Equal Employment Opportunity (EEO) and Affirmative Action (AA) are not required in today's evolved organizational climate. EEO and AA enforce quotas on organizations that must be met during the hiring process, thus requiring them to hire unqualified people. Evaluate this statement. Do you agree or disagree? Explain.
Discussion on Equal Employment Opportunity and Affirmative Action
Affirmative action refers to a policy that is designed to encourage equal employment opportunity to level the playing field for the groups that had initially being discriminated against. I do not agree with the statement that Equal Employment Opportunity and Affirmative Action are not required in today’s evolved organizational climate and secondly that they led to the hire of unqualified persons.
Affirmative Action has more gains as it aimed at eliminating racial imbalance in hiring policies thus a key tool in today’s organizational structure.Affirmative action and equal employment opportunities do not lead to the hiring of unqualified personnel as it is considered critical in ensuring that jobs are equally and genuinely accessible to qualified personnel without the regard of their racial, sexual or even ethnic characteristics. Also, employees tend to hire persons with the right qualification and are suited for the jobs.
Equal Employment Opportunity (EEO) and Affirmative Action (AA) are not required in today's evolved organizational climate....
Diversity Management Moving beyond equal employment opportunity and affirmative action laws, diversity management has increasingly become a hot issue in the corporate world. Top management commitment towards valuing diversity and HR managers’ role in developing an organizational culture which supports and nurtures diversity are the key drivers of effective diversity management. Diversity management is at the heart of various HR practices and policies (Shen et al., 2009) like recruitment, selection, placement, succession planning, training, performance management, rewards, etc. Answer the...
Local 28, Sheet Metal Workers v. EEOC 478 U.S. 421 (1986) The union and its apprenticeship committee were found guilty of discrimination against Hispanics and African-Americans and were ordered to remedy the violations. They were found numerous times to be in contempt of the court’s order, and after 18 years the court eventually imposed fines and an affirmative action plan as a remedy. The plan included benefits to persons not members of the union. The Supreme Court held the remedies...