A SUBMISSION ON COMPLIANCE WITH UNGC REQUIREMENTS Student’s Name Course Date Introduction United Nations Global Compact is an initiative that outlines the commitments a company signs while entering into business. It guides companies’ social performance. Our company, Samsung, is a key player in the mobile market (Kim and Mauborgne 2015). Samsung has an excellent capability of bringing into the market new and innovative products every quarter of the year. Our company has an extensive, loyal and secure customer base. With the most recent technologies, we are always ahead of our competitors. Samsung is an honorable member of the United Nations Global Compact. We wish to uphold our membership and prove to our stakeholders that …show more content…
Many companies around the world face this historical issue of discrimination. Discrimination and favoritism affect not only the business sector but also governments. Most of the developing countries have the ruling elite who will always do anything to stay in power. Power brings in a secure way of controlling sensitive businesses and obtaining security. When it comes to business and employment, one might give preference to his or her relatives though they are not qualified. Such traits are undesirable and can consequently make an organisation fail. As at now, Samsung puts its employees as the mostvalued assets. The benefits of eradicating discrimination in employment are as follows: Productivity will skyrocket when employees are given the first priority. Fair acquisition of employees will see a staff of versatile culture is established. Our company gives a clear guideline on how one can apply for employment. The attention of investors can be chanelled to some business because the staff exhibit good managerial skills. Relevant and essential qualification and professional resumes are required. There have been some complaints from civil groups on job …show more content…
Only female employees with no communicable diseases were needed. Our company flaunted the Chinese employment law that states; no employee should face discrimination on the basis of sex or religion. In future, the company should be keen so that it does not fall into impropriety allegations.I would recommend the following to help our business comply with the sixth principle of UNGC. i. The company should put a ban on child labour, so that qualified personnel are not left out while underage persons get recruited. Age should not be a factor in acquisition the of labour. Elderly people with rich divergent talents should also be considered in the workforce (Giddens 2013). ii. The interviewing panels should atleast have representatives from the government or the civil groups. They should ensure that no single right of an employee is
Institutions in the businesses sector are swarming in racial discrimination, much of which is covert and difficult to detect and prove. Racial discrimination excludes, marginalizes and exploits those citizens who are discriminated against, ceasing any opportunity for economic progress and development. Under certain regulations some businesses are required to diversify their workplace by hiring certain amounts of people of color, but in reality these small quotas do not do much for the overall condition of the people who are being discriminated against. Businesses that fail to take action on racial discrimination tend to have lower levels of productivity. This stems from employees not being interested in working hard, or because people with exceptional talents and skills choose to shy away from certain places of employment due to the fear of racial discrimination. Employees who feel wronged also tend to switch jobs, forcing the organization to spend more time and resources on hiring and training new employees, besides coping with the low productivity of a new employee. (Nayab)The effects of racial discrimination in the American work force could be identified with funded research on the topic. With ample data employers will be able to better understand the negative affects that racial discrimination have
Thereby, since we understand that organizational strategies are needed to eliminate on the job discrimination, we also must understand that defeating it can be very difficult and can cause conflict amongst everyone. We all have some form of bias, but within the DOJJ one would think that these bias whatever they maybe would remain off the job, but that can only happen in a perfect world. So, since our world in not perfect, we need to develop some form of strategy to avoid this type of conflict on the job. As we examine this issue we found out that “discrimination often occurs when one culture does not understand another, therefore, organizations need to spend time training staff in cultural diversity and strategies for effective communication” (“Best practice in”,
Jack’s claim is not true at all. As an employer, he could be accused of discriminatory practices any time. Especially when the applicants complain about the question, they were asked during interview or at work. For example, the female applicant were asked about their childcare in their absence, however male were not asked the same questions. The case m where minority applicants were asked about their arrest record and credit history, while non-minority were not asked the same questions. Moreover, there are other cases of discrimination within the company such as where the older man was paid less than the other younger employee while, they were all doing the same job. Or the case with the sexual advances made toward women by the store manager. All these are serious cases of discrimination and are a violation of the Equal Pay Act, Sexual harassment and age discrimination, etc.
One more problem with race relations in the United States is employers. Some bosses/CEO’s refuse to hire a certain race, which is discrimination – according to SAGE journal articles – because members of a particular group are being excluded from certain privileges. Another article also said that “During the fourth quarter of 2012, unemployment among whites stood at 6.3 percent; for Hispanics it was 9.8 percent; for blacks, 14.0 percent”, due to the fact that racial discrimination exists where success takes
Samsung’s cost advantage is clearly visible from the comparison of costs (and their elements) that were borne by the company and its competitors in 2003 (Tab. 3): Samsung’s overall cost was 24 per cent lower than the weighted average cost of the other four producers; two most significant elements of the cost structure, i.e. raw materials and labour, were 36 and 27 per cent lower respectively. When expressed by means of a relation of average selling price to costs (“productivity” of cost elements), the differences are even more visible (comp. Tab. 4 ): overall superiority of Samsung over its competitors exceeded 51 per cent!
