Beauty sells products; that’s the argument that Marshal Cohen uses to justify this opinion about the hiring protocol at many retail stores. Cohen believes that by hiring better looking people, stores are able to promote their products and increase sales. It is understandable why companies make these selections, but people should not accept all of the discrimination as typical. By hiring only “good-looking” people, retail stores are showing prejudice and discriminating. Companies should open up their criteria for hiring to apply to more people and make the selection process revolve around hard-work and ability not looks.
In the article titled, “Going for the Look, but Risking Discrimination,” by Steven Greenhouse states that many retail companies are continuously searching for workers who are sexy, sleek or simply good looking to enhance the image of the company. Greenhouse begins by explaining that applicants must be attractive to get hired. The author continues by discussing a number of lawsuits that have been filed based on discrimination. He explains further that the most common goal among business is hiring workers to project an image. Additionally, the author describes that hiring only those with good looks can run into antidiscrimination problems.
Poverty may mean that crime is the only way that the working class can survive, as crime may e the only way that they can obtain the consumer goods encouraged by the capitalist advertising, resulting in utilitarian crimes such as theft. However, it isn’t always utilitarian crime that the working class commit as sometimes the alienation and lack of control over their lives may lead to frustration and aggression which results in non-utilitarian crimes such as vandalism and violence. Marxist’s sometimes argue the state and law-making are a cause of crime because they believe that all laws serve the ruling class, most law is based on protecting private property. The crimes of the working class and ethnic minorities are punished harshly while crimes of the powerful go unnoticed. The ruling class also have the power to prevent the introduction of laws that would threaten their interests.
The most qualified should be hired to fill the position. | * Disability discrimination follows the same legal principles as gender discrimination. The company violated company policy, Title VII, and the guidelines of the EEOC. Disability discrimination includes a variety of physical and mental impairments that prevent employers from hiring someone. * The Americans with Disabilities Act of 1990 protects people with disabilities from wrongful employers.
Mini Paper 1: Disparate Treatment Disparate Treatment is the intentional discrimination of individuals who have a disability or belong to a particular group based on their age, ethnicity, race, or sex (businessdictionary.com). The evidence may be blatant or circumstantial but in either case the employer has done so knowingly and deliberately. Listed below are the four factors that courts frequently require to establish a charge of disparate treatment: * The person belongs to a protected class. * The person applied for, and was qualified for, a job the employer was trying to fill. * The person was rejected despite being qualified.
However, if it is proven their current practices are not an issue, they want to keep them in place. Disparate impact is defined as a theory of liability that prohibits an employer from using a facially neutral employment practice that has an unjustified adverse impact on members of a protected class. Based on this definition and the statistical evidence shown through flow and concentration analysis, Tanlgewood’s hiring practices clearly have an adverse impact. Using the 4/5th ratio, there is a clear underutilization of minorities. The applicant flow sheet was very revealing.
An example of this could be social security benefits. These motivations help the company recruit top level employees and increase their overall productivity. But this can be a trade-off as these benefits and rewards can be costly. Takeaway 2 - Corporate Culture, Human Resources, and Ethics Zappos is a great example of a company that has created a lively atmosphere for their workers through their casual working environment. But another takeaway is that this type of culture is not compatible with many companies.
Targeted recruitment approach is one whereby the organization identifies segments in the labor market where qualified candidates are likely to be. (Heneman & Judge, p. 214 2009). Targeted recruiting isn’t a reasonable method for Tanglewood because the qualifications aren’t specific enough to only source in certain groups. However open recruiting is a perfect method for sales associates as these position are usually filled with a higher level of diversity. The targets for Tanglewood recruitment should be directly matched with candidates with similar knowledge and experience.
Martha felt the government was out to get her, because she was a successful woman in a business world of men. Martha was fairly and appropriately targeted because of her celebrity. Maintaining ethical and legal norms is one of the jobs of the government, and the prosecution of prominent people makes a much greater impact on everyone else than the anonymous prosecution of an average citizen. Cheating and lying to the government about it is, sadly, too widespread to apprehend everyone doing it. The next best thing is to make an example out of a famous person like Martha.
While this is not the case for every single U.S. employer who hires illegal immigrants, I do strongly believe, supported by statistics, that these are the major reasons why most employers hire them. These two philosophies along with my own show the actions of these U.S. employers in hiring illegal immigrants as completely immoral and