Affirmative Action Produces Double Standard in College Admission Essay Sample free essay sample

Affirmative Action Produces Double Standard in College Admission Consider this. President John F. Kennedy or Doctor Martin Luther King Junior would be partial to what affirmatory action has turned out to be. President Kennedy would proclaim what person could make for their state. Doctor King would be in resistance to the prejudiced impressions of affirmatory action by confirming to Americans to set preference aside to accomplish equality. non discriminatory intervention. America has distorted and moved beyond the bulk of racial barriers of the sixtiess. For case. Barack Obama. an Afro-american. was elected president of the United States in 2008 and reelected in 2012 in a state where Whites and inkinesss had to utilize separate H2O fountains merely less than fifty old ages earlier. Affirmative action is perchance one of the more ill-famed issues in the United States of American today. Put into action in response to many old ages of segregation. which marginalized the Afro-american pop ulation of the United States. We will write a custom essay sample on Affirmative Action Produces Double Standard in College Admission Essay Sample or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page affirmatory action was intended to revoke the unethical determinations of the yesteryear. and level the playing field in footings of employment. instruction and lodging. The phrase ‘affirmative action’ was originally used by President John F. Kennedy on March 6. 1961. in Executive Order 10925. The purpose was to set up the government’s staunchness to equal chance for all qualified persons. and to take definite action to reenforce attempts to recognize equal chance for all. In 1965. President Lyndon B. Johnson. superseded Executive Order 10925 with Executive Order 11246. which prohibited â€Å"employment favoritism based on race. colour. faith. and national beginning by those organisations having federal contracts and subcontracts† ( Office of Equal Opportunity and Diversity n. pag. ) . Affirmative action is used to back up processs that achieve non-discrimination. In other words. it is intended to advance equal chance. The rationalisation for affirmatory action is that it compensates for â€Å"past favoritism. persecution or development by the governing category of a civilization. and to turn to bing discrimination† ( The Burning Platform n. pag. ) . Unfortunately. affirmatory action is rearward favoritism. which has obnoxious effects neglecting to convey to fruition its original purposes. Furthermore. affirmatory action is a impermanent solution and has no topographic point in today’s society. particularly in college admittance standards. The minute higher academic establishments incorporated affirmatory action into admittances standards. definite properties of applicants’ decreased. institutional support was placed in hazard. and bias scholarships were created. seting other minority groups at hazard. First. universities modify admittances demands. which allows for persons with below mean classs and accomplishments admittance into establishments of higher instruction. This is non merely corrupting and dissing to African-Americans. but it besides gives rise to performance-hindering stigma by â€Å"undermining the accomplishments of minorities† ( Friedman 26 ) . Furthermore. affirmatory action diminishes the successes of persons. doing affirmatory action counterproductive. Affirmative action labels the receivers as missing ability and mentally secon d-rate. It frequently overlooks curriculum differences. which play an built-in map in college admittance and graduation rates. For case. â€Å"Carnegie Mellon University and CalTech are to a great extent oriented toward the scientific disciplines. Fieldss in which inkinesss have ever had a little presence† ( The Burning Platform n. pag. ) . It obstructs appeasement. replacing out-of-date unfairnesss with modern unfairnesss. and convinces admittance campaigners to sort themselves as disadvantaged. even if they are non. Second. the monetary value and fiscal emphasis of affirmatory action plans should non be forgotten with pecuniary support furnished by taxpayers. and in utmost state of affairss. puting universities under extreme examination. Like any national plans intended to run into a peculiar adversity of an underserviced group. capital to endorse these policies comes from the populace sector. Money for affirmatory action plans is frequently set aside at the disbursal of much needed wellness attention plans. It is likely that affirmatory action plans eradicate one hundred billion in taxpayer dollars ( Whitaker 6 ) . In 2010. North Carolina State University wasted an estimated $ 1. 