Tanglewood Case 3 Summary

The workplace is subject to a staggering array of governmental regulations governing many aspects of the composition, organization, and treatment of the workforce. Indeed, the workplace can better foster connectedness among individuals from different racial and ethnic groups precisely because it is subject to state regulation in the form of the employment discrimination laws.

EEO states which is that EEOC is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person 's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. These laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.

This indicates that the number of African Americans hired externally for the Shift Leader position is only 36% of the amount of white individuals hired externally for the same position. The number should be around 80% in order to fulfill the four-fifth’s rule. In performing these calculations across all positions, there is evidence that points to disparate impact

From the data that was available to me, there is disparate impact discrimination within the hiring practices of Tanglewood. Not only in the representation of White employees compared to African American employees, but also in some occupational categories of ratio from White employees compared to Non-white employees as well. (Non-white also includes the African American employees).

In today’s world, the American still has barriers to overcome in the matter of racial equality. Whether it is being passed over for a promotion at the job or being underpaid, some people have to deal with unfair practice that would prevent someone of color or the opposite sex from having equal opportunity at the job. In 2004, Dukes vs. Wal-Mart Stores Incorporation was a civil rights class-action suite that ruled in favor of the women who worked and did not received promotions, pay and certain job assignments. This proves that some corporations ignore the 1964 Civil Rights Act, which protects workers from discrimination based on sex, race, religion or national origin.

The following will discuss the Human Resource functions of Tanglewood Stores. The paper will discuss the staffing strategies required by Tanglewood in order to maintain its corporate culture and niche market while remaining competitive. The paper suggests strategic staffing decisions regarding the nine staffing levels and four factors of staffing quality.

Reading and discussion of “Racism in Toyland” helped me develop my critical thinking skills. Namely, I started to think in terms of how race influences hiring decisions of American managers and this in turn reinforces inequality and limits opportunities for minorities. Furthermore, I questioned the answer that was given by the author, the fact that managers were biased towards workers. My group in class proposed an alternative, conceived by me, that it might be customers who want to see and interact with white workers and that is why managers select them for important duties at these stores. The author provided us with facts and her perspective on those research based facts; all the same, we are free to interpret the facts in other ways and

As it can be seen from the calculations above, a clear pattern of discrimination has occurred in both the warehouse and store promotion decisions in 2008. In both cases, as well as in the overall combined promotion rates, black employees were consistently hired at a lower than acceptable rate than their white counterparts. Therefore, any black employees who applied for a promotion during 2008 may have a case for employment discrimination depending on their unique circumstances.

One of the main reasons I decided to choose to write about Denny’s is because of the legal problems that Denny’s encountered years ago directly related to diversity within the work place. This type of publicity put a tremendous strain on Denny’s image as well as its financial status. Since the early 1990s, Denny’s have received negative publicity about employees that treated minorities in an unequal manner. Throughout my paper I will discuss what happened and the steps they had to do to change their perception to the public. I’m also inquired to know what other restaurants have dealt with discrimination controversies and the necessary steps that were taken.

In our chapter 10 case analysis, we were asked to recommend Chern’s with ways to improve its internal promotion practices. One of the best methods I found from the chapter was the open door policy. This practice allows for employees who seek promotes to forgo classes to help in their professional development. Most companies have come to the realization that their people are their greatest assets, therefore I believe Chern’s should provide their employees with opportunities to develop and further progress through Chern’s as they become more knowledgeable.

MGT Consulting gathered information from the previous year (2010) and used a Markov analysis to generate a plan of action for the employment needs for Tanglewood in 2011. The Washington market is very stable for Tanglewood and we decided that the current workforce will be sufficient for the 2011 forecast. There are 10750 current employees in the Tanglewood stores in this region. The corporate structure within Tanglewood is well known for its advancements of employees throughout the chain of command, so MGT Consulting feels that it is safe to

In “Some Effects of Proportions on Group Life, Rosabeth Kanter examines the distribution of groups in the work place. She identifies four types of groups that she found present in a workplace, and placed them into a fictionalized company. The groups were: uniform, skewed, tilted and balanced. She discovered that these numerical differences that exist, not only in a company, but in the world can harm unrepresented minorities in these dominate group settings. She focus her attention on the women in the fictionalized company, and examines how they were affected by the group dynamics. Furthermore, in Black Mobility in White Corporations, Sharon Collins discusses career mobility, specifically for minority groups. She discusses different economic

Signs of Racism in The Work Environment • No diversity in higher management positions. • No promotion or very little advancement for people of color. • Only non-minorities employees offered training for higher pay and advancement in the company. • Your evaluations never reflect your true value or work. • A significant differential in initial salaries and pay raises.

Employees should continue to receive healthy, internal promotion incentives, but the company must balance the stagnant potential tendencies with external hiring. Outside recruitment sources must be utilized and aligned with company policy. Diverse recruiting and hiring enables fresh input to stabilize proven methods and practices. Men’s Wearhouse should adopt small corrective measures to avoid an unhealthy trend of internal promotion and seek external employment sources as check and balance; especially in the realm of management. The ideal manager is one who is knowledgeable about the business and understands how to fairly treat all employees (Greenleaf, 1996). An effective training program could offer significant improvements in performance by including comprehensive needs assessments, employing appropriate training methodologies, and anticipating factors beyond the actual training event that will help to influence the transfer of skills from the training environment to the work environment (Wagonhurst, C, 2002).

Racial prejudice in the workplace today presents itself in a different fashion than it did in the past, and can be hard to identify. However its effects are still present, impacting hiring processes, wage compensation, feedback, and promotion, and ultimately playing a role in the career paths of people of color. This report will briefly examine three articles focused on the topic of modern workplace racism, the connections to the world of business, and potential solutions to the issue.