- Spot Shuttle Challenger Calamity Research. How does Threat Supervision (or inadequate) add?
- Living space Shuttle Challenger Mess Inspection. How performed Chance Supervision (or limited) play a role?
- Space Shuttle Challenger Disaster Inquiry. How managed Probability Direction (or not enough) make a contribution?
- Location Shuttle Challenger Failure Research. How does Associated risk Control (or decrease in) add?
- Room or space Shuttle Challenger Catastrophe Analysis. How managed Risks Management (or not enough) play a role?
- Elements to consider when rating employee behavior
- The American Equal Employment Opportunity Commission
- Space Shuttle Challenger Disaster Inquiry. How managed Probability Direction (or not enough) make a contribution?
- Spot Shuttle Challenger Calamity Research. How does Threat Supervision (or inadequate) add?
- Space or room Shuttle Challenger Disaster Analysis. How managed to do Hazard Managers (or loss of) play a role?
Excellent ideas for formulating essays on Earth and Space
- Category: Uncategorised
- Published on Friday, 24 June 2016 07:07
- Written by Super User
- Hits: 368
In recent times, establishments need to give more attention to organizational behavior for their success. Success in business is the main aim of any business establishment. However, a business will not be successful if it lacks well trained and qualified employees who could offer outstanding services for the competitive market. Organizational behavior dwells on employee interaction, functionality and behavior in an establishment. Employee behavior is the conduct in which an individual attached to a particular organization behaves while at work. Employee behaviors are categorized as deviant (counterproductive) and productive behaviors. The essay dwells on various elements considered when rating the behavior of an employee. It was written with the help of essay writing service (read Customwritings review here).
Accountability: Employees are obligated to perform their work in an effective, ethical and cost effective way. Accountability for individual deeds and decisions is the key to success of organizations. Accountability promotes transparency and accords morale to employees when things are done in an open manner. Employees ought to account for work done thus a measure of quality assurance. Establishments with liable management in most cases register success at the end since corruption cases are minimal. Openness leads to the efficient running of organizations strengthening its leadership.
Communication: Establishments require employees to have good communication skills. Communication channels of employees matter a lot depending on the type of information being relayed. Communication requires some form of tone etiquette. For instance, the tone relayed when an employee engages in a conversation with the managing director of a company is not the same when chatting with another employee (Landy & Conte, 2013). In rating an employee behavior, communication skills of that particular employee ought to be studied first. Efficient communication enhances good correlation among workers in an establishment. Organizations that offer open communications enhance transparency instilling confidence among employees.
Teamwork: It enhances working together with other people set for common agenda. Teamwork is associated with trust, pride, and commitment. It delegates responsibility, guidance and paves ways of finishing set goals. An employee needs to acknowledge responsibility for accomplishment of team objectives. Teamwork promotes equal contribution from every team member. Employee behavior needs to be traced to teamwork level to ascertain whether indeed the member is active in all spheres. Equal contribution enhances togetherness promoting unity in an establishment.
Inclusiveness: It entails the ability to work efficiently in a diverse environment consisting of varying cultures. An employee ought to take into account all contributions made by fellow employees. The fact that cultures drive the manner in which people reason and behave, employees need to respect each other irrespective of the background. Establishments need to accommodate all employees as one family and avoid grouping employees about their ethnic groups. Employees need to be treated equally and incorporated in company activities without discrimination. Employee behavior needs to be inclusive safeguarding interests of fellow workmates and the entire management. Inclusiveness strives to encourage opens a way for honest dialogue fostering a conducive working environment.
Occupational knowledge: For a company to register maximum profits, able leadership together with competent staff could be associated. Occupational knowledge is associated with proficiency in employee profession. It showcases commitment to prolonged organizational improvement. It instills working skills to employees offering professional improvement opportunities. When rating employee behavior, occupational knowledge of an employee needs to be checked in line to the department attached. This results in provision of quality work for the organization.
- Category: Uncategorised
- Published on Wednesday, 13 April 2016 11:09
- Written by Super User
- Hits: 384
The American Equal Employment Opportunity Commission (EEOC) is a body tasked with applying federal decrees that make it illegal to favor against a job contender or a worker based on the individuals color, race, sex, religion, age, national origin, genetic information or disability (Riccucci 2012, p.23). Importantly, it is illicit to discriminate against an individual after complaining, contributing to an occupation discrimination examination or lawsuit. EEOC covers all employers with over fifteen workers, various labor amalgamations, and service agencies. The EEOC decrees relate to all types of job opportunities. The body has the power to investigate cases of acumen against firms protected by its various regulations. Moreover, the EEOC title role in an investigation is to evaluate accurately and justify the accusations presented before coming up with solutions. The body also works towards preventing discrimination before it happens through education, outreach and technical support programs (Shafritz, 2012, p. 51). The paper, I’ve received when I asked can you write my essay for me, examines the EEOC day to day functions, concerning administrative law.
