HRM 635 Topic 8 DQ 2
Grand Canyon University HRM 635 Topic 8 DQ 2-Step-By-Step Guide
This guide will demonstrate how to complete the HRM 635 Topic 8 DQ 2 assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.
How to Research and Prepare for HRM 635 Topic 8 DQ 2
Whether one passes or fails an academic assignment such as the Grand Canyon University HRM 635 Topic 8 DQ 2 depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.
After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.
How to Write the Introduction for HRM 635 Topic 8 DQ 2
The introduction for the Grand Canyon University HRM 635 Topic 8 DQ 2 is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.
How to Write the Body for HRM 635 Topic 8 DQ 2
After the introduction, move into the main part of the HRM 635 Topic 8 DQ 2 assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.
Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.
How to Write the Conclusion for HRM 635 Topic 8 DQ 2
After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.
How to Format the References List for HRM 635 Topic 8 DQ 2
The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.
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DQ Equal Employment Opportunity (EEO) and Affirmative Action (AA) are not required in today’s evolved organizational climate
REPLY TO DISCUSSION
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Replies to Latrice Hatch
“Organizational climate is an important determinant of both individual outcomes such as job satisfaction and organizational commitment and organizational outcomes such as sales performance and customer satisfaction. Climate, defined as the collective perceptions by members of organizational policies and practices is commonly measured through the use of surveys.” (Thompson & Siciliano, 2021) An organizational climate can yield information regarding employees motivation, attitudes, and job performance.
I disagree with the statement stating that EEO and AA enforce quotas on organizations that must be met during the hiring process , thus hiring unqualified applicants. “Equal Employment Opportunity Commission is an independent federal agency that promotes equal opportunity in employment through administrative and judicial enforcement of the federal civil rights laws and through education and technical assistance.” ( U. S. Department of Labor, 2022) Applicants and employees of most private employers, state and local governments, educational institutions, employment agencies and labor organizations may be assisted by the EEOC.
“Affirmative action” means positive steps taken to increase the representation of women and minorities in areas of employment, education, and culture from which they have been historically excluded.” (Stanford Encyclopedia of Philosophy, 2022) My reasoning for disagreeing is that every organization has the right to post job announcements with qualifications. If an applicant does not have the qualifications then they do not qualify for the positions. It is that simple. I do not believe that any law should force a company to hire someone that is not qualified. The law is in place to enforce when someone is discriminated upon based on age, sex, religion, culture, etc. If an applicant is not qualified they are simply not qualified for the position. However, the organization should be able to justify why the applicant is not qualified. For example, if the applicant does not meet requirements for education or experience then it is understandable, but if discriminated based on age, sex, or color then EEO and AA should be involved.
Affirmative Action. (2022). Stanford Encyclopedia of Philosophy. http://platostanford.edu
Thompson, J. R., & Siciliano, M. D. (2021). The “levels” problem in assessing organizational climate: Evidence from the Federal Employee Viewpoint Survey. Public Personnel Management, 50(1), 133–156. https://doi-org.lopes.idm.oclc.org/10.1177/0091026020917710
Equal Employment Opportunity. (2022). U. S. Department of Labor. http://dol.gov
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Latrice- Great thoughts. Keep in mind that the purpose of each of these laws/regulations differ in their goals. EEO seeks to prevent discrimination on the basis of race, ethnicity, gender, age, religion or physical disability. Where as AA seeks to proactively seek out and give preference in hiring to members of historically discriminated groups such as minorities or women, for example.
That is why some claim it creates an advantage. In instances where all factors are the same in Candidate A and Candidate B, preference must be given if the candidate is a woman or a minority. Right or wrong is the ethical question for us all to ponder, but I
want everyone to understand why some claim that it gives an advantage. For example, in recent 2009 litigation involving New Haven, Connecticut fire department, applicants for promotion were passed over even though they scored higher on the promotion exams than some minority applicants who scored lower but received the promotions. The leaders of the department were actually trying to uphold EEO and AA laws and that’s why they made their promotion decision. The Supreme Court ruled in favor of the applicants that brought the suit in this case. More cases like this are being brought up in court today and will probably increase in years to come.
Do you think more cases like this have the potential to change AA laws over time?
Click here to ORDER an A++ paper from our MASTERS and DOCTORATE WRITERS: DQ: Equal Employment Opportunity (EEO) and Affirmative Action (AA) are not required in today’s evolved organizational climate
Equal employment opportunity (EEO) means freedom from discrimination based on protected classes such as race, color, sex, national origin, religion, age, disability or genetic information. EEO rights are guaranteed by federal and state fair employment laws and are enforced by the Equal Employment Opportunity Commission (EEOC) and its state counterparts.
