ETHICS UNIT IV - Employee Relations Issues

It is justified on the basis of affirmative-action goals, which aim to address historical disadvantages faced by these groups.

The three arguments against discrimination are utilitarian (underutilizing resources), rights-based (violating human rights), and justice-based (it is unjust).

The glass ceiling signifies invisible barriers that prevent women and ethnic minorities from reaching elite positions in their careers.

<p>Both white and African-American women face the glass ceiling in their career advancement.</p> Signup and view all the answers

<p>These practices aim to create equal opportunities by prioritizing qualified candidates from these groups to overcome past discrimination.</p> Signup and view all the answers

<p>Individual and intentional discrimination.</p> Signup and view all the answers

<p>The 1970s saw institutional and unintentional discrimination, while the 1980s reverted back to individual and intentional discrimination.</p> Signup and view all the answers

<p>It is unjust to use non job-related criteria to disadvantage any group, including white males, just as it is against minorities or women.</p> Signup and view all the answers

<p>Its purpose is to ensure adequate representation of minorities, women, or other groups within an organization by taking positive steps.</p> Signup and view all the answers

<p>It means having the same proportion of women or minorities as exists in the pool from which new members are drawn.</p> Signup and view all the answers

<p>Affirmative action is legal when used to correct a racial or sexual imbalance due to previous discrimination.</p> Signup and view all the answers

<p>Affirmative action should not be used in layoffs.</p> Signup and view all the answers

<p>It should not overrule seniority.</p> Signup and view all the answers

<p>Discrimination in employment is the wrongful act of distinguishing among people based on prejudice or morally reprehensible attitudes rather than individual merit.</p> Signup and view all the answers

<p>The utilitarian and Rawlsian approaches support the claim that discrimination based on non-job-related characteristics is immoral.</p> Signup and view all the answers

<p>Government should mandate equal opportunity for all and provide protections through affirmative action for those previously discriminated against.</p> Signup and view all the answers

<p>Individual discrimination occurs when people act on their own biases, while institutional discrimination involves policies or practices within an organization that disadvantage certain groups.</p> Signup and view all the answers

<p>Compensatory justice dictates that restitution should be made to those harmed by discrimination, requiring the wrongdoer to compensate the victim.</p> Signup and view all the answers

<p>Intentional discrimination is conscious and deliberate, while unintentional discrimination arises from stereotypes or unintended consequences.</p> Signup and view all the answers

<p>Affirmative action aims to protect and promote individuals who have been discriminated against by providing them with enhanced opportunities.</p> Signup and view all the answers

<p>Reverse discrimination refers to policies that favor historically marginalized groups to the detriment of majority groups; it can be managed by applying preferential hiring judiciously without overstepping into reverse discrimination.</p> Signup and view all the answers

A policy intended to promote equal opportunity for women and minority groups, but not when hiring unqualified candidates.

An invisible barrier preventing women and minorities from reaching top positions in their careers.

Arguments against discrimination, including those based on utilitarianism (resource under-utilization), rights (violation of human rights), and justice (unfairness).

Programs in government that provide preferential treatment to certain groups or individuals. Preferential hiring for such programs should not be based on non-qualification factors.

A process that gives preference to certain groups, but only when qualification criteria are met. Otherwise, qualified candidates should be prioritizeed.

Unjust use of non-job-related criteria, like race or gender, to discriminate against white males, similar to the discrimination of minorities or women.

Discrimination during the 1960s was typically individual and intentional.

Discrimination during the 1970s focused on unintentional institutional issues, such as underrepresentation, that were to be addressed with affirmative action.

Discrimination during the 1980s was individual and intentional.

Discrimination during the 1990s involved institutional and unintentional forms, including the rise of reverse discrimination concerns.

Aims of affirmative action programs may involve having the same proportion of minorities or women as in the applicant pool.

Affirmative Action strategies are lawful when correcting racial or sexual imbalances due to historical discrimination, addressing substantial past discrimination, or creating educational and diversity.

Treating employees unfairly based on factors irrelevant to their job performance.

Treating someone unfairly or differently based on their gender or sex.

Firing an employee without valid reason, violating their rights.

Organized action by workers to improve their working conditions or rights.

Discrimination by individuals acting on their own biases.

Bias resulting from policies or procedures of an institution.

Discrimination that is deliberate and conscious.

Discrimination arising from stereotypes or as an unintended outcome.