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Discrimination Still Exists In The Workplace Sociology Essay

Introduction

This paper aspires to take a critical look at the practices that are rampant in the work market today. There's a common opinion that racism and discrimination are two problems that happen to be rampant all around the globe. The racism which has been referred to here's of providing one race choice on the other. Although this term can be utilized for any contest in general, the term racism is becoming synonymous with racism against dark skinned people. Discrimination, on the other side is either related to age or gender usually, but it can also imply discrimination against people of a specific erotic orientation, country or ensemble. The magnitude to which racism and discrimination still is important in one being chosen or not chosen for employment, borders on immoral. If the candidate is entitled and there is no reason to turn him away, an employer is morally and legally bound to give him the work.

There are laws which protect a person from being unjustly cared for depending on his pores and skin or sex, in addition to theories which dictate that an organization which has variety in its employees in the case of gender, race and years is more successful in the global market than those that discriminate; despite these, discrimination and racism is still in practice. Not only do regulations and theories dictate that racism is wrong, one is also morally bound to not assess another on the basis of his cast, creed or gender.

Despite discrimination and racism being incorrect on so many levels, these are practices which are still in vogue. This paper would try to take a look at the previous literature which includes been written about them, the laws and regulations and theories which are anti-racism and the consequences of discrimination and racism on the folks who are singled out.

Objectives

To review the racist and discriminatory techniques in vogue in the work market and the work place.

To gauge the ramifications of the racism and discrimination on individuals being victimized.

To analyze the laws and the ideas designed to discourage racism and discrimination.

Background

Racism essentially means that natural constitute; nationality and ethnicity are factors which will make a person superior or inferior compared to the other. Where usually, racism sometimes appears as an absolutely evil thing, it isn't always so. More often than not, racism is not evil, rather it is an institutional ideology, like thinking that more money is better than less, some believe white is better than black, man is better than woman and so on. In circumstances like these, racism is not at all something which is harmful; rather this can be a learned tendencies, being transferred from generations to the next. That said, in some instances, racism and discrimination are deliberate and destructive. Even though racism is usually achieved with fierce criticism and dislike, you may still find people who staunchly believe that that one people could be better than the others. The initial examples of amount of resistance to racism have been observed in the Montgomery Bus Boycott which occurred in December 1955. The scholar sit-ins in the 60s, the Selma March in 1965 that was famously lead by Martin Luther Ruler and the Voting Privileges Act that President Johnson signed.

It has been famously presumed that racism was reducing, but a closer look testifies to the fact that racism hasn't lessened apart from minutely, rather they have branched out. In the beginning, racism was limited by black and white, now racism is multi dimensional. Not merely dark people, but dark brown, Asians and China are famously put through racism.

Discrimination is the differentiation of one person from the other predicated on his / her qualities and attributes, like gender, sexual orientation and/or solid. Some might say that discrimination is more rampant than racism, while these two terms merge at one point, it can be said that racism is the discrimination based on color and nationality. Discrimination is believed to be more rampant because to put it simply, there are usually more options to discriminate in. People can be discriminated on the basis of solid, creed, nationality, color, gender, get older and sexual orientations.

While there are no known beginnings of racism and discrimination in the task place, it could be safely believed that the practice of racism in the work place is as old as contemporary society and racism itself.

Previous Literature

Racism has been reported not only in the dark-colored people, but also in Indians, Pakistanis, Chinese and Asians generally. A lot of the brown or dark-colored people or those moving into the center East article some form or the other of racism at work, whether it is related to increasing a job or to the attitudes confronted in the work.

In most circumstances, it has been reported that CVs with Muslims, Chinese language or Black titles are overlooked deliberately whereas those which have white names are given more importance. If a person will get a job, he's usually treated with techniques that are unethical, subjected to ridicule or refused a good pay and campaign (Mooney, 2007).

