CASE STUDY 2
Title VII of theCivil Rights Act of 1964 is federal legislation that addresses issuesdealing with the discrimination of employees at the workplace. Itoutlines the basis under which no employee should be discriminated(AAUW, n.d). These factors include sex, race, color, national origin,and religion. It applies to all employers with fifteen or morepersonnel (AAUW, n.d). Additionally, the legislation is used in thefederal, state, and local administration as well as both private andpublic colleges and universities. Employment agencies and labororganizations must adhere to these legal requirements (AAUW, n.d).
Title VII of theCivil Rights Act identifies the areas upon which an employee shouldnot be discriminated against. These include the color, religion,race, sex and national origin. Therefore, the federal law does notprohibit discrimination against smokers. This is a wise decisionbecause smokers are at risk of various chronic infections such asthroat and lung cancer. As such, their productivity may becompromised due to health challenges in the future (Noe, 2010). Withthe current campaigns by organizations to encourage healthylifestyles among the employees, the decision is fair. However, basicstrategies should be developed to encourage addicted employees toundergo rehabilitation and avoid withdrawal effects. The decision notto employ smokers may affect the profitability of businessorganizations if such personnel form the core part of the business.However, through training, organizations can fill the void left bysuch employees.
Organizations aretaking steps to improve the health of the employees for variousreasons. The first case relates to the amount of funds that areremitted to the insurance firms providing medical covers for theemployees (Noe, 2010). Health-risk employees are likely to requireadditional medical attention and, therefore, management will have topay higher levels of premiums to the insurance firms. Additionally,research has indicated that overweight employees are likely to miss450 million days of work annually (Noe, 2010). By encouraging healthylifestyles, businesses are aiming to reduce the rate of absenteeismand increase the productivity of the employees.
Hostess BrandCompany may have gone into bankruptcy for a series of reasons. Keyamong them was the decision by one of the unions representing theemployees to stage a nationwide strike that crippled the operationsof business organizations (Noe, 2010). The Bakery, Confectionery,Tobacco Workers, and Grain Millers International Union failed toagree on a new collective bargaining agreement and proceeded toinitiate a nationwide strike that affected the operations of HostessBrand Company (Noe, 2010).
The TeamstersUnion represented the highest number of employees at Hostess BrandCompany. Of the 19,000 members of personnel employed at the facility,15,000 were members of the Teamsters Union (Noe, 2010). Thesecond-largest representative of the employees was the Bakery,Confectionery, Tobacco Workers, and Grain Millers InternationalUnion. When Hostess Brand Company filed for bankruptcy, the twounions utilized different strategies with the aim of ensuring thatthe best interests of their members were dealt with (Noe, 2010).Teamsters signed a new collective bargaining agreement whereas theBakery, Confectionery, Tobacco Workers, and Grain MillersInternational Union ordered a nationwide strike (Noe, 2010). In theend, the latter received a less favorable contract from the company.From the outcomes, Teamsters acted in the best interest of itsmembers and got a better deal in comparison to the Bakery,Confectionery, Tobacco Workers, and Grain Millers InternationalUnion.
Hostess Brand LLCis likely to perform better than before. The new owners, Metropoulos& Co. and Apollo Global, plan to open four new plants to increaseproduction. Additionally, the company will enhance its capacity from50% to between 85% and 90% by ensuring efficiency of operations (Noe,2010). The nonunion bakers will also be cheaper, and as such, thecompany will reduce the costs of operations and increase itsprofitability (Noe, 2010).
The decision onwhether to recruit individuals to translate documents from Spanish,Polish, and French into English will depend on two factors. In thefirst case, the management must evaluate the recruitment of employeesfrom foreign nations and then the United States. Some firms will optto employ individuals with Spanish, Polish and French as their firstlanguages. On the other hand, other organizations may opt for thosewho have English as their mother tongue. As a result, the primarychallenge depends on the type of employees to recruit and select totranslate documents into English.
The problem maybe resolved by sourcing for the talent overseas. In this case, theemployees would be recruited from their native countries. After that,they would be evaluated to determine their level of understanding ofthe English language. For those that pass the analysis stage, theywill be subjected to further tests to ensure that they have a properunderstanding of English as a second language coupled with theiroriginal languages.
One primarylimitation that is faced by a diversified workforce is the creationof an inclusive workplace in which all members of the team can reachtheir full potential. Training and performance management wouldensure the development of common evaluation techniques. Through thetraining programs, the company would impart standard skills to allemployees irrespective of their country of origin.
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AAUW (n.d). Know Your Rights: Title VII of the Civil Rights Act of1964. Retrieved fromhttp://www.aauw.org/what-we-do/legal-resources/know-your-rights-at-work/title-vii/
Noe, R. A. (2010). Human resource management: Gaining acompetitive advantage. Boston: McGraw-Hill Irwin.
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