Running head: AGENCY’S LAW AND ETHICS OF HIRING A DIVERSE WORKFORCE 1
AGENCY’S LAW AND ETHICS OF HIRING A DIVERSE WORKFORCE 4
Agency’s Law and Ethics of Hiring a Diverse Workforce
Delores Blango
Strayer University
Dr. Pantaleo
PAD-530 Public Personnel Management
November 17, 2019
Laws Affecting the Agency
Law of discrimination based on the age impacts the agency’s personal management. The Age Discrimination Act of 1967 prohibits the employers from discriminating individuals who are above forty years. In United States, there are penalties and charges for the individual who are involved in discrimination. The act also applies to the businesses, which have more than 20 employees and those operating overseas and interstate. Some of the actions show’s discrimination against age a demoting or fired because they have reached at the age of 40 years. Age discrimination can also come with other factors such as the race of the individual, ethnicity and nationality (Cumming, Dannhauser & Johan, 2015). Age discrimination can bring anxiety and hatred because some of the people feel that they are not valued. Similarly, another law is Whistleblower Protection Act (WPA). The aim of the act was protecting federal employees and ensuring that their rights have been improved and protected. The employers have changed the ways of handling business because of the issue of whistle blowing. It is something, which is very common and the Human Resource Managers have to make sure that the employees maintain behavior that is acceptable in the organization. When there is whistle blowing in the organization, some of the employees may end up feeling that the situation is happening because of racial discrimination. Before the employees are involved in the issues of whistle blowing, they should first understand the consequences that are associated with it. It is good for the employees who want to engage in whistle blowing to check on their families and people who depend on them. Whistle blowing can ruin the reputation of the company and make it hard for the business perform very well.
Personal Recruitment and Hiring practices
The personal management has responsibility of meeting the needs of the different group or diversity of the people in an organization. When people who were hired from diverse group, it brings creativity within the organization. Diverse group also brings innovation and new ways of solving problems. In a diverse group, people have to understand the differences of the people and various, which treat them by, hiring harmony and collaboration. Secondly, human resource recruiting people from diverse groups enhances chances of developing market strategy. The diversity puts into consideration the ethnicity, age, gender and race. It brings exceptional ideas within the organizations (Wright & Vanderford, 2017). People who usually come from different areas will have varied ideas and can assist in solving problems, which faces different business. Human resources should have high consideration of hiring people from diverse areas so that the quality of production is improved. The cost is reduced through use of efficient methods and it assist in saving time. Diversity also brings the base of the customers that is diverse. When the employees to be hired from different areas, they are more likely to get customers from different geographical areas. There is appreciation of the cultural diversity when the employees hired from different corners of the world. Similarly, in the hiring process, human resource managers should not consider the sexuality of the individual as long as they are qualified for the job. Both gay and lesbians recruited if they have the right experience or they are qualified for the job. The weakness of the hiring practices is utilization of resources while hiring new team. The jobs advertised in the websites and all protocols followed. After advertisement, the best candidates selected and the interviews carried out so that the best candidate chosen.
Ethics and diversity training
Training of the employees happens to the newly recruited one as well as existing employees. The training is very important because it enables the employees who been employed to appreciate, acknowledge and respect other people despite of their age, sexual orientation and gender. Training enables the employees to keep learning new things and understanding the trends, which exist in the market. The world is changing very fast and the employees need to interact with other people from different parts of the world so that they can learn about these changes (Self, Wise, Beauvais & Molinari, 2018). The tool that promotes the collaboration within the organization and understanding between the employees. Training enables the employees to gain new knowledge about other employees from different geographical areas and start appreciating the differences. In the training, employees gain new knowledge and skills, which they utilize in their regular basis. The employees are motivated during training so that they can focus on the goals of the organizations and their strength. The weaknesses of ethnics and diversity training high cost of training and time consuming. Allocated Resources for facilitating training and making sure that the training is successful. Time also consumed when training both the existing and new employees of the organization.
Recommendations for recruiting and training a diversified Workforce
The first action can be taken is including all the individuals from varied background. It is good to make sure that the cultural diversity integrated in the operation of the organizations. It assists in making sure that all employees in the organizations feel that they are valued and their contribution appreciated. The training and development should have high consideration on the utilization of both form and informal processes so that all people are included. Another recommendation is consideration of the time factor. It is very important for the employees to have in mind that time is very important factor for the success of the organization. Organization can make impact to the clients or customers if certain product or service delivered within specific time (Lokko, 2016). Expect the time for the training articulated and all the employees to adhere to time. There should be no much time taken while training and it should not be little for the completion of all the activities. It is good during the time of training to spend quality time with the employees so that their needs understood. Similarly, when there is recruitment of the workforce that is diverse, the entire team of the management is involved. For the employment of the candidate who is qualified and has relevant skills, the human resource managers should have thorough assessment. Before application of the job, the employees should make sure the skills match with the description of the job. The candidate accessed against a specific profile and make sure that the candidate is able to perform the duties and the responsibilities, which been articulated. Relevant skills and experience relating to the job, which been described is very important.
References
Cumming, D., Dannhauser, R., & Johan, S. (2015). Financial market misconduct and agency conflicts: A synthesis and future directions. Journal of Corporate Finance, 34, 150-168.
Lokko, H. N., Chen, J. A., Parekh, R. I., & Stern, T. A. (2016). Racial and ethnic diversity in the US psychiatric workforce: a perspective and recommendations. Academic Psychiatry, 40(6), 898-904.
Self, M. M., Wise, E. H., Beauvais, J., & Molinari, V. (2018). Ethics in training and training in ethics: Special considerations for postdoctoral fellowships in health service psychology. Training and Education in Professional Psychology, 12(2), 105.
Wright, C. B., & Vanderford, N. L. (2017). What faculty-hiring committees want? Nature biotechnology, 35(9), 885.
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