MGT501 - Human Resource Management Assignment # 2 Solution and Discussion Spring 2013
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MGT501 - Human Resource Management Assignment # 2 Solution and Discussion Spring 2013
by Victoria333 Sat Jun 22, 2013 1:47 pm
SEMESTER SPRING 2013
HUMAN RESOURCE MANAGEMENT
ASSIGNMENT NO. 02
DUE DATE: 20th
JUNE 2013
MARKS: 30
TOPIC: Equal Employment Opportunity and Affirmative Action
LEARNING OBJECTIVES:
To help the students practically understand difference between Equal
Employment Opportunity and Affirmative Action; and the use of Equal
Employment Opportunity and Affirmative Action.
BACKGROUND:
Racial/ethnic minorities, women and persons with disabilities had been a
victim of unequal access to the benefits that an organization offered. There was
a need to develop some laws in order to provide everyone with equal
opportunity to enjoy these benefits based solely on qualification, thus Equal
Employment Opportunity Laws were developed. But discrimination that has
taken roots over the years could only be treated by implementing the laws in
their true letter and spirit and by devising policies towards corrective action,
thus Affirmative Action (AA) was developed. Although it does not guarantee
equality but if equality actually exists, it must be shown by equal representation
of minorities in the workforce.
Most organizations who claim to be Equal Opportunity Employer mention
while giving a job vacancy advertisement that they abide by EEO laws, or are
taking Affirmative Action. Different strategies for taking Affirmative Action
can be applied, including Good Faith Effort Strategy and Quota Strategy.
Good Faith Effort Strategy:
This strategy focuses on changing those practices which have contributed to
excluding or underutilizing the minority groups or females. Corrective actions
may include placing advertisements where they can reach target groups, supporting services in favor of women such as day care and flexible working
hours, and establishing a training program in order to enable minority group
members to compete for entry-level jobs.
Quota Strategy:
This strategy attempts to eliminate obstacles in the way of minorities. Results
are achieved through hiring and promotion restrictions. With quota strategy,
“desirable” hiring goals are achieved by specifying quotas for specific minority
group.
TASK TO BE PERFORMED:
You are required to search 2 job advertisements in any newspaper. One
advertisement should show the organization’s EEO Compliance and the other
should include Affirmative Action (either Good Faith Effort Strategy/ Quota
strategy).
You are required to copy the advertisements from any e-newspaper and paste
in Word file of your assignment. Also give justification pertaining to why you
have identified the specific advertisements as based on EEO compliance or
Affirmative Action on the same file without giving irrelevant details. Also
provide the web-link with the name and date of the e-newspaper which you
have used.
IMPORTANT:
24 hours extra / grace period after the due date is usually available to overcome
uploading difficulties. This extra time should only be used to meet the
emergencies and above mentioned due dates should always be treated as final
to avoid any inconvenience.
SOLUTION GUIDELINES:
For a detailed discussion of the topic Equal Employment Opportunity and
Affirmative Action, it will be helpful to carefully read Lesson # 8 and watch its
video lectures. You can also read Lesson # 11 to see the legal background of
EEO.
Name, date and web-link of the source e-newspaper MUST be
mentioned.
DEADLINE:
Make sure to upload the solution file before the due date on VULMS.
Any submission made via email after the due date will not be accepted.
FORMATTING GUIDELINES:
Use the font style “Times New Roman” or “Arial” and font size “12”.
It is advised to compose your document in MS-Word format.
You may also compose your assignment in Open Office format.
Use black and blue font colors only.
Be specific and to-the-point.
HUMAN RESOURCE MANAGEMENT
ASSIGNMENT NO. 02
DUE DATE: 20th
JUNE 2013
MARKS: 30
TOPIC: Equal Employment Opportunity and Affirmative Action
LEARNING OBJECTIVES:
To help the students practically understand difference between Equal
Employment Opportunity and Affirmative Action; and the use of Equal
Employment Opportunity and Affirmative Action.
BACKGROUND:
Racial/ethnic minorities, women and persons with disabilities had been a
victim of unequal access to the benefits that an organization offered. There was
a need to develop some laws in order to provide everyone with equal
opportunity to enjoy these benefits based solely on qualification, thus Equal
Employment Opportunity Laws were developed. But discrimination that has
taken roots over the years could only be treated by implementing the laws in
their true letter and spirit and by devising policies towards corrective action,
thus Affirmative Action (AA) was developed. Although it does not guarantee
equality but if equality actually exists, it must be shown by equal representation
of minorities in the workforce.