Today’s modern workforce is made up of a diverse group of individuals. People of different nationality, race, creed, color, age, sex, and sexual orientation work side by side every day. This diversity has many advantages, but it also ads a level of complexity to management. The potential for discrimination is real, and needs to be managed so as not to incur lawsuits, loss of productivity, and unhealthy working conditions. Happy employees are productive employees, so it is in any organizations best interests to ensure that discrimination does not happen, but unfortunately, it does.
Does the United Nations Global Compact contribute to exercising global governance of Corporate Social Responsibility?
To avoid racial discrimination amongst employees joining the company, there should be a mass meeting organized to show that there is a zero-tolerance policy for discrimination and when violated, there will be severe consequences. In order for the discriminatory policies to work, employers must provide staff with an outline of the antidiscrimination rules, all staff should be trained in different situations where an individual may normally be affected by in the workplace, and lastly staff should be provided with the necessary educational resources on racial discrimination. Encouraging employees to work in group settings will allow them to get comfortable with each other as well as getting to know personal facts about one another, generating a healthy, this also makes the company run smoother. Racial discrimination, has a great amount of negativity that comes with it. What can we do to help stop this completely? The fact is that we can’t control what other individuals do, we can only educate them on the struggles that many minorities face with
Background to Samsung based in 1938 in Republic of Korea, Samsung has grown up from a modest commercialism company to a multi-national conglomerate with AN annual turnover in 1997 of nearly $100 billion. Samsung operates in 3 major markets - physics, engineering and chemicals - and employs individuals in additional than sixty countries. The company philosophy is to devote its human resources and technology to the event of a worldwide society through ever higher merchandise and services. Samsung pursues 3 methods to attain its objective of maintaining international
Every employee wants maximise their salaries and benefits based on particular skills and the rewards available in different employment. Most employees also want to continue their employment (ACCA F9). However, when sexual discrimination was happened in a company, there...
In conclusion, there are many rights to the employees’ when it comes down to equal opportunity employment. In this paper you learned of a few different types of discrimination towards employees’ and how different acts protect them in the workforce. It also has shown what rights a person has as an employee in the working environment.
A subsequent element that has led some to query about the popularity of anti-nepotistic policies has been the amplified curiosity in family-run companies. According to Padget and Morris about 40% of Fortune 500 firms are family-owned and collectively they calculate for about 50% of the GDP. Their examination established that patronymic-run businesses accomplish much more on a difference of performance appraisal than non-family-proceeded firms. In order to stay "in the family", these organizations must practice nepotism. Thus, the succession of family-discussed firms is, obliquely, an endorsement of nepotism during the employment process. (Padget & Morris, 2005)
Employment, Inc is committed to a policy, as stated by the Federal Employment Equity, of achieving equality in the workplace so that no person is denied employment opportunities, pay or benefits for reasons unrelated to ability. Employment, Inc is therefore committed to equal employment opportunities, as stated by the Civil Rights Act of 1964, for all applicants and employees without regard to age, race, color, religion, national origin, sex, physical or mental disability or any other unlawful grounds. In order to ensure an equitable workplace, Employment, Inc abides by a number of objectives as required by law. These objectives consist of::Workforce Survey - a collection of data on existing employees and determine those that fall into one of the designated categories.
Work plays an important role in our daily life, it is considered much more huge part of our personal life. During our daily work we make many relationships throughout our career history. Sometimes these relationships become lasting, and sometimes employment discrimination might happen. This relationships that we thought it last could be cut off by the devastation of claims of discriminatory treatment. Discrimination in the workforce has been an issue since the first people of workers in United States in the present day and as well in the past. Some employees were subjected to a harsh working conditions, verbal abuse, denial of advancement,, and many other injustices. There was also the fact that certain employees were being treated differently than other employees.
In order for any organization to select the perfect applicant for a job position, the organization provides pre-employment testing/screening. Pre-employment testing is beneficial for the company because it can help the company to reduce cost, decrease turnover and save time. Pre-employment testing that is provided must be valid and fair. (Quast, 2011) In addition to the validity of pre-employment testing/screening an organization must never discriminate a person’s age, gender or disability status. Therefore, more organization are becoming more diverse when it comes to employee selections. However, some ethical issue may arise when an organization decides to change their organization into a more diverse organization.