Some job advertisements have been known to clearly state that a particular gender or ensemble is preferred, as regarding a Singaporean company which mentioned in their advert, 'non Indians preferred' (Datta-Ray, 2007). This is an instance of blatant racism and discrimination in the case of Indians who are being designated in the Singaporean job market. While this is one company which was nave enough to place their discriminative thinking into print out, there are certainly others that are not so blatant yet as bent upon hiring only a particular sect of people.

There are more women in the United States of America then there are men, and there are more poor ladies in the United States of America than there are poor men, the essential reason behind this is actually the discrimination women face in the job market. On an average, women are believed to be poorer because they're less likely to gain a respectable job if they are in contention against men (Mooney, 2007).

The racist discrimination against black men has also emerged in many ways. While many assume that racism is diminishing, whenever a closer look is used at the hiring practices of folks in a number of careers, it becomes progressively clear that young white men are more prone to get a job in contrast to black guys and males belonging to minorities (Edwards, 2007).

Researchers have offered studies which show that when a variety of applications and the call backs received to them were studied, there is a marked difference in the hiring trend, with men being given preference over women, white men over black guys and Western males over Asians (Edwards, 2007). As troubling as these facts and figures are, they can be a testimony to the fact that racism and discrimination are public evils that are not being eradicated in the society despite the degree to which they are condemned.

While women face discrimination at work alone, it's been reported that colored women face even more discrimination because they are fighting not one but two opposing pushes, that is, one they may be feminine, which automatically makes people under estimate them and second of all, they are black which makes them the prospective for racism. In america, the Glass Roof Percentage, a government-funded group, mentioned that "Over 50 % of most Master's degrees are actually honored to women, yet 95% of senior-level professionals, of the top Fortune 1000 commercial and 500 service companies are men. Of them, 97% are white" (Godbole, 2010). These information show that while women may work equally as hard as men or using instances, even harder than men, they still are not given the same opportunities and aren't treated in the same manner as men are.

While obtaining a job is hard enough, when a person does get yourself a job, if she or he belongs to a minority or a group which is targeted for racism, the work becomes even more difficult because that person may face racism and discrimination from acquaintances and the supervisor in addition to which he might be refused promotion or maybe working away at a salary lower than what he or she deserves. In the case of women, they could face vulgarity and directed intimate or verbal harassment. They are simply refused maternity leaves, not given duties which would let them explore their full probable and regarding working mothers, they are not given the special benefits which they are entitled to (Borkar, 2011).

1 out of 5 working women, who will work in general jobs, reported that they have face some kind of racism or discrimination, the varieties of that have been reported as low pay, verbal and sexual harassment, brief unpaid maternity leaves and derogatory treatment from male fellow workers (Gregory, 2003).

While the discrimination against folks of a specific love-making, gender and get older is quite typical and occasionally even a discovered behavior, but the most troubling form of discrimination is the main one against individuals who have disabilities. While it is the employer's to refuse a person who he considers is not physically fit for the requirements of the job, it can be an entirely discriminatory action if a job candidate is refused a position on the foundation that a physical disability would 'look bad' (Mooney, 2007).

Theories, Laws and regulations and Moral Obligations Regarding Racism and Discrimination

Apart from the actual fact that we now have several theories and lawful restrictions which discourage racism and discrimination and encourage equality at work, both in the hiring practices and the post employing phases, there are still instances which carry testimony to the actual fact that discrimination is still prevalent. In case the laws and theories are put besides for an instant, the actual fact still remains that singling a person from the base of his solid, color, creed or gender can be an function which is morally and ethically wrong. As the moral and moral ideas and notions can't be put into any sort of measure, the regulations and ideas can.

The business circumstance for diversity

The business case for diversity essentially states that in case a company, an organization or a business venture is wide open in their hiring techniques and hire people of every ensemble, color, creed and gender, they will be more lucrative in the global market (Brief, 2008). The business enterprise case for variety means that the only real standards for the hiring or not of a job candidate should be his or her achievements and the capabilities. This theory also expresses that if there is a diverse range of employees at work, the employees will be better satisfied and even more motivated in addition to the fact that it offers the company a liberal faade. Most of the cases in which the organizations are hiring diverse employees, they are also increasing their creativeness and productiveness (Theiderman, 2008).

