Human Resources/Turnover Rate

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After reading about Plastec within the past three weeks, we have learned that the company is dealing with a high employment turnover rate, and employees with job apathy, whom feel that their present job at Plastec is a dead-end job, believing they have little chance of ever being promoted within the company. Moreover, there has been an issue of male employees telling off- color- jokes, and making sexual comments against women; they did not realize that their actions caused the women and minority employees to feel uncomfortable, and in-turn, seek employment elsewhere. Roy and John, themselves, also passed judgment on the Hispanic women, assuming that the Hispanic women didn’t feel “comfortable” being a supervisor. And to add insult-to-injury, they had the audacity to discriminate against hiring Asian workers, because they were hard to understand. That said, all of the above mentioned discrimination instances, could have caused Plastec to get sued over the lack of diversity in the workplace and sexual harassment, facing lawsuits based on the equal employment opportunity act, which states, discrimination is based on race, gender, or some other factors (Mathis, RL and Jackson, J.H. 2008); specifically focusing on the race and gender discrimination. In all of these circumstances, Paul needs to focus mainly on the Equal Employment Opportunity Act. Paul will need to set-up diversity training sessions for everyone in the company. This allows the employers to have a sense of knowledge and information about different ethnic groups. It will allow Paul to extend his knowledge to Roy and John, making sure they handle every employee the same, whether they are African-American, Caucasian, or even Hispanic. It will also enable him to hire different ethnic groups in the surrounding area--- which leads us to the Civil Rights Act of 1964. The Civil Rights Act of 1964, states that it is illegal for an employer to fail or refuse to hire or discharge any individual, or otherwise...
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