The illustrious Chronus Department is a (hypothetical) branch of the Federal Government which analyzes past incidents to determine their particular impact upon current matters. This department is currently seeking to hire a new recruit for training in a recently developed program, where the employee will work to eventually become the department's director. The prospect would ideally have a degree in the humanities field concerning history, culture, and research. It is also vital that the candidate exhibit the ability to work well with others in a leadership role. The position includes an enviable benefits package, complete with vacations, healthcare, and a pension. After conducting interviews and reviewing the relevant information, the Chronus Department hones in on two potential options. They are both quite suitable for the opportunity.
Take note of Molly, an African-American woman from an upper-class and politically involved Texan family. She earned an undergraduate degree in Anthropology with a minor in US Civics from Yale University. After she graduated, Molly volunteered for two years in the Peace Corps before taking a year to explore Europe. Also up for consideration is Cameron, a third generation Irish-American from a working class Pennsylvanian family. After high school he spent a year working with his father in a steel mill before deciding to go to university. He then received a scholarship to Princeton, eventually graduating with a degree in US History. Cameron was elected Student Body President in his final year of school and established a union for the teaching assistants.
Since both applicants are so well qualified, the department is having difficulty determining which one of them should receive the job, especia...
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... discriminatory practices were directed against blacks as a group. ...Preferential treatment programs are meant to offset the disadvantages imposed by racism so that Blacks are not forced to bear the principal costs of that error. ...To condemn policies meant to correct for racial barriers as themselves erecting barriers is to ignore the difference between action and reaction, cause and effect, aggression and self-defense...”. He concludes by stating that “Affirmative action is directed toward empowering those groups that have been adversely affected by past and present exclusionary practices. Initiatives to abolish preferential treatment would inflict a grave injustice on African Americans, for they signal a reluctance to acknowledge that the plight of African Americans is the result of institutional practices that require institutional responses. (Pg.218) [10/12]
...t this system is branded a racist or narrow-minded. Hence, those who would oppose affirmative action are becoming the objects of scorn and derision; this coupled with the fact that they are discriminated against by affirmative action policies means that they have become the pariahs! Leguin’ss story is now an allegory for them- they are now they small child, trapped and abused in the closet. So, in its attempt to eliminate discrimination and the oppressed society, affirmative action has created one instead! Few who support affirmative action because they loathe bigotry realize that by doing so they are themselves bigots. Leguin’s powerful statement that the pariah culture is omnipresent rings true when one considers that the pariah culture is merely perpetuated by the attempt to eradicate it.
Affirmative action, the act of giving preference to an individual for hiring or academic admission based on the race and/or gender of the individual has remained a controversial issue since its inception decades ago. Realizing its past mistake of discriminating against African Americans, women, and other minority groups; the state has legalized and demanded institutions to practice what many has now consider as reverse discrimination. “Victims” of reverse discrimination in college admissions have commonly complained that they were unfairly rejected admission due to their race. They claimed that because colleges wanted to promote diversity, the colleges will often prefer to accept applicants of another race who had significantly lower test scores and merit than the “victims”. In “Discrimination and Disidentification: The Fair-Start Defense of Affirmative Action”, Kenneth Himma responded to these criticisms by proposing to limit affirmative action to actions that negate unfair competitive advantages of white males established by institutions (Himma 277 L. Col.). Himma’s views were quickly challenged by his peers as Lisa Newton stated in “A Fair Defense of a False Start: A Reply to Kenneth Himma” that among other rationales, the Fair-Start Defense based on race and gender is a faulty justification for affirmative action (Newton 146 L. Col.). This paper will also argue that the Fair-Start Defense based on race and gender is a faulty justification for affirmative action because it cannot be fairly applied in the United States of America today. However, affirmative action should still be allowed and reserved for individuals whom the state unfairly discriminates today.
To sum everything up, we as a human race are not perfect, nor will we ever make solutions that will satisfy both side of arguments. One lesson we can learn from this research paper, however, is that everyone should have the ability to fully enjoy their Equal Protection Clause under the Fourteenth Amendments. Nonetheless, the development of reverse discrimination, the creation of stigma against women and minorities, the buildup of racial tension, and the fact of attempting to solve a racial problem that no longer exist all contributed to the danger of affirmative action. It may be created with good intentions, but certainly not applicable to our society now if all of us wish to be treated equal.
Over the past 15 years tremendous awareness has been raised around this and programs of preferential treatment emerged. These programs ensured equal rights for people of color and females in the work place, allowing for them to apply for executive level positions and earn the same amount of money, benefits, and prestige as a white male ensuring equality for all race and sex. Lisa Newton argues that, “reverse discrimination does not advance but actually undermines equality because it violates the concept of equal justice under law for all citizens. In addition, to this theoretical objection to reverse discrimination, Newton opposes it because she believes it raises insoluble problems.” Among them are determining what groups have been sufficiently discriminated against in the past to deserve preferred treatment in the present and determining the degree of reverse discrimination that will be compensatory. Newton outlines the importance of ensuring her argument is recognized as logically distinct from the condition of justice in the political sense. She begins her argument for reverse discrimination as unjustified by addressing the “simple justice” claim requiring that we favor women and blacks in employment and education opportunities. Since women and blacks were unjustly excluded from such opportunities for so many years in the not so distant past, however when employers and schools favor women and blacks, the same injustice is done. This reverse discrimination violates the public equality which defines citizenship and destroys the rule of law for the areas in which these favors are granted. To the extent that we adopt a program of discrimination, reverse or otherwise, justice in the political sense is destroyed, and none of us, specifically affected or no is a citizen, as bearers of rights we are all petitioners
There has been a long history of racial prejudice in the United States. However the concept of affirmative action is first introduced back during the Roosevelt administration, in its appearance of the Wagner Act, during the midst of the Great Depression (Tomasson et al 126). Historically affirmative action focused on helping black citizens overcome the effects of prior discrimination and segregation (Ciocchetti and Holcomb 2010). Early plans attacked racial barriers obstructing employment opportunities and contract rights. However the implementation of affirmative action programs does not really gain momentum until the subsequent Richard Nixon’s administration period (Fauntroy 2009). It is explained that the affirmative action programs are implemented in response to the presidential speech made by Richard Nixon (Fauntroy 2009). Spe...
