Business and Management

Unit V

1. Perceptions on competence and performance for workers with disability and older workers is similar in that  workers in the two classes are considered as slow workers  who do not meet the  organization’s expectation compared with other workers. Disabled and old workers are the marginalized group and many organizations focus on age and physical disability rather than knowledge and skills (Bell, 2012). Both employees with disability and old workers are underrepresented in the employment sector as they are associated with poor performance. Both are discriminated in job appraisals and interviews as they are considered as incompetent, undesirable, resistant to change, less productive, absenteeism due to illness, poor investors and they spend high cost on special accommodation (Bell, 2012). Due to the negative perception, the two face similar employment experience   in deployment and retention. They experience ineffective management and live in non-accommodating environment. However, there is a difference in the two groups. Disabled workers lack the capacity to perform daily activities and old workers have low cognitive abilities. Workers with disability are more discriminated since they are paid low wages; they face dismissal, redundancy, harassed and victimized (Bell, 2012). Old workers have low cognitive abilities and for this reason they get low benefits and low protection compared with young workers. They do not receive training and development and in other cases they are employed simply because they not cause high damage and theft.

 

2. Both the American with Disability Act and the Rehabilitation Act of 1973 are civil rights laws. Both laws address the challenges facing the handicapped. Section 504 of The Rehabilitation Act eliminates education and community services barriers, creates accessibility and ensures equality in employment sector (Goren, 2006). ADA ensures all people with disability are protected and are included in the American society. There is a connection between ADA and The Rehabilitation Act in that ADA promises provide employment opportunities, inclusion and so on. The Rehabilitation Act plays a significant role in ensuring that the ADA promise is fulfilled. The comparison between the two laws is apparent since each law influences the other. When the Rehabilitation Act was established, the Congress required broader protection to the widespread discrimination since the Rehabilitation Act could not address the problems alone (Rief, 2005). ADA was added to the Section 504 of Rehabilitation Act. When ADA was reauthorized in 1992, Rehabilitation Act was influenced in that it adopted the principles and polices of ADA. This means that there is similarity between the two laws because their share principles and objectives. They both ensure that individuals with severe disabilities are employable.  In addition, they ensure there is not separate setting in the society and there is equality benefit between disabled and capable people (Rief, 2005). Both work together in that ADA intensifies the protective mandates of Section 504 of The Rehabilitation Act. In contrast, the two laws differ in different aspects. The main purpose of ADA is to broaden the civil rights of Section 504 and to include business agencies and ensure they follow non-discrimination law. ADA includes private entities which are responsible in providing public services (Goren, 2006).  In addition, ADA programs apply to local and state sectors. Thus, private and nonprofit entities are under ADA and they should ensure equality in provision of services. In employment provision, ADA does not allow the private sectors to create programs for affirmative action. On the other hand, The Rehabilitation act applies to agencies which receive federal fund (Goren, 2006). Unlike ADA, this Act allows federal executive branch to have a program for affirmative action which will support equality for qualified disabled people. Under Section 504, public and private entities which receive federal aid should provide free services to handicapped child (Rief, 2005).
4. Given that you are in a wheelchair, how do you think you’ll be able to do this job?

 This question is legal and it is applicable in Title I of the Americans with Disabilities Act. Employer is allowed to ask the applicant whether he has the ability to perform specific tasks.  This will help the employer understand the knowledge and skills with the applicant toward achieving business productivity (Goren, 2006). Note that this question is not about applicant’s medical condition but rather it is based on measuring the ability to do specific tasks. The applicant will have the opportunity to show his or her ability despite the physical or mental disability.  In dealing with diversity issues, the employer will understand whether the applicant values diversity with respect to his or her condition. On the same note, employer will understand the goals of the applicant and his ability to achieve them.  This question is important in that the disabled employee will show the courage and the potential ability to make difference in the organization (Goren, 2006).  The last important point as to why this question is legal is because the employee will evaluate the level of skills and   foster the working ability by offering training and development. However, you could ask, Do you have the ability to perform this job? Or how well can you perform this task?

1. How does your military experience relate to this job?

This question is legal according to ADA requirements.  First, this question is not offending the applicant. Second, it is important to understand how the experiences in other field will impact the current job. The question will help the employer get closer to the action and learn the passion and interests of the applicant (Goren, 2006).  Before assigning job, an employ will evaluate skills and provide a specific task which the applicant will perform best. According to ADA, a disabled applicant must meet the requirements needed in job application. In this case, education, skills and experience should be key elements (Goren, 2006). He or she should have the ability to perform fundamental duties.  This question can be rewritten and be presented as; did the education and training you received in the military have an impact on current position?

1. We are looking for seasoned professionals; you just graduated from college?

This question is legal under the ADA. The Act states that legal requirements such as education and experience are needed. Thus, employer is allowed to ask this question to understand whether the applicant has necessary experience needed in bringing organization productivity (Goren, 2006). Today, many people have degrees but lack experience. Thus, experience is connected with wealth and prosperity as the applicant will utilize the prior skills and experience in making difference not only the organization but also the economy (Goren, 2006).  Even though the applicants have a   degree, he or she may need experience to be regarded as qualified. This question can be asked as, we are looking for experienced workers in this job, are you a new graduate?

 

1. We are looking for someone who can effectively relate with college students; you are 47 years old?

 This question is legal and the purpose of asking about age is to evaluate whether the applicant will meet the organization’s goals.  Before interview, the employer may have evaluated the business operations and may see that there is gap which needs to be filled by matured employee (Goren, 2006).  For example, a mature worker may be needed to provide mentoring and share skills with college students.  In addition, it is legal to ask the age of employee since an organization may have less experienced workers and so mature aged workers will take full responsibility and meet the objectives.  This question can also be rewritten as; we are looking for someone who can effectively relate with college students, would you mind asking you age?

