PowerPoint: Sleep Tight Inn

Week 3: Homework

Sean Hall

Prepared for: Dr. Nicole Runyon

Park University

6/28/19

Sleep Tight Inn Case Scenario

Question 3a: Ma Clause has been receiving pressure from several local organizations to develop an affirmative action program. While the resort does not have any government projects, she feels that an AAP would be in the best interest of the resort. Mr. Jones wants you to provide a summary of AAPs along with an audit procedure for evaluating the current situation and establishing goals.

Affirmative action program in an organization is aimed at giving favors to a set of people or a defined group that by historical evidence has been discriminated or disadvantaged. For example, jobs opportunities are reserved for people who are disadvantaged in society such as people with disabilities. An affirmative action program seeks to promote transparency in an organization with facts about recruitment laid bare for the public. People who miss opportunities are notified of the reasons why they were rejected through this program (Leslie, Mayer, & Kravitz, 2014). In some cases, affirmative action plans are enshrined in the law. Sleep tight resort may choose to put in place an affirmative action program in a bid to diversify its workforce as well as fulfilling the various factors of hiring.

In order to put in place an effective affirmative action program, the human resource manager of Sleep Tight resort needs to perform various tasks. First, the human resource manager requires to do an internal audit to determine the different sets of people in the organization workforce. Sets of people could be determined by age, sex, race or even disabilities. After doing this internal audit, the human resource manager will then identify the quota of people groups that is largely disadvantaged (Wilkins, & Wenger, 2014). After this identification, the human resource manager will then go ahead to look at the legal thresholds set by the law by performing an external audit. After performing the external audit, the human source manager can come up with an affirmative action that will fulfil the needs in the organization. Evaluation of the current situation will be done from the statistics obtained from the audit.

Establishment of affirmative action goals will be determined by establishing the number of opportunities in the organization and matching them with the number of vacancies in the organization. Considering the availability of potential employees from the identified disadvantaged groups is also important.

Question 3b: Recently several disabled individuals applied for jobs at the resort. Out of panic all were hired by the managers. Mr. Jones now wants to know the Resorts responsibility under the law and a recommended course of action.

The resort is under the law obligated to promote affirmative action. Social affirmative action is one primary area where companies under the law are required to fulfil. Social demographics defined by for example permanent employees (Hepple, 2014). Some demographics of an organization may dictate that the employees go for annual leave for a stipulated amount at least. These are primarily a requirement by law that the organization has to follow. Any affirmative action program designed by the company should follow the legal obligation to the letter.

Organizational demography may be a requirement required by law. This type of affirmative action dictates that the organization must have certain positions that are set aside for disadvantaged members of the society. In this case, the organization is obligated for example to set aside several positions in management. The law may dictate that for every three leaders in a management hierarchy, at least one of them should be from a different gender. This helps in ensuring that there is gender balance in the organization.

Social demographics-based affirmative action is based on several aspects. Gender, race as well as race are included in this kind of affirmative action. Legal frames work implements this kind of demographics to ensure a holistic affirmative action program is realized. For this reason, the organization is obliged to fulfil these demands (Park, & Liu, 2014).

In this case, Mr. Jones should do an audit of all the legal frameworks that are required to be fulfilled by the organization. after determining the legal frameworks, Mr. Jones will go ahead to analyze the various obligations the organization is supposed to fulfil and then try to seamlessly fit the recently recruited employees into the organization and put measures that will help come up with an effective affirmative action program.

References

Hepple, B. (2014). Equality: The legal framework. Bloomsbury Publishing.

Leslie, L. M., Mayer, D. M., & Kravitz, D. A. (2014). The stigma of affirmative action: a stereotyping-based theory and meta-analytic test of the consequences for performance. Academy of Management Journal, 57(4), 964-989.

Park, J. J., & Liu, A. (2014). Interest convergence or divergence? A critical race analysis of Asian Americans, meritocracy, and critical mass in the affirmative action debate. The Journal of Higher Education, 85(1), 36-64.

Wilkins, V. M., & Wenger, J. B. (2014). Belief in a just world and attitudes toward affirmative action. Policy studies journal, 42(3), 325-343.