Discrimination Discrimination is when a certain group of people get treated badly or less favourably than others. Discrimination occurs because of pre conceived opinions and attitudes. In the health and social care setting it is important not to let your opinion of a certain group of people affect the way you work with them. 2. Describe how direct or indirect discrimination may occur in the work setting Direct discrimination is when someone is treated unfairly due to their circumstances; an example of this could be missing out on a promotion at work because your employer thinks you are capable but chooses someone younger instead because they will be working for longer.
Ralph has admitted to receiving $3,081,671 of Navy funded checks from Spencer. On top of that, he also received bi-weekly checks of $3,500 for almost seven years. In this specific case, Mariano didn’t work alone. He needed people to approve contracts, willing parties to cooperate and individuals who were willing to do anything that Ralph Mariano asked. Department of Defense Entities Involved Naval Sea Systems Command or NAVSEA is the largest department of the Navy’s five system command and accounts for nearly one quarter of the Navy’s budget.
Roger Reeves worked as a supervisor, overseeing specifically the regular line in a department in the company known as the Hinge Room. The Hinge Room had another line known as the special line which was supervised by thirty-five year old Joe Oswalt. Russell Caldwell at age forty-five managed the department and supervised both Roger Reeves and Joe Oswalt. Sanderson plumbing production and maintenance employees were represented by a union. Attendance was a specific employment regulation agreed with in the unions contract with the employees.
On April 25, 1777, a 2000 man British force commanded by General Tryon landed at Fairfield, Connecticut, near the mouth of the Saugatuck River, arriving with twenty transports and six warships. They moved eight miles inland and camped at Weston. The next day the force moved north into Danbury, doing no damage to private property along the way. In Danbury, however, they began a search for stores of Continental Army supplies, also leaving chalk marks on the properties of British loyalists and informers. Properties without chalk marks were set to be destroyed.
“It was the first time in our nation's history that a President had been assassinated. As cries from citizens rang out, Congress began to think about adding Presidential protection to the list of duties performed by the Secret Service” (Inside the White House) however this would have to wait. “In 1865, up to one-half of all the paper money in America was counterfeit” (About.com: US Government Info) so the idea of a Secret service as a organization dedicated to fixing this problem was put forth. After about three months of getting through the red tape and deciding the duties of this new group, “on July 5, 1865, Congress created the US Secret Service under the Treasury Department -- to stop the counterfeiting” (About.com: US Government Info). The success of this organization was amazing and the Secret Service began to make a name for its self.
The rezoning of these boundaries resulted in military retirees living within fifty miles from a Military Treatment Facility (MTF) continued to have access to Tricare Prime or the Military Treatment Facility (MTF). This rezoning resulted in over 700,000 retirees being removed from Tricare Prime and placed into Tricare Standard and Tricare Extra. Now, retirees such as myself that are of working age but can’t work, that are on a fixed budget, now have to pay more money out of pocket to meet our medical needs. Many retirees have home mortgages, utility bills and many other monthly bills that must be paid with their military pensions. With the rising cost of our insurance plans, those retirees with permanently ill family members will be forced to pay more for the continued life saving
We can be on target with our perception, but that does not necessarily make us correct in how we attribute these perceptions to others. If we show a bad attitude or emotions then this can pass to your employees and they
You must take care to establish whether or not there are problems or circumstances in the workplace for which the employee is not responsible that are resulting in the under-performance. Remember such things as discrimination or harassment which may not be readily apparent. If the employee's performance is identified as being unsatisfactory due to illness or a disability, you should, in consultation with your line manager, HR Department or Occupational Health Officer, consider whether any modification can be made to the job (for example, in terms of hours or patterns of work, responsibilities, etc.). Also remember to consider any diversity issues. The possibility that poor performance may arise from misunderstandings due to ethnic/cultural/gender or other issues must also be explored, where relevant, and the problems resolved.
Some of the reasons diversity training does not work well in organizations are outlined below. If your organization's initiative did not do as well as you expected, assess whether your training was affected by any of the following: Poor Timing. The training may have come at a time when employees were preoccupied with more urgent priorities. Stress, because of downsizing and the accompanying fear of job loss, increased workload, or a specific conflict or negotiation with a union might have been much more critical. During such periods, staff is usually functioning at the survival level on Maslow's hierarchy and diversity may not even be a blip on their radar screen, hence their irritation that time and resources are taken up with training.
This has a negative impact on the individual and on the company. If an employee is being discriminated against, he develops a negative attitude towards the company and the managers. It is even very likely for the employee to start being less productive and to develop a low self esteem meaning that he cuts himself of from any possible contributions he could have made. I handed out some questionnaires to a sample of employees to gain some insight on how they feel and to see what type of discrimination might be common in my workplace. I spent the time and effort on this topic to be able to put myself in the employee’s shoes, to feel what they feel and to see what they see and hopefully I can gain some understanding and