Discrimination In The Workplace Essays (Examples)

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Discrimination and Affirmative Action

Words: 985 Length: 2 Pages Document Type: Essay Paper #: 3988602

Discrimination and Affirmative Action

DISCIMINATION

The current study investigates gender discrimination and the relationship between organizational commitment and job satisfaction. Women report through survey questions on how they view gender discrimination against women today, their level of commitment to an organization, and their level of agreement on how satisfied they are in their jobs. The purpose of this study is discussing certain issues that pertain particularly to women, because majority of women's find barriers when moving towards the top.

According to the Federal Glass Ceiling Commission, the definition of glass ceiling refers to "the artificial barriers present in the workplace to the advancement of women and minorities." egardless of achievements, the glass ceiling is an "unseen" barrier that keeps minorities and women from rising to the top of the corporate ladder. The glass ceiling still persists in today's society even though the equity gap between men and women in managerial…… [Read More]

References

Connerley M.L. & P.B. Pedersen (2005), Leadership in a diverse and multicultural environment: developing awareness, knowledge, and skills, Thousand Oaks, Ca: Sage. Pp. 101-115

Edgar F. & Geare A. (2004), "Employee demographics in human resource management research," Research and practice in human research management, 12(1), 61-91.

Faderman, Lillian, 2005, Surpassing the Love of Men: Romantic Friendship and Love Between Women from the Renaissance to the Present. London: The Women's Press, pp. 167-168

Finnis, John, (2004), "Law, Morality, and 'Sexual Orientation'" Notre Dame Law Review 69: 1049-1076.
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Discrimination and Federal Law

Words: 707 Length: 2 Pages Document Type: Essay Paper #: 15845743

Discrimination in Employment

Title VII of the Civil ights Act of 1964 specifically prohibits discrimination in the workplace based upon a candidate's "race, color, religion, sex, or national origin" (Title VII, 1964). The act also makes it illegal to refuse to hire employees based upon membership in these specific, protected categories (Title VII, 1964). It is also illegal to refuse to promote individuals based upon membership in such categories (Title VII, 1964). The Pregnancy Discrimination Act of 1978 provides further protections for women by making it illegal to discriminate against an employee due to pregnancy or the potential to become pregnant (PDA, 1978). The Equal Pay Act of 1963 makes it illegal to pay men and women different wages for the same types of categories of work solely on the basis of gender (EPA, 1963).

Further protections for specific groups include the Age Discrimination in Employment Act of 1967, which…… [Read More]

References

Age Discrimination in Employment Act of 1967. EEOC. Retrieved from:

 http://www.eeoc.gov /laws/statutes/adea.cfm

Americans with Disabilities Act of 1990. EEOC. Retrieved from:

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workplace and gender discrimination

Words: 1312 Length: 4 Pages Document Type: Essay Paper #: 49906431

.....social injustice and inequality. First, literature related to the fundamentals of discrimination and descriptions of gender discrimination are discussed in the literature. Following a detailed discussion of what the literature says about gender discrimination, the literature review shifts toward the quantifiable effects of gender discrimination in the workplace. Effects are examined both in terms of measurable effects on organizations and individuals.

Fundamentals of Discrimination

Discrimination is unfortunately pervasive in the workplace. Described as an "inaccurate perception of differences," discrimination can be based on independent variables like race, gender, language, and other demographics (Cleveland, Vescio & Barnes-Farrell, p. 149). The differences perceived are "inaccurate," and also have a direct impact on status, access to power, and access to avenues of promotion or pay increases. Most literature frames discrimination as being "subtle and covert," well concealed from the realms of legal scrutiny, and often difficult to define precisely (Marchiondo, Ran & Cortina,…… [Read More]

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Discrimination Case Analysis

Words: 2253 Length: 7 Pages Document Type: Essay Paper #: 13680819

Case Statement

This case involved a white woman and a black man who had an encounter in a parking lot and there was controversy if discriminatory action ensued. The two, Hope and Dillon, gave two different versions of the encounter.

At its very core, the conflict in the case is about racial discrimination. Legal advocates and scholars have given various definitions to racism and have focused on disparate impact and differential treatment. Their definitions can be crystallized into differential treatment occurring when individuals are accorded unequal treatment because of their race and disparate impact occurring when individuals are subject to the same treatment based on specific predefined procedures and rules, but where the procedures and rules are structured in favor of one group (Devah Pager & Hana Shepherd, 2008).

Issues to Resolve

Where there is a history of discriminative practices, an exchange like the one between Dillon and Hope is…… [Read More]

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Is There Still Discrimination in the American Workplace Today

Words: 1743 Length: 5 Pages Document Type: Essay Paper #: 85045687

Discrimination

Employment Discrimination esearch Project

Employment Discrimination in the United States

What I already knew/What I wanted to know

The Federal Employment Opportunity (EEO) laws were established, during the civil rights movement, to protect employees from discrimination. According to Title VII of the Civil ights Act, employment discrimination because of race, color, religion, gender, and national origin is illegal. The Equal Pay Act protects workers against sex bias and salary discrimination. In addition, there are laws which protect people with disabilities, and employees over 40 years old from discrimination; such as, The Age Discrimination in Employment Act, the ehabilitation Act, and the Americans with Disabilities Act. Discrimination against people on the basis of their genetic information is also illegal. The Civil ights Act of 1991 allows employees who are intentionally discriminated against to receive monetary damages (U.S. Equal Employment Opportunity Commission, 2009).

In my opinion, the government has made significant…… [Read More]

References

(Biskupic J. 2011330)Biskupic, J. (2011, 3/30) retrieved April 22, 2011, from http://www.usatoday.com/money/workplace/2011-03-29-supreme-court-wal-mart_N.htm

(Donohue P. Marzulli J. 2010929)Donohue, P., & Marzulli, J. (2010, September 29). Retrieved April 22, 2011, from http://www.nydailynews.com/ny_local/2010/09/29/2010-09-29_transit_workers_headgear_suit_gets_judges_nod.html

(Fieler A 20091103 Baltimore Jewish Times) Fieler, A. (2009, November 3). Baltimore Jewish Times. Retrieved April 22, 2011, from http://www.jewishtimes.com/index.php/jewishtimes/news/jt/local_news/brothers_allege_workplace_anti-semitism/15407

(Hardin M. 2010 EEOC sues Brown Palace Hotel) Hardin, M. (2010). EEOC sues Brown Palace Hotel. Retrieved April 25, 2011, from http://www.bizjournals.com/denver/stories/2010/07/19/daily39.html
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Discrimination and Harassment at the Workplace

Words: 1022 Length: 3 Pages Document Type: Essay Paper #: 80059171

Workplace discrimination leads to a mismatch between qualified workers and their jobs, and it carries significant economic consequences in the American workplace.

Okechukwu, Souza, Davis and Castro (2014) define workplace discrimination as unfair rules and conditions that impair the ability of group members. It is motivated by inferiority and mistreatment of the disadvantaged group over the dominant group. It is based on races and even occurs among disadvantaged groups themselves. For example, some ethnic groups are favored than immigrant workers. Discrimination does exist with respect to age, gender, and disabilities as well. Though Americans prohibit societal and historical influences among the workers through the Disabilities Act, it does persist. Workplace discrimination is unequal treatment of employees whereas workplace harassment involves negative actions toward a worker with respect to race/ethnicity, gender, etc. Sexual harassment includes sexist behavior, sexual hostility, unwanted sexual attention, and sexual coercion in which one's gender or sex…… [Read More]

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Workplace Sexuality When Does One

Words: 386 Length: 1 Pages Document Type: Essay Paper #: 91936150

For instance, if one individual "kept telling another employee sexual jokes that the second employee found offensive, it would be sexual harassment in the workplace. If two employees dated and engaged in consensual sex, this would not be sexual harassment. If one of the two then wanted to terminate the relationship, and the other used the unequal relative terms and conditions of employment of the work place to further the relationship, this would be sexual harassment in the workplace." (Sexual Harassment in the orkplace, 2004) in other words, consent is key -- conceivably a man could be made to feel uncomfortable, perhaps by another man, through repeated exposure to sexual jokes even after the perpetrator of the 'humor' was asked to cease and desist.

orks Cited

Hostile orkplace. (April 1997) it's time: Institute for Management Excellence online newsletter and website. Updated 2001. Retrieved on October 3, 2004 at http://www.itstime.com/apr97.htm.

Sexual…… [Read More]

Works Cited

Hostile Workplace. (April 1997) it's time: Institute for Management Excellence online newsletter and website. Updated 2001. Retrieved on October 3, 2004 at  http://www.itstime.com/apr97.htm .

Sexual Harassment in Workplace." (2004) Discrimination Attorney. http://www.discriminationattorney.com/harasswk.shtml
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Discriminations Evaluated Laws Protecting Citizens

Words: 835 Length: 3 Pages Document Type: Essay Paper #: 49397282



Individuals with disabilities may experience mental anguish, but also feelings of embarrassment about their ability, or inability to perform tasks that they normally might were they not disabled. These feelings may lead to depression or feelings of worthlessness, guilt or sadness, which are unacceptable in a society that promotes equality and fair treatment under the law. People with disabilities incorporate a large segment of the population, including people with HIV, cancer or physical handicaps resulting from chronic illnesses like multiple sclerosis (DDA DirectGov).