Legislation and Laws

The first law which was created with regards to the discrimination at work was The Equal Pay Function in 1963. This rules made it compulsory for ladies and minorities to obtain the same pay as the male employees (Platinum, 2001). From then on act, numerous others just like the Civil Rights Take action and Get older Discrimination in Career Act were presented and are still used (Baer, 2007). These are the lawful restrictions which are used in the USA; other countries too, have released lawful restrictions which protect an applicant or a worker from being truly a sufferer of racism or discrimination.

The catch with the anti discrimination laws and regulations is that they cannot be placed into effect unless a subject is used into court. Even when the matter is used to court, the circumstances are highly difficult to show and have a lot of durability and time.

Evaluation of the Practices of Employers regarding Discrimination

The literature which was researched and the tactics of the employers which have been studied prove the fact that the society is not rid of the discrimination or racism, rather, racism has considered diverse forms and people are unaware that they are being racist in some instances as well.

Figure 1: Situations of discrimination reported between 2006 and 2007 (Meyer, 2008).

As the above mentioned figure implies, the racism and discrimination practices in all areas like race, gender, time, nationality and impairment are rising. Regardless of the values that racism is stopping, statistics indicate that it is rising. The climb is alarming because it not in small figures, somewhat it is quickly rising and soon, it has been predicted that racism would continue to rise at work.

Racism in the work place is majorly encountered by two varieties of people, women and the minorities. Women who participate in a minority are even more vunerable to the phenomenon and have to fight not just one but two sorts of prejudices, of gender and of color. Even when the ladies are white rather than part of an minority, they are usually treated in a way which is not the same as men (Hersh, 2007). They receive lesser duties; their strengths aren't used to the best benefits and are paid significantly less than the common man. Other than the fact that they are not cured like equals, also, they are at the mercy of mental and physical harassment and are sometimes asked to do mementos that are not moral or moral. Pregnant women will often be laid off or not given a paid maternity leave.

Figure 2: Gender pay distance in the European Union (P. A. P Blog, 2008).

Between 1994 and 2004, there is a 125% upsurge in gender discrimination cases at work. The basic grievances which were registered by the ladies were intimate and mental harassment by male bosses and co-workers, pay which is significantly less than the deserved amount, being let go and being refused deals (Mohanty & Biswal, 2007).

Figure 3: Discriminatory behaviour towards women (P. A. P Blog, 2008).

More and much more women are confirming that companies use the tough economy as a justification to flames them when they are pregnant or planning to start out a family group. Some women survey that these were asked to perform sexual favors in response to which they would get special offers or pay increases.

The proof of discrimination against women is seen in the fact that more women than men graduate with a master's level yet less women are having positions that are befitting with level (Meyer, 2008).

In the truth of competition discrimination, the major bias is against black people with respect to white. While it was initially assumed that the bias is only related to dark-colored people for their record of slavery to the white, it is currently arriving to light that the bias is increasing to Asian, South Asians and Hispanic people as well.

It has been observed in businesses that only 1% of people belonging to ethnic minorities are in the older positions or in the management sector, whereas, 99% of individuals, who might be equally or more competent than the majority are doing jobs that happen to be below their certification.

In the entire year 2008, EEOC received 33, 937 charges of competition discrimination, a fact which proves that there is still widespread discrimination at work related to a person's color and gender (Hersch, 2007).

Conclusion

The literature that was researched and the figures which have come ahead in this report have proven the actual fact that despite all the moral and ethical obligations, the regulations and the ideas which were put into result against racism, it continues to be a practice that is widely in fashion.

All of the facts which have been discussed above verify the idea that racism and discrimination are still widely practiced at work. Despite popular idea, the discriminatory practices aren't becoming less; somewhat they are increasing with time. Before decade, the cases reported of racism in the task place have increased.