Affirmative action plans (AAPs) define an employer’s standard for proactively recruiting, hiring and promoting women, minorities, disabled individuals and veterans. Affirmative action is deemed a moral and social obligation to amend historical wrongs and eliminate the present effects of past discrimination. AAPs include numerical measures with the intent of increasing the representation of minorities. Federal contractors above certain dollar limits are required to institute AAPs, and the Office of Federal Contract Compliance Programs is charged with enforcing contractor affirmative action mandates. Without violating Title VII of the Civil Rights Act of 1964, other employers may institute voluntary AAPs to remedy past discrimination if certain conditions are met.
Diversity initiatives are goals devised to measure acceptance of minorities by embracing cultural differences within the workplace. Diversity initiatives are twofold: valuing diversity and managing diversity. The value of diversity is achieved through awareness, education and positive recognition of the qualities, experiences and work styles that make individuals unique (e.g., age, race, religion, disability, ethnicity) within the workplace. The management of diversity expounds upon the experience and establishes the business case for diversity that is closely aligned with an employer’s organizational goals.
The combination of required or voluntary AAPs and diversity initiatives create opportunities for cultural inclusion, respect for differences, acceptance, and respect for all works. This has nothing to do with the expectation of hiring unqualified applicants. It about broadens the spectrum so that those who are qualified have an equal opportunity for the same opportunities as white counterparts.it shame but racism is alive and well. This about his, in the Ukraine war. Black and Brown people are being recused last after their white counterparts. It’s a war so how doe that play. If the world can’t expect for people to rescued fairly, how do I think that Black and brown person is going to get jobs and health benefits fairly without laws in place. Even with laws in place, look At George Floyd, Sandra Bland and many others.
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Good points regarding EEO and AA. Do you think the country will one day get to the point where AA, which proactively gives hiring preference to historically discriminated groups, is no longer needed, but only keep EEO to prevent discrimination on the basis of race, gender, disability, religion, etc.? How long might it take, if at all?
Blessings,
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To begin to heal and move toward real racial justice, we must address not only the harms of the past few years, but also the harms tracing back to this country’s origins. Racism has played an active role in the creation of our systems of education, health care, ownership, and employment, and virtually every other facet of life since this nation’s founding. Our history has shown us that it’s not enough to take racist policies off the books if we are going to achieve true justice. Those past policies have structured our society and created deeply rooted patterns and practices that can only be disrupted and reformed with new policies of similar strength and efficacy. In short, a systemic problem requires a systemic solution. To combat systemic racism, we must pursue systemic equality. Therefore, I don’t believe that we as a nation will get to the point that AA and EOC programs will not be necessary. True enough we serve a pro-choice God, unfortunately, not all in charge make decisions that at fair for all. I carry my faith and hope that the need for these programs will not be necessary but until then the saints of God have to do more with spreading the good news. When the good news is shared, taught, enacted, and repeat the process, then we will treat each other as God has commanded.
Reference
United Nations. (n.d.). International Day for the Elimination of Racial Discrimination. United Nations. Retrieved June 1, 2022, from https://www.un.org/en/observances/end-racism-day
Equal employment possibility (EEO) way freedom from discrimination primarily based totally on covered lessons inclusive of race, color, sex, countrywide origin, religion, age, disability, or genetic information. EEO rights are assured via way of means of federal and nation honest employment legal guidelines. They are enforced via the Equal Employment Opportunity Commission (EEOC) and its national counterparts. The precept in the back of EEO is that every man or woman ought to have the equal get right of entry to possibilities within the workplace (U.S. Department of the Interior, 2019). EEO offers identical get right of entry to and possibility, making sure nobody is excluded from participation. Equal employment possibility (EEO) additionally protects personnel from retaliation after having voiced, filed, or participated in a discrimination grievance or lawsuit. The U.S. Equal Employment Opportunity Commission is accountable for imposing those legal guidelines.