Other characteristics of individuals who feel discriminated against may include fear, as in the case of women who are discriminated against sexually (Gregory, 2003). As part of our research, we note that more women are fighting back, thanks to feminist movements encouraging women to speak out when they feel discriminated against. Any type of discrimination, as evidenced by our research, interferes with a person's ability to lead…… [Read More]

References

DirectGov. (n.d.). The Disability Discrimination Act (DDA). http://www.direct.gov/uk/en/DisabledPeople/RightsAndObligations/DisabilityRights/DG_4001068

Gregory, R.F. (2003). Women and workplace discrimination: Overcoming barriers to gender equity. New Brunswick: Rutgers University Press.

Higginbotham, Jr. a.L. (1990, Nov). 45 years in law and civil rights; many of the greatest battles in the war on discrimination were waged in court. Ebony, 46(1): 80
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Discrimination and Affirmative Action

Words: 1026 Length: 3 Pages Document Type: Essay Paper #: 55745048

Discrimination and Affirmative Action

Title I of the Americans with Disabilities Act (ADA) enforced by the U.S. Equal Employment Opportunity Commission (EEOC) prohibits private and state and local government employers with 15 or more employees from discriminating against individuals on the basis of disability. Title I of the ADA also generally requires covered employers to make reasonable accommodations -- changes in the workplace or in the way things are usually done that provide individuals with disabilities equal employment opportunities." (U.S. Equal Opportunity Commission, 2008) In order to meet the ADA's definition of disability the individual must have a "physical or mental impairment that substantially limits one or more major life activities; (2) has a record of such an impairment; or (3) is regarded as having such an impairment. This definition of disability may differ from the definition used in other laws. For example, the term "disabled veteran" means an individual…… [Read More]

Bibliography

Chapter 4-1, Equal Employment Opportunity Program (Sept. 12, 2003) U.S. Department of Justice. retrieved from: http://www.justice.gov/jmd/ps/chpt4-1.html

Dunn, CP (1997) The Normative Defense for Affirmative Action. Journal of Management Inquiry. Retrieved from: http://www-rohan.sdsu.edu/faculty/dunnweb/pubs.aa.html

ETERANS WITH SERVICE-CONNECTED DISABILITIES AND THE AMERICANS WITH DISABILITIES ACT (ADA): A GUIDE FOR EMPLOYERS (2008) U.S. Equal Opportunity Commission. Retrieved from: http://archive.eeoc.gov/facts/veterans-disabilities-employers.ht

NSPECTOR GENERAL INSTRUCTION 1440.1 (2005) SUBJECT: Equal Employment Opportunity Program. Department of Defense. Retrieved from: http://www.dodig.mil/fo/Foia/ERR/IGDINST%201440.1%20IG%20Signed%2011-09-05.pdf
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Workplace Problem Creating an Appropriate

Words: 900 Length: 3 Pages Document Type: Essay Paper #: 65390799

The existence of on-site daycare becomes a 'perk' in attracting high-level talent during the peak years of productivity.

Improvement

Statistics make a compelling case: "savings in wages of $150,000 and $250,000 for just two companies that provided on-site day care" underline the advantage of retention and company loyalty through corporate daycare (Hahn 2007). orkers will be less apt to stay home when they cannot find care or a sitter -- also they can monitor a mildly ill child at the facility, rather than stay home. For women, corporate daycare levels the playing field and means they do not have to choose between motherhood and a career. Even fathers can enjoy seeing more of their children. orkers will feel better and less stressed at work. They will sense their company cares about them as human beings, not just as workers.

Investment

Of course, a financial investment in the daycare practice is…… [Read More]

Works Cited

Adams, Courtney Lee. (2007, April). Con: Get real about what employers can do. Day care: An office debate. Business Week. Retrieved July 6, 2009 at http://www.businessweek.com/debateroom/archives/2007/04/day_care_an_off.html

Hahn, Cliff. (2007, April). Pro: Happy parents, kids and corporations. Day care: An office debate. Business Week. Retrieved July 6, 2009 at http://www.businessweek.com/debateroom/archives/2007/04/day_care_an_off.html
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Discrimination and Affirmative Action

Words: 1803 Length: 5 Pages Document Type: Essay Paper #: 33751030

Discrimination and Affirmative Action

"Firefighting is a skilled job where all of the skills learned are on the job… It's a really good job, and it's been racially exclusive in most of our major cities…" (John Payton, NAACP) (Liptak, 2009, The New York Times)

orkplace issues that revolve around racial fairness and racial justice typically are highly charged with passion and contentiousness. The now notorious case of the Caucasian firefighters in New Haven, Connecticut -- who sued when they believed they were discriminated against -- is a classic case in point. This paper examines and critiques the many issues surrounding the case the firefighters brought to the U.S. Supreme Court.

The basic background of the case

The city of New Haven, Connecticut made a management decision to base future promotions of its firefighting units on a written test. This was 2003. According to Emily Bazelon (writing in Slate) the city…… [Read More]

Works Cited

American Civil Liberties Union. (2009). Supreme Court Rules Connecticut Firefighters Unfairly

Denied Promotions Because Of Race. Retrieved May 10, 2011, from: http://www.aclu.org.

Bazelon, Emily. (2009). The Sotomayor Mystery: Why didn't she explain herself in this year's big race case? Slate. Retrieved May 10, 2011, from  http://www.slate.com .

Liptak, Adam. (2009). Justices to Hear White Firefighters' Bias Claims. The New York Times.
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Workplace Issues Mediation and Negotiation

Words: 1905 Length: 6 Pages Document Type: Essay Paper #: 51381827

Workplace Conflict and Injustice: Mediation Options

It’s difficult to discuss an employee dispute or issue of recent times without thinking of the #timesup and #metoo movements. While these movements have been most visible in Hollywood, they definitely impact women in every industry and workplace scenario. More and more women are refusing to be silent when it comes to dealing with sexual harassment and related toxic behaviors in the workplace—and they shouldn’t have to be. This paper will examine an instance of employee conflict that occurred not within the entertainment world, but within an adjacent industry—the lifestyle and sports apparel industry, concerning one of the giants in the field—Nike.

The problems at Nike involved inappropriate behavior in the workplace, sexual harassment, and even sexual assault. Women within the company detailed workplace violations such as, “ There were the staff outings that started at restaurants and ended at strip clubs. A supervisor…… [Read More]

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Discrimination and Affirmative Action Should

Words: 1396 Length: 4 Pages Document Type: Essay Paper #: 2861523

In order to assure that workforce advancement for existing disabled veterans is according to federal guidelines, the Bonneville "action program plan" offers classes and training in "resume writing" and "how to prepare for an interview." Each employee, including disabled veterans, are encouraged to complete an individual development plan with their manager, and are also encouraged to utilize career counselors with their departments.

All these things are mentioned because it is apparent that the federal government has gone to great lengths to open the door for disabled veterans. That doesn't mean, again, that any job opening with a federal agency or a contractor who has been hired by the federal government will automatically go to a disabled veteran. Not at all.

The U.S. Department of Agriculture has its own version of an "Affirmative Action Program Plan for Disabled Veterans" (www.usda.gov/da/employ/VETPLAN.01.htm);this is very similar to the Bonneville plan, only it appears that…… [Read More]

Works Cited

Bergmann, Barbara. (1996). In Defense of Affirmative Action. New York: Basic Books, 42-47.

Bonneville Power Administration. (2004). Disabled Veteran's Affirmative Action Program

Plan. Retrieved 12 Dec. 2006 at http://www.jobs.bpa.gov/How_To_Apply/disabledaction.cfm.

U.S. Department of Agriculture. (2001). Disabled Veterans Affirmative Action Plan. Retrieved 12 Dec. 2006 at http://www.usda.gov/da/employ/VETPLAN.01.htm.
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Discrimination Policy When it Comes

Words: 502 Length: 2 Pages Document Type: Essay Paper #: 56106013

"

The organization that I work for has many advantages because of its decision to support non-discrimination.

One of the most important elements of life is diversity. By supporting non-discrimination laws the company provides a local atmosphere in which diversity is embraced and the company has a large diverse local pool to draw from for employees.

The support of anti-discrimination laws also sends a strong clear message to the workforce of the company.

We are aware that the company supports and embraces diversity, not because it is mandated to by employment laws, but because it believes it is the right thing to do for mankind.

Everybody in America, at this point is aware that to discriminate based on race, culture, gender or other factors in the workplace is illegal.

It sets the company up for large fines if it is caught practicing or promoting discrimination in the company.

This makes…… [Read More]

REFERENCE

Vise, David (2005) Microsoft Backtracks, Supports Gay Rights Bill

The Washington Post
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Discrimination LGBT Discrimination Amongst the

Words: 1307 Length: 3 Pages Document Type: Essay Paper #: 96788775



Another area of discrimination within the LGT community is with regard to the transgendered subset vs. The larger gay community. Societal oppression against transgendered individuals has been documented in the scholarly literature for some time now (Carroll, Gilroy, & Ryan, 2002; Lev, 2004; Pepper and Lorah, 2008). However, even within the generally defined group labeled transgendered, there are subgroup: MTF, transitioning from male to female; FTM, transitioning from female to male; transsexual, enlisting surgical procedures and/or hormones; and genderqueer, not identifying with either label of male or female (Singh, Hays, & Watson, 2009). However, despite gender diversification within the transgender community, group members continue to face transphobia and transprejudice because of a lack of understanding, knowledge and acceptance (Singh, oyd, & Whitman, 2010).