As an administrative body, EEOC works hand in hand with other agencies that help it in realizing its full mandate as provided in the constitution (Szypszak, 2011, p.78). The departments of justice, labor, homeland security and the National Labor Relations Board collaborate in fighting employee discrimination. The agencies ensure worker protection policies are implemented and promote employees cooperation with job and labor enforcement authorities without fear of retribution. The agencies certify that federal enforcement authorities are not used by parties pursuing to demoralize employee protection laws by involving immigration officials in labor rows (Szypszak, 2011, p.79). Additionally, the agencies warrant for the reliable implementation of Federal Labor, Immigration Laws, and Employment.
The Government agencies in charge of worker securities shield all employees from misuse and rights transgression, paying little heed to movement status. Numerous personnel, on the other hand, are discouraged or kept from attesting environment work rights and securities. At times, employers may misuse migration status to dissuade representatives from affirming their rights (Cox, Buck & Morgan, 2010, p. 34). In different cases, the assurances accessible to workers are vague. To advance applicable requirement of government work and migration laws, the Administration declared the making of an inter-agency working group to recognize strategies and methods that promote the consistent implementation of the laws and ensure the protection of all workers in the United States. Essentially, all the agencies share critical information as allowed by the law in a move geared towards inhibiting employment discrimination.
The Justice Departments of Justice
The Department of Justice Civil Rights Division (CRT) in conjunction with the EEOC has a common understanding geared towards furthering the objectives of the Congress under the title VII of the Civil rights Act of 1964 (Szypszak, 2011, p. 80). The Memorandum focuses on the occupation discrimination charges, touching on state and local governments. The understanding stimulates interagency coordination and pursues to enhance effort, support efficiency, and eradicate inconsistency and duplication in the implementation of federal work oppression laws. The two agencies coordinate in the investigation process of employment discrimination charges.
The two organizations share any relevant and appropriate information as provided and allowed by the law provisions. The understanding between the two agencies relates only to harmonization efforts and custody, linking issues covered by Title VII. As dictated in Title VII, the EEOC collects and examines charges of discrimination against state and local government employers, and it looks for a cause to believe the occurrence of a violation. The EEOC endeavors to reconcile charges before pressing them. Nonetheless, the department of justice is the sole entity with power and authority to prosecute the employers proved by the EEOC to be discriminating workers. Therefore, the EEOC's efforts to reconcile a Title VII charge against a state or local government are fruitless since it has to refer its probing case to the Employment Litigation Section (ELS) of CRT.
Taking after a charge referral from EEOC, CRT makes a determination whether to bring a claim, given the accusation. In making the decision, CRT depends on the data gathered by EEOC in its examination, in addition to the consequences of any supplemental examination that CRT may lead. However, in case CRT chooses not to bring a claim, it issues to the charging group a notification of the right to sue. Moreover, EEOC and CRT have the power to start Title VII examinations of the occupation practices of state and local administrative employees (Pagnattaro & Park, 2015, p.630). EEOC Commissioners have the power to record a Charge claiming that such an establishment labels with separation, disregarding Title VII. EEOC procedures Commission Charges, in the same way, it forms different charges under Title VII. If EEOC's endeavors to mollify a Commissioner Charge against a state or nearby government are unsuccessful, it eludes the charge to CRT, which has the power to bring a claim, taking into account the charge.
CRT likewise has the authority to start an examination of the occupation practices of a state or nearby legislative manager to figure out if the employer identifies with an example or routine of seclusion infringing upon Title VII. It may then bring a claim under Title VII against the company at whatever point it has the motivation to trust that the establishment pinpoints with such an example or practice. Furthermore, while the body has the power under Title VII to sue the state and local administrative managers who take part in pay segregation on the premise of sex, EEOC under the Equal Pay Act can charge such bosses for paying unequal wages to men and ladies who perform equivalent occupations considerably. Finally, when state or local legislative leaders victimize an individual or group, disregarding Title VII and the Age Segregation in Employment Act (ADEA), CRT has the power to sue the employer. Under Title VII, however, not the ADEA, and EEOC has the authority to sue the employer under the ADEA, yet not Title VII.
