英文代写-有关种族偏见的案例分析。这类问题已经在具有强大多样性政策的大公司中发现。这说明了该公司的执行问题，沃尔玛已经面临了一系列诉讼诉讼，并支付了补偿，因为他们的政策是对非洲裔美国人社区的偏见(Agarwal, and Marcus, 2015)。2015年，宝马在这70名员工中解雇了88名少数族裔黑人员工(Agarwal, and Marcus, 2015)。当被问及此事时，该公司表示并非故意，并重新雇用了这些员工。这可能是故意的，也可能是管理层对某些种族天生的种族偏见。缺乏适当的多样性管理政策也可能是一个问题。
作为第一步，应该从根本上认识到多样性的重要性。员工应该意识到雇佣多样化员工的众多好处(Kirton, and Greene, 2015)。这将有助于发展相互尊重，促进创新和品牌形象的公司将增长在公众的眼睛。这将意味着更多的投资者会投资于该公司(Richard, Kirby, and Chadwick, 2013)。这应该在公司政策的实际执行中。在对员工有了这种基本的了解之后，建议公司采用以下协议来培养更强大的员工队伍。
英文代写-有关种族偏见的案例分析。These kinds of issues have been found in major corporations with strong diversity policies. This shows the issues of implementation of the company, Wal-Mart has faced a number of litigation suits and has paid remediation to the people owing to their policy of being prejudicial against the African American community (Agarwal, and Marcus, 2015). In 2015, BMW fired 88 employees of these 70 employees were minority black employees (Agarwal, and Marcus, 2015). When questioned, the company said that it was not intentional and rehired the employees. This could have been deliberate or could have been an innate racial bias against certain ethnicity by the management. Lack of proper diversity management policy could also be an issue。
As an initial step, there should be fundamental awareness of the importance of diversity. The employees should be made aware of the numerous benefits of hiring a diverse workforce (Kirton, and Greene, 2015). It would enable in developing mutual respect, foster innovation and the brand image of the company would grow in the eyes of the public. This would mean more investors would invest in the company (Richard, Kirby, and Chadwick, 2013). This should be in the actual implementation of the company policy. After this basic awareness to the employees, the following protocols are recommended to the company to develop a stronger workforce.
Initially, there should be assessment of the current standards of practice to ensure and identify key vulnerable areas. There should be accurate assessment of the vulnerability.
There should be actual training sessions and seminars to ensure the importance of maintaining diversity in the workplace.
While hiring employees, people from all backgrounds should be considered and the person most suitable for the job should be hired. There should not be any prejudice or bias against the employees.
Mentoring programs should be initiated towards the minority employees.
This does not mean employing people who do not have the skills. People who have the mandatory skills should be appointed for the job and there should be training given like any other employee.
Inclusiveness should be very important factor that needs to be addressed. In this all the employees should be given challenging jobs. They should not be discriminated against their gender, ethnicity or ideologies.
Recognition and rewards should be given based on the merits of the job performance. Fundamentally all the employees should be treated equally and there should be procedural justice within the system.
There should be periodical assessment of the employees and their behavior. There should be fairness and justice ensured in the work environment
Importance should be given to all employees. Feedback should be requested from the employees on a regular basis to understand the dynamics of the system
There should be a separate employee grievances portal for the employees to voice their opinion against any issues (Namie, 2003).
In case of harassment there should be immediate action undertaken by the management to resolve the issues
These are only recommendation; the management should develop best practice that is fundamentally fait to ensure that all the people in the system are treated fairly and equally. These best practices cannot be developed in a short period of time. Management needs to ensure that this is a continual process and base decisions based on the events of the case.
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