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
This paper points to themes and issues regarding the importance of ethical business practices, and to themes vis-a-vis corporate social responsibility. Ethical Business / Leadership Themes in Peer-Reviewed Articles "Addressing Possible Conflicts of Ethical Management" -- this article by John Bringinshaw posits that businesses should provide updates to the public and stakeholders not just on the profits, but on the impact that the company's economic performance has had on the environment and on society (Bringinshaw, 2006)
"Leadership and Business Ethics: Does it Matter?" This article was published well before the Enron and WorldCom scandals, but the points made are germane to this post-Enron era. To wit: a) Ethical behavior goes well beyond what is legal or profitable; b) leadership is responsible to conform to ethical standards; c) leadership at two levels must hold ethical values high as a priority (executive management and departmental management are equally obliged to be ethical and theory and practice) (Minkes, 1999, p
"The Link Between Management Behavior and Ethical Philosophy in the Wake of the Enron Convictions." Author Shane Premeaux posits that while the high-visibility scandals in business (notably Enron's messiness) did not "really impact actual ethical behavior much," but the jail sentences handed down to Enron's executives seemed to make enough of an impression to begin to change attitudes (Premeaux, 2009, 13)
This adds up to death that is put on demand. Nonetheless even if we came to the agreement with the autonomy argument, being tolerant of that person should be allowed to select death on demand, with conviction such a choice would require some kind of competence, informed permission, and voluntariness (Dolan, M
To be truthfully autonomous, an individual choice has got be rational, fully-knowledgeable, and easily made. Are people that are terminally=ill really in a state of mind to even make such a choice? Most would argue not, bearing in mind that their mental capability is affected by fundamental illnesses in 75% of cases, and that emotional capability is often affected by a preliminary, but revocable, stage of suicidal depression (Gostin, L
In this case, the defense is using this approach to protect their client against possible prosecution. (Larson, 2000) To force the woman to start talking, the police should: arrest, book and charge her with the same kind of offenses as her boyfriend
To protect him, they are taking a preemptive strike by seeing if the state will be willing to accept some kind of plea deal (in exchange for the drug king pen's immunity). (Rhodes, 1979, pp
The managers should be trained by companies to resolve an ethical dilemma. It's impossible to train managers with respect to all ethical circumstances as sometimes managers have to solve situations falling outside codes of conduct (Chunhua & Yihan, n
Apart from that, one must remember that existence of Code of Conduct charter can't ensure its applicability, therefore constant monitoring is necessary to facilitate its adherence. These practices can be put into effect: An organization survey must be conducted in order to assess the employee's comprehension and allegiance to business ethics code Audit the practices from time to time being followed by contrasting them against the standard policy document (Jaspal, 2010)