Employee testing and selection plays a very critical role during the hiring process for employers. If not given the proper attention and over looked, employee selection can open the floodgates to underqualified or unqualified new hires. As sales rep mentor at my company I consistently train new employees, I stay busy training partially because we are growing but mostly because we have a fairly hire turnover rate. The testing my company currently has in place for certain positions is either nonexistent or in need of a major overhaul. My organization needs to recognize the high turnover rates for certain departments and positions and decide whether it is ethical to have an applicant test during the screening process and if that testing will create a more diverse workplace. I think it is ethical that race and gender plays a role when a organization makes an employment decision.
Organizations are faced with many questions and must consider a variety of factors when dealing with diversity and employee selection. In order for my current organization to grow and be successful we need to be diverse in our employee selection. Some might question if it is ethical to ensure the selection of both men and women and have diverse backgrounds. People may argue than you may start to discriminate but I disagree. There are laws in place now that will not allow an organization to discriminate against others.
Age is a perfect example of being ethical while making diverse decisions. My organization is in the sales, service and distribution industry. We need different types of people to perform different types of jobs. Our sales and customer service representatives must be able to handle upset customers and also be proficient in many thing...
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...pany doesn’t want to have any Hispanics working for the company then they are not being fair and this may cause problems in the future for allowing this to happen.
Everyone at some point in their working career is going to be faced with making ethical decisions. It is important to analyze the situation and decide how the decision will impact you, your organization and society. Maintaining a diverse work force minimizes the risk of violating Affirmative Action or Equal Employment Opportunity mandates. Diversity should not just be seen as a difference in race, creed, color or minority status but should be seen as a wide array of assorted knowledge, experiences and backgrounds that can help a company reach their goals.
Works Cited
Aamondt, M. (2013). Industrial/ Organizational Psychology: An Applied Approach (7th Edition). Belmont, CA: Wadsworth Cengage Learning.
one of the points in the act is ‘An employee asked to work on a Sunday
In my opinion, it is important for private and public organizations to adopt and implement programs and laws to overcome the challenges in a diverse work environment. One of the laws that organizations follow are Equal Employment Opportunity Act of 1972. Equal Employment Act of 1972 prohibits discrimination of employment on the basis of race, color, nation, origin, sex, religion, age, disability, political , beliefs , and marital status. Another law that
Diversity is a composite of racial, gender, ethnic, nation origin, cultural, attitudinal, social-economic, and personal differences. With the many legal implications and issues surrounding every aspect of the Human Resource function, the human Resource department must be prepared to resolve issues in a timely and cost efficient manner. With the saturation of laws surrounding personnel, nearly every decision made by the Human Resource Department has the potential for legal suits. Even if the Human Resource department has done everything that is required of them, it can still be costly to defend it. That is why supervisors, managers and workers must be trained on managing diversity in the workplace.
pp. 146-170. Kreitner, R., & Kinicki, A., (2004). Organizational Behavior (6th ed.). New York: McGraw-Hill/Irwin.
Mullins, L. J. (2005). Management and organizational behavior (7th ed.). Harlow, England: Prentice Hall/Financial Times.
McShane, Steven L.; Von-Glinow, Mary Ann: Organizational Behavior 6th Ed. Copyright 2013. McGraw-Hill Irwin. New York, NY.
Living in a country where it was founded by immigrants, diversity is everywhere you go especially in the workplace. There are many types of diversity; ethnicity, gender, religion and age just to name a few. Working in a diverse organization it can give you a taste of the real world, and what you will deal with wherever you go. There is so much diversity in the world today so it is a benefit to experience it in the workplace as well. You are given the chance to learn so many things from different cultures, why wouldn't you want to work in a diverse organization?
Conte, J., Landy, F. (2010). Work in the 21 Century: An introduction to industrial and organizational psychology (3rd ed). USA: Wiley and Blackwell Publishings
Ivancevich, J., Konopaske, R. & Matteson, M. (2011). Organizational Behavior and Management. NewYork, NY: McGraw Hill.
Levy, Paul E. Industrial Organizational Psychology. New York: Worth, 2013. Print. The. Laird, Dugan, Sharon S. Naquin, and Elwood F. Holton.
middle of paper ... ... Cherry, Kendra. What Is Industrial Organizational Psychology? About.com - Psychology. About.com, 13 Feb. 2014.
Workplace diversity refers to having a variety of different types of people working together within a place of business. Employee gender, race, religion, sexual preference, physical appearance, family or marital status, education, culture, personality, or tenure establishes diversity in the workplace. Diversity is rapidly becoming a very important necessity in today’s business world. Diversity not only involves how people perceive themselves, but how they perceive others. Those perceptions affect their interactions. For a wide assortment of employees to function effectively as an organization, human resource professionals need to deal effectively with issues such as communication, adaptability and change. Diversity will increase significantly in the coming years. Successful organizations recognize the need for immediate action and are ready and willing to spend resources on managing diversity in the workplace now (UCSF)
...tly creating an internal racial divide, and giving off a sense of superficial diversity. Organizations can overcome these challenges by administering a company wide survey to collect the thoughts of the employees and by giving the employees a means for anonymous opinion sharing during meetings. The challenges of implementing a diverse workforce structure more than outweigh the problems that arise from a racist and sexist organization. It is necessary for companies in our society to be diverse, and for that reason, overcoming the challenges that occur is something that organizations simply have to deal with. In my personal experience, working for companies that are diverse in their culture are immensely more successful. Having unique insights from males, females, African-Americans and whites lead to the most collaborative and successful organizations in the country.
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.
Companies need to focus on diversity and look for ways to become totally inclusive organizations because diversity has the potential of harvesting greater productivity and competitive advantages. Managing and valuing diversity is a key component of effective human resource management, which can improve workplace productivity.