MGT501 Human Resource Management Assignment No. 2 Solution Spring Semester 2013

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MGT501 Human Resource Management Assignment No. 2 Solution Spring Semester 2013


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.

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[SIZE="3"]Idea Solution:[/SIZE]

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.