ETHICS UNIT IV - Employee Relations Issues

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Questions and Answers

What is the ethical justification behind giving preference to qualified women and minorities over equally qualified white males in hiring?

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

What are the three main arguments against discrimination as identified by Velasquez?

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

What does the metaphor of the 'glass ceiling' signify in the context of workplace discrimination?

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

According to Cotter et al., who are primarily affected by the glass ceiling phenomenon?

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

How do hiring practices related to affirmative action aim to benefit minorities and women?

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

What were the two primary forms of discrimination noted in the 1960s?

Individual and intentional discrimination. Signup and view all the answers

What is the main difference between the forms of discrimination observed in the 1970s compared to the 1980s?

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

According to Degeorge (2008), why is reverse discrimination considered unjust?

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

What is the purpose of affirmative action as defined by Velasquez (2009)?

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

What does 'adequate representation' mean in the context of affirmative action?

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

Identify one scenario where affirmative action is considered legal.

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

Give an example of a situation where affirmative action should not be applied.

Affirmative action should not be used in layoffs. Signup and view all the answers

What should affirmative action not overrule, according to Velasquez (2009)?

It should not overrule seniority. Signup and view all the answers

What is discrimination in employment according to the definition provided by Velazquez?

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

Identify two approaches that support the immorality of discrimination in hiring practices.

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

What are the key recommendations DeGeorge makes to address discrimination?

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

Differentiate between individual and institutional discrimination.

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

What is the role of compensatory justice in addressing discrimination?

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

Explain the difference between intentional and unintentional discrimination.

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

How does affirmative action seek to resolve issues of discrimination?

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

What is reverse discrimination and how can it be appropriately managed?

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. Signup and view all the answers

Study Notes

ETHICS UNIT IV - Ethical Issues in Employee Relations

Objectives: Discrimination in Employment, Sexual Discrimination, HIV/AIDS in the Workplace, Unjust Dismissal, Industrial Action, Handling Ethical Dilemmas at Work

Discrimination, Affirmative Action, and Reverse Discrimination

According to DeGeorge (2008), affirmative action, discrimination, and reverse discrimination are significant topics in Equal Employment Opportunity discussions.

Discrimination

Velasquez (2009) defines discrimination as the wrongful act of distinguishing illicitly among people based on prejudice or other morally reprehensible attitudes, not individual merit.

Discrimination in Employment

DeGeorge (2008) argues that workers have the right to equal treatment.
Discrimination based on non-job-related characteristics in hiring, firing, or promotion is considered immoral by utilitarian and Rawlsian approaches.
Discrimination is harmful to those against whom it is practiced and is unjust.
The principles of compensatory justice dictates restitution for those harmed. The person committing harm must compensate the harmed individual.

How to Solve Discrimination?

Government needs to mandate equal opportunity for all
Protect those previously discriminated against through affirmative action
Provide compensation to discriminated groups due to past social structures
Implement preferential hiring without reverse discrimination

Types of Discrimination

Velazquez (2009) identifies types of discrimination:
- Individual discrimination (individual actions)
- Institutional discrimination (institutional policies or procedures)
- Intentional discrimination (conscious and deliberate)
- Unintentional discrimination (unintended outcome, brought about by stereotypes)

Forms of Discrimination Through the Years

Velasquez (2009) describes how discrimination took different forms over time.
- 1960s: individual and intentional
- 1970s: Institutional and unintentional forms, requiring affirmative action
- 1980s: Individual and intentional
- 1990s: Institutional and unintentional.

Reverse Discrimination

DeGeorge (2008) discusses the concept of reverse discrimination.
If using non job-related criteria for race, color, sex, religion, or national origin is unjust against women and minorities, it is equally unjust against white males.
The question of whether it is just to favour minorities or women over qualified white males needs to be asked.
Legitimacy of hiring women or minorities to rectify past discrimination.

What is Affirmative Action?

Velasquez (2009) defines affirmative action as any program designed to ensure that minorities, women, or other groups are adequately represented in organizations by increasing their numbers when underrepresented.
Objectives may include: mirroring existing representation of women or minorities or meeting organizational diversity goals.