9 million dollars on a month long run to pull Afro-american females. The university had to increase its current registration of this minority group to three per centum. or lose critical federal and province support. Additionally. universities with a high Afro-american graduation rate provide a dearly-won nurturing environment. dwelling of orientation and keeping plans for black pupils. These third establishments place black pupil keeping and graduation rates above other enrolled pupils. It is clear that the extravagancy of prolonging affirmatory action plans at universities is a liability to the taxpayer and hence. the cost of such discriminatory plans outweigh the advantages. Third. rivals of affirmatory action contemplate that it maintains the construct of race: thriving in society. making separation alternatively of integrity. Separation can be witnessed in â€Å"color based scholarships and plans that give prefere ntiality to African-Americans and except bulk groups such as Caucasians† ( Whitaker 12 ) . By puting aside scholarships for African-Americans. Caucasic undergraduates are being discriminated against. peculiarly when a ‘white only’ scholarship is deemed racially prejudiced. Therefore. racial struggle is escalated and benefits the more fortunate public within the minority groups. upper-middle category African-Americans. at the disbursal of the least privileged within the bulk public. such as low-class Caucasians. These unseeable victims of affirmatory action’s lofty picks are human deaths of a barbarous dual criterion created by minority scholarships. Therefore. affirmatory action’s usage of categorized racial favoritism to allow African-Americans scholarships is insensitive and dissentious the policy’s declarations are compromised in their executing. The most widespread claim for affirmatory action is it amends the unfairness and favoritism created by segregation. Those who champion affirmatory action. like Beth Herring. alluded to the soci etal nature of affirmatory action by breaking the opportunities of an equal playing field. She believes. â€Å"education is the lone guaranteed flight latch on poorness that there is. Without person believing holistically about my application manner back when. I doubt really earnestly I would be sitting here earlier you† ( Kroft ) . Furthermore. advocates of affirmatory action have the most confidence in their perceptual experience that it creates diverseness in its projects. Their line of logical thinking is that for a â€Å"nation whose pride lies in the unbounded diverseness of it is people. why should America deficiency in assortment in the representation of its comfortable people and leaders† ( Guernsey 20 ) ? In other words. America’s diverse population should be reflected in all facets of leading. instruction. and social equality. Affirmative action can vouch these aims are met by providing minorities and underrepresented genders with chances they would non otherwise have. Advocates of affirmatory action should see present twenty-four hours society can non be held accountable for past decennaries of favoritism. The evil of affirmatory ac tion. such as racial favouritism and bias. are acceptable and overcast the cover of good will. therefore challenging that the policy leads to diverseness. However. by cut downing admittance norms and passing unearned benefits to African americans on applications or leading chances. the attack is switching the playing field to disrespect persons of the bulk group. Additionally. as aforesaid. affirmatory action creates racial apprehensiveness that hinders harmony among the minority and bulk groups. The purpose of oppositions of affirmatory action is non to minimise it. but. to do known that even executing good plants has its limitations. By measuring the present development of affirmatory action. an ascent or complete abolition is necessary. One declaration would be extinguishing partizan plans and quota strategies such as affirmatory action. As Guernsey suggests. another realistic solution includes finding affirmatory action programs’ receivers based entirely on virtue and economic demand ( 97-98 ) . With respects to grants and scholarships. virtue based assistance is advantageous. because nose count classs are purged from the ap plications. Thus donees are non wholly from one minority group. In add-on. William Whitaker argues that â€Å"people who work hard and play by the established virtue regulations should non be denied chances because of race and gender qualifications† ( 7 ) . â€Å"Affirmative action is a impermanent intercession designed to accomplish equal employment chance without take downing criterions. and without unduly treading the calling aspirations or outlooks of current organisational members who are competent in their jobs† ( Pienaar 4 ) . Affirmative action is the band-aide that needs to be removed with one clean pull. Trying to repair and pull off it would be an tremendous faux