Dissertation Chapter – Discussion

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Chapter 5 Assignment 

September 10, 2022

Question 1: Executive Order 11246 created the term “affirmative action.” It sounds like a very simple idea, but putting it into action has always been a problem. There is a lot on the line for both employees and employers and this is something that creates a lot of strong emotions.  When is an affirmative action plan necessary? (Is it always required?) What are the arguments for and against affirmative action?

Executive Order 11246 created the term “affirmative action” to mitigate employee discrimination based on sex, religion, race, gender identity, and national origin. However, the executive order has received both positive and negative critics. Affirmative action is only necessary when society does not offer similar opportunities to its citizens, for instance, in a cultural setting where society prefers boys’ education over girls or during the inequitable distribution of resources. Those in support of affirmative action note that such policies allow fair competition and representation, promoting education and work on a communal level. However, some critics argue that affirmative action is discriminatory as it favors some minority races over others, reinforces stereotypes, and lessens the achievement of the minority group.

Question 2: Job satisfaction is obviously an important concept in the workplace. We want employees to like their jobs and the companies that they work for. But there are a lot of individual differences with regard to determining job satisfaction. One particular difference is age. Howe and Strauss were the authors to coin the term “millennials” as describing those US citizens born between the 1982 and 2004 (there has been differing dates).  What are Millennials looking for in a job? How do they define job satisfaction different than other generational co-hosts?

The millennials look for different aspects of the job. First, they look for the value purpose over a paycheck, in that they are more likely to take a job with lower pay if the job gives them a sense of meaning. Further, the group focuses on a job that offers skill development, jobs with a supportive and developmental role, and get regular feedback to motivate them on their duties. Millennial job satisfaction differs from other generational cohorts because they view a job as a part of their life and are motivated by non-monetary incentives. 

Question 3: When there is prejudice and discrimination in organization, litigation is a possible outcome. For managers of the employee(s) involved, this means being named in a lawsuit. Do some research on what managers can do to limit their personal liability (and that of the organization). Give some suggestions from what you have learned (and remember to include your references).

Managers’ actions determine whether they are personally liable when discrimination and prejudice exist within an organization. For instance, in California, Bohbot and Riles note that a manager can avoid personal liability by adhering to Government Code section 12940(a), which bars workplace discrimination. Therefore, managers should not ask discriminating questions and stop firing employees without taking proper steps. Before firing an employee, a manager must demonstrate that they took appropriate action to help improve their performance and document their effort to avoid employees playing discriminatory cards. Managers need to maintain performance reviews as evidence in job-related legal claims. Finally, a manager need not interfere with employees’ Family and Medical Leave Act and whistleblowers (Darden). 

Works Cited

Bohbot, Karine, and Elizabeth Riles. “Establishing Liability for Discrimination or Harassment by a Supervisor.” Www.plaintiffmagazine.com, June 2016, www.plaintiffmagazine.com/recent-issues/item/establishing-liability-for-discrimination-or-harassment-by-a-supervisor.

Darden, Quiana. “6 Ways Managers Can Be Held Personally Liable in Lawsuits.” Business Management Daily, 23 Feb. 2021, www.businessmanagementdaily.com/62805/6-ways-managers-can-be-held-personally-liable-in-lawsuits/.