In addition to prejudice from outside of the LGT community, transgendered persons can be victims of misunderstanding and discrimination within the LG community (Namaste, 2000). Singh et…… [Read More]

Bibliography

19th Amendment, Accessed 24 June 2011,

http://law2.umkc.edu/faculty/projects/trials/conlaw/nineteentham.htm.

Carroll, L. (2010). Counseling sexual and gender minorities. Upper Saddle River, NJ:

Merrill/Pearson.
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Employment Discrimination in Regards to

Words: 3358 Length: 11 Pages Document Type: Essay Paper #: 46595765



Presence of minority groups at a workplace

At work places, individuals are being discriminated on the basis of being a minority. Structural theory states clearly there is always a consequence for being the minority. This theory is in relation to three known token dynamics which include; it leads to contrast effect that leads to social isolation, it has the element of visibility that results to performance pressure and it also results to stereotyping or role encapsulation (Bell, 2007). Discrimination may be as a result of the individual (from the minority group) being scrutinized to find out whether he/she is capable to excel in whatever he/she is doing. From this theory, an individual whom the public does not associate his/her presence with a certain kind of work is more doubted than a person whom they have faith that he/she can handle the work. For example, a woman with mechanic skills can…… [Read More]

References

Alon, S., & Haberfeld, Y. (2007). Labor force attachment and the evolving wage gap between White, Black, and Hispanic young women. Work and Occupations, 34, 369-398.

Byron, R.A. (2010). Discrimination, Complexity, and the Public/Private Sector Question. Work and Occupations, 37(4), 435-475. doi: 10.1177/0730888410380152

Bell, M.P. (2007). Diversity in organizations. Arlington: South-Western Cenage Learning.

Couch, K.A., & Fairlie, R. (2010). Last hired, first fired? Black-White unemployment and the business cycle. Demography, 47, 227-247.
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History of Discrimination From Legislation to the

Words: 1826 Length: 5 Pages Document Type: Essay Paper #: 54389448

History Of Discrimination From Legislation to the Present Day

There are various form of discrimination that have been in existence over the decades, racism is just one of the oldest and most prevailing kind of discrimination. acism is the belief that a race of people is inferior to another. Various practices in the U.S. are seen to be motivated by racism and these include the slave trade where humans are treated as property that is disposable, without any rights and privileges. It was mainly practiced in southern U.S. until the civil war when it was outlawed by the 13th amendment. Job discrimination is also widespread and involves exclusion of people from jobs due to their race which was outlawed on a national level in 1964.segregaton in public places, schools, sports and other places was also in existence but was outlawed in 1964. Denial of voting rights like literacy tests, poll…… [Read More]

References

NSW Business Chamber.(2012). Vicarious Liability. Retrieved February 12, 2014 from http://www.workplaceinfo.com.au/resources/employment-topics-a-z/vicarious-liability

Naomi, A, L.(2009).Motivational strategies and their impact on productivity. Retrieved February 12,2014 from http://dspace.knust.edu.gh:8080/jspui/bitstream/123456789/4257/1/Aryeetey%20Loretta%20Naomi.pdf

Fair work Ombudsman.(2012).Types of Discrimination. Retrieved February 12, 2014 from http://www.fairwork.gov.au/employment/discrimination/pages/types-of-discrimination.aspx
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Global Comparisons in Workplace Discrimination

Words: 3283 Length: 10 Pages Document Type: Essay Paper #: 69695533

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).
Types of Discrimination in…… [Read More]

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gender discrimination and wage differential

Words: 1952 Length: 2 Pages Document Type: Essay Paper #: 55749132

.....social injustice and inequality. First, literature related to the fundamentals of discrimination and descriptions of gender discrimination are discussed in the literature. Following a detailed discussion of what the literature says about gender discrimination, the literature review shifts toward the quantifiable effects of gender discrimination in the workplace. Effects are examined both in terms of measurable effects on organizations and individuals.

Fundamentals of Discrimination

Discrimination is unfortunately pervasive in the workplace. Described as an "inaccurate perception of differences," discrimination can be based on independent variables like race, gender, language, and other demographics (Cleveland, Vescio & Barnes-Farrell, p. 149). The differences perceived are "inaccurate," and also have a direct impact on status, access to power, and access to avenues of promotion or pay increases. Most literature frames discrimination as being "subtle and covert," well concealed from the realms of legal scrutiny, and often difficult to define precisely (Marchiondo, Ran & Cortina,…… [Read More]

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Gendered Experience in the Workplace

Words: 1793 Length: 5 Pages Document Type: Essay Paper #: 53086658

"For example, the more women considered prejudice to occur across a variety of contexts, the more they reported depression, anxiety, and decreased self-esteem." (Foster & Dixon, 2002, p.1)

These findings about the limits of group conciousness hint that perhaps, rather than focusing on a generalized female conciousness raising outside of the workplace, focusing on specific managerial objectives of female advancement within specific industries and workplaces might be more beneficial. Change the conciousness of managers, specifically male managers, through diversity workshops and penalizing sexism, rather than focus on changing female's perceptions of their competance alone. Create a sense of 'it's everywhere,' one also runs the risk of creating a sense that 'there is nothing I can do' and of learned helplessness in the hearts of female workers. Even from my own unwitting beneficical experience of sexism, I know how difficult it is to be confrontational as an entry-level employee, when one…… [Read More]

Works Cited

Anthis, Kristine. "The role of sexist discrimination in adult women's identity development." Sex Roles: A Journal of Research. November 2002, p.1-4. Retrived from Find Articles at http://www.findarticles.com/p/articles/mi_m2294/is_2002_Nov/ai_97728461/pg_1

Mindi D. Foster and Kenneth L. Dion. "The role of hardiness in moderating the relationship between global/specific attributions and actions against discrimination." Sex Roles: A Journal of Research. August 2004, p.1-5. Retrived from Find Articles at http://www.findarticles.com/p/articles/mi_m2294/is_3-4_51/ai_n6212699

Renzetti, Claire M. & Daniel Curran, Women, Men, and Society. Fifth Edition. New York: Allyn & Bacon, 2002
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Employment Discrimination at Wal-Mart Foundation of the

Words: 5383 Length: 15 Pages Document Type: Essay Paper #: 45363162

Employment Discrimination at Wal-Mart

Foundation of the Study

This study examines the legislative and judicial climate that enables corporations like Wal-Mart to engage in practices that violate workers' rights. The popular consensus is that Wal-Mart, the largest retail store in the United States, displays an inordinate disregard for the human dignity and morale of its employees and, despite continual litigation, continues to blatantly violate the legal rights of its employees. Wal-Mart faces charges of violating The Federal Fair Labor Standards Act (2011) by asking management to adjust time sheets so that overtime will not need to be paid, and so that all employees will work under the hourly limit required by the union in order to obtain membership. Employees were insured, without their knowledge, against their death by Wal-Mart. The company was named beneficiary; following death of an employee, the entire benefit amount was retained by the corporation. Not a…… [Read More]

References

Business Day, Companies. (2011) The New York Times. Retrieved   http://www.nytimes.com / 

2011/03/30/business/30aldi.html?ref=walmartstoresinc

Byrne, T.P. (2009). False profits: Reviving the corporation's public purpose. Discourse, 57 UCLA L. Rev. Disc. 25, UCLA School of Law, UC Berkeley, (Associate, Chadbourne & Parke, LLP). Retrieved http://uclalawreview.org/?p=1056

Clifford, S. (2011, March 29). Where Wal-Mart failed, Aldi succeeds. The New York Times. Retrieved
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Gender Pay Discrimination in the

Words: 1328 Length: 4 Pages Document Type: Essay Paper #: 52051105

"(National ureau of Economic Research, 2001) Analysis of this period was conducted with data from the Panel Study of Income Dynamics and findings indicate that women "were able to more than overcome the effect of adverse shifts in overall wage structure (that is rising labor-market returns to skills and to employment in high-paying male sectors) on their relative wages by improving their qualifications relative to men. So, although on average women continue to have less labor-market experience than men, they have narrowed the gender difference in experience considerably. They also have upgraded their occupations relative to men's, as they moved out of clerical and service occupations and into professional and managerial jobs. Women also have benefited from a decrease in the "unexplained" pay gap. Such a shift may reflect an upgrading of women's unmeasured labor-market skills, a decline in labor market discrimination against women, or a shift in labor market…… [Read More]

Bibliography

Gender Pay Gap Nothing to do with Discrimination (2008) Management-Issues. 21 Oct 2008. Online available at http://www.management-issues.com/2008/10/21/research/gender-pay-gap-nothing-to-do-with-discrimination.asp

Blau, Francine D. And Kahn, Lawrence M. (2001) the Gender Pay Gap. National Bureau of Economic Research. Summer 2001. Online available at http://www.nber.org/reporter/summer01/blaukahn.html

Behind the Pay Gap Press Release (2007) AAUW. 23 Apr 2007. Online available at http://www.aauw.org/about/newsroom//pressreleases/042307_paygap.cfm
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Sexual Discrimination in the Work Force

Words: 1117 Length: 4 Pages Document Type: Essay Paper #: 11658773

Sex Discrimination in the orkplace

Salomon Smith Barney is one of the world's largest financial brokerage groups, with headquarters in New York City and 500 offices serving more than 100 countries around the world. Recent studies indicate that the financial industry as a whole continues many practices that are discriminatory to women, such as unequal pay as well and discriminatory hiring and promotion practices. This paper examines whether a gender gap in pay and promotion does exist within Salomon Smith Barney and the issues these practices raise from a human resources standpoint. It looks at the deleterious effects these practices could have, both in terms of lawsuits, negative publicity and market/employment competitiveness. Finally, the paper makes recommendations on how the human resources department could help Salomon Smith Barney avoid clams based on sex discrimination in the future.