In the judgment of a good many Americans, equality qua equality, even when conscientiously enforced with an even hand, would neither suffice to enable those previously deprived on racial grounds to realize the promises of equality of opportunity, nor would it atone, and provide redress, for the ravages wrought by two centuries of past discrimination. Consequently… programs were established… to go well beyond "mere" equality of opportunity and provide not only remedial but preferential compensatory action, especially in the worlds of EDUCATION and employment (Affirmative, Encyclopedia American 34).
This indicates the fear and doubt affirmative action creates for minority groups. Acceptance into college is an earned privilege, a privilege that one has to work for his or her entire childhood to achieve. Schoolwork, homework, sacrifices; children do these things since they are little to assure their acceptance into a college. It is a rite of passage that society looks forward to. Yet, affirmative action can be taken as a condescension and insult to those people by implying that minorities cannot achieve their goals through hard work and ability. Moreover, instead of trying to strive for the best possibility, affirmative action allows African Americans to use the injustices, which is slavery, as an excuse as to why they cannot be successful today.
After long years of suffering, degradation, and different sorts of discrimination which the disadvantaged group of people had experienced, the “Affirmative Action Law” was finally passed and enforced for the very first time on September 24, 1965. The central purpose of the Affirmative Action Law is to combat racial inequality and to give equal civil rights for each citizen of the United States, most especially for the minorities. However, what does true equality mean? Is opportunity for everyone? In an article entitled, “None of this is fair”, the author, Mr. Richard Rodriguez explains how his ethnicity did not become a hindrance but instead, the law became beneficial. However, Mr. Richard Rodriguez realized the unfairness of the “Affirmative Action” to people who are more deserving of all the opportunities that were being offered to him. Through Mr. Rodriguez’s article, it will demonstrates to the reader both favorable, and adverse reaction of the people to the Affirmative Action, that even though the program was created with the intention to provide equality for each and every citizen, not everyone will be pleased, contented, and benefit from the law.
Currently present managers are chosen by first the need for the position, and those that volunteer for the position. The managerial candidates
Today there is considerable disagreement in the country over Affirmative Action with the American people. MSNBC reported a record low in support for Affirmative Action with 45% in support and 45% opposing (Muller, 2013). The affirmative action programs have afforded all genders and races, exempting white males, a sense of optimism and an avenue to get the opportunities they normally would not be eligible for. This advantage includes admission in colleges or hiring preferences with public and private jobs; although Affirmative Action has never required quotas the government has initiated a benefits program for the schools and companies that elect to be diversified. The advantages that are received by the minorities’ only take into account skin color, gender, disability, etc., are what is recognized as discriminatory factors. What is viewed as racism to the majority is that there ar...
The top management executives that are selecting future candidates for promotions are visiting each branch and doing an investigation to see who may be suited for a promotion for the San Antonio office. Some of the ways they are looking for future candidates is interviewing other coworkers and seeing how their relationships and work ethics are. The four candidates
The University of Queensland Recruitment and Selection Manual. (n.d.). Retrieved from The University Of Queensland Australia: http://www.uq.edu.au/shared/resources/personnel/recruitment/RecruitmentandSelectionManual.pdf
...o that principle affirmative action should be considered just in relationship to minorities. As a result, because equal opportunity legislation is not in accordance with the best self-interests of most white males but it is in accordance with those of most minorities, this is another example of a situation in which injustice is inevitable.
...anization. As outlined in the “Devanna Model” the interrelatedness of all principal HR functions would lead to costly consequences for the organization as a result of unsuitable applicants being chosen in the selection process. While the selection processes available are versatile, including models of probation, random selection, quota systems, empirical considerations, and intrinsic attributes, there are several common characteristics which are often found when selecting external candidates. These include CV screening, preliminary interviews, application forms, psychometric testing, assessment centres, interviews, medical examinations, and reference checks. As each method has a different validity and reliability, it is important for HR officers to use a combination of different methods to objectively predict and select the most suitable workers for the job.
An organization provides every necessary method before making a decision to select an applicant for the job position. A company will provide pre-employment testing/screening in order to select the most qualified candidate. An organization may decide to change its company into more diverse organization and therefore, it is their right to select more diverse employees. However, it is also important not to focus on a person’s gender, age or race. It is still very important to choose an employee who is the perfect fit for the job position. This is necessary because issues may arise and these issues may also impact the organization’s future.