The most disturbing facet of racism and discrimination is the fact that, the boundaries of the trend, which were recently confined to specific genders and races, aren't becoming wider. Increasingly more races are being victimized (Baer, 2007). The reasons for discrimination now include, cast, color, nationality, intimate orientation, gender and disabilities.

The cultural minorities that happen to be targeted include dark people, South Asians, Chinese language, Hispanic and Muslims. Spiritual discrimination is also becoming rampant. There is a 50% increased potential for a white man obtaining a job when he is in contention with a black guy and both hold the same qualifications.

Women are being targeted at work with intimate innuendos, the asking of sexual mementos in substitution for promotion or increase in the pay and mental harassment, while they are factors related to the gender of the employee, women are also cured in a manner which is different then men, occasionally these are paid significantly less than the male employees and in others they are given menial chores that are not equivalent of the education which they have received (Mohanty & Biswal, 2007).

While there are lawful restrictions which are in place to protect the victims of racial and interpersonal discrimination, the incidences of discrimination remain increasing. Regardless of the proof a racially diverse office is evidently better, more successful plus more valuable in the global market, employers still continue steadily to subject people and personnel to discrimination whether intentionally or unintentionally.

As it is evident that the lawful restrictions which have been created have not acquired much effect on the attitudes of individuals and the incidences discrimination, there is a need to found another way out of this situation (Short, 2008). Since discrimination is a cultural evil, the only thing which might reduce the impact and the occurrence of discrimination at work might be education of the folks from basics level in the lessons of equality and simply behavior.

Bibliography

Baer, S. , 2007. Rules Against Discrimination, University of Toronto, Canada.

Borkar, R. , 2011. Sexism in the Workplace. [online] Offered by: <http://www. buzzle. com/articles/sexism-in-the-workplace. html> [Accessed 22 February, 2011].

Brief, A. P. , 2008. Variety at the job, The Cambridge School Press, UK.

Datta-Ray, S. K. , 2007. Rediff India Abroad. [online] Offered by: <http://www. rediff. com/money/2007/jan/06job. html> [Accessed 21 February, 2011].

Gold, M. A. , 2001. An Advantages to regulations of Career Discrimination, Cornell College or university Press, USA.

Gregory, R. F. , 2003. Women and place of work discrimination: overcoming barriers to gender

equality, Cengage Learning, USA.

Hersh, J. , 2006. Love-making Discrimination in the Labor Market, Web publishers Inc, Hanover, USA.

Meyer, S. , 2008. New Discrimination Figures from EEOC. [online] Available at: <http://hrcafe. typepad. com/my_weblog/2008/03/new-discriminat. html> [Accessed, 21 February, 2011].

Mohanty, R. P. & Biswal, D. N. , 2007. Culture, Gender and Gender Discrimination, Mittal Magazines, India.

Mooney, S. Discrimination in the Job Market. [online] Available at: <http://www. edwardtbabinski. us/discrimination. html>[Accessed 21 February, 2011].

P. A. P Blog, 2008. Reports on Discrimination of Women [online] Offered by: < http://filipspagnoli. wordpress. com/stats-on-human-rights/statistics-on-discrimination/statistics-on-discrimination-of-women/> [Accessed 19 February, 2011].

Theiderman, S. , 2008. Making Variety Work, Kaplan Posting, USA.

What are the main differences between your Equal Opportunities

approach and the Managing Variety strategy? Critically discuss each

one, making references to different cultural groups' experience in each

approach.

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Introduction

It has been recently pointed out that despite all the actions which have been taken to promote the equality of women and minority organizations in the workplace, there are still many ways in which inequality still is present. The measures which were taken up to promote equality include legislations, cultural initiatives and the introduction of a specific code of practice.