Studies comparing the salaries of men and women show a dramatic disparity in…… [Read More]

Works Cited

Antilla, Susan. 2002. Tales from the Boom Room: Women vs. Wall Street. New York: Bloomberg Press.

Bureau of Labor Statistics. 2000. "Statistics & Data." Women's Bureau. Retrieved April 21, 2003 at  http://www.dol.gov /wb/stats/main.htm.

Equal Employment Opportunity Center. 2002. "Court gives final approval in $47 million settlement." Retrieved April 21, 2003 at  http://www.eeoc.gov /press/10-4-02.html.

Knox, Noelle. 2000. "Wall Street battles sexual bias Even as brokerage industry fights discrimination, women regularly make accusations." USA Today. September 15: B1.
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Religious Discrimination With Far Reaching Negative Effects

Words: 364 Length: 1 Pages Document Type: Essay Paper #: 61225688

eligious Discrimination

With far reaching negative effects that have always culminated into national and regional instability, religious discrimination is not a phenomenon that came up recently. Many authors consider it as discriminations on an individual based on their religious affiliations. Accounts of religious discrimination can be traced back to the 1800s with reference to various discrimination stories that have always appeared in articles talking about religious discrimination. One such story is the story of Harry Fischel (1865-1948), a ussian immigrant who could not be given a day-off on Saturday to enable him observe the "Sabbath"; the period in which this act of discrimination occurs gives insight into the long history of religious discrimination (Friedman, 2008). Some of the recent complaints related to religious discrimination include handling of alcohol, the mode of dressing, and observing the Sabbath (Trottman, 2013).

eligious discrimination occurs in two forms: direct and indirect religious discrimination (Bennett-Alexander…… [Read More]

References

Bennett-Alexander, D.D., & Hartman, L.P. (2009). Employment law for business (6th Ed.). New York, NY: McGraw-Hill

Friedman, Robert J. (2008) Religious Discrimination in the Workplace: The Persistent Polarized Struggle. Association Law Journal. 144-146

Trottman, M. (2013). Religious-Discrimination Claims on the Rise. The Wall Street Journal. Retrieved on Jan 26, 2012 from http://online.wsj.com/news/articles/SB10001424052702304682504579153462921346076
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Employment Discrimination Based on Religion

Words: 1988 Length: 7 Pages Document Type: Essay Paper #: 6363558

This can also lead to feelings of inadequacy and low self-esteem.

It is also noted that religious discrimination can be both overt and covert. Overt discrimination is a more obvious form of discrimination, such as name -- calling and physical intimidation ( Perceived eligious Discrimination and its elationship to Anxiety and Paranoia among Muslim Americans). Covert discrimination is often more insidious and psychologically harmful in that it is suggested by innuendo and veiled remarks that are often less able to be attacked or defended against.

It is also claimed that continued stress as a result of discrimination can lead to mental health problems such as depression and anxiety. However, there is a paucity of research in this area; for instance, "Although the effects of discrimination and hate crimes among various minority member's mental health is documented, no research to date examines the correlates of perceived discrimination among Muslim Americans" (Perceived…… [Read More]

References

Employment Discrimination Based on Religion, Ethnicity, or Country of Origin. Retrieved from  http://www.eeoc.gov /facts/fs-relig_ethnic.html.

DISCRIMINATION BASED ON RELIGION. Retrieved from http://www.oregon.gov/BOLI/CRD/C_Religion.shtml.

Discrimination- Introduction. Retrieved from http://www.compactlaw.co.uk/monster/empf28.html

Discrimination: Religion. Retrieved from http://www.aflcio.org/issues/jobseconomy/workersrights/rightsatwork_e/disc_religion.cfm
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Employee Handbook Addressing the Issue of Workplace

Words: 1099 Length: 4 Pages Document Type: Essay Paper #: 99595088

employee handbook addressing the issue of workplace equity and nondiscrimination in a health care organization. The essay includes various issues related to the non-discrimination laws and the benefits of implementation of anti-discrimination laws.

An employee handbook is a manual for employees and works as a staff handbook which is drafted by the employer. Employee handbook contains policies and procedures for the employees. It has all the terms and conditions of employment. The main purpose of an employee handbook is to communicate to the employees the fair and just policies of an organization. An employee handbook of different organizations will have different details because of the varying nature of the business carried out by the organization however the main purpose of the handbook will remain the same. An employee handbook for a health care organization will have their own set of policies and procedures.

An employee handbook for a health care…… [Read More]

References:

Papa, Michael J.; Tom D. Daniels, Barry K. Spiker (2007). Organizational Communication: Perspectives and Trends (5 ed.). SAGE

Trentham, Susan; Laurie Larwood (1998). "Gender Discrimination and the Workplace: An Examination of Rational Bias Theory." Sex Roles 38 (112) [HIDDEN]

Wadhwa, Vivek (6 June 2006). "The True Cost of Discrimination." BusinessWeek Online.

The Economics of Discrimination, Robert P. Murphy, Library of Economics, AUGUST 2, 2010
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Analyzing and Prohibiting Discrimination

Words: 904 Length: 2 Pages Document Type: Essay Paper #: 84470710

prohibiting employee discrimination based on sexual orientation.

Sexual Orientation Defined

As the new assistant to the human resources director, I would define the term sexual orientation as an individual's patterns of romantic, sexual and emotional attraction, as well as his/her sense of social and personal identity founded on these attractions. The sexual orientation of an individual is no black-and-white aspect. ather, it lies across a continuum, and undivided attraction towards the same and opposite sexes lies on opposite ends of this continuum. Homosexuality (attraction towards individuals of one's own gender), heterosexuality (attraction towards people belonging to the opposite gender) and bisexuality (being attracted towards individuals of either gender) represent the three sexual orientation categories most widely discussed. However, they are, in no way, the sole categories of sexual classification labels across the globe (Sexual Orientation -- Psychology Today). (For instance, the umbrella term 'queer' is helpful for being non-specific to…… [Read More]

References

(n.d.). City of Los Angeles Board of Public Works. Personnel Directive. Retrieved June 16, 2016, from http://bpw.lacity.org/MES/dpwmm/pd/pd058.pdf

(n.d.). Employment Law - FindLaw. Sexual Orientation Discrimination in the Workplace - FindLaw. Retrieved June 16, 2016, from http://employment.findlaw.com/employment-discrimination/sexual-orientation-discrimination-in-the-workplace.html

(n.d.). Psychology Today: Health, Help, Happiness + Find a Therapist. Sexual Orientation -- Psychology Today. Retrieved June 16, 2016, from http://www.psychologytoday.com/basics/sexual-orientation

Kraft, M. E., & Furlong, S. R. (2015). Public Policy: Politics, Analysis, and Alternatives (5th ed.). Thousand Oaks, CA: CQ Press.
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Affirmative Action in the Workplace

Words: 1729 Length: 6 Pages Document Type: Essay Paper #: 41747596

Human esource Management Issues -- Affirmative Action

The long history of the United States includes a shameful three-century-long period during which African people were rounded up in their native lands, bound by shackles, forced into the putrid, rat-infested holds of ships, and transported to North America where they were worked, often to death, as slaves, especially in the southern states. Despite the fact that the institution of slavery officially ended by the 1865 enactment of the Thirteenth Constitutional Amendment, known as the Emancipation Proclamation, it would be an entire century before black Americans received the full rights of citizenship and the same protections of law to which they had officially been entitled since the era immediately following end of the American Civil War.

During that time, they endured systemic discrimination, frequently with the outright support or tacit approval of local, state, and federal authorities, including law enforcement (Edwards, Wattenberg, &…… [Read More]

References

Edwards, G., Wattenberg, M., and Lineberry, R. (2009). Government in America: People,

Politics, and Policy. New York, NY: Longman.

George, J.M. And Jones, G.R. (2008). Understanding and Managing Organizational

Behavior. Upper Saddle River, NJ: Prentice Hall.
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Federal Anti-Discrimination Laws

Words: 1536 Length: 4 Pages Document Type: Essay Paper #: 76639068

Equal Employment Act

Federal laws have been passed in order to provide protection for American citizens from discrimination in a number of different instances. This paper will review the Age Discrimination in Employment Act of 1967, the Pregnancy Discrimination Act of 1978, and the Employee Polygraph Protection Act. This paper will also present legal cases in which all three of these laws have become involved in litigation, and will also include an example of a Human Relations policy for each, which reflects that there has been compliance in specific workplaces.

The Age Discrimination in Employment Act of 1967 (ADEA)

This law, enacted in 1967, was designed to protect people over the age of 40 from being discriminated against based on their age. In short, it is against the law to discriminate against an individual due to his or her age, according to the U.S. Equal Employment Opportunity Commission (EEOC). This…… [Read More]

Works Cited

AgeRights.com. (2000). Reeves v. Sanders Plumbing Products, Inc. Retrieved May 30, 2014,

from  http://www.agerights.com .

Bouboushian, R. (2013). Pregnancy Bias May Have Led to Firing From Target. Courthouse News Service. Retrieved May 30, 2014, from  http://www.courthousenews.com .