pas. â€Å"Supreme Court Justice Clarence Thomas. the lone current black Justice. opposes affirmatory action† ( Kroft ) . Justice Thomas considers the Equal Protection Clause of the Fourteenth Amendment prohibits affirmatory action or discriminatory intervention. He besides believes it creates â€Å"a cult of victimization† and implies inkinesss require â€Å"special intervention in order to succeed† ( Kroft ) . Affirmative action supports minority groups to delegate themselves as portion of favorite groups. to take advantage of group penc hant policies. which tend to profit chiefly upper and in-between category African-Americans. often to the hurt of low income Caucasians and Asians. Again. as higher academic establishments incorporated affirmatory action into admittances standards. definite properties of applicants’ lessenings. institutional support is placed in hazard. and bias scholarships are created. seting other minority groups at hazard ( for being overlooked ) . Plants Cited Chen. Jim. â€Å"Symposium on Affirmative Action: Diverseness and Damnation. † 11 Apr. 2009. Is Affirmative Action Still Needed? Ed. Theodore Wood. 20 Apr. 2009. Friedman. Lauri S. Racism: Writing the Critical Essay. Detroit: Greenhaven Press. 2007. Print. Guernsey. JoAnn Bren. Affirmative Action: A Problem or a Remedy? . Minneapolis: Lerner Publications Company. 1997. Print Human. L. . Abednego Maphumulo. Mpumelelo Obed Mbatha. and G. S. Zulu. Affirmative Action and the Development of Peoples: A Practical Guide. Kenwyn: Juta A ; Co. Ltd. 1993. Print.Kroft. Steve. â€Å"Clarence Thomas: The Justice Cipher Knows. † CBSNews. com. 1 Feb. 2009. 09 Nov. 2012.Office of Equal Opportunity and Diversity. â€Å"A Brief History of Affirmative Action. † OEOD. uci. edu. 03 May 2010. 09 Nov. 2012.Pienaar. Jacques Schalk. â€Å"PERCEPTIONS OF AFFIRMATIVE ACTION AND THE POTENTIAL UNINTENDED CONSEQUENCES THEREOF IN THE WORKEnvironment: A STUDY OF THE DESIGNATED AND NON-DESIGNATEDGROUPS IN SOUTH AFRICA. † UNIVERSITY OF STELLENBOSCH. Western Cape: Stellenbosch University. 27 Dec. 2009.The Burning Platform. â€Å"AFFIRMATIVE ACTION? . † The Journal of Blacks in Higher Education ( 2007 ) : n. pag. Web. 09 Nov 2012.Whitaker. William A. White Male Applicant: An Affirmative Action Expose. Izmir: AproposPress. 1996 Print.

organzation behavior Essay Example

organzation behavior Essay Example organzation behavior Essay organzation behavior Essay Organization behavior Name: Institution: Lecturer: Course: Date: Organization behavior Case 1 Some of the possible reasons for absenteeism in an insurance company are associated with internal and external factors. From the MAR’S model, four key factors determine the individual behaviors in a company. First, motivation determines the performance of workers. Thus, lack of motivation could have been one of the reasons for absenteeism. Another factor that negatively affects the company is ability. Ability for analyzing data is vital; thus, poor ability might affect the individual behaviors and performance. Factors such as role perception and situational factors can be the reasons for absenteeism. Therefore, poor communication within the company can discourage employees thus making many of them have poor role perception. Stress and lack of job satisfaction can be challenging to employees thus contributing to their absenteeism. This might be reduced through creating conducive working environment, which is stress free. Moreover, good communication, motivation of workers and g ood role model will reduce absenteeism. Case study 2.1 The captain is trying to displays the problems he is experiencing. Captain beliefs the cause of the problem was through hiring inexperienced people who do not have role perception or competence. Using MARS model, the possible causes of unacceptable behavior are varied. First, hiring of inexperienced young people who are not exposed to work before. This directly affected the performance level because of poor paperwork that was done. Secondly, insufficient training programs thus poor performance. The problem of hating paperwork could have not risen if training programs were carried out. This could enable the officers have better skills for the job. Thirdly, poor motivation that led to poor performance in paperwork. Captain did not motivate officers thus they became unaware of organizational goals. Lastly, poor role perception made the officers dislike paperwork. This is because there was no clear role perception and acknowledgment of the paperwork description. Moreover, they were not aware that the organization would suffer in case they could not perform paperwork. Lastly, the officers were hired to perform jobs, which are not matching with their job requirements. This contributed to poor performance in paperwork thus putting the company at risk. The captain has not identified all the possible