It has been over a century, but negative gender stereotypes are still an issue that plagues the careers of many women. Gender discrimination is a global phenomenon and there are few effective steps taken in order to solve this problem (Kline, 2005)
Gender Discrimination in the Recruitment Process Gender discrimination in a human resource context refers to the factoring of an individual's gender in the decision-making process of recruitment, selection, appraisal and compensation. It is commonplace in both Asian and Western societies for men to be chosen for more lucrative designations and higher salaries than women (Atkinson, 1997)
Conversely, there are many cases which point towards reverse discrimination, with men complaining that the women in their firm receive greater favours and are treated more leniently -- a phenomenon perhaps in line with their stereotypical role as the "fairer sex." Over the years, there have been various laws and regulations internationally that govern the rights of an individual within a business (Warneryd, 1994)
Organisations are responsible if their methodologies of testing and screening in recruitment are found to be discriminatory or if application forms regarding the employment seek information which is meant to screen for gender preference. A strong indicator that a company engages in a gender discriminatory practices can be derived from a comparison of recruited personnel and their qualifications (Oliverio, 1999)
" There are two main classes of sexual harassment found in the workplace today, given different names in different cultures according to their laws and regulations. The first form of sexual harassment is the this-for-that exchange in which higher ranking managers offers their opposite sexed employee of lower rank a benefit such as a promotion or a rise in designation, authority or salary, or even threats to disassociate with the current benefits, upcoming benefits or disassociate with the job completely unless sexual favors are provided to the higher rank official (Hoffman, 1990)
It happens when a personnel or a group of personnel of the firm repeatedly and routinely make inappropriate comments, gestures, noises as well as making undesired sexual advancement or using sex in such a degree and manner that the overall actions disturbs the target personnel's abilities to perform her routine tasks, feels highly and thoroughly intimidated or, in some cases, threatened in the working environment. Laws, rules and regulations imposed by governments throughout the world assist in protecting the rights of employees (Williams, 1992)
"It is a practice which deeply affects the image of the company as new personnel who want to apply for job would look at this factor with a close eye and judge the organization greatly from this point-of-view." (Sims, 2003)
Measures to End Discrimination There are many methods by which employees of any organization can stop gender discrimination or any forms of it from happening at all from the first instance at the workplace, some of these steps are as follows: "The personnel of any department of any organization should adopt the policy of zero tolerance at any sort of action which is considered as discrimination." (Costa, 1998)
Kantian model of ethical evaluation "The Kantian model of ethical evaluation teaches us that in any sort of environment, either official or any other, we mush prohibit from certain types of actions." (Baron, 1995)
"This made them more attractive in appearance as compared to the male employee and as a result, they often got more customers than their male counterpart." (Ridder, 1994)
"When the case was taken to the courts, it was decided by the law that this is not the case here, so the judgment came in favor of the male employee who filed the complaint. " (Bobbin, 1996) Other cases Like the cases mentioned above involving male employees being discriminated in favor of the female counterparts, there are also many cases where discrimination is observed involving the cases of same-sex harassment
The practice is highly unethical because it allows the individuals involved to profit in the process of causing significant harm to other stakeholders: the shareholders of the companies left with worthless stock, employees of both companies not involved, and the general public, by depriving licenses to companies legitimately interested in pursuing a business model based on telecom licenses. The government officials involved violated their fiduciary duties (Halbert & Ingulli, 2009) to the general public and to the national government
Therefore, the best approach to reducing the risk of this type of unethical conduct would be to make sure that penal laws and civil liability laws impose severe enough penalties to deter those inclined to this type of unethical practice so that the risks of the consequences outweigh the possible benefits or financial profit associated with those practices. Payroll Manager Embezzlement A female external operations manager of a UAE company was charged with having embezzled millions of dollars from corporate accounts in connection with her payroll responsibilities that gave her access and control over those funds (Kumar, 2008)
Ideally, those levels of oversight should include formal protocols and individual responsibility for oversights at every level because that promotes conscientious compliance (Svensson & Wood, 2008). Employee Charged with Pilfering Recharge Cards Throughout most of 2009, a 26-year-old Syrian sales executive perpetrated fraud by embezzling funds from his employer (Nammour, 2011)
Business Ethics Issues A Company's Scandal in India Telecom rights are a valuable asset that is typically strictly controlled by national governments. Currently, the Telecom Regulatory Authority of India (TRAI) has been engaged in investigating and prosecuting the unauthorized sale of telecommunications licenses in connection with the illegal practice of bribery in the selling of licenses to entities that were not rightfully eligible for those licenses (Sahota, 2012)
Therefore, the best course of action would be to install oversight mechanisms and protocols capable of detecting payroll theft immediately instead of relying so long on the expectation that employees with access and control of substantial funds will necessarily adhere to fundamental ethical and legal business practices. Typical examples of solutions that could be implemented in the future to prevent this vulnerability would be departmental audits and deliberately redundant levels of immediate oversight (Svensson & Wood, 2008)
Direct Effects of Corruption on Politics and the Economy Government corruption in Europe and countries has had many effects on the economy and political development. Political development refers to many different things, including the administrative and legal systems developed in a country as well as the government structure and processes (Nye, 1967)
these resources might include public investment (Voskanyan, 2000). In addition the infrastructure of countries that have politically and economically corrupt governments tend to be poorly structured (Tanzi & Davoodi, 1997)
It is considered one of the oldest problems facing human societies and governments since the dawn of time. Though it has been defined in many different ways, the most explicit definition of corruption describes it as "a general disease of body politics, public exploitation and abuse of public office for private gain" (Voskanyan, 2000:6)
Conflicts of interest may not always be clear-cut, so if you have a question, you should consult with a member of management or the Compliance Officer. Any employee, officer or director who becomes aware of a conflict or potential conflict should bring it to the attention of a supervisor, corporate officer or the Compliance Officer (Durect, 2012, p