Affirmative Action Essay 11
Affirmative Action
Student Name
MBA Course Name
Instructor Name, PhD.
Date
Affirmative Action
As a human resource manager, in the future, understanding and preparing to deal with affirmative action will be essential to organizational success. For many years, managers did not pay attention to the concept of equal opportunity employment, and all kinds of people were ignored or passed over for promotion or even general employment. As a result, many businesses became one dimensional, and eventually closed their doors because their organizations were unable to see the business world from various perspectives. Over the years though, ideas began to change as diversity has begun to seat itself into the very existence of many large organization. Understand that diversity is instrumental in their success, many organizations will continue to incorporate affirmative action into all facets of the hiring and promotion processes in the future. This paper will look at affirmative action, how it has affected business, the government, and society, and then offers suggestions to make affirmative action better in the future. Through developing a better understanding of affirmative action, it should help human resource managers make better business decisions in the future.
History
During the Johnson administration, Affirmative Action was introduced in order to remedy years of discrimination. It was originally designed to improve the opportunities of minorities in the educational and business worlds. It helped open opportunities by mandating that minorities be given a fair and equal chance, regardless of color, race, religion, sex, or national origin. Backed by the Civil Rights Act of 1964 and a subsequent executive order in 1965, the government began pushing Affirmative Action to federal agencies, contractors, and subcontractors. “Title VII of the Civil Rights Act of 1964 made it unlawful for employers covered by the Act to discriminate in the hiring,
Student Name
MBA Course Name
Instructor Name, PhD.
Date
Affirmative Action
As a human resource manager, in the future, understanding and preparing to deal with affirmative action will be essential to organizational success. For many years, managers did not pay attention to the concept of equal opportunity employment, and all kinds of people were ignored or passed over for promotion or even general employment. As a result, many businesses became one dimensional, and eventually closed their doors because their organizations were unable to see the business world from various perspectives. Over the years though, ideas began to change as diversity has begun to seat itself into the very existence of many large organization. Understand that diversity is instrumental in their success, many organizations will continue to incorporate affirmative action into all facets of the hiring and promotion processes in the future. This paper will look at affirmative action, how it has affected business, the government, and society, and then offers suggestions to make affirmative action better in the future. Through developing a better understanding of affirmative action, it should help human resource managers make better business decisions in the future.
History
During the Johnson administration, Affirmative Action was introduced in order to remedy years of discrimination. It was originally designed to improve the opportunities of minorities in the educational and business worlds. It helped open opportunities by mandating that minorities be given a fair and equal chance, regardless of color, race, religion, sex, or national origin. Backed by the Civil Rights Act of 1964 and a subsequent executive order in 1965, the government began pushing Affirmative Action to federal agencies, contractors, and subcontractors. “Title VII of the Civil Rights Act of 1964 made it unlawful for employers covered by the Act to discriminate in the hiring,
References: Colarelli, S., Poole, D., Unterborn, K., & D 'Souza, G.. (2010). Racial Prototypicality, Affirmative Action, and Hiring Decisions in a Multiracial World. International Journal of Selection and Assessment, 18(2), 166-173. Retrieved August 4, 2010, from ABI/INFORM Global Fried, C. (1989). Affirmative Action After City of Richmond v. J.A. Croson Co.: A Response to the Scholars ' Statement; Scholars ' Reply to Professor Fried. The Yale Law Journal, 99(1), 155. Retrieved August 2, 2010, from ABI/INFORM Global. (Document ID: 1353577). Rutherglen, G. (1987). Disparate Impact Under Title VII: An Objective Theory of Discrimination. Virginia Law Review, 73(7), 1297. Retrieved August 3, 2010, from ABI/INFORM Global. (Document ID: 1346687). Scott, K.D., & Little, B.L. (1991). Affirmative Action: New Interpretations and Realities. HR. Human Resource Planning, 14(3), 177. Retrieved August 3, 2010, from ABI/INFORM Global. (Document ID: 494682). Supateera, C., & Kleiner, B.H. (1999). Discrimination in government. Equal Opportunities International, 18(5/6), 78. Retrieved August 2, 2010, from ABI/INFORM Global. (Document ID: 295481591). Werz, M., & Morgan, J.M. (2010). Affirmative Action in the United States: Center for American Progress