Workplace discrimination can be understood as an inappropriate, unjustifiable treatment towards a person or a set of people at the workplace. Such undesirable treatment is based more often on people's race, ethnicity, age, marital status, sex or other describing characteristics (Australian Human Rights Commission, n.d). Workplace discrimination can give the impression of a repudiation of particular civil liberties, neglectful treatment, deliberate undervaluing of an employee's character or work outcomes and attainments. Workplace discrimination is not only done by the employee but by the fellow employees or peers and other superiors as well. Workplace discrimination, although often not as blatant as in previous periods, continues to proliferate across organizations and on a global level. Fittingly regarded as modern discrimination, discriminatory behavior in the present day is time and again categorized by elusive and clandestine behaviors that can edge below regulations and organizational guidelines (Marchiondo et al., 2015).
This causes the personnel to not only have a sense of appreciation but to also lack the motivation to undertake their best work. The implication of this is a breakdown of employee collaboration and therefore diminish employee and organizational productivity (Williams, 2016).
High Turnover
As aforementioned, workplace discrimination causes employees to have a sense of not being appreciated leading to very low job dissatisfaction. As a result, these personnel who feel that the work atmosphere encompasses the unfair treatment of employees will most probably opt to leave the organization at the earliest. Moreover, if workplace discrimination is prevalent and pervasive within the organization, personnel may perceive it as an aspect that is already deeply entrenched in the organizational culture that they are unable to maneuver it. In such instances, they might not attempt to make the circumstances work favorably. Rather, they may begin pursuing other work prospects instantaneously, generating a dynamic where work force in the company come and leave in a frequent manner. This high turnover does have a toll on the experience of the workforce as it becomes challenging to keep up with the constant hiring and training. What is more, the financial outlay necessitated to not only recruit, employ and train new personnel can have a considerable strain on the company's financial position (Williams, 2016).
Lawsuits and Legal Action
Workplace discrimination is a direct violation of federal and state laws across the globe. For instance, in accordance to Title VII of the Civil Rights Act, it is proscribed to discriminate in terms of conditions of employment based on color, sex, race, national origin, religion and age. Discrimination is also prohibited against individuals with disabilities world. For instance, based on the Americans with Disabilities Act (ADA), employers are obligated to make practical and evenhanded accommodations to facilitate disabled persons to attain accessibility to buildings and workplace functionality. Moreover, based on the Family and Medical Leave Act (FMLA), employers are not allowed to discriminate against personnel taking care of personal or family medical necessities. Globally, there are numerous other federal and state laws that challenge workplace discrimination. It is through these laws that companies are expected to establish work policies that proscribe discrimination. Failure to develop and executive these laws or to preclude occurrences of workplace discrimination can give rise to employees taking legal action and filing discriminatory lawsuits against the organization (Scheid, 2010).
Poor Company Image
Workplace discrimination tend to have a detrimental impact on the image and reputation of the company. As is well known, word travels fast. When dissatisfied and disgruntled employees leave the company in search of better work prospects, such word propagates quickly and widely thereby harming the reputation of the organization. In turn, this can have an adverse impact with consumers having more sympathy and relating to the victims of discrimination shunning the products and services rendered by the company. In the long-run, this can negatively impact the revenue and profit stream of the organization (Scheid, 2010).
If it is just generally assumed that these employees are lazy or do not care about their job, they will often be the object of anger from other employees. If other employees and management would talk to these employees and determine what could be done to help them, it is quite possible that simple accommodations can be made that will keep everyone happy and help to dissipate the anger
The trainer will then focus on the steps to be taken to develop new skills. For example, if the trainer wants to talk about motivating, leading, negotiating, selling or speaking, it is best to start with what the learners do well before showing some chart on Maslow's theory, Posner's leadership practices, or selling skills from some standard package that has been develop elsewhere. Many foreign trainers make grave errors
The regulatory settings in (say) 2000 would not have contemplated the government becoming the major shareholder in Air New Zealand or buying back the railway tracks; so if they had been bound into the GATT, the government would not have been able to step back in" (Conway, 2005, p. 15). The CTU's official position on these issues is as follows: 1. The CTU does not oppose international trade; 2. The CTU does
66). Furthermore, social software will only increase in importance in helping organizations maintain and manage their domains of knowledge and information. When networks are enabled and flourish, their value to all users and to the organization increases as well. That increase in value is typically nonlinear, where some additions yield more than proportionate values to the organization (McCluskey and Korobow, 2009). Some of the key characteristics of social software applications
The women's work, therefore, continues to be arduous and tedious, potential productivity, unrealized and quality of life is substandard. According to Jehan, for example, solutions to bettering this situation include enhancing data on women's economic participation and increasing the proportion of women in education, rural incomes and productivity. In India, for instance, a number of economic initiatives have been undertaken in regard to the role and status of women. These
Instead of pretending that racism and its effects no longer exist, we need to strengthen affirmative action and devise a new set of policies that directly tackle the racial gap in wealth." (Derrity, 1). That, in a nutshell, is the position of this paper. America has not given affirmative action enough time to act. Moving forward, we should continue our affirmative action policies, but with an end in mind. Economists