In order for any organization to select the perfect applicant for a job position, the organization provides pre-employment testing/screening. Pre-employment testing is beneficial for the company because it can help the company to reduce cost, decrease turnover and save time. Pre-employment testing that is provided must be valid and fair. (Quast, 2011) In addition to the validity of pre-employment testing/screening an organization must never discriminate a person’s age, gender or disability status. Therefore, more organization are becoming more diverse when it comes to employee selections. However, some ethical issue may arise when an organization decides to change their organization into a more diverse organization.
Should an employer care about issues such as adverse impact? An employer must care about issues such as adverse impact. For example, a job position such as a police officer or a firefighter requires a person to have a physical ability in order to be qualified for the job. (Aamodt, 2015) Therefore, the law enforcement organization provides physical ability tests to its applicants before selecting an employee. If the law enforcement does not provide physical testing to its applicants, issues may occur that can also negatively impact the organization’s future. For example, one of the police officer’s responsibility is to chase criminals and to lock them in jail. Secondly, a police officer is expected to use their physical ability and stamina while chasing after a criminal. If the police officer was not given such test, the police officer will not have the ability to run and chase after its criminal. Therefore, it is possible that this person will continue to commit crime. It is necessary and ethical for the organization...
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...ly, it is important for her to know her rights as an employee and for someone who has been discriminated at work. Lastly, it is important to know her rights and the company’s laws regarding leaving the company after discrimination.
An organization provides every necessary method before making a decision to select an applicant for the job position. A company will provide pre-employment testing/screening in order to select the most qualified candidate. An organization may decide to change its company into more diverse organization and therefore, it is their right to select more diverse employees. However, it is also important not to focus on a person’s gender, age or race. It is still very important to choose an employee who is the perfect fit for the job position. This is necessary because issues may arise and these issues may also impact the organization’s future.
Hamblett, M. (2004, August 26). 2nd Circuit: Impact of Employer Acts Grounds for Suit: Court rules on disparate impact theory of recovery. New York Law Journal. Retrieved April 4, 2005 from http://www.law.com/jsp/article.jsp?id=1090180422885
...should become more open minded when creating an application pool for job seekers. They should make the application and hiring process less bias and discriminatory in order for minorities to have a better opportunity at gaining a job in healthcare leadership and management. To prevent employers from believing social stereotypes, they must educate themselves on other races and ethnicities backgrounds to have a better understanding of them and their beliefs. As the diversity of the United States population continue to rise, the demand for diversity in healthcare is on a steady increase. It is vital for healthcare organizations to add diversity in their workforce to benefit patients’ comfortability when seeking medical attention. The barriers that stand in the recruitment of minority employees should be broken to benefit both healthcare organizations and their patients.
Is it appropriate for employers to test staff for drugs or alcohol? How reliable are these results? Why should some one invade your privacy? Do drug testing determine your skills level for a job? What do drug testing in the work force prove? The arguments against drug testing are it is excessively invasive, may damage relations between employers and employees, and could hamper the recruitment and retention of good staff. In 1986 the Regan administration recommended a drug-testing program for employers. In 1991 The Omnibus Transportation Employee testing act of 1991 were passed. It required mandatory drug testing in trucking and other industries. Over the past 25 years drug testing in the military has increase. Today, approximately 62% of all employers in the US have mandatory drug testing program. Drug testing in the work force have been a very controversial topic ever since. Drug testing should not be in the workplace since it does not measure on the job impairment, do not prevent accidents and is an invasion of privacy.
...overlooked in the workplace. Title VII has changed the pre-employment process in that the interviewer must be careful in the questions that are posed to the interviewee. The interviewer should not ask questions that can be deemed discriminatory. A rule of thumb is to limit questions that have to do with a person’s private life. As an employer, it must be made clear that discrimination will not be tolerated in the workplace. Employers and employees need to become familiar with what constitutes discrimination. Employees need to be informed of the employer’s position as it relates to workplace discrimination. An employer should adopt policies that address this issue in the form of employee handbooks and/or in house training for all employee levels, including what steps will be taken for violations. If the employer and employee work together to prevent these forms of discretions, it can help curtail some of the litigiousness surrounding this issue.
One of the most important decisions that an organization can make is the hiring of prospective employees. It is illogical for an organization to employ an individual that cannot perform their assigned duty. Why would any organization spend large sum of money in training an individual that will not be beneficial to their organization. Therefore, it is reasonable for organizations to filter out the undesirable applicants. According to Dessler (2011) once an organization have a group of applicants, their next stage is to decide on the best person for the job. Normally this means reducing the applicant pool via screening methods such as tests, background checks, and interviews.