Iredale, E.G., and Yoo, J. (2012). M.G., F.M., L.A., J.M., L.G., F.B., M.N., R.G., L.S., and E.R., individuals, v. Metropolitan Interpreters and Translators, Inc. Retrieved May 30,
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Overcoming Workplace Prejudice

Words: 645 Length: 2 Pages Document Type: Essay Paper #: 69597614

Prejudice

educing Prejudice in the Workplace

All forms of prejudice exist in the workplace, with some more apparent than others. Leaders recognize the potential scenarios where prejudice and bigotry can fester and grow, and often define counterattack strategies to these problems by bringing greater involvement and ownership of team success (Kirby, ichard, 2000). Prejudice blinds peers, superiors and subordinates from the inherent valuable contributions of employees regardless of their race. And prejudice is very expensive as well, costing companies literally billions of dollars a year in lost productivity, lawsuits and missed market opportunities (Piche, 2004). The intent of this paper is to define key strategies for reducing prejudice in the workplace.

Strategies for educing Prejudice in the Workplace

Leaders who excel at reducing prejudice arte inclusive and seek to gain everyone's buy-in to corporate vision, mission and value direction. One of the most effective strategies for reducing prejudice in the…… [Read More]

References:

Kirby, S.L., & Richard, O.C. (2000). Impact of marketing work-place diversity on employee job involvement and organizational commitment. The Journal of Social Psychology, 140(3), 367-77.

Klein, G.D. (1980). Beyond EOE and affirmative action-working on the integration of the work place. California Management Review, 22(4), 74.

Piche, V. (2004). Immigration, globalization and cultural diversity: New challenges for the 21st century. Labour Capital and Society, 37(1), 210.

Shih-Hsueh, C., & Kleiner, B.H. (1998). Race discrimination in the workplace. Equal Opportunities International, 17(3-5), 85-88.
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Sociology in the Workplace

Words: 784 Length: 2 Pages Document Type: Essay Paper #: 5352357

Sociology

Using your sociological imagination, consider structural, social barriers that may account for racial or ethnic discrimination in the workplace.

Institutionalized racism often goes unnoticed, especially by members of the dominant culture. However, there are serious structural and social barriers that may account for racial and ethnic discrimination in the workplace. As Dumaine, Overfelt, Spruell, Tanz & Whitford (2003) point out, there are still significant barriers to achieving great strides in business for non-whites, even male non-whites. obert Johnson notes, "It's hard for African-Americans to borrow money from banks or raise money from venture capitalists," (cited by Dumaine, et al., 2003). Lack of access to financial capital is of course a preliminary structural barrier to achieving success in the workplace. The underlying social barrier is exclusion; blacks are not part of the "good old boy" club, which continues to characterize social structures in the workplace (Johnson, cited by Dumaine, et…… [Read More]

References

Collins, S.M. (2005). Blacks on the bubble. The Sociological Quarterly 34(3): 429-447.

Dumaine, B., Overfelt, M., Spruell, S., Tanz, J. & Whitford, D. (2003). Does race still matter? CNN Money/Fortune. Retrieved online:  http://money.cnn.com/magazines/fsb/fsb_archive/2003/12/01/359903/index.htm 

Fisher, A. (2005). Is racial bias holding you back? CNN Money/Fortune. Retrieved online:  http://money.cnn.com/2005/08/10/news/economy/annie/fortune_annie081005/index.htm 

Tahmincioglu, E. (2007). Pregnancy discrimination is on the rise. MSNBC.com. Retrieved online: http://www.msnbc.msn.com/id/18742634/#.T2onV3h9nww
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Avoiding Reverse Discrimination While Making a Difference

Words: 3532 Length: 10 Pages Document Type: Essay Paper #: 20880755

Affirmative Action Planning

Affirmative Action

Through its reference to affirmative action, the Civil ights Act of 1964 ushered in a remedy for disadvantage and discrimination that was intended to reach into the hallowed halls of higher education, union halls, and corporate meeting rooms. President Johnson extended The Act to federal contractors through an Executive Order, and again the charge was to take affirmative action to ensure discrimination was not occurring. The Act was intended to guide and coerce social change, and it empowered the federal courts to penalize violators. The law was based on the construct that people who have been historically excluded from substantive social institutionalized benefits -- culture, education, employment -- needed a boost in the form of preferential selection. This means that the same factors that trigger or support exclusion, by law (ethnicity, gender, and race), become the same factors that drive the affirmative actions that serve…… [Read More]

References

Aron, N. (2011, March 28). Wal-Mart v. Dukes: The Supreme Court's Big Case Threatens the Ability to Fight Corporate Misbehavior. Alliance for Justice. Huffington Post.

Bates, T. (2009, August). Utilizing Affirmative Action in a public sector procurement as a local economic development strategy. Economic Development Quarterly, 23(3). DOI: 10.1177/089242409333549.

Blanchflower, D.G., Levine, P.B., & Zimmerman, D.J. (2003). Discrimination in the small business credit market. The Review of Economics and Statistics, 91(3), 503-522.

Blanchflower, D.G., and Wainwright, J. (2005). An analysis of the impact of affirmative action programs on self-employment in the construction industry. NBER working paper no. 6840
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Gender Bias in the Workplace

Words: 1042 Length: 3 Pages Document Type: Essay Paper #: 21421843

Gender Bias in the Workplace

Even after great advancements made by mankind in possibly all the fields of life, gender distinction between a man and woman still exists. The portraiture of power and the roles of gender in a prevalent culture reverberate meaningful patrimonial control, with the maneuvering of a female gender an appurtenant element of its objective. Women working in a professional environment have to prove their importance within the acrimonious periphery created by men. Despite the changes, which have been brought in by many laws and movements, women today still do not enjoy a working environment where they would be given a status equal to that of a man.

In order to promote equal opportunities for both men and women in a working environment, the United States passed an act called Equal Employment Opportunity Act during the year 1972. This Act aims at eliminating illegal discrimination in a…… [Read More]

References

EEOC. 35 Years Of Ensuring The Promise Of Opportunity. Available on the address  http://www.eeoc.gov /35th/history/index.html. Accessed on 22 Jul. 2003.

U.S Department Of Labor. Title IX, Education Amendments Of 1972. Available on the address
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Housing Discrimination Among Irish an

Words: 9155 Length: 30 Pages Document Type: Essay Paper #: 82260101

Differences in opinions between various study groups are expected to become apparent. These differences will help to determine the amount of bias present in opinions regarding housing discrimination among non-Irish nationals. Interpretation of these hypotheses will depend on the consistencies in opinion found between various groups.

esearch Questions

The hypotheses will help to determine if the opinions of various groups in Dublin are biased. However, in order to gain a deeper understanding of the concepts being examined, the following research questions will also be explored, in addition to the hypotheses. These research questions will be addressed through specific sets of survey questions.

1. Are there differences in opinion regarding the quality of housing between Irish and non-Irish nationals living in Dublin?

2. Are non-Irish nationals well educated, at least as much as the Irish national population in Ireland?

3. Do non-Irish nationals deserve to become home owners, as much as…… [Read More]

References

Broman, C. (2002). Perceived discrimination and alcohol use among black and white college students. American Sociological Association. August 2002. Retrieved April 11, 2009

http://www.thefreelibrary.com/Perceived+discrimination+and+alcohol+use+among+blac k+and+white...-a0163097579

Central Statistics Office (CSO). (2008). Census 2006. Non-Irish National Living in Ireland. June 2008. Retrieved April 11, 2009 from http://www.cso.ie/census/..%5Ccensus%5Cdocuments%5CNON%20IRISH%20NATON

ALS%20LIVING%20IN%20IRELAND.pdf
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Discrimination and Harassment Discrimination Is an Act

Words: 745 Length: 3 Pages Document Type: Essay Paper #: 86286847

Discrimination and Harassment

Discrimination is an act of prejudice where unfairness towards a person or group of persons is demonstrated. It is an act of unreasonably treating a person less fairly as compared to how others are treated. Discrimination can manifest itself in many instances in our lives, either within the social environment, workplace, school, and many others. In reference and respect to every person's human rights, discrimination is prohibited under human rights and constitutional laws. According to an online source, this especially includes discrimination based on the following attributes.

race, colour, sex, age, trade union activity, religion, criminal record, political opinion, marital status, impairment (including HIV status), disability (including physical and intellectual), medical record, national extraction, nationality, social origin, sexual orientation, gender identity inc. transexuality

Harassment, on the other hand, is a form of abusing or injuring a person or group of persons, either physically, mentally, or emotionally. As…… [Read More]

References

Discrimination and Sexual Harassment.

http://www.apesma.asn.au/adviceonline/contents.htm

Workplace Bias.

http://www.pbs.org/newshour/bb/business/july-dec04/walmart_7-5.html
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Workplace Is Changing This Is

Words: 1816 Length: 5 Pages Document Type: Essay Paper #: 59506056



When we look at the U.S. auto industry and Wall Street and see the utter failure of management vision and the copious quantity of greed and self-serving that has gone along for decades, the question is, are we capable at any level of managing our huge conglomerates and financial institutions? It seems, in my mind, that the articles I studied asked many of these same questions in different ways, but really offered few answers. I think we know what we need to do. The real question is -- can we do it? Do we have the will? Can we care enough?

ibliography

aker, D. (2005, December 16). Foundations for success. Retrieved July 3, 2009, from Industry Week: http://www.industryweek.com/articles/foundations_for_success_11129.aspx