solutions to the problems. This is because there are some problems a part from lack of motivation, determination and interests of officers towards the written crime description. There are some factors that captain did not mention thus, needs to evaluate and make adjustments for better organizational performance. First, evaluating the stressing environment and make sure that the working environment is stress free. Training workers is vital because it will enable them to have abilities to perform better paperwork. Motivation alone cannot be successful if workers do not posses the required abilities for a specific position. Comprehensive job descriptions can be done indicating clear expectations. This will aid the employees in understanding the role perception thus producing better results in paperwork. Furthermore, the captain should act a role model to employees. This is vital because he will make employees understand the ways through wh ich employees are supposed to play a part in the company. Additionally, captain can analyze the situation, redesign job, encourage competence and ensure that the working environment is conducive. He will communicate well in order to eliminate the problems that he is undergoing in the company. Therefore, by adopting the MARS model, the captain will enable employees to discover the driving force behind their action thus improving in paperwork.

Discuss the strengths and weaknesses of the Fair Work Act 2009 Essay

Discuss the strengths and weaknesses of the Fair Work Act 2009 - Essay Example The act focuses on the key parts such as the employment standards of a nation, contemporary awards in the workplace, industrial action, minimum wages, unfair dismissal, office fair work and enterprise agreements. Organisations exists for a purpose but regardless of particular resource in an organisation, HR managers play significant roles in the organisation and they are the key ingredients for organisation success. HR manager controls and manages financial resources, people and other aspects; thus a number of varied things should be taken into considerations in order to transform the nature of work and workplaces in which they are performed. Among these aspects is making significant amendments to industrial relation systems; thus employing more innovative HRM practices such as communicating clearly about organizational policies is vital. The strengths of the Fair Work Act 2009 The aim of the FW Act is to offer a balanced framework for productive and supportive workplace relations, w hich promotes state economic prosperity and social aspects for all Australians (Harpur, 2012, 190). Under this act, employees and employers may bargain collectively to make enterprise agreements in respect of the terms and conditions of employment. The FW Act offer an effective bargaining process in the workplace and this is where agreements between bargaining representatives who represent employers and employees bargain in good faith in order to come to an agreement. Mondy, Noe and Gowan (2005, p. 45) point out that the essential function of the HRM in an organisation is to create and maintain a productive, as well as, a healthy and safe working environment for all stakeholders. The core activities of the human resource manager include offering job analysis, recruitments, retaining employees, and recruiting, training or compensating employees. Regardless of the size of an organisation, HRM should perform their work well by managing and improving the skills of employees in order to create successful organizational performance. These activities take place within a framework of legislation that establishes minimum standards and prospects regarding acceptable behavior in a business entity (Briscoe, Schuler and Claus, 2009, p. 32). The FW Act has been wholly operational since the commencement of the year 2010 and it substituted the workplace relation or work choices amendment Act of 2005 (Manuel and Law Society of South Australia, 2009, p. 51). The FW Act is imperative because it enables employees to adjust the employment costs, workforces or flexible working hours to suit subdued demand (Sloan, 2010, p. 19). Employers in some sectors are concerned with modern awards in the workplace and unfair dismissals while others are concerned with the federal minimum wage; thus the FW Act is vital in the workplace. Many organisations such as the Australian organisations faced turbulent business and economic issues during the 1970s but the implementation of the FW Act 2009 ha s created significant changes on the way organisation perform their functions in the contemporary business world. The FW Act offer flexibility in the workplace and this is significant because it contributes to increased productivity in the workplace. Offering work flexibility is one of the significant aspects that have enabled many human