While referring to the Title VII of the Civil Rights Act of 1964, it becomes clear that such conduct of FedEx is illegal and ill-moral as it noticeably breaks the law enforcement concerning the ban of changing the work conditions or expectation from the employee on the ground of his or her religious belief (Bernardin & Russel, 2013). In this light, the proposal to agree on the lower in the rank job should be seen as the obvious act of neglecting the anti-discrimination law. In addition, one should also account for the fact for Mr. Polk the dreadlocks are even more than the mere mark of the individuality but the sign of his religious worship of Rastafarianism. Therefore, the alternative to cut them is equated to the refusal from his religious practice, what turns out to be inhumane and unethical in relation to his basic freedoms and rights as the individual. …show more content…
In particular, I believe that nobody is entitled to make the person betray his or her religious beliefs only for the aim of treating all as if they are alike. One thing is that when the employee makes the mohawk hairstyle or paints his or her hair in the garish color just for the purpose of underlying the non-standard style of thinking or the belonging to the peculiar ideological group. Here, the establishment of the grooming standards may be justifiable and even reasonable in terms of the attempt at meeting the professional requirements and the business style. Meanwhile, another thing is when the haircut is the symbol of the religious expression, which demonstrates the person’s respect for the certain beliefs and practices. In this case, FedEx’s imposed grooming procedure is the unheard nonsense, which should be ceased to cease the decrease of the company’s reputation at the present-day
However, with two subsequent editions of the book, one in August 1965 and another in October 1973—each adding new chapters as the Civil Rights movement progressed—one wonders if Dr. King’s assessment still holds up, if indeed The Strange Career of Jim Crow is still the historical bible of the civil rights movement. In addition, one questions the objectivity of the book considering that it gained endorsements from figures who were promoting a cause and because Woodward had also promoted that same cause. The original edition of The Strange Career of Jim Crow had as its thesis that segregation and Jim Crow Laws were a relative late comer in race relations in the South only dating to the late 1880s and early 1890s. Also part of that thesis is that race relations in the South were not static, that a great deal of change has occurred in the dynamics of race relations. Woodward presents a clear argument that segregation in the South did not really start forming until the 1890s.
The author explains that men have the freedom to wear what they want without much meaning being read from their clothes, but for a woman every style has a meaning. In the article Deborah Tannen says “There is no woman's hair style that can be called standard, that says nothing about her” further supporting her point. The author uses the different clothing styles of three ladies in her conference meeting as examples when she tries to attribute them? to their respective personalities. However, she noticed that the men were all dressed alike because they had the freedom to. In my opinion, the author’s evaluation is restricted. Tannen did not consider the formal setting of her case study so to say.In such settings, men are often restricted to corporate outfits and a plain haircut just like the ones she observed in her male colleagues in the article (page #) . For instance, it is inappropriate for a man to go job hunting or for an interview in a pair of shorts and plain T shirt, but in a casual place like a bar he has more freedom in his choice of outfits. This example shows that men are only unmarked in certain situations and settings.
On the date May 26, 1956, two female students from Florida Agricultural and Mechanical University, Wilhelmina Jakes and Carrie Patterson, had taken a seat down in the whites only section of a segregated bus in the city of Tallahassee, Florida. When these women refused to move to the colored section at the very back of the bus, the driver had decided to pull over into a service station and call the police on them. Tallahassee police arrested them and charged them with the accusation of them placing themselves in a position to incite a riot. In the days after that immediately followed these arrests, students at the Florida Agricultural and Mechanical University organized a huge campus-wide boycott of all of the city buses. Their inspiring stand against segregation set an example and an intriguing idea that had spread to tons of Tallahassee citizens who were thinking the same things and brought a change of these segregating ways into action. Soon, news of the this boycott spread throughout the whole entire community rapidly. Reverend C.K. Steele composed the formation of an organization known as the Inter-Civic Council (ICC) to manage the logic and other events happening behind the boycott. C.K. Steele and the other leaders created the ICC because of the unfounded negative publicity surrounding the National Associat...
...s invasion outside the workplace, the limits to how much they can influence and invade personal lives become increasingly blurred. However, encouraging and offering incentives to employees to comply with this policy outside the workplace is not wrong as it would benefit the employees to do so. Having this policy inadvertently discriminates its employees based on their location, as discrimination whether direct or indirect is ethically integral to determining something as justifiable. As the process of justification is indeed like smoking, after doing it once, it becomes easier to do it again. Once it is done successfully to one case, it becomes more malleable as it can become synthesized to more and more complex and controversial cases.
Under Title VII the employer doesn’t have to resolve conflict in the way the employee wants. According to the book, the employer can discriminate against an employee for religious reasons if it causes undue hardships (490). Also if the employer finds out an employee has a conflict between their religion and employee’s policy, the employer is required to provide accommodation. If “accommodation isn’t possible, the employer can implement the policy” (490). In Clarissa’s case, the headmaster can provide any type of accommodation if it doesn’t cause undue hardship. Once accommodations have been provided to Clarissa, if she doesn’t want to comply she can leave the job. It doesn’t matter if Clarissa doesn’t like the way the headmaster implements the accommodations, as long as the headmaster provides accommodations.