The two methods which are being discussed in this newspaper are equal opportunities law and the managing diversities procedure. These two options are in their own rite instrumental in bringing about an alteration in the behaviour of the individuals and in reducing discrimination based on gender, cast, erotic orientation or nationality. These options have been created because contrary to public opinion that discrimination is lessening, it's been seen that discrimination has increased tenfold in the past decade (Green & Kirton, 2010). Since we live constantly claiming to be a civilization, the actual fact that someone would be judged on the colour of his pores and skin or his gender in this day and age contains testament to the fact that we might still be illiterate, uncivilized beings for some of us see no shame in singling out folks from our own contest.

The discrimination at work has seen an all time high. While many people know about their actions regarding discrimination, in some instances, people are blissfully unacquainted with the fact that they are judging someone predicated on what he appear to be, who he's attracted to and what's gender is. Since a job can be an important milestone in any person's life, it would be a sad event if we can not stop work place discrimination in this day and age.

Equal Opportunities Legislation

This act declared that on no grounds will one staff be discriminated from another. This function included aspects such as gender, age, race, pregnancy position, erotic orientation, physical or mental disability, marital position or family status (Chandler, 2003).

The similar opportunities action was a law which aimed to remove the discriminatory techniques in the workplace by declaring it unlawful to give one employee desire in the other on any floor. While this action in itself was very thorough, the implementation of computer had not been so because the majority of the discriminatory circumstances either go unreported or unproved by the victim.

Managing Diversity

This notion or procedure as it could be called is not really a law. This is rather an approach which aims to not nail in a point by which makes it a law, somewhat it aims to produce a matter rational by looking at it from a number of different perspectives. The handling diversity procedure is one which includes not set rules; rather it gives some suggestions which coach how to take care of each person who is not the same as you in a manner which is neither offensive nor derogatory (Greene & Kirton, 2010). While some believe in the fact that treat others as you desire to be treated yourself, it is often pointed out that the notions of value, value or privateness vary from gender to gender, person to person and competition to competition. Thus one man's notion of respect might not match with the others, in conditions like these; managing diversity is an procedure which is ideal (Young, 2000). It demonstrates to the supervisor and the employees to take care of others in a way which would be respectful from the other person's point of view.

The first act which was created to struggle this rising development of discrimination was the Identical Opportunity legislation. This legislation announced that singling out people based on their color, race or faith is a legal function and would be handled as such. The problem with equal opportunity legislation was that it gave a very narrow view of the discrimination and a straight narrower view of the types of discrimination and the ways in which they may be manifested. When it was witnessed that the similar opportunity legislation was not getting the desired result, another notion was created.

This notion was called 'handling diversity'. This process to diversity takes a very extensive view of the condition of discrimination and aspires to deal with it very much the same (Malik, 2003). Within the case of identical opportunities legislation, there was only a law which trained to refrain from discrimination of others on the basis of color, race, erotic orientation or gender, the way of managing diversity aims to teach people to become more tolerable on the differences in the human race.

This approach seeks to make people more agreeing to and open minded towards different kinds of diversity. It also seeks to teach people how to do something in a proper way towards people of other races and genders (Torrington, Hall, Taylor, 2002). Overall, this process aims to promote tolerance and acceptance.

This paper aims to take a detailed look into the two approaches and find out how they differ from each other, what are their benefits and drawbacks and how they may have helped in reducing the cases of discrimination.

Both of these approaches have observed a great deal of criticism and support. Some claim that one is preferable to the other and some claim that both have to be used hand and hand.

Previous Literature

The procedure for the development of anti discrimination laws and regulations is one that developed slowly on the period of time and experienced a number of stages which helped to give it the form where it prevails today. The initial known good examples are from the 1940s when the warfare veterans were rallied with in order that they are given the same opportunities in the jobs, this practice then broadened and achieved with other forms of discriminations and in the mid 90s, the legislation was formed. While these legislations were developed not very in the past before, they may have not possessed much effect at work as a result of dubiousness of their mother nature (Bagilhole, 1997).

In the development of the law, there were several problems, which works should be included, which should not, with different countries having different ideals and systems acquired different notions of the way the office discrimination should be tackled (Young, 2000).

