In reviewing the analysis presented from Food Chain, the data shows that the number of white employees was significantly higher than black employees. When looking at promotions it appears that the promotion rates are about equal between whites and blacks but the total number of white employees versus black employees distorts these numbers. Looking at the analysis less than 10% of the Food Chain employees are black with a less than 10% promotion rate. This clearly shows discrimination. Looking at the same analysis over 90% of the Food Chain employees are white with a 10% promotion equaling higher promotion rates for whites than blacks.
In review of Gemson’s complaint, there are two forms of discrimination. The first discrimination occurred when Gemson was never concerned for a produce manager position despite his management experience and tenure with the company. The second discrimination occurred when a white employee with less experience was hired for a position that Gemson was better qualified for.
In review of Thompson’s complaint, discrimination is found after Thompson who is a well qualified black employee trains a less qualified white employee who is later promoted over Thompson for a position that Thompson had recently inquired about and qualified for but was never considered for the position. Discrimination occurred when the hiring manager dismissed Thompson’s qualifications resulting in discrimination based on race and hiring practices.
The Term Paper on Affirmative Action People Discrimination White
Affirmative action is an attempt by the United States to amend a long history of racial discrimination and injustice. Our school textbook defines affirmative action as "a program established that attempts to improve the chances of minority applicants for educational or employment purposes, although they may have the same qualifications, by giving them leverage so that they can attain a level that ...
In review of LeBlanc’s complaint, discrimination occurred when LeBlanc was never offered a shift leader position that she had interest even she trained a less qualified employee who later was offered the position but declined. Even after the employee declined the position, the position was still offered to another less qualified employee. LeBlanc has a case for discrimination based on gender and unfair treatment.
In review of Jackson’s complaint, discrimination occurred in the company’s hiring practices and unfair treatment for its employees. Jackson qualified for a crew leader position and had long tenure within the department but was passed over for the position for a less qualified employee. Records show that he was never considered for the position even though he had better qualifications and more experience for that position than the employee who was hired. Records also show that less qualified employees have been promoted while Jackson never received a promotion.
In a word of mouth promotion system, well qualified and experienced employees may never know about vacant positions because information is selectively given to individuals. Also it provides little structure in the hiring process because hiring is essentially based on who the hiring manager tells and who the hiring manager feels is better qualified. There are no guidelines and parameters to follow so the word of mouth hiring practice is bias and less efficient. For example, in Roy Thompson’s case, the hiring manager thought the less qualified employee was better suited for the position although Thompson had more experience and better qualifications. The hiring manager also advised Thompson that he would never be considered for the position which should not have been a practice within the company guidelines. If a better promotion system was in place, Thompson’s experience and qualifications would show that he was a better candidate for the position and may have resulted in him receiving a promotion or at least been considered for the promotion. This type of practice invites discrimination lawsuits and employees should be better trained to not discriminate based on various items.
The Essay on Positions Women Work Level Discrimination
... positions-even though they are more qualified than their male counterparts- and being paid significantly less than males then the monster of discrimination ... is angry. She has been an employee at Merrill Lynch for the ... all the executive contingent of the companies nationwide only ten female executive ... pervasive discrimination against women in its faculties, reaching all areas of employment: hiring, ...
Rutherford should first start by eliminating the word of mouth promotion process and put in a standardized hiring and promotion system. Based on the information that he has received the word of my mouth process and practices have resulted in numerous discrimination cases. Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex or national origin. This discrimination also includes hiring and firing, transfer, promotion or layoff, recruitment, training and apprenticeship programs, and other conditions of employments. Such discrimination cases can result in severe lawsuits and penalties for the company as already seen in the analysis report and statements given by current and former employees. This also can result in bad publicity and hurt recruiting for the company. With a new hiring system, all employees will be trained to follow a company standard which hires employees based on experience. Each manager would be placed in training to understand and know how to review and recruit qualified employees. A promotion program will also be put into place to promote qualified employees within the company based on specific qualifications like tenure, experience, etc. After training, each manager should be required to attend yearly refreshers on hiring practices and discrimination in the workplace and how it impacts the company and its employees. The company should also implement a policy that allows employees to report discrimination in the workplace without be penalized. An EEOC policy should also be posted for all employees as required by law which enforces their right not to be retaliated against.
In order to better migrate minorities in the management positions, they should look at hiring more qualified minority employees. The company should also implement a management training program which focuses on training employees to become managers equipping them with managerial duties that allow them to get more management experience. The management program should be implemented for all employees regardless of race, sex, or religion. The management program should also have qualification guidelines in order for employees to participate. The company should set guidelines on how long each employee would be allowed to participate in the program and the experience from the program should be allowed when employees post for management positions. The company can also have a policy that sets the guidelines for how employees are promoted. The guidelines should have specific qualifications like tenure with the company, experience within the specific position, recommendations from other supervisors or managerial staff and employee development.
The Essay on Building Employee Enthusiasm Quality Management And Productivity
Building Employee Enthusiasm In the article, "Building Employee Enthusiasm", the author, Peter Staack, demonstrates the importance for organizations to increase their awareness of safety through the use of incentive promotional products. There is no substitute for a safety program that will save needed revenue normally utilized for workers compensation. Lowered worker's compensation claims are one ...
