Wednesday, August 28, 2019

Personnel Rights, Diversity, Sexual Harassment, and Affirmative Action Assignment

Personnel Rights, Diversity, Sexual Harassment, and Affirmative Action - Assignment Example The concept of better human resources treatment in workplaces is not a preserve of only the private sector but has over the years extended to public companies and institutions thus putting to question the role that public personnel manager has to play in ensuring that the aforementioned issues are well addressed (Cooper, 1990). This paper looks at the issues above based on a critical review of some peer reviewed journals as well as other sources. Employee’s rights Within an organization that consist both the employer and the employee, each group has its own role to play in terms rights. There is need to ensure that employees have access to adequate compensation in relation to their work performed. Overtime work must be paid through overtime schemes in order to avoid exploitation. Proper channels need to be put in place to address the misgivings of employees since they have a right to be heard and assisted (Robertson & Fadil, 1999). The other part includes providing employees w ith safer working environment that has no hazards whereby the management must consider safety and health standards of the work place. Also the management has the responsibility of training its employees and advising them on the possible hazards that could be encountered within the organization as well as performing voluntary medical tests on the employees to keep medical records updated. Among others, the management also has the duty to keep records of employees on work related injuries that could be used in future if need arises. All these responsibilities are to safeguard the employees’ safety which they have a right to (Brooks, 1989). Diversity It is in the interest of any organization, be it in the public or private sector, to create a diverse workforce environment. This involves managing an organization’s human resource from a wide variety of background with wide range of experience to smoothly attain the goals of the organization (Robertson & Fadil, 1999). Divers ity in employment relates to issues of race, color, national, age, religion, disability, sex, gender identity, socio-economic background, parental status, education, among others. These issues are important and must be considered while managing human resource. This gives each individual within the organization the opportunity to contribute positively with a sense of belonging to the attainment of the organization’s goal. With diverse variety in experience, there is more opportunity that promotes on job training as well as improvement on personal skills. As much as it is a new productive tool to the organizational management, it faces challenges as well. With the new era of more educated and young managers straight from management schools, they get opposition from the traditional old managers and employees within an organization and this hinders organizational objectives. Although diversity has gained momentum, it is still evident that there exists biasness in the higher level of management where women and the disabled are still sidelined in employment and promotions. Also diversity is challenged in terms of race where the race factor is more influenced by political factors such as which race is more dominant in politics and hence it should be influential in other

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