Most organizations who claim to be Equal Opportunity Employer mention
while giving a job vacancy advertisement that they abide by EEO laws, or are
taking Affirmative Action. Different strategies for taking Affirmative Action
can be applied, including Good Faith Effort Strategy and Quota Strategy.
Good Faith Effort Strategy:
This strategy focuses on changing those practices which have contributed to
excluding or underutilizing the minority groups or females. Corrective actions
may include placing advertisements where they can reach target groups, supporting services in favor of women such as day care and flexible working
hours, and establishing a training program in order to enable minority group
members to compete for entry-level jobs.
Quota Strategy:
This strategy attempts to eliminate obstacles in the way of minorities. Results
are achieved through hiring and promotion restrictions. With quota strategy,
“desirable” hiring goals are achieved by specifying quotas for specific minority
group.
TASK TO BE PERFORMED:
You are required to search 2 job advertisements in any newspaper. One
advertisement should show the organization’s EEO Compliance and the other
should include Affirmative Action (either Good Faith Effort Strategy/ Quota
strategy).
You are required to copy the advertisements from any e-newspaper and paste
in Word file of your assignment. Also give justification pertaining to why you
have identified the specific advertisements as based on EEO compliance or
Affirmative Action on the same file without giving irrelevant details. Also
provide the web-link with the name and date of the e-newspaper which you
have used.
IMPORTANT:
24 hours extra / grace period after the due date is usually available to overcome
uploading difficulties. This extra time should only be used to meet the
emergencies and above mentioned due dates should always be treated as final
to avoid any inconvenience.
SOLUTION GUIDELINES:
For a detailed discussion of the topic Equal Employment Opportunity and
Affirmative Action, it will be helpful to carefully read Lesson # 8 and watch its
video lectures. You can also read Lesson # 11 to see the legal background of
EEO.
Name, date and web-link of the source e-newspaper MUST be
mentioned.
DEADLINE:
Make sure to upload the solution file before the due date on VULMS.
Any submission made via email after the due date will not be accepted.
FORMATTING GUIDELINES:
Use the font style “Times New Roman” or “Arial” and font size “12”.
It is advised to compose your document in MS-Word format.
You may also compose your assignment in Open Office format.
Use black and blue font colors only.
Be specific and to-the-point.
Victoria333- Monstars
-
Posts : 267
Join date : 2013-05-12
Age : 34
Location : Victoria
Re: MGT501 - Human Resource Management Assignment # 2 Solution and Discussion Spring 2013
by Victoria333 Sat Jun 22, 2013 1:47 pm
What is Equal Employment Opportunity and Affirmative Action?
Answer:
Many of us have heard of the terms Equal Employment Opportunity and Affirmative Action. But how many of us truly understand the principles of EEO and AA and why they exist. Perhaps there are those who think that EEO and AA mean the same.
Equal Employment Opportunity prohibits discrimination against anyone. It attempts to ensure that all applicants, males-females and all races have a fair opportunity in a hiring process, in competing for promotions, and equal access to training/professional development opportunities.
As for Affirmative Action, it is a remedy to address past practices of discrimination. Affirmative Action was designed to level the playing field for females, individuals with disabilities and minorities. The minorities group includes Blacks, Hispanics, Asians and American Native Indians.
Affirmative Action does not mean that managers are expected to hire unqualified applicants. Additionally, Affirmative Action quotas are not automatic. The implementation of quotas must be ordered by a court of law. A true quota situation has rarely occurred across the United States. Affirmative Action is usually implemented as a voluntary goal oriented program.
In all hiring situations, EEO principles should be applied to every vacancy being filled. Remember, while there is a difference between EEO and AA, they do have one thing in common: they are both about fairness!
Answer:
Many of us have heard of the terms Equal Employment Opportunity and Affirmative Action. But how many of us truly understand the principles of EEO and AA and why they exist. Perhaps there are those who think that EEO and AA mean the same.
Equal Employment Opportunity prohibits discrimination against anyone. It attempts to ensure that all applicants, males-females and all races have a fair opportunity in a hiring process, in competing for promotions, and equal access to training/professional development opportunities.
As for Affirmative Action, it is a remedy to address past practices of discrimination. Affirmative Action was designed to level the playing field for females, individuals with disabilities and minorities. The minorities group includes Blacks, Hispanics, Asians and American Native Indians.