 

Unit VII

1. Beauty prejudice is a form of discrimination similar to other forms of discrimination like sexism and racism. This means that people in social setting or in organizations are treated different due to physical beauty. Attractive people are treated with respect and dignity than ugly people. In social interaction, those who are victims of ugliness experience distress and fear and they are underprivileged in promotional opportunities and employment (Berry, 2007). People who are more attractive earn higher wages as managers believe that beautiful workers are more productive. Today, ‘beauty based discrimination’ is profound and this has contributed to other form of bias such as disability bias. However, beauty prejudice does not pay and it does not bring productivity.  Beauty prejudice is similar to sexism or sex discrimination in that in social setting,   men and women are treated different due to gender difference (Berry, 2007).  For example, in work place, women are discriminated than men since they are referred as inferior. Other form of discrimination may be apparent in training,   glass ceiling and sex segregation. Even if men and women have the same level of education, in many organization men are ranked in managerial level than women. There is unfairness and inequality due to gender difference. In addition, beauty prejudice is similar with racial prejudice where people are   discriminated because of their color (Berry, 2007).  For example, racial prejudice is profound in Western society where ethnic minorities are discriminated because of their skin color.   Generally, Beaty relate to these forms of prejudice since people are discriminated due to their physical appearance.

 

2. According to Bell (2012), people can be overweight because they are poor and they can be poor because they are overweight. The first argument is that people are overweight because they are poor. With respect to modern studies on obesity, adults and children from low-income families are overweight than affluent families. For example, Bell (2012) states that Latinos, Blacks and people who are old are overweight compared with White and affluent people. In place of work, there is a negative perception that those who overweight are lazy and have undesirable behaviors. Such people in place of work remain poor due to discrimination in salaries and promotion. Other point is that overweight is contributed by diseases such as diabetes, high cholesterol and more (Heller, 2005). These diseases are as a result of lack of exercise, healthy food and higher medical costs. In addition, poor people lack the nutritional knowledge and so they consumer unhealthy meals.  According to findings from Food Research and Action, low-income people have high body mass index (IBM) than people from high-income families. This is because; poor people take excess caloric and lack physical activities. The second argument is that, people become poor because there are overweight (Heller, 2005).  When people become weight, they are discriminated in social setting. For example, in the place of work, overweight people are biased than normal people. They develop health problems such as sleep apnoea, absenteeism and presenteeism which affect the productivity. They end up being terminated and they live a poor life. Overweight children in the society are discriminated due to their size (Heller, 2005).  Due to psychological effects like social isolation, academic problems and low-self esteem, they lack quality of life and live a poor life.

Unit VIII

1. Both Unemployment and underemployment are a big challenge to the economy. The non-dominant groups’ standards of living will be affected and they will face financial trouble. Note that the standard of living is influenced by economic growth, gross domestic product and income (Maynard, 2011).  Without these factors, there will be no quality of life. There will be high level of poverty due to reduction in demand   poor economic development. Poor living standards will affect the country’s productivity in that there will be no demand for products and this will lead to heavy burden on assistance programs.  Unemployment and underemployment means that there is a higher level of unemployment and only few people are working. This indicates that there will a heavy burden on paying tax and country’s finance will be impacted due to less tax revenue (Maynard, 2011).  Given that there will be less demand for products, there will be slower economic growth and lower GDP as firms will reduce the production of goods and services. The country’s productivity will be affected by higher welfare costs. This means that the country will spend its money on benefit payments and neglect economic development.  In addition, rather than spending money on economy, the country will train the unemployed so that they can fit in modern economy (Maynard, 2011).  Due to low income, the country will ensure availability of inferior goods which people will afford. The high sales will increase sales revenue and no economic development.

 

2. Other than legislation, there are other ways which can be used to create an inclusive society. Social inclusion means that people should live in a society where they will access social opportunities and have a full participation in society activities such as political activities, decision making and more. The author asserts that in order to create an inclusive society, there must be a social cohesion which will join people together and allow all members to have a sense of belonging and legitimacy (Marc, 2010). With social cohesion, society respect diversity and avoid conflict and discrimination as well.  Members in an inclusive society are equal and everyone has roles and opportunity in social setting.  All human rights are respected and members enjoy fundamental freedom.  Other than legislation, a culture of diversity can be created through education (Marc, 2010).  Members will get an opportunity to learn other cultures and gain understanding of importance of diversity.   People from different cultures will respect other cultures and values and the marginalized groups will be empowered and engage in social activities (Marc, 2010). The key point in education is the history and culture so that people can understand the root of culture and value diversity.  A culture of diversity can also be created through effective leadership. Leaders should be accountable and show transparency in addressing society issues. They should   involve members in municipal issues so that members can offer their contributions. In other words, there should be civil society where members express their views and builds mutual trusts (Marc, 2010).  Leaders should ensure equitable distribution of resource, equal and universal access to services.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Reference

Bell, M. P. (2012). Diversity in organizations. Mason, Ohio: South-Western College.

 

Goren, W. D. (2006). Understanding the Americans with Disabilities Act. Chicago, Ill: ABA GP/Solo.

 

Rief, S. F. (2005). How to reach and teach children with ADD/ADHD: Practical techniques, strategies, and

interventions. San Francisco, Calif: Jossey-Bass.

 

Berry, B. (2007). Beauty bias: Discrimination and social power. Westport, Conn: Praeger Publishers.

 

Heller, T. (2005). Overweight: A handbook for teens and parents. Jefferson, N.C: McFarland & Company.

 

Maynard, D. C., & Feldman, D. C. (2011). Underemployment: Psychological, economic, and social

challenges. New York: Springer.

 

Marc, A. (2010). Delivering services in multicultural societies. Washington, D.C: World Bank.