This 10 page paper looks at a case study supplied by the student were a company wants to introduce some highly discriminatory recruitment policies and create a low trust environment with a high level of performance checks and constant communication. The paper discusses why the policies are wrong; the impact they may have and then suggests alterative polices that should be introduced explaining why they would be beneficial. The bibliography cites 10 sources.
Name of Research Paper File: TS14_TEhrcase2.rtf
Unformatted Sample Text from the Research Paper:
only personal biases and erroneous beliefs. Half a century ago there was the fight for equal rights where there was wide scale discrimination as a result of race or gender
(Haralambos and Holborn, 2004). Societal values today are generally accepting that these biases and the resulting discrimination were unnecessary and unfair. It is accepted today that the colour of a
persons skin or their gender is unlikely to impact on how well an individual can do a job, from making a shoe or a car to typing a letter (Bilton
et al, 2003). If the colour of skin or gender does not matter then it can be argued that some other characteristics are unlikely to have an impact, for
example, the weight of a person is unlikely to effect the way in which most jobs are undertaken, just as whether or not they smoke, or if they are in
debt. The latter may even act as a motivator to get them to work harder if they want to pay debt off. However, in the case given there are plans
to undertake positive discrimination with the aim of showing employees that they are valued. We can argue that while there is not any legislation employment legislations outlawing the discrimination against
smokers, the overweight, those with speeding tickets or those who are in debt, that these will not, in most cases, have any impact on the way the employee, or potential
employee, will perform and as such may be seen a ethically akin to the discrimination against a person on the basis of gender or race (Flynn, 1995, Wadham and Leach,
1995). At the same time there are some other issues that can be considered. The employer is running a company and they may be argued as having the right