Besides A&F stores like L’Oreal, W Hotels to Gap stores are also approaching this trend. They look for workers who are good-looking and sexy. Many stores are taking the approach to hiring based on looks to create an image for the business, but in doing so many companies have come across a wave of lawsuits. Hiring good-looking people isn’t technically illegal, but discrimination against age, sex, ethnicity, or race is. But that’s where the confusion begins.
In the Steve Greenhouse’s article, “Going for the Look, but Risking Discrimination”, he states “Hiring attractive people is not necessarily illegal, but discriminating on the basis of age, sex, and ethnicity is.” Big name brand companies have found a successful way to gain more customers, by hiring young and attractive college kids. Retailers find outside beauty more valuable than what is on the inside. Marshall Cohen says “A guy wants to go hang out in a store where he can see good-looking gals”, and I could not agree more. As a business owner you would want it to become very successful, some are willing to do anything to achieve that. Abercrombie and Fitch are one of them.
IKEA does this buy distracting its customers by making their products colourful, stylish, and cheaper than other competitors’ products. In addition, Old Navy pulls in its customer just as IKEA. Old Navy draws its customers by putting colourful clothing outside its stores. “American businesses have co-opted cool anti-corporate culture and used it to seduce the masses (Cave & Klein, 2000). They lower their prices and make their products alternative to competitors that are more expensive.
External recruitment by means of applications and resumes may increase the chances of hiring an individual who does not perform well at the job. However, when employees contact a company on their own, there is an increased chance that the employee will perform better than an employee who has been recruited by college placement services or newspaper ads (Bohlander & Snell, 2007). Employees hired through employee referrals usually perform well at a job. Most employees are very cautious about recommending employees who may not perform well because they understand that it will make them look bad. One of the largest disadvantages of employee referrals is that there is an increased chance that a company may violate Equal Employment Opportunity laws and regulations (Bohlander & Snell, 2007).
| ACRE CONSULTING | Memo To: Donald Penchiala; Marilyn Anchley From: Ashley Lawrence Chelsea Miller Ryan Jadin Lizzie Hornak CC: Jon Werner Date: 10-Nov-10 Re: Revised Interview Protocol for Department Managers Introduction The most important part of any selection, or hiring, process is the interview. Research has proved that standardized procedures produce better quality in hiring than unstructured interviews do. Store managers have agreed that increasing the number of tests and forms will not be adequate in the selection of department manager. The current method used to hire external managers is very similar to the selection to store associates; however to hire the best employees, each position’s selection process should be tailored to match the specific skills, knowledge, and abilities needed for each job. It is important to closely match the ways in which we are measuring our applicants, along with the specific tasks needed for that position.
2. Avon believed focusing on the untouched market of the United States would be difficult so they focused on the growth of the global operations outside of the United States because they felt that it would be very easy to rule and then they could come back to the United States and be able to gain and convince the United States that their products were the best on the markets today. 3. Avon would benefit from other countries because of their product would appeal to more customers for the disposal incomes that they have because in the past the populations in other countries would look at Avon’s cosmetics as a falling of secondary needs. Avon has employed more women for their company and that means they would have a large amount of time to schedule appointments with all of the representatives, because females will think differently when purchasing the products from other companies instead of Avon’s products.
Obviously they are lacking minorities in their shift leaders position so perhaps reviewing minorities that are qualified for the position first would be a good start for them in obtaining their goals. I don’t think that it is realistic for a company to try and meet their affirmative action goals because if you attempt to hire or promote one certain gender or race then you would be discriminating against others. A major con in using internal promotion is the fact that you may be unintentionally promoting a certain type
Finally I will focus on the current staff crisis and clarify to you that these stakeholders (members of staff) have a vested interest in the activities of your business and will produce stronger performances if they are motivated and not subjugated into feeling like they are just another cog in the wheel. (Caan, 2013) Word count 181 Part (b) Sociological - The demographic of consumers tends to be that of the older generation with lower spending behaviour, especially during the recession. You need to think about attracting a more affluent and younger clientele. Technological - You do not appear to have a website. You have computerized the accounts however, a web presence would allow merchandise sales, affiliation links, online customer interaction and special offers.
Competency 310.2.1 Ethical Issues In Business EVALUATION From the information given, it seems that company Q has a negative attitude towards social responsibility. Company Q has begun to listen to the needs of its customers, and is attempting to address those needs by supplying the desired products. However, it seems that company Q is selective in which customer’s needs it will address. By closing two stores in high crime rate, or in other words, lower income areas, they have sent the message that they appeal only to a more affluent crowd. Also, company Q’s only concession to changing policies is to begin carrying high margin, or high cost, products at all of its stores.
In The New York Times informative article “Going for the look, but risking discrimination” (13 July 2003), labor reporter Steven Greenhouse discusses how up-scale companies who hire based on image risk being accused of discrimination. He explains that the practice of hiring based on looks alone is not new; however, it is sociologically designed to attract customers. Do these stereotypical billboards actually work? Of course they do. Do they upset people?