Affirmative Action does not mean that managers are expected to hire unqualified applicants. Additionally, Affirmative Action quotas are not automatic. The implementation of quotas must be ordered by a court of law. A true quota situation has rarely occurred across the United States. Affirmative Action is usually implemented as a voluntary goal oriented program.
In all hiring situations, EEO principles should be applied to every vacancy being filled. Remember, while there is a difference between EEO and AA, they do have one thing in common: they are both about fairness!
Victoria333- Monstars
-
Posts : 267
Join date : 2013-05-12
Age : 34
Location : Victoria
Re: MGT501 - Human Resource Management Assignment # 2 Solution and Discussion Spring 2013
by Victoria333 Sat Jun 22, 2013 1:48 pm
Difference Between Equal Employment Opportunity and Affirmative Action
Both the Equal Employment Opportunity and Affirmative Action are workplace policies that seek to reduce discrimination in business. The United States federal government instituted both programs in an effort to encourage diversity in corporate hiring and promotion. However, the programs differ in their goals, requirements and administration methods.
Equal Employment Opportunity
The Equal Employment Opportunity law requires that employers evaluate all job applicants fairly, without using their race, ethnicity, sex, age, religion or physical disability as a means for discrimination against them. Once a worker is hired, the Equal Employment Opportunity Act also mandates that employers extend job training and promotions equally to him, regardless of any physical differences or personal beliefs he may possess.
Affirmative Action
Affirmative Action is a proactive method of hiring that encourages employers to seek out members of historically oppressed groups, including individuals of minority races and women, for qualified positions in their companies. In this way, Affirmative Action is a more direct way of ensuring diversity than the Equal Employment Opportunity law. Corporations that participate in Affirmative Action may also provide specialized training and assistance to help women and minorities work up to management roles.
Equal Employment Opportunity Enforcement
The Equal Employment Opportunity Commission, or EEOC, enforces the Equal Employment Opportunity in workplaces across the United States. This law applies to most companies that employ at least 15 people. When an employee makes an accusation of discrimination, the EEOC conducts an investigation and may either negotiate a settlement or, in cases of egregious conduct, file a lawsuit against the company.
Administration of Affirmative Action
Unlike the Equal Employment Opportunity, all employers are not legally obligated to promote Affirmative Action. The United States Department of Labor requires that its federal contractors and subcontractors participate in the Affirmative Action program each year. Inside the Department, the Office of Federal Contract Compliance Programs enforces the program's policies for participating contractors.
Both the Equal Employment Opportunity and Affirmative Action are workplace policies that seek to reduce discrimination in business. The United States federal government instituted both programs in an effort to encourage diversity in corporate hiring and promotion. However, the programs differ in their goals, requirements and administration methods.
Equal Employment Opportunity
The Equal Employment Opportunity law requires that employers evaluate all job applicants fairly, without using their race, ethnicity, sex, age, religion or physical disability as a means for discrimination against them. Once a worker is hired, the Equal Employment Opportunity Act also mandates that employers extend job training and promotions equally to him, regardless of any physical differences or personal beliefs he may possess.
Affirmative Action
Affirmative Action is a proactive method of hiring that encourages employers to seek out members of historically oppressed groups, including individuals of minority races and women, for qualified positions in their companies. In this way, Affirmative Action is a more direct way of ensuring diversity than the Equal Employment Opportunity law. Corporations that participate in Affirmative Action may also provide specialized training and assistance to help women and minorities work up to management roles.
Equal Employment Opportunity Enforcement
The Equal Employment Opportunity Commission, or EEOC, enforces the Equal Employment Opportunity in workplaces across the United States. This law applies to most companies that employ at least 15 people. When an employee makes an accusation of discrimination, the EEOC conducts an investigation and may either negotiate a settlement or, in cases of egregious conduct, file a lawsuit against the company.
Administration of Affirmative Action
Unlike the Equal Employment Opportunity, all employers are not legally obligated to promote Affirmative Action. The United States Department of Labor requires that its federal contractors and subcontractors participate in the Affirmative Action program each year. Inside the Department, the Office of Federal Contract Compliance Programs enforces the program's policies for participating contractors.
Victoria333- Monstars
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Posts : 267
Join date : 2013-05-12
Age : 34
Location : Victoria
Re: MGT501 - Human Resource Management Assignment # 2 Solution and Discussion Spring 2013
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