Affirmative motion plans (AAPs) outline an employer’s fashionable for proactively recruiting, hiring, and selling girls, minorities, disabled individuals, and veterans. Affirmative motion is fixed of specific, results-orientated applications and sports designed to accurately the underutilization of minorities and girls within the workplace. Affirmative motion is deemed an ethical and social duty to amend historical wrongs and take away the overall outcomes beyond discrimination (UC Berkeley, 2021). AAPs encompasses numerical measures to grow the illustration of minorities. Federal contractors above positive greenback limits must institute AAPs, and the Office of Federal Contract Compliance Programs is charged with imposing contractor affirmative motion mandates. Without violating Title VII of the Civil Rights Act of 1964, employers may also institute voluntary AAPs for treatment beyond discrimination if favorable situations are me (SHRM, 2019)t. The essential distinction between affirmative motion and identical employment possibility is that affirmative motion specializes in actively assisting the ones constantly disadvantaged of fair and identical treatment. In contrast, identical employment possibility specializes in giving all and sundry the equal possibility to succeed. Both standards are associated with HR, Administration, and exertions legal guidelines. Fairness is the remaining purpose of each standard. In the shortest form, the essential distinction between affirmative motion and identical employment possibility is that affirmative motion specializes in discrimination toward minorities. In contrast, identical employment possibility specializes in discrimination towards anyone.
Moreover, identical employment possibility is broadly used, a universally generic concept. Conversely, the affirmative motion has long passed via several criminal conflicts and remains arguable in a few countries. Furthermore, affirmative motion is designed primarily based on historical information, while identical employment possibility is a fashionable coverage that does not contain historical information. Besides, affirmative motion varies from region to region, relying on minority groups, while identical employment possibility now no longer has such deviation. So that is every other distinction between affirmative motion and identical employment possibility. Also, economically valuable resources like price range and scholarships are prepared for minorities to sell affirmative motion, even as such necessities are not visible in identical employment possibilities.
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 hiring unqualified applicants. Evaluate this statement. Do you agree or disagree? Explain.
I do not agree with this statement, I consider it as false, because Equal Employment Opportunity (EEO) and Affirmative Action (AA) are greatly required now more than ever, in workplaces, because of the changing society. Looking at the definitions below, one can testify that employees, employers, and the human resource professionals must comply with these mandates, by the Federal and State government. Equal employment opportunity (EEO) means freedom from discrimination on the basis of protected classes such as race, color, sex, national origin, religion, age, disability or genetic information. EEO rights are guaranteed by federal and state fair employment laws and are enforced by the Equal Employment Opportunity Commission (EEOC) and its state counterparts. Equal Employment Opportunity is a term used by the federal government to refer to employment practices that ensure nondiscrimination based on race, color, national origin, sex, sexual orientation, gender identity, physical or mental ability, religion, medical condition, ancestry, marital status, pregnancy, genetic information, veteran status or age. and ethnicity, (Dessler, 2016).
The principle behind EEO is that everyone should have the same access to opportunities in the workplace.
- Eliminates discrimination in human resource policies and practices
- Provides equal access and opportunity – no one excluded from participation
- Eliminates discrimination in human resource policies and practices
Affirmative action plans (AAPs) define an employer’s standard for proactively recruiting, hiring and promoting women, minorities, disabled individuals and veterans. Affirmative action is deemed a moral and social obligation to amend historical wrongs and eliminate the present effects of past discrimination. AAPs include numerical measures with the intent of increasing the representation of minorities. Federal contractors above certain dollar limits are required to institute AAPs, and the Office of Federal Contract Compliance Programs is charged with enforcing contractor affirmative action mandates. Without violating Title VII of the Civil Rights Act of 1964, other employers may institute voluntary AAPs to remedy past discrimination if certain conditions are met.
In addition, employers that have EEO policies, typically are able to attract a more diverse pool of qualified applicants. Why? It is because word of mouth among job seekers, spreads quickly, and employers with biased hiring practices may drive away potential applicants, who may avoid the company, because of its unethical practices or for fear of being turned down, because of the company’s biases. EEO policies ensure that fair consideration is given to qualified applicants, regardless of non-job-related factors, such as race, sex, disability, ethnicity, and color. Again, Secondly, there may be fewer incidents of workplace conflict when and an organization stands firm on its EEO policies and enforces guidelines for fair treatment in the workplace. So, workplace conflict, in some instances, is attributed to a lack of understanding of fair employment practices and ethics that support equal treatment for employees.
Therefore, in all employment decisions, the contractor must make selections in a nondiscriminatory manner. Placement goals do not provide the contractor with a justification to extend a preference to any individual, select an individual, or adversely affect an individual’s employment status, on the basis of that person’s race, color, religion, sex, sexual orientation, gender identity, or national origin.
References:
(Dessler, G. 2016). Human resource management, 15/e (15th ed.). Pearson Education
Revised (May 18, 2018). B-XXI Equal Employment Opportunity and Affirmative Action Plan
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