Covi, I. (2009). Management and human resources: Leading the workplace within. Retrieved July 4, 2009, from businessknowhow.com: http://www.businessknowhow.com/manage/leadwithin.htm

Farrell, C. (2009, March 17). Get used to a working retirement. Retrieved July 3,…… [Read More]

Bibliography

Baker, D. (2005, December 16). Foundations for success. Retrieved July 3, 2009, from Industry Week:  http://www.industryweek.com/articles/foundations_for_success_11129.aspx 

Covi, I. (2009). Management and human resources: Leading the workplace within. Retrieved July 4, 2009, from businessknowhow.com:  http://www.businessknowhow.com/manage/leadwithin.htm 

Farrell, C. (2009, March 17). Get used to a working retirement. Retrieved July 3, 2009, from Business Week: http://www.businessweek.com/investor/content/mar2009/pi20090316_236201.htm

Feller, R. (2003, April). Connecting school counseling to the current reality. Retrieved July 3, 2009, from findarticles.com (from Professional School Counseling): http://findarticles.com/p/articles/mi_m0KOC/is_4_6/ai_103380601/?tag=content;col1
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Workplace Sexual Harassment

Words: 1043 Length: 3 Pages Document Type: Essay Paper #: 79197010

Sexual Harassment

orkplace Sexual Harassment: A Legal and Psychological Overview

orkplace Sexual Harassment, as delineated in the text by Anne C. Levy, & Michele A. Paludi (2001) is a complex issue, marrying human psychology and human sexual and cultural assumptions with the daily demands of the business environment, an environment that can be stressful for everyone where personal relations are concerned. This is why Part I of the text explains not only the American legal system regarding sexual harassment and employment law. It also looks at sexual harassment from a psychological perspective, how women have been perceived in the modern, American workplace. The two perspectives are married in many legal instances. For instance, in terms of setting what the courts have variously considered harassment, the courts have eventually evolved what is called a 'reasonable person' standard as to what constitutes harassment. This has changed and evolved, however, as cultural norms…… [Read More]

Works Cited

Levy, Anne C. & Michele Pauldi. (2001) Sexual Harassment in the Workplace. New York: Prentice Hall.
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Workplace Harassment Exist That Are

Words: 481 Length: 2 Pages Document Type: Essay Paper #: 60322979



Question C

Marlene was not discriminated against because of her religion, and unless she proved the union prohibited Catholics from becoming members, which would be a violation of Title VII. However, she has no anti-discrimination grounds on which to sue given there is no evidence either the union or the casino discriminated against Catholics. She could argue that she was being discriminated as the state of Nevada has 'right to work' laws which prohibit discriminating against employees who are not members of unions or who refuse to become members of unions. Merely being a member of a historically-discriminated against group is not grounds to sue -- there must also be evidence of discrimination.

Question D

The female pilots did have grounds to sue. It is illegal to mandate unnecessary requirements for specific types of employment if such requirements have a disparate impact upon protected groups, including women. Even if it…… [Read More]

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Discrimination and Mental Health

Words: 1100 Length: 4 Pages Document Type: Essay Paper #: 36650564

Mental Health and Stigma

1
Stigma influences the lives of people living with serious mental illnesses in many ways, including via the experience of self-stigma, whereby a person gives intense focus to what others might think about one’s own mental illness, internalizing their conception of the illness (Link, Wells, Phelan & Yang, 2015). Stigma can also come from society, from the workplace, from one’s own family or set of peers, and even from strangers. When an illness is stigmatized in the media, a person who suffers from that illness may feel taboo, ostracized from society, isolated from the “normal” group of people who have normal lives and can function without problem (Corrigan, Druss & Perlick, 2014).

Stigma influences the lives of people living with serious mental illnesses in other ways too. They become afraid to seek medical help because of the fear of being labeled as a person with a…… [Read More]

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Workplace Sexual Harassment

Words: 1204 Length: 3 Pages Document Type: Essay Paper #: 161620

sexual harassment, and discuss aspects like defenses, judge ruling basis, cause of action, and employee's and employer's civil liability. Both discrimination and employee laws will be applied here.

Sexual Harassment Background Information

The issue of sexual harassment at workplaces poses an ethical problem, with around 50% of all women employees experiencing it during some point of time at their workplace; the effects of sexual harassment on people are always negative, and harmful (Bimrose, 2004). Thus, career guidance has a significant role to play in preparing and supporting working women, who may have already faced, or are currently, facing sexual harassment at work. ecent studies on workplace-related gender inequalities have recommended combating of stereotyping by urging women to take up non-traditional vocational training, education, and jobs.

Though the above solution is pertinent, the problem of workplace sexual harassment is not accorded due recognition. There are several reasons for this; the foremost…… [Read More]

References

Bimrose, J. (2004). Sexual Harassment in the Workplace: An Ethical Dilemma for Career Guidance Practice? British Journal of Guidance and Counselling, 23(1), 109-121. Retrieved, from http://eric.ed.gov/?id=EJ680404

Fetter-Harrott, A. (2007). How to avoid liability under federal civil rights laws for third-party harassment. Law Trends, 3(2).Retrieved, from http://www.americanbar.org/newsletter/publications/law_trends_news_practice_area_e_newsletter_home/howtoavoidliability.htm

ISACS (n.d.).Sexual Harassment Liability under Title VII .Retrieved August 30, 2015, from http://www.isacs.org/uploads/file/Monographs/Business%20Operations/Sexual%20Harassment%20Liability%20Under%20Title%20VII.p

Mallor, J., Barnes, Bowers, T., & Langvardt, A. (n.d.). Business Law: The Ethical, Global, and E-Commerce Environment. You Be the Judge. Retrieved August 30, 2015, from http://highered.mheducation.com/sites/0073524980/student_view0/you_be_the_judge.html
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Workplace Dispute and Resolution

Words: 932 Length: 3 Pages Document Type: Essay Paper #: 91597433

marketplace, employers recognize that success requires attracting a talented workforce. Talent comes from all sources. Doing more than simply accommodating changing demographics, successful organizations have come to value the contributions that people from differing backgrounds bring to the workplace. To recruit and maintain a diverse workforce, an employer must have a plan for creating a work environment that makes all of its employees feel welcome."

In corporate settings, demographics of the organization play a large part in the workings of that organization.

Large corporate settings by and large indicate hierarchies and bureaucracy and, in many cases, people within the organization can feel that their diverse viewpoints, needs and backgrounds are stifled or simply not heard.

Also, problems of stereotyping, sexism, racism, and lack of upward mobility are problems that affect many members of a diverse workforce.

These problems often breed inefficiency in the workplace and at times, workplace conflict.

In…… [Read More]

Managing Team Conflict." December 21, 2002. http://www.eng.uttyl.edu/usr/tcrippen/home/MENG4214/Team_Conflict.html

Team Building Workshop" December 22, 2002.  http://nadabs.tripod.com/team/conflict1.html .

Diversity Initiatives for the Workplace, http://www.webster.edu/sa/APATemplate/Webster%20University%20APA.doc..
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Unintentional Discrimination

Words: 606 Length: 2 Pages Document Type: Essay Paper #: 53039

Discrimination

Unintentional Discrimination

Unintentional discrimination occurs when a company's policies uncritically reflect prejudicial stereotypes yet do not involve overt racial prejudices of its managers or executives. Does legislation to verify voter identification fall under the domain of unintentional or intentional discrimination? Explain your views.

The voter verification effects that are currently being proposed, predominately in Conservative lead states, are both unintentional and intentional discrimination. They are unintentional in their best case given that legislators have reasonable assumptions to make the passage of these verification requirements mandatory for all potential voters. Some analysts believe that voter fraud is a real threat to the political system. Although there have only been a handful of voter fraud cases ever prosecuted in the United States, there might be a seemingly legitimate argument to support voter identification initiatives. For example, J. Christian Adams, an election lawyer in Alexandria, Va., and advocate for voter-ID laws who…… [Read More]

Works Cited

Bialik, C. (2012, September 1). Counting Voter Fraud. Retrieved from The Wall Street Journal: http://blogs.wsj.com/numbersguy/counting-voter-fraud-1165/

Demby, G. (2012, August 16). Pennsylvania Voter ID Law: Mike Turzai Repeats Debunked Myth About Election Fraud. Retrieved from Huffington Post:  http://www.huffingtonpost.com/2012/08/16/pennsylvania-voter-id-law_n_1790844.html 

Plunder, J. (2012, August 19). Ohio Republicans finally admit limited hours intended to suppress black voters. Retrieved from Plunderbund: http://www.plunderbund.com/2012/08/19/ohio-republicans-finally-admit-limited-hours-intended-to-suppress-black-voters/
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Legislative Acts Against Discrimination

Words: 896 Length: 3 Pages Document Type: Essay Paper #: 84288214

integrate readings Chapters 5 & 6 Pynes, J.E.(2013). Human resources management public nonprofit organizations: A strategic approach (4th ed.). Jossey-Bass: San Francisco response: Case Study: Reeves, Chapter 3: Some Counselors More Equal Others website information http://prezi.

The case study relates to a situation involving state employees being discriminated on account of their gender. Rose Paddock, the central actor in this case, complained with regard to how the Department of Labor was inclined to favor men by providing them with bigger salaries in spite of the fact that their jobs entailed the same duties and qualifications as jobs that were probable to be occupied by women. The job under discussion, an Employment Counselor position in the Department of Human Services, has an equivalent job in the Department of Labor. The latter is paid better and the fact that there are more men in the Department of Labor while there are more…… [Read More]

Works cited:

Pynes, J.E. (2004). "Human Resources Management for Public and Nonprofit Organizations." John Wiley & Sons.