Affirmative Action - Do's and Don'ts

Affirmative action is legal when correcting racial or sexual imbalances due to past discrimination, correcting egregious, persistent and manifest racial imbalances; used in hiring processes to achieve educational diversity and broadcast diversity.
It should not be used in layoffs, should not overrule seniority, and should not be used in government set-aside programs.

Balanced or Preferential Hiring

Affirmative action does not justify hiring unqualified women or minorities over qualified white males.
Affirmative action goals can morally justify preference based on sex or race when qualified individuals are equally qualified.
Firms should make efforts to achieve affirmative action goals.

Discrimination Issues - Women and Minorities

Velasquez (2009) argues that minorities may lack skills and education, and women and minorities often face significant disadvantages. Women face a "glass ceiling" and are steered into low-paying jobs.

The Glass Ceiling

Glass ceilings are gender-based invisible barriers. White and African American women both face glass ceilings.
The metaphor describes how women can see positions but cannot reach them.
These barriers prevent women and minorities from the most important jobs.

Levels and Types of Glass Ceiling Barriers

Barriers to career advancement: Societal, Internal Business, Governmental. Other types of discrimination: sexual, ethnic, different pay for the same work, disability, weight

Rights in Hiring, Firing, and Promotion

DeGeorge (2008) argues that workers have rights to rest periods, vacations, holidays, and workdays of reasonable length.
Employees are entitled to cost-of-living increases and merit-based salary raises.
If these rights are not met, employees need to be informed of the reason.

Unjust Dismissal

The longer someone works for a company, the greater the obligation to not dismiss except for cause.
if employees are terminated, employers must inform them of the reason.

Handling Ethical Dilemmas at Work – Drug Testing

DeGeorge (2008) cites issues with drug testing in the workplace.
Positive effects of random drug testing haven't been empirically proven.
Drug testing infringes upon employee's right to privacy, creating uneasiness.

Handling Ethical Dilemmas at Work – HIV/AIDS

With the AIDS epidemic, DeGeorge (2008) discusses workers' rights.
Issues raised include the right to privacy, nondiscriminatory treatment for someone with AIDS (and the right of other workers to not be exposed to communicable diseases), and whether mandatory testing is justified.

Sexual Harassment

Sexual harassment involves unwelcome advances, requests for sexual favors, or other unwelcome conduct of a sexual nature.
This includes requests for sexual favors and verbal or physical contact of a sexual nature.
Employment decisions, and individual work performance can be affected by this behaviour.

Sexual Harassment Guidelines - Moral Objections

Guidelines hold employers accountable for employees' sexual harassment, even if they were unaware and couldn't prevent it.
Guidelines prohibiting a hostile work environment are difficult to distinguish from permissible male rudeness.
Guidelines prohibiting verbal or physical contact of a sexual nature based on unreasonable interference with work performance is subject to subjective interpretation.

Employer's Obligations

Employers must have clear policies and procedures in place to address ethical issues.
Employers should be fair in recruitment, put laws in place to ensure equal rights, have policies against discrimination, and base pay scales and promotions on competence and qualifications.

Ethical Dilemmas at Work

Reasons for ethical dilemmas include: Pressure from coworkers, needing to get ahead – lying about qualifications, cultural contradictions, theft, need to gain profit, wanting to get 'ahead' of the competition .

Handling Ethical Issues in the Workplace

Employers should have guidelines and clear policies to handle ethical issues
A designated Ethics Officer is needed. clear sanctions when rules are broken, and there should be a way to report ethical concerns.
Ethics training, and ethics audits should be a part of the workplace procedures.

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Description

This quiz covers critical ethical issues in employee relations, focusing on discrimination in employment, sexual discrimination, and HIV/AIDS in the workplace. It also explores concepts like unjust dismissal, industrial action, and how to handle ethical dilemmas at work. Test your understanding of these vital topics and the implications for equal treatment in the workplace.