1. In the case of “The lively Italian”, there is illegal discrimination / treatment. Yes a law has been broken in this situation. According to the CRA 1991 it states: “An unlawful employment practice is established when the complaining party demonstrates that race, color, religion, sex, or national origin was a motivating factor for any employment practice, even though other factors also motivated the practice.” In this case, an Italian woman named Francis Parodi was not given a promotion because she was “too emotional” to handle the job.
This law basically says and gives Parodi the right to complain saying that she didn’t get her job because she was a female or Italian even if the fact that she was too emotional was a factor. The job was given to a less experienced male over Parodi. Even though she was too emotional she should have gotten the job because the CRA 1991 protects her. So the Executive VP of Residential Lending has broken this law. 2.
No, I don’t believe that Frances Parodi (focal person) is being overly sensitive and should feel as though she is being victimized. It doesn’t seem fair that she should be passed for a promotion when she is clearly the most qualified for the job. It even stated that Ben Koppel was going to have to learn more about underwriting and loan control. Parodi would have to teach him all of this all over again. It all seems like a waste of human resources to proceed in this fashion when Frances Parodi could have begun working efficiently as soon as she would have started. She is also being discriminated against by her co-workers that talk about how she “flies off the handle” because of her Italian blood.
The Essay on The practice of law
The practice of law is limited to those who have meet their state’s requirements of education, moral character, and understanding of the law. They then become licensed to practice law, one who does not hold this licence and practices law is committing UPL. UPL is the unauthorized practice of law anyone who practices law without a licence may be held to their states disciplinary procedures. ...
That is in strict violation of Title VII of the Civil Rights Acts of 1964. Frances Parodi had been an asset to the company and should not have been overlooked because of such petty complaints. She is the victim in this situation and should be ready to take action. 3. No.
I believe that the Vice President of Lending was operating in a way unbeknownst to him that he was committing a discriminatory act. He was faced with the decision of hiring Ben, the supervisor in Production Support Services or Frances, the Supervisor of Underwriters. When placed side by side, the VP made a settlement according to which he felt would best suit the position of Production Administration Manager. The case for promoting Ben Koppel strongly presented itself. Ben illustrated specific attributes that outweighed Frances Parodi’s. Being highly knowledgeable and lacking the necessity of training fit the VP’s qualifications greatly.
The fact that Frances easily “flies off the handle” could create a potential hostile work environment for her subordinates, further crippling an already sensitive atmosphere. Secondly, the VP suspects that being too emotional could hinder her managerial potential. It is for these reasons that the VP reserved his right to hire Ben over Frances. I feel that he considered both parties in their entirety in regards to their workplace practices. Upon these acute considerations the VP made his decision. Unfortunately this can be considered a discriminatory practice.
However, with all things aside, I do not believe that the VP was knowingly committing this deed because of the obvious repercussions it would create. 4. In this case, Frances Parodi’s manager shows to be quite a poor manager. The manager himself admitted that Frances was a competent candidate for the manager position. However, she was not promoted based on her emotional personality. The fact that Frances may be a demonstrative person does not mean that she will not be able to handle the job.
Moreover, this is the second time she has been passed over in the promotion decision. Its seems unfair that Frances is put in charge to train and teach the new manager on his job, when she could be doing it herself. When considered for a promotion, a person should not be judged in their cultural heritage or their personality, but on their skills and ability to do the job. Frances Parodi’s manager is definitely a poor manager because he is basing his decisions on the wrong concept. 5. To prevent this problem, couple of steps had to take place.
The Essay on Stress For Success Managers Can Create A Good Stress Environment And Propel Employees To Success
Stress for Success: Managers can create a Good Stress Environment and Propel Employees to Success We all are well informed about stress at work and how destructive it can be. But have we ever thought about stress as creative implement? In this paper I will try to summarize the Peg Gamses article about stress as Management Tool. You want to know how one can achieve a success by using stress? Peg ...
The first step is that Frances must realize that her emotional ways will create problems for her at work. However, it should not prevent her from getting promoted, especially if she is more qualified then the other candidates for the position. Therefore, the way this problem could have been prevented was for the vice president of the firm to address this issue with Frances prior to the promotion time so that Frances can be aware of her habit, especially if this habit creates problems at work. Frances should have then been promoted to that position and given a chance to prove herself since she is more competent for the position and is capable of handling the entire required task.
If Frances emotional habits continued to be uncontrollable and gets in the way of accomplishing the companies goal, then further action can be taken and it’s then justifiable to give her position to someone else.