Reeves, T.Z. (2006). "Cases in public human resource management." Thomson Wadsworth.
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Positive Discrimination -- Do We Need It

Words: 3099 Length: 10 Pages Document Type: Essay Paper #: 53307468

Positive Discrimination -- Do We Need it?

For centuries, the global community has strived to eliminate discrimination against minority groups. For centuries, women had been emotionally and/or physically abused; they were prohibited from voting and working. Today, they are allowed to work outside the household, but they are still paid less than their male counterparts. Additionally, the responsibility of raising the children and completing the household chores remains heavily preponderant among the female categories.

The women represent one of the most obvious categories of people discriminated against; but they only represent a mere fraction of the overall population subjected to discrimination. And the grounds for the discrimination are multiple, to include anything and everything from gender, race, ethnicity, sexual orientation, political and religious appurtenance, age or disability.

The modern day society is making intense efforts to ensure that discrimination is eliminated -- or at least decreased to the minimum level…… [Read More]

References:

Barnes, C., Disabled people in Britain and discrimination: a case for anti-discrimination legislation, (1991)

Bentham, J., Jeremy Bentham to his fellow-citizens of France, on houses of Peers and Senates, (1830)

Carr, E.A., Attitudes toward and knowledge of affirmative action in higher education, (2007)

Edwards, J., Batley, R., The politics of positive discrimination: an evaluation of the Urban Programme, 1967-77, (1980)
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Males and Females Inequality in the Workplace

Words: 2073 Length: 7 Pages Document Type: Essay Paper #: 50142487

Gender equality establishes the concept and attitude of unbiased and impartial allocation of corporate resources and prospects involving men and women. It establishes equality for men and women in terms of opportunity in social circles. But the corporate world is based on certain gender norms and stereotypes of role provisions. Hence these roles have made certain divisive identities (Sharma, & Sharma, 2012). The social norms of women being the housewife and caretaker of the family have infected eastern and western civilization. Corporations have been hiring women for mid-level and lower level positions, but they are blocked from top level positions (Ntermanakis, as cited by Mihail 2006).

According to Schein, Mueller, Lituchy and Liu (1996), women are afflicted with the typical think-manager-think male norm. In Nichols (1994) opinion, the popular opinion is that women aren't cut out for the tough decisions and roles of management position; hence they are kept out…… [Read More]

References

Lyman, L.L., Ashby, D.E., & Tripses, J.S. (2005). Leaders who dare: Pushing the boundaries. Lanham, Md: Rowman & Littlefield Education.

Merchant, K., (2012). How Men and Women Differ: Gender differences in Communication Styles, Influence Tactics and Leadership Styles. Retrieved 29 September 2014 from http://scholarship.claremont.edu/cgi/viewcontent.cgi?article=1521&context=cmc_theses

Michailidis, M.P., Morphitou, R.N., & Theophylatou, I.I. (2012). Women at work equality vs. inequality: barriers for advancing in the workplace. International Journal Of Human Resource Management, 23(20), 4231-4245. doi:10.1080/09585192.2012.665071

Ryan, M.K., & Haslam, S.A. (2007). The glass cliff: Exploring the dynamics surrounding the appointment of women to precarious leadership positions. Academy of Management Review, 32(2), 549-572.
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Men File Workplace Sex Harassment Claims by

Words: 403 Length: 1 Pages Document Type: Essay Paper #: 20439523

Men File Workplace Sex Harassment Claims by Sam Hananel of the Associated Press. The article was found in the Houston Chronicle at http://www.chron.com/disp/stroy.mpl/nation/6900828.html. In reporting how the number of claims of sexual harassment filed by men in the workplace is increasing, Hananel relates the story of Jonathan Pilkington. Pilkington claims that in the two years he was employed as a food runner at an upscale steakhouse, he was continuously harassed by his male boss, the chef of the restaurant. Even after Pilkington filed a complaint with management, the harassment did not stop, so he is now a witness in a federal suit against the restaurant. Hananel reports that this case is representative of the increase in reports of sexual harassment by men. According to Hananel, sexual harassment reports by men now make up about 16% of the reported cases, up from 8% in 1990. In 2009, 2,000 of the 12,700…… [Read More]

Of particular interest in the article is the fact that most of the claims filed by men involve alleged harassment by other men. Some cases involve unwelcome romantic advances, while some cases involve men being harassed because they are gay, perceived as gay, or not considered masculine enough for the work setting. For example, Hananel relates the case of Joseph Orcale, an employee of an offshore services company, who claimed that "two male supervisors and a male coworker made lewd advances, assaulted him with a bar of soap in the shower, and implied that his job depended on submitting to sex."

The implications for Human Resource Managers include increasing awareness that these practices constitute sexual harassment. According to Hananel, the Supreme Court ruled in 1998 that same-sex harassment is a valid claim under federal anti-discrimination laws. Activities that used to be brushed off as "boys being boys" are now considered serious complaints and are resulting in lawsuits by the EEOC. Additionally, human resource managers should make sure that all employees are aware of their rights and channels for reporting such activities.

I would recommend this article because it increases awareness of the types of activities that are considered awareness. It also serves as a reminder of the consequences of these actions as they can have serious financial impacts for the organization.
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Sociology of the Workplace

Words: 2462 Length: 8 Pages Document Type: Essay Paper #: 26703109

Sociology of the Workplace

ANNOTATED BIBLIOGRAHY

Gender Inequality at Workplace

Annotated Bibliography

Dixon, S. (2001). Work Experience and the Gender Earnings Gap. New Zealand Economic apers, 35(2), 152+. Retrieved March 27, 2012, from Questia database: http://www.questia.com/M.qst?a=o&d=5002436019

In this article, Dixon reviews and presents the information about the work experience profiles of men and women working in New Zealand. The author uses two methods, which were introduced by Zabalza and Arrufat (1985) and by Filer (1993) for adding the women's actual paid work experience into the house hold survey databases. By using the imputed experience values and other skills, Dixon determines the components that are responsible for gender wage gap in late 1990s. This article is useful for research because it investigates that the shortfall in average hourly earnings of women is due to women's lower average level of skills which are needed for productivity. Moreover, it also discusses briefly the…… [Read More]

Pini, B. (2005). Interviewing Men: Gender and the Collection and Interpretation of Qualitative Data. Journal of Sociology, 41(2), 201+. Retrieved March 28, 2012, from Questia database: http://www.questia.com/PM.qst?a=o&d=5011020239

Welsh, S. (1999). Gender and Sexual Harassment. Annual Review of Sociology,169. Retrieved March 28, 2012, from Questia database: http://www.questia.com/PM.qst?a=o&d=5001895333

Wolf, W and Fligstein, N. (1979). Sex and Authority in the Workplace: The Causes of Sexual Inequality. American Sociological Review, Volume 44, Issue 2 (Apr., 1979), 235-252.
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Slippery Slope Law Discrimination the Definition

Words: 1951 Length: 4 Pages Document Type: Essay Paper #: 23933514

Slippery Slope Law / Discrimination

The definition of the slope and its legal implications are largely hypothetical. According to Eugene Volokh, an action that is voted in -- say a ban on guns provides with the curtailment of many other things -- like confiscation of guns, costs or data bases and many other legislations that flows into creating a system that was not envisaged in the first place or would have been the primary action. For example the gun control could flow into some other area like searches and restriction and create an altogether different system. The analogy of the slippery slope where an act of a camel causes a slope to flood and grow an oak in consequence -- the original act being something different intended is to be considered. (Volokh, 48) In truth is there such a slippery slope in legislation?

Thesis Statement: "There is no such slope…… [Read More]

References

Achampong, Francis. Workplace Sexual Harassment Law: Principles, Landmark

Developments, and Framework for Effective Risk Management. Quorum Books: Westport, CT, 1999.

Bernstein, David E. You Can't Say That! The Growing Threat to Civil Liberties from Antidiscrimination Laws. Cato Institute: Washington, DC, 2003.

Covey, Anne. The Workplace Law Advisor: From Harassment and Discrimination Policies to Hiring and Firing Guidelines What Every Manager and Employee Needs to Know. Perseus Publishing: Cambridge, MA, 2000.
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Labor Discrimination - Equal Pay

Words: 6312 Length: 25 Pages Document Type: Essay Paper #: 68485530

Goodyear which effectively denied employees the right to sue for wage discrimination after the passing of 180 days that "Justice Ruth ader Ginsberg was so incensed she read her scathing dissent aloud from the bench. She defended Lilly Ledbetter's right to sue her employer, Goodyear Tire & Rubber Co., Inc. For pay discrimination on the basis of sex, giving a not-so-gentle reminder of the realities of the American workplace." (Steiger, 2007) Specifically written by Justice Ginsburg is that as follows:

worker knows immediately if she is denied a promotion or transfer, if she is fired or refused employment. And promotions, transfers, hirings, and firings are generally public events, known to co-workers. When an employer makes a decision of such open and definitive character, an employee can immediately seek out an explanation and evaluate it for pretext. Compensation disparities, in contrast, are often hidden from sight." (Steiger, 2007)

Steiger reports that…… [Read More]

Bibliography

Abrams, Jim (2009) House Approves Bill to Fight Wage Discrimination. Yahoo News. 9 Jan 2009. Online available at http://news.yahoo.com/s/ap/20090109/ap_on_go_co/pay_equity

Barko, N. (2000. June 19). The Other Gender Gap. (Online) Available http://www.prospect.org/archives/V11-15/barko-n.html.

