------------------------------------------------- Americans with Disabilities Act * ------------------------------------------------- Americans with Disabilities Flag Close Post a comment Incidents of discrimination and matters of civil liberties often instigate changes in laws, statutes, and public policies. This paper will address the history of the American with Disabilities Act and Affirmative Action along with the pros and cons associated with each act. Americans with Disabilities Act The Americans with Disabilities Act (ADA) was passed into law in 1990 and prohibits employers and universities from discriminating against individuals with disabilities. The act also requires institutions to make reasonable accommodations at the request of the disabled employee or student. Requests that place "undue hardship" on institutions are exempt from the law; institutions are not legally required to comply. The law states that individuals must inform the institution of all possible means of accommodation; the institution may choose the most convenient and financially feasible option (The U.S. Equal, 2008). Pros of Americans with Disabilities Act The ADA permits disabled individuals to receive an education and obtain employment thereby...
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...David Ross Dr. Adebanjo PSCI-245 02 December 2015 Chapter 6: The Fire this Time Summary Analysis In the book, The New Jim Crow Mass Incarceration in the Age of Colorblindness, Michelle Alexander discusses race-related issues specific to African-American males and mass incarceration in the United States, though Alexander notes that the discrimination faced by African-American males is also prevalent among other minorities and socio-economically disadvantaged populations. Alexander's central premise, from which the book derives its title, is that "mass incarceration is, metaphorically, the New Jim Crow keeping company with the final chapter of the New Jim Crow, “The Fire this Time,” this section is devoted to the question of where we go from here. Michelle Alexander argues that we, as a nation, have reached a fork in the road. Likewise, here at the end of our journey with her book, we find ourselves at a critical point of decision. What is required of us at this moment in history, a time when millions are cycling in and out of our nation’s prisons and jails trapped in a parallel social universe in which discrimination is perfectly legal? How do we show care and concern for the children who are born into communities where the majority of men and growing numbers of women can expect to spend time behind bars? What must we do, now that we know that the usual justifications do not hold water, and that a human rights nightmare is occurring on our watch? The New Jim Crow begins...
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...Sydney Hong Kong Seoul Singapore Taipei Tokyo Preface XXII Acknowledgments xxv Strategic Human Resource Management: An Overview 3 Chapter Objectives 2 HRM in Action: Not HR Branding, Employer Branding 3 Human Resource Management 4 Human Resource Management Functions 5 Staffing 5 • Trends if Innovations: Measuring Quality of Hire in Today's Environment 6 Human Resource Development 6 Compensation 7 / Safety and Health 7 Employee and Labor Relations 7 Human Resource Research 8 Interrelationships of HRM Functions 8 Dynamic Human Resource Management Environment 8 Legal Considerations 8 Labor Market 9 Society 9 Unions 10 Shareholders 10 Competition 10 Customers 10 Technology 10 Economy 11 Unanticipated Events 11 How Human Resource Management Is Practiced in the Real World 11 HR's Changing Strategic Role: Who Performs the Human Resource Management Tasks? 11 Human Resource Manager 12 HR Outsourcing 12 HR Shared Service Centers 13 Professional Employer Organizations (Employee Leasing) 13 Line Managers 14 HR as a Strategic Partner 14 A Strategic HR Example 16 A Strategic HR Audit 16 Human Capital Metrics 17 Human Resource Designations 18 Evolution of Human Resource Management: Moving into Strategic HR 18 Evolving HR Organizations 19 Scope of This Book 20 • A Global Perspective: Cultural Differences in Global HR 22 SUMMARY 23 KEY TERMS 24 QUESTIONS FOR REVIEW 24 HRM INCIDENT 1: HR AFTER A DISASTER 24 HRM INCIDENT 2: DOWNSIZING 25 NOTES 25 PART TWO: ETHICAL, SOCIAL, AND LEGAL CONSIDERATIONS...
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...Assessment Test*Dropout rates – According to Department of Education Research & Statistics Division Fact and Figures : Dropout rates since 2007 are gradually rising, which ranged from 7.45% in S.Y. 2007-2008 to 7.82% in S.Y. 2011-2012 – “negative performance indicator “ Educational Assistant Secretary Lorna Dino*Basic Education Reform Agenda (BESRA)Five Key Reform Thrusts:1) Continuous school improvement facilitated by active involvement of stakeholders thru school-based management 2) Better learning outcomes achieved by improved standards 3) Learning outcome enhancement thru national learning strategies. 4) Improved impact on outcomes KRT 1-4 A set of predetermined metrics expressed in specific performance indicators and requires policy actions that must be developed to gauge whether the desired improvements in policies and standards are taking place. Conclusory Objective: BESRA aims to establish conditions that will make possible the attainment of universal...
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...EMPLOYEE SELECTION with AFFIRMATIVE ACTION Helen Tewolde May 7, 2007 HRM 6622 Dr. Robert Sauer INTRODUCTION Selection is the process of choosing individuals who have relevant qualifications to file existing or projected job openings (Bohlander & Snell (2007). There are different criteria, themes and laws that are critical for employee selection research and practices. Employee selection is an ongoing process in today’s workplace. In most organizations the managers and human resources specialists are involved in the selection decision. Selection criteria used to evaluate employees consist of categories, education, experience, physical characteristics and personal characteristics. These criteria’s should be stated directly in the job description, which can allow potential candidates to see what is required of the position. Another aspect of employee selection is job analysis. Job analysis is able to obtain information about the jobs and determine what type of individuals to match to the positions. There are many major developments with comparing between a person’s attributes and targeted occupational requirements. Interviewers who participate in selection should maintain a close liaison with the other departments so they can become familiar with the jobs and skills needed to perform them. It is very imperative that all Human Resources Management Department abide by the rules, regulations, and laws...
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