Department of Labour (DOL)
It has two organizations which manage EEOC checking and requirement. They include the Public Rights Center and the Bureau of Federal Contract Compliance Programs. Civil Rights Center, a portion of the Office of Assistant Secretary for Administration and Management, supervises EEOC in projects and exercises the acceptance of government funds related help. CRC also guarantees all doors are open to all candidates and representatives of DOL. On the hand, The Office of Federal Contract Compliance Programs supervises employers holding government contracts and subcontracts (Shafritz, 2012, p. 70).
Department of Homeland Security and the National Labor Relations Board
There is a link between the Department of Homeland Security and the EEOC mainly on issues related to procedures for immigration. Additionally, the department of homeland security through its various agencies assist in the law enforcement. The two agencies work together to ensure a consistent implementation of federal labor, immigration and employment laws. The National Labour Relations Board guarantees the privileges of most private-division workers are in line with the set standards, with or without a union, to enhance their wages and working conditions. The Board offers relevant information to the EEOC as it is in constant contact with most private company employees.
Functions of the EEOC
The EEOC has various obligations in its part as the translator and authority of the laws. At the point when Congress passes a law precluding discrimination, the EEOC regularly issues rules that translate the law (Szypszak, 2011, p. 97). The standards characterize key terms, set up strategies for implementing worker rights and fill the crevices left by Congress so that employers know how to agree to the law and, the workers understand their rights. Additionally, the EEOC in conjunction with its central part frequently holds hearings and requests controversial remarks on the main issues under thought. It also directs the procedure of employment equality compliance in the central government. If a state worker has a grievance about segregation, provocation, or striking back, that representative must protest to the EEOC office, which investigates and forms the objection.
Moreover, there may be a listening to and choice by a presiding law judge. On the off chance that the emissary is unsatisfied with the result, the worker can speak to a proper office in the EEOC, which will issue a choice. In its implementation part, the EEOC takes charges of discrimination from applicants and employees ( Loafman & Little, 2014, p.268). Recording a charge is a law essential to documenting a claim. Thus, employees who disregard to protest to the EEOC and give it a chance to handle the charge will not be permitted to sue. Once the EEOC gets a charge, it may take various actions.
Upon receiving complaints, the body might reject the charge if it infers that it has no jurisdiction. For instance, because the worker is asserting infringement of a law the EEOC does not implement a pay and hour law, or if the representative missed the due date to record a charge. Additionally, the EEOC investigates the complaints by asking the employer and worker to provide data and examine witnesses. The EEOC also tries to intervene between the employer and the employee settlement before proceeding to the justice department.
The EEOC can look to settle a charge at any phase of the investigation in case the worker and the employer express an enthusiasm for doing as such. If settlement undertakings are not fruitful, the examination will proceed (Riccucci 2012, p. 67). In exploring a charge, the EEOC may make composed solicitations for data, meeting individuals, survey archives, and, as required, visit the office where the affirmed separation happened. At the point when the examination closes, the EEOC will talk about the proof with the worker or the employer, as fitting. Mediation applies as a unique option for an extensive investigation. Support in the intervention system is private, intentional, and requires the assent of an employer. If the intervention is unsuccessful, the charge is returned to the courts for examination. It might be released anytime if the EEOC trusts that further examination will not set up an infringement of the law. The EEOC may reject a charge at the time of its documentation if a starting full meeting does not create a proof to film the case. At the point when a charge is rejected, a notification is issued to give the worker ninety days to document a claim.
The EEOC Newsroom
The EEOC releases information to the public through its website where a section of newsroom and press release is available. The EEOC's Virtual data center offers an extensive variety of materials on the Commission's history, capacities, systems, projects, activities and staff, on the statutes it implements, and on a joint exploration of information (Loafman & Little, 2014, p.260). The Commission urges everyone to skim and search through the continually updated Press Kit, which provides a broad background and setting for all intents and any inquiry purposes. The EEOC updates the press kit with a variety of emerging issues in the form of official documentation, articles and photos among others. The virtual newsroom also has contacts that the employees can use in case they want to raise an issue with the commission. Outstandingly, the data center has a section where interested stakeholders and individuals can subscribe to the EEOC real time feeds. Consequently, the concerned parties can follow the undertakings of EEOC actually, and respond accordingly through the contacts offered in the newsroom section.
Laws Enforced by EEOC
The 1964 Title VII of the Civil Rights Act
With numerous cases of discrimination in the working environments today, the constitution makes it illegal to oppress somebody by color, race, religion, sex or national origin (Riccucci 2012, p. 56). Furthermore, the constitution marks it illegitimate to treat an individual discriminately because he/she has criticized the unequal treatment at the workplace, sought help from the commission and, joined an investigation focusing on the ill-treatment of staff members. Besides, the current orders that employers sensibly handle workers and interviewees who firmly and legitimately advