HRM 635 Topic 8 DQ 2 Equal Employment Opportunity (EEO) and Affirmative Action (AA)

Sample Answer for HRM 635 Topic 8 DQ 2 Equal Employment Opportunity (EEO) and Affirmative Action (AA) Included After Question

Topic 8 DQ 2

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.

A Sample Answer For the Assignment: HRM 635 Topic 8 DQ 2 Equal Employment Opportunity (EEO) and Affirmative Action (AA)

Title: HRM 635 Topic 8 DQ 2 Equal Employment Opportunity (EEO) and Affirmative Action (AA)

“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

HRM 635 Topic 8 DQ 2 Equal Employment Opportunity EEO and Affirmative Action AA

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

A Sample Answer 2 For the Assignment: HRM 635 Topic 8 DQ 2 Equal Employment Opportunity (EEO) and Affirmative Action (AA)

Title: HRM 635 Topic 8 DQ 2 Equal Employment Opportunity (EEO) and Affirmative Action (AA)

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.

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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?

A Sample Answer 3 For the Assignment: HRM 635 Topic 8 DQ 2 Equal Employment Opportunity (EEO) and Affirmative Action (AA)

Title: HRM 635 Topic 8 DQ 2 Equal Employment Opportunity (EEO) and Affirmative Action (AA)

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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Grading Rubric Guidelines

Performance Category	10	9	8	4	0
Scholarliness Demonstrates achievement of scholarly inquiry for professional and academic decisions.	Provides relevant evidence of scholarly inquiry clearly stating how the evidence informed or changed professional or academic decisions Evaluates literature resources to develop a comprehensive analysis or synthesis. Uses valid, relevant, and reliable outside sources to contribute to the threaded discussion	Provides relevant evidence of scholarly inquiry but does not clearly state how the evidence informed or changed professional or academic decisions. Evaluates information from source(s) to develop a coherent analysis or synthesis. Uses some valid, relevant, reliable outside sources to contribute to the threaded discussion.	Discusses using scholarly inquiry but does not state how scholarly inquiry informed or changed professional or academic decisions. Information is taken from source(s) with some interpretation/evaluation, but not enough to develop a coherent analysis or synthesis. Little valid, relevant, or reliable outside sources are used to contribute to the threaded discussion. Demonstrates little or no understanding of the topic.	Discusses using scholarly inquiry but does not state how scholarly inquiry informed or changed professional or academic decisions. Information is taken from source(s) without any interpretation/evaluation. The posting uses information that is not valid, relevant, or reliable	No evidence of the use of scholarly inquiry to inform or change professional or academic decisions. Information is not valid, relevant, or reliable
Performance Category	10	9	8	4	0
Application of Course Knowledge – Demonstrate the ability to analyze, synthesize, and/or apply principles and concepts learned in the course lesson and outside readings and relate them to real-life professional situations	Posts make direct reference to concepts discussed in the lesson or drawn from relevant outside sources; Applies concepts to personal experience in the professional setting and or relevant application to real life.	Posts make direct reference to concepts discussed in the lesson or drawn from relevant outside sources. Applies concepts to personal experience in their professional setting and or relevant application to real life Interactions with classmates are relevant to the discussion topic but do not make direct reference to lesson content	Posts are generally on topic but do not build knowledge by incorporating concepts and principles from the lesson. Does not attempt to apply lesson concepts to personal experience in their professional setting and or relevant application to real life Does not demonstrate a solid understanding of the principles and concepts presented in the lesson	Posts do not adequately address the question posed either by the discussion prompt or the instructor’s launch post. Posts are superficial and do not reflect an understanding of the lesson content Does not attempt to apply lesson concepts to personal experience in their professional setting and or relevant application to real life	Posts are not related to the topics provided by the discussion prompt or by the instructor; attempts by the instructor to redirect the student are ignored No discussion of lesson concepts to personal experience in the professional setting and or relevant application to real life
Performance Category	5	4	3	2	0
Interactive Dialogue Replies to each graded thread topic posted by the course instructor, by Wednesday, 11:59 p.m. MT, of each week, and posts a minimum of two times in each graded thread, on separate days. *(5 points possible per graded thread)*	Exceeds minimum post requirements Replies to each graded thread topic posted by the course instructor, by Wednesday, 11:59 p.m. MT, of each week, and posts three or more times in each graded thread, over three separate days. Replies to a post posed by faculty and to a peer Summarizes what was learned from the lesson, readings, and other student posts for the week.	Replies to each graded thread topic posted by the course instructor, by Wednesday, 11:59 p.m. MT, of each week, and posts a minimum of two times in each graded thread, on separate days Replies to a question posed by a peer Summarizes what was learned from the lesson, readings, and other student posts for the week.	Meets expectations of 2 posts on 2 different days. The main post is not made by the Wednesday deadline Does not reply to a question posed by a peer or faculty	Has only one post for the week Discussion posts contain few, if any, new ideas or applications; often are a rehashing or summary of other students’ comments	Does not post to the thread No connections are made to the topic
	Minus 1 Point	Minus 2 Point	Minus 3 Point	Minus 4 Point	Minus 5 Point
Grammar, Syntax, APA Note: if there are only a few errors in these criteria, please note this for the student in as an area for improvement. If the student does not make the needed corrections in upcoming weeks, then points should be deducted. Points deducted for improper grammar, syntax and APA style of writing. The source of information is the APA Manual 6th Edition	2-3 errors in APA format. Written responses have 2-3 grammatical, spelling, and punctuation errors. Writing style is generally clear, focused, and facilitates communication.	4-5 errors in APA format. Writing responses have 4-5 grammatical, spelling and punctuation errors. Writing style is somewhat focused.	6-7 errors in APA format. Writing responses have 6-7 grammatical, spelling and punctuation errors. Writing style is slightly focused making discussion difficult to understand.	8-10 errors in APA format. Writing responses have 8-10 grammatical, spelling and punctuation errors. Writing style is not focused, making discussion difficult to understand.	Post contains greater than 10 errors in APA format. Written responses have more than 10 grammatical, spelling and punctuation errors. Writing style does not facilitate communication. The student continues to make repeated mistakes in any of the above areas after written correction by the instructor
	0 points lost				-5 points lost
Total Participation Requirements *per discussion thread*	The student answers the threaded discussion question or topic on one day and posts a second response on another day.				The student does not meet the minimum requirement of two postings on two different days
Early Participation Requirement *per discussion thread*	The student must provide a substantive answer to the graded discussion question(s) or topic(s), posted by the course instructor (not a response to a peer), by Wednesday, 11:59 p.m. MT of each week.				The student does not meet the requirement of a substantive response to the stated question or topic by Wednesday at 11:59 pm MT.