Bland, T.S. (1999, July). Equal Pay Enforcement Heats Up. HR Magazine, p. 138-145.

Bland, T.S., Nail, T.N., Knox, D.P. (2000, May). OFCCP, White House push comparable worth. HR News, p. 22-24.
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Non-Discriminatory Workplace Environment to Effectively Deal With

Words: 1100 Length: 3 Pages Document Type: Essay Paper #: 17737027

Non-Discriminatory orkplace Environment

To effectively deal with the problems of discrimination in the workforce, a workplace environment must strive to prevent discriminatory behavior from occurring between employees, must ensure that when discriminatory behavior does occur the participants involved in the conflict have a venue in which to express their differences and grievances, and finally, leaders in the workplace must make an effort to ensure that it doesn't occur in the future. In other words, preventing discrimination requires an efficacious three-pronged attack for both public and private enterprises.

First and foremost, during the hiring process, the human resource personnel must ensure that candidates are selected at all levels of the corporate hierarchy that share the company's nondiscriminatory values. It needs to be communicated, in strong and in no uncertain terms, that discrimination in the workforce and sexual harassment of any kind will not be tolerated, whether it be wielded against employees,…… [Read More]

Works Cited

Berry, Mike. (28 October 2004) "Finance industry accused of anti-women discrimination by own workforce." PersonelToday.com. Retrieved 8 November 2004 at http://www.personneltoday.com/Articles/Article.aspx?liArticleID=26424& PrinterFriendly=true

Feminist Daily Newswire. (May 12, 2003) Retrieved 8 November 2004 at http://www.findarticles.com/p/articles/mi_m2872/is_3_29/ai_107122010
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Reverse Discrimination Negatively Affects Employee

Words: 2006 Length: 8 Pages Document Type: Essay Paper #: 55051250



Such a work environment that is characterized by high levels of reverse discrimination becomes a hostile one. This has negative effects on the performance and efficiency of the employees that work in such an environment. This leads to reduced productivity of the company in case. Therefore, the company must develop and implement strategies that focus on improving the activity of its employees in order to increase the productivity of the company and maintain its competitive advantage and strong position in comparison with its competitors.

The modern theory and practice of organizational culture encourage and support equality between employees. In order to ensure that such an environment that promotes equality is applicable, companies and their managers tends to favor the member of minority groups in the detriment of the dominant group members. As revealed above, this creates tension between employees. Those that are disfavored by such policies will interfere with the…… [Read More]

Reference list:

1. Hogg, M. & Vaughan, G. (2008). Social Psychology. Pearson Education Ltd. Retrieved November 8, 2010 from http://books.google.ro/books?id=7MtEr4r2pRcC&pg=PA369&lpg=PA369&dq=reverse+discrimination+effects&source=bl&ots=4IfDXGCV9k&sig=YEAywY3O2mtgWC2sgUNS2UQCOCs&hl=ro&ei=uB7YTP7MIcv2sgakwsnaCA&sa=X&oi=book_result&ct=result&resnum=7&ved=0CDIQ6AEwBg#v=onepage&q=reverse%20discrimination%20effects&f=false.

2. Pincus, F. (2003). Reverse Discrimination. Lynne Rienner Publishers, Inc. Retrieved November 8, 2010 from http://books.google.ro/books?id=JN3N3EmaIuIC&printsec=frontcover&dq=reverse+discrimination&source=bl&ots=QIGZNR_vd5&sig=pUUonUYq_6QUqlRNAAASKy6hWFo&hl=ro&ei=WpHYTP3NHonvsgafj4iGCA&sa=X&oi=book_result&ct=result&resnum=7&ved=0CC4Q6AEwBg#v=onepage&q&f=false.

3. Affirmative Action (2009). Stanford Encyclopedia of Philosophy. Retrieved November 8, 2010 from  http://plato.stanford.edu/entries/affirmative-action/ .

4. Unintended Negative Effects of Diversity Management (2002). Entrepreneur. Retrieved November 8, 2010 from http://www.entrepreneur.com/tradejournals/article/160542376.html.
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Productivity in the Workplace

Words: 2053 Length: 7 Pages Document Type: Essay Paper #: 26913189

Productivity in the Workplace

An average employee lives around 10,000 days of his lifetime working. When one looks at it this way, it is rational to try and make this time at work as gratifying and rewarding as one can, so that people can be saved from burning out in advance. As a matter of fact, it is proven by research that the easiest and most effective way to uplift morale, be proof against turnover, and enhance output at the office is through encouraging fun in the workplace. Though most people draw back at the likelihood of achieving momentous goals and having fun simultaneously, it is a very viable blend.

Impediments to Productivity at Workplace productive workplace without discrimination is a key concern of a number of existing and proposed programs and policies, as well as the focus of substantial current research. An analysis of demographic, income and health care…… [Read More]

References

1997 National Study of the Changing Workforce, Families and Work Institute. http://www.familiesandwork.org

Abbott, Langer & Associates, Inc. Fun at Work. http://www.abbott-langer.com/alafun.html

Hale, Thomas W.; Hayghe, Howard V.; McNeil, John M. Persons with disabilities: Labor market activity. (1994)

Hemsath, Dave; Yerkes, Leslie The Value Of A Work Hard/Play Hard Environment. 301 Ways To Have Fun At Work.
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Women Sex Discrimination in Career

Words: 2792 Length: 10 Pages Document Type: Essay Paper #: 30862379

Yet women with similar or comparable education and experience or achievement still earn less than men in work organizations. A missing link or the absent ingredient, between performance and a just payoff, was identified as women's own ability to comfortably and consistently draw the attention they deserve to the contributions they made or gave. Findings of a study conducted on 322 male and female executives showed that women were less comfortable in promoting themselves than men. Many of them still believed that self-promotion by women was still unacceptable and that hard work alone would not put them in the same level as men. Women were also found to be "over-preparers" who wanted their work to be technically correct but who did not bring this sense of accuracy and care to the attention or notice of influential individuals in the organization. Goodson found that even women who understood the importance of…… [Read More]

Bibliography

1. Auster, Ellen R. professional Women's Mid-career Satisfaction. Sex Roles: a Journal of Research, June 2001

2. Hultin, Mia. Wages and Unequal Access to Organizational Power: an Empirical Test of Gender Discrimination. Administrative Science Quarterly: Connell University Johnson Graduate School

3. Lemons. Mary A. Contextual and Cognitive Determinants of Procedural Justice: Perceptions in Promotion Barriers for Women. Sex Roles: a Journal of Research: Plenum Publishing Corporation

4. Moya, Miguel. Close Relationships, Gender and Career Salience. Sex Roles: a Journal of Reserch: Plenum Publishing Corporation, May 2000
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Anti-Discrimination Law EEOC US Equal

Words: 677 Length: 2 Pages Document Type: Essay Paper #: 17799437

To be eligible for FMLA an employee must have a condition that makes him or her unable to perform their essential job function" (Vikesland, 2006). Previously-existing amendments to the Civil ights Act prohibited discrimination against women based upon pregnancy and the Equal Pay Act (EPA) of 1963 mandated equal pay for women and men doing the same work (EEOC, 2011, Official Website).

Protected groups can allege they have been the victims of discrimination based upon charges of disparate treatment and disparate impact. Disparate treatment means that the worker was denied opportunities or advancement based upon his or her membership in a protected category because of the explicit intention of the employer, such as a sexist employer that openly discriminates against women. Disparate impact cases, in contrast, refer to discriminatory policies that have a disparate impact upon a particular group of employees (Payne 2009: 60). For example, an employer might require…… [Read More]

Resources

EEOC. (2011). Official Website. Retrieved June 10, 2011 at   http://www.eeoc.gov /laws/statutes/index.cfm 

Pynes, Joan, E. (2009) Human resource management for public and non-profit organizations:

A strategic approach. San Francisco: Jossey-Bass.

Vikesland, Gary. (2006). The Family & Medical Leave Act. Employer-Employee.com
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Sexual Discrimination

Words: 2516 Length: 8 Pages Document Type: Essay Paper #: 83121592

sexual discrimination in the work place based on a case study and then suggest solutions for such a scenario. The case on which the whole report will be based is a suit filed by the U.S. Equal Employment Opportunity Commission on behalf of Marla Sexson, a former admissions dean of Newman University. The charge against the college administration is that the university did not promote her when her female supervisor resigned because the Newman president, Aidan Dunleavy, wanted to change her with a man. When Sexson lodged complain against the unfair treatment meted out to her, University retaliated with bad behavior by changing her duties and job title. This demotion from her earlier position totally disheartened Sexson and finally she had to resign. According to the news reports there have been attempts to resolve the issue without a lawsuit but such efforts did not come to fruition. A lawsuit is…… [Read More]

Bibliography

Cohn, S. (2000). Race and Gender Discrimination at Work. Westview Press

Colella, A., Dipboye, R. (2005). Discrimination at Work: The Psychological and Organizational Bases. Lawrence Erlbaum Associates

Dwyer, K. (2005). Taking Action Against Discrimination. New York Times October 02.. Retrieved on October 5, 2005 from:

  http://www.nytimes.com / 2005/10/02/jobs/02dwyer.html