According to Michael – even after the recent corrupted scandals within business organizations resulting in regulators making things more complicated by addressing the situation by adding more laws and regulations, little attention has been given to how the nature, and not the substance of new rules may or may not affect the ethical decision-making process
11). Because Dumas provides a specific example of discrimination in the workforce, it helps her argument feel more concrete. She disproves everyone in denial of bigotry in America by pointing out that she has experienced it in her own life. Additionally, Dumas shares an anecdote about a receptionist calling her in for blood work as “Fritzy” and then again as “Fritzy, Fritzy Dumbass” when she refuses to respond to the mispronunciation (para. 15). The receptionist’s arrogance led her to believe that because Dumas had a foreign name, and possibly was not fluent in English, that she was unintelligent. It is like saying a Picasso is worthless because it was not painted in America. Dumas illustrates that disrespect for her name’s heritage is unavoidable, even in a professional environment like a doctor’s office. She wants those who hold the same mindset as the receptionist to understand that their steely remarks are like thousands of paper cuts that together form a deep
The article “Faith in the workplace”, featured in The Economist, is about a new admonition that came up last month from America’s Equal Employment Opportunity Commission which stated that last year there were 3, 721 religious discrimination cases in the workforce, which makes the year 2013 with the most amount of religious discrimination cases. Therefore they enforced a law, because it’s a human right for firms to respect their workers and provide them with religious needs, that all the bosses and managers of the Western part of the world, must respect and have to allow their employees to display their religious faiths and beliefs and let them practice it while at work, for example: letting Muslim women wearing their Hijab (head scarf), letting people celebrate their special holidays. That is why all Business firms and companies have changed their rules in order to meet employee’s expectations such Abercrombie Fitch, because if they don’t meet their expectations and discriminate them they will have suffer from lawsuits and so on.
Recently you have received a letter from Martin Luther King Jr. entitled “Letter from Birmingham Jail.” In Dr. King’s letter he illustrates the motives and reasoning for the extremist action of the Civil Rights movement throughout the 1960’s. In the course of Dr. King’s letter to you, he uses rhetorical questioning and logistical reasoning, imagery and metaphors, and many other rhetorical devices to broaden your perspectives. I am writing this analysis in hopes you might reconsider the current stance you have taken up regarding the issues at hand.
However, for the accusing of the religious discrimination, employers may have a lot to say. The key point of this case is that the employers don’t know about Kareem’s religion and his religious practices need. In this case, Kareem claims the employer’s failure to reasonably accommodate religion. To establish a prima facie case, he has to show three following things. The first is the existence of the conflict between his religious practices and an employment requirement. Secondly, he should ensure that the employer really know about his religious
There have been various instances of unethical practices in the business sector. Many policies have been put in place to curb the problem of unethical behavior. Despite the continuous efforts businesses still suffer from unethical practices. This paper is to establish the reasons for consistent unethical behaviors despite the many policies that have been put in place to solve the problem. The paper focuses on behavioral ethics. The proponents of behavioral ethics believe that in many instances, some people make unethical judgments unconsciously. This paper examines the instances of involuntary unethical behavior and their possible remedies. The paper concludes by recommending that the policy makers should always consider the effect of behavioral
This paper will argue that to be a Black woman with natural hair, is deviant in the eyes of white culture. Natural hair is regarded as unkempt, unclean, and unprofessional (Thompson 2009). American society seeks to demonize the hair of Black women because natural hair disregards Eurocentric beauty standards (Robinson 2011). To rebel and wear one’s hair naturally comes with a price - especially in the workplace and school environment - because there are discriminatory dress-codes that prevent Black women from meeting institutional requirements (Klein 2013). Black women face discrimination for their natural hair due to the power imbalance of white men in work and educational structures.
Analyze Federal Express’s value creation frontier, and determine which of the four building blocks of competitive advantage the company needs in order to continue to maintain above-average profitability. Provide a rationale to support the response.
For as long as anyone can remember, people and have been judge and have judged others on various things including appearance. Appearance says a lot who we are individually as well as collectively. Contrary to what people believe, how we dress or present ourselves conveys who we are and how we may be, regardless of whether it is correct or not. Appearance can be equally important as knowledge in the field when it comes to the workplace. Every day we are told to dress the part, to convey the proper message but what part are we exactly dressing for and what are we trying to convey? This idea is commonly confusing as jobs nowadays are now becoming more lenient with what is tolerated or acceptable for dress codes in the workplace. Things that were once never seen the workplace (like cleavage/chest, stomach, thighs, underwear, tattoos, piercings, hair styles, and unnatural hair colors) are now being seen in workplaces (Gavzer, 2008). But what do they convey? Do they really reflect the ideas of the company’s mission statement? Unlikely; but as of right now it seems as if these acceptances are here to stay for a while.