There are three types of models of equality, the formal equality, which is fond of the immediate discrimination of one kind of race or a particular group at the hands of another. The second kind is the liberal equality of opportunity which is directed at the discrimination of specific areas and the underdevelopment and use of resources. The third kind is the positive action which is directed at achieving only a select group of individuals in adverts or job opportunities (Young, 2000).

When these techniques towards equality and their range of calling people are studied, it is seen why there's a development leaning toward placing managing variety into action. The law is now considered to be one which can't be put into practice because it can be an old law which was formed while remember the incidents and the happenings of the 1960s (Briar, 1997). These laws, while commendable in their notions and the prospective they reached to attain, were ones which concentrated more on sets of people, somewhat than individual.

In the current era, we see a growing trend towards personality and the notion that each individuals is a separate isolated individual. When these notions are put into point of view and then thought over, it becomes more and more noticeable why it was considered important to come up with an approach like managing diversity as opposed to the existing laws.

In this ground breaking strategy towards discrimination, the managing diversity notion seeks to safeguard not only people owned by minorities, but instead it is aimed at managing diversity in virtually any form. The varieties may make reference to any attribute of someone who may or may not participate in a minority. In this way, the managing variety approach is aiming to not only minimize discrimination against minority organizations; rather it is aiming to diminish discrimination against any diversity that will be within a person.

Differences between Managing Diversity and Equivalent Opportunities

There are naturally a number of dissimilarities in both notions, while the equal opportunities action is a laws and is known as a punishable offence, the managing diversity notion is an approach which aspires to manage variety as the name advises. This is merely a surface difference in the manner that this has nothing in connection with what sort of two ideas are implemented; alternatively this is a difference in the varieties where the two notions were presented (Greene & Kirton, 2010). In the case of the identical opportunities act, individuals who might be affected from it in a good way will be the minorities that are usually targeted like the black people, females, homosexuals and folks with disabilities. This regulation protects or boasts to safeguard only those people who participate in a minority. The managing diversity approach on the other side protects any and everyone who might be discriminated on the basis on any attribute or characteristic that he / she might have.

The second difference among managing variety and similar opportunities is the fact both are intrinsically concentrating on different things, where the notion of similar opportunities bases itself on the fact that the mannerism and behaviour of humans which might negatively damage others can be altered from external makes, the notion of managing variety proclaims that the basic encouragement to improve ones attitude and mannerism must come from within somewhat than from some exterior source. In the case of equal opportunity, the need to change one's frame of mind springs from being bound by law, which generally is not really a healthy persuasion. On the other hand, the persuasion which is due to within is the one that lasts longer, and is healthier for the person who is changing his / her attitude (Chandler, 2003). When both of these kinds of persuasions are executed, they have different effects on different people. In the case of the equivalent opportunities, the company may treat the worker or the applicant in a just manner when he is at the work area but when the job confinements are over, the company might revert back again to his discriminatory ways. In cases like this, the discriminatory action of the employer is not fixed; rather it is merely temporarily curbed (Shakhray, 2009). In the case of the notion of managing diversity, the people who are in control are causing a positive change in their overall patterns regardless of the circumstances where they are living and the implications of this behavior.

The most significant difference between your two perhaps is the target towards that your two are headed. In the case of the identical opportunity law, the target is mainly to improve the wrongs of the population and reestablish balance to something which is fast leaning towards a single thing. While it is a most noble try to have, it is also somewhat irrational. irrational in the way that the wrongs of the contemporary society can seldom be corrected giving people guidelines and laws to follow, especially laws regarding aspects like discrimination which stem from severe values and long resolved ideas in the brains of people (Torrington, Hall, Taylor, 2002). The notion of managing diversity on the other hand gets the goal that the humans need to believe in the actual fact that almost everyone around them differs and would need to be treated differently. The goal of managing variety is not correction of a system; rather it is the recognition of individuality. The effect of these two goals on people differs but not completely not the same as what has already been stated above. Evidently, regulations would briefly change the attitudes of people while managing variety may result in regular change.

