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I certify that the attached paper is my original work. I am familiar with, and acknowledge my responsibilities which are part of, the University Of Phoenix Student Code Of Academic Integrity. I affirm that any section of the paper which has been submitted previously is attributed and cited as such, and that this paper has not been submitted by anyone else. I have identified the sources of all information whether quoted verbatim or paraphrased, all images, and all quotations with citations and reference listings. Along with citations and reference listings, I have used quotation marks to identify quotations of fewer than 40 words and have used block indentation for quotations of 40 or more words. Nothing in this assignment violates copyright, trademark, or other intellectual property laws. I further agree that my name typed on the line below is intended to have, and shall have, the same validity as my handwritten signature.
Student’s signature: Daphiny Ragone
Individual Legal, Safety, and Regulatory Requirements Paper
Daphiny Ragone
HCS/ 341
December 3, 2012
Diane Rodriguez, MBA, Doctoral Learner
Individual Legal, Safety, and Regulatory Requirements Paper
Main Points
By using the tale of an intolerable activity during a group gathering that led to a grievance, the article made three significant points:
1. Deterrence can be more significant when it comes to lawful issues than finding a way out after a crisis exists.
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As stated in the article, “an ounce of prevention is worth a pound of cure.” Owners who do not take the same Employment Opportunity laws and additional linked regulations sincerely, and do not spend sufficient time in applying preventive measures to keep away from circumstances that may guide to lawsuits, will have a hard, costly, and not as much of proficient office.
2. In spite of the declining trend in the amount of objections reported over the years, the subject of sexual harassment should not be overlooked in the office.
The article showed that the amount of objections made to the Equal Employment Opportunity Commission declined for six straight years in part since industries are placing extra effort to work out issues before they turn into lawsuits. Though, it harassed the fact that sexual harassment is not a thing of the history, and that it is an owner’s duty and authorized responsibility to maintain a place of work that is free of such infringements.
3. In addition to placing appropriate plans and procedures in place, direction and uninterrupted episodic guidance are the finest methods to put off litigation problems from taking place.
The article also points out that taking on a sexual harassment rule and supervising office might not be the only possible way out when it comes to sexual harassment. Training overseers and executives, plus recruits, is the most important pace in putting off sexual harassment, and that episodic guidance, which is in fact the law in some countries, is necessary besides the original orientation.
Methodology and Epistemology
The article was fine thought out and written in conditions of defining sexual harassment, making clear the law matters involved, and telling what needs to be done to prevent it from happening in an office. The fact that it did not give a uncomplicated case of sexual harassment provides the readers an chance to be aware of what classifies sexual harassment, and what an owner should do while facing such a complaint, which is performing an central exploration, interrogating the people involved and eyewitnesses. The result that the business fulfilled the act, even though improper, was not sexual harassment further simplifying the meaning. The article also states the 1964 Civil Rights Act and the Age Discrimination Act of 1967 to clarify the center of the regulations, and presents further investigation via different clarification techniques to explain the lawful matters involved. In order to illustrate prevention techniques, the article directly utters what an owner should do, guidance, saying it is the rule.
The Essay on Human Resource Discrimination Harassment Sexual
Business Ethics in Human Resources Management Definition of Human Resources Management: " Human Resource Management involves all management decisions and actions that affect the relationship between the organization and employees- its human resources" described by Beer et al (1984). "Human Resource Management relates to the total set of knowledge, skills and attitudes that firms need to compete. ...
The article’s progress and reports prepared on how to deal with lawful issues are convincing and truthful. Managing harassment and discrimination matters is not only an responsibility as told, but moreover makes excellent business logic. Maintaining a office free of discrimination and harassment, doing whatsoever is needed to put off objections from taking place in the first position, and bring to an end before they accomplish the point of lawsuits are satisfactory ways of dealing with legal problems.
Quality and Utility
Although I have not yet witnessed sexual harassment or other discrimination lawsuit matters in my present association, such cases were very familiar in two other unions that I have worked for, which were among the leading corporations in the country. One familiar thing in these associations was that I individually did not get any guidance regarding Equivalent Employment Opportunity laws. The information shown regarding these laws, in my present association is printings posted on information news boards, and in the bigger organizations were worker booklets. As such, the article’s information would be extremely helpful to my present or earlier organizations in that it will highlight Human Resources or those in command to correctly teach workers, overseers, and executives through orientation and episodic trainings. For instance, the brilliant educational material found in this article would have made an impact during the time when four workers in my personal sector were facing inquire and disciplinary actions because of a harassment objections reported by one female worker. It was obvious that if those workers were given correct guidance and episodic reminders to stay away from complacency, the situation could have been easily barred. As the article avowed, prevention through guidance is superior, and is doable.
The Essay on Human Resource Management Training Development
Human Resource Management - Training & Development The importance of companys investments in its employees professional development can hardly be overestimated. That is, if company deploys a progressive management style. In this case, the professional personnel requirements will guarantee companys commercial efficiency. Yet, these requirements can only remain as a decisive factor in companys ...
Conclusion
After reviewing and reading the article, I was capable to wrap up that there can be some values Human Resources or employers can pursue that would reduce the danger of Equal Employment Opportunity breach proceedings, and maximize worker fulfillment. Besides accepting clear policies and processes concerning these rules, or revising them to ensure they are in agreement with present rules, training administrators, supervisors, or those who are in the frontiers, as well as workers if achievable, is the best means to stop such proceedings problems. People with fundamental working understanding of the rules are less prone to break them, and the expenditure in training will value more in saving monetary resources and time.
References
Devanna, M., Fombrun, C., Tichy, N. (Vol. 9, Issue 3, p51-67, 17p).
Human
Resources Management. A Strategic Perspective. Retrieved on December 01, 2012 from, http://ehis.ebscohost.com/ehost/detail?vid=5&hid=103&sid=08073ad7-1b7c-4438-8004-379ac6d0a443%40sessionmgr113&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=bth&AN=5141936
Solnik, C. (2006, September).
Employers told to prevent sexual harassment
through policies, training, and procedures. St. Charles County Business Record (MO).
Retrieved on December 02, 2012.
HCS/341 Week 2 Reading Materials Ch. 5, 13, 15. Managing Human Resources.
Retrieved on November 28, 2012.
