Iran and Politics †Article Analysis

Effects of Discrimination in the Workplace

Effects of Discrimination in the Workplace Free Online Research Papers In the past most people do not have equal rights to choice job, for example women are not easily find a job as men, because some people think men are more smart and capable than women. In present people strongly mention the human right but discrimination still exists, and the impacts of discrimination are serious in the workplace and in society. The effects of discrimination in the workplace are mainly two parts. Firstly, discrimination directly deals to the unemployment rate increase. In some companies have sex discrimination they do not employ women as their staff, so these women lose their job opportunities. And others have age discrimination. Young people can not find jobs after graduation, because these companies think youth have not work experience. Secondly, discrimination results in work efficiency decline. If company discriminate women, they have not female employee, this company will lose work balance because women are more patiently and carefully, which are men’s weakness. Furthermore discriminate age is also harmful to a company. For one, senior people are full of experience and youth do not lack of energy, so these two groups are all important for a company. The effects of discrimination in society are reflecting on race, religion, and disable discrimination. One of the main reasons cause violence is race discrimination. It is easy to find evidence from Hollywood movies. The black people always fight with white people because they were discriminated. Now in Australia, the aboriginals are discriminated. Many people do not understand their culture, so the Australian looks down on these people, but it is not equally. In addition religion discrimination can endanger the world peace. Different religion has different god and the numbers of believers are huge. Once the conflict between different religions break out, which can easily cause a world war. At last, the disables discrimination is the most important one. The society should pay more care and love to these people. However not all the people do, so the commit suicide rate of disable people is still rising. To sum up, the discrimination can cause many problems. The government should constitute laws to avoid it. And the society should also set up some organizations or communities to help these people. Research Papers on Effects of Discrimination in the Workplace19 Century Society: A Deeply Divided EraTwilight of the UAWRelationship between Media Coverage and Social andInfluences of Socio-Economic Status of Married MalesResearch Process Part OnePersonal Experience with Teen PregnancyWhere Wild and West MeetAnalysis Of A Cosmetics AdvertisementCapital PunishmentThe Fifth Horseman

Human Resource Management in Context Assignment

Human Resource Management in Context - Assignment Example 5). Key Developments in Human Resource Management – Hard and Soft Versions: The above-mentioned reason is enough to explain so many developments in Human Resource management in recent times. Human Resource Management can be differentiated between hard and soft versions. The followers of hard version treat their employees as one of the inputs in the business and try to utilize them in the best possible way to generate the most profit. For this, they try to reduce cost and try to focus on flexibility techniques. On the other hand, the followers of soft version of Human Resource Management believe employees to be the most precious asset of the organization and they apply different strategies to retain their employees and to make them happy (Armstrong, 2009, p. 5). It would be wrong to say as to which technique is the best. Companies choose a version on Human Resource Management depending upon its core values and company’s philosophies and design their HR strategy according ly. There are companies that apply a combination of both soft and hard versions of Human Resource Management. ... HR professionals would deal with the concerns of the employees as they arise from the employees’ side. However, the view of looking at an HR professional and the span of its roles and responsibilities have changed drastically over time. Now, HR professionals are seen in most organizations as business partners (Hunter, 2006, p. 6). The word â€Å"business† in Business Partners implies a strategic intervention. It refers to something that has to be implemented from the top i.e. designing the strategy. Besides, the term â€Å"partners† refers to working alongside, and at the same level with that of the top management (Charles and Fombrun, 1984 , p. 3). Now, HR professionals sit with the top management, help them, and advise them in designing a company’s strategy and that is where the role of strategic HRM comes into play (Charles and Fombrun, 1984 , p. 3). Once, a company’s strategy is designed then HR strategy is designed keeping in view companyâ€⠄¢s strategy. For example, if company’s business strategy is cost leadership so the culture in the organization would be such that would incentivise its employees on cost-cutting activities and the like (Kenton and Yarnall, 2009, p. 2). This is why, when today one talks about HR professionals, he talks about someone who is working hand in hand with the company in order to implement its strategy from top to bottom, and is thus playing a role of a Business Partner of that company. External Contexts of HRM: Today’s HR professional has to be aware about the key developments in the business or in business’ strategy. Moreover, he also has to be aware about the external context in which the business operates. By external context, we mean a company’s macro environment. This includes socio-cultural,