...nequal pay, sexual harassment, seniority and maternity leave. The antidiscrimination laws that exist today and the cases that are successful because of them create an awareness that no employer will go unaffected if a discrimination suit is brought forth. (Jennings, 2006)
Companies have the never-ending task of interviewing, choosing and hiring employees. However, regardless of the repetitiveness and skill of a company's human resources department, choosing the right individual for a job is immensely challenging. Making the wrong decision can also be pricely (Small business, 2011). The employee selection process usually involves notification or advertising, analysing, screening, interviewing, testing then selecting the best applicable candidate. The employee selection process generally begins with a manager or boss commissioning human resources to fill a new or unfilled position. The manager must first decide what qualifications she desires in a job candidate. Review resumes and match each candidate's background to the job demands (Siop, 2012). Companies sometimes get hundreds of CVs for an ad. However, human resources may only examine a half dozen. During dreadful economic stages, a number of candidates may have an education and experience that exceed the qualifications for the job. The employment selection process may actually include a screening interview, notably if a job candidate lives out of town. Human resources will usually perform the screening interview over the telephone. A telephone interview also helps a company determine if the candidate has the necessary qualifications to warrant flying him in for an interview. The employee selection case can also
Generally when someone begins speaking about diversity in the workplace, thoughts of Affirmative Action, racial diversity, or even sexual equality are usually foremost in our thoughts. However, diversity in the workplace really is so much more than this, we must also consider aging workers, handicapped workers, those with alternative lifestyles, and even physical traits to name others (For the sake of simplification, throughout this paper these will usually be included in the term, minorities).
First, the management may be able to apportion the right resources and efforts in hiring the best and most diversified employees. Different perceptions on diversity indicate that diversity not only has benefits to an organisation but also presents several challenges, especially to the management. The different perceptions on diversity imply that managers should focus on solving diversity-associated problems to create an integrated workplace (Klarsfeld, 2016). To establish constructive diversity at the workplace, managers should institute feasible diversity-friendly policies, vision and
In week one I examined a right versus right scenario that involved the company’s diversity recruitment
When employers seek new employees, they have a variety of external recruiting methods available from which to choose. The method chosen may depend on such factors as budget, desired applicant characteristics, and type of access to potential employees in the labor market. Recruiting decisions should also consider each method’s potential for adverse impact against certain groups of employees. Adverse impact in employee recruitment or selection occurs when a hiring practice intentionally or unintentionally discriminates against a protected group (CSU-Global, 2013). To decrease the likelihood of adverse impact, employers should proactively engage in recruiting activities designed to reach a broad range of potential job applicants.
Managing workplace diversity well requires the creation of an wide-ranging environment that values and utilizes the contribution of people of different backgrounds, experiences and perspective. All organizations policies, practices and processes that impact on the lives of employees need to recognize the potential benefits that can be derived from having access to range of perspectives and to take account of these differences in managing the workplace. Work systems, organizational structures, performance appraisal measurements, recruitment and selection practices and career development opportunities all have impact on the organizational behavior upon the management of diversity.
Employment discrimination in the workplace can come in many forms such as race, gender, religion, national origin, physical or mental disability, and age by employers. This situation violates the rights of equal employment of workers. But based on the internal needs of specific occupations and discrimination should not be considered discrimination.
Work plays an important role in our daily life, it is considered much more huge part of our personal life. During our daily work we make many relationships throughout our career history. Sometimes these relationships become lasting, and sometimes employment discrimination might happen. This relationships that we thought it last could be cut off by the devastation of claims of discriminatory treatment. Discrimination in the workforce has been an issue since the first people of workers in United States in the present day and as well in the past. Some employees were subjected to a harsh working conditions, verbal abuse, denial of advancement,, and many other injustices. There was also the fact that certain employees were being treated differently than other employees.
Diversity is all around us and how organizations deal with the notion of diversity can be complex and quite diverse. We know that being diverse in the workplace is important to the organization's success, should be recognized, accepted, and embraced. It’s how the organizations live up to what they believe in and must go above and beyond legal compliance and requirements to promoting diversity and inclusion. Otherwise, employees may view the organization's vision and policies as lip service and only be tolerant of diversity because the organization said so.