Where equivalent opportunities law is designed to construct a modern culture where men and females are treated in the same way without the inequality or difference, the idea of managing diversity is designed to teach people how to make tranquility with this difference.

In the situation of ethnic minorities, the equal opportunities regulation has covered them from being violated and treated unjustly in the workplace but the attitudes of folks against them can only be modified by putting into action the managing variety approach, the strategy which wouldn't normally only change the behaviour of people in certain circumstances but also permanently over time. In case there is women or homosexuals, or disabled people, they are not ones who belong to any specific minority, yet they are still being victimized (Briar, 1997). They are not the only ones, people are being discriminated how beautiful they can be, what their accents sound like, what their life selections are, to the magnitude that folks are being discriminated based on the brands which they wear or buy, these are discriminations which cannot be fixed by regulations, rather they are simply those which can only be fixed by fixing attitudes for which the managing variety approach is vital.

Disadvantages of both notions

The individuals who are aware of both notions, their implementation and advantages and disadvantages of them are aware of the fact that the strategy of managing diversity is a far more improved and adaptable version of the equal opportunities laws (Torrington, Hall, Taylor, 2002). Towards the layman, the controlling diversity approach is merely a elegant term for the same laws which has been in practice all these years and hasn't done a lot of good.

The main downside of managing diversity which includes come forward is the fact that while focusing on individualism, this process further ignores the minorities which the equal opportunities regulation was trying to protect. Regulations on the side is flawed because racism and discrimination aren't tangible things such as fraud or slavery that can be seen, proved and punished (Shakhray, 2009).

The second problem with handling diversity is that there is no solid tangible thing behind it, the handling diversity strategy is a mere set of rules and theories which can or can't be put into practice by the company (Malik, 2003). Also, there are few ways to evaluate managing diversity. The equality laws has the flaw that it generally does not protect every minority group and so is incomplete. It is also a general laws and not specifically made for businesses which brings us to the idea that organizations cannot put this legislations into practice completely and cannot use onto it totally because it can be argued that it's not specifically made for them.

The managing diversity approach encounters the criticism that for an organization to manage variety, it first needs to have a diverse work force (Chandler, 2003). Thus, organizations who have a diverse work force are the only ones who are able to put this into practice.

In essence, both the regulation and the approach are notions with noble intentions in it both have improved and will continue to achieve this. While there are flaws in both these ideas, the goal which they want to achieve is one that needs to get importance to.

Conclusion

Thus it's been seen from the above conversation that both approaches are pretty much trying to attain the same goal while taking different roads to it.

Managing Diversity

Equal Opportunities

An approach without any lawful commitments.

A legislation which, in case is violated can lead to action being taken against the person in question.

An procedure which derives its motivation internally.

A laws which derives its inspiration externally.

An way which aims to save lots of any person who is different.

A laws which aims to safeguard specific minority groups.

An approach which seeks to bring change by changing attitudes.

A law which aims to bring change by enforcing regulations.

The goal is to market equality.

The goal is to correct the wrongs of the contemporary society.

The criticism which is faced by both of these approaches is merely. Both of the methods lack certain aspects that are needed. Regulations needs to be amended while the managing diversity approach needs to be given an over view so that it can be produced more practical. The essential problem is that the situation at hand is not just one which new or the one that is generally regarded as wrong. Discrimination has its origins in the past and for a lot of, it is their labor and birth right to be more advanced than others (Shakhray, 2009).

The two methods while being severely different in their ideologies, their implementation and their goals, are also very complicatedly intertwined. While one establishes a laws, the other provides the motivation to check out regulations. Without the law, the drive might be ineffective and without the desire, the law might be pointless.

It needs to be noticed that despite the differences in both of these, they could be used and carried out hand and hand, a technique which would garner more results than in the case of these two used separately. The cultural minorities can be guarded and people, who don't participate in the minorities and also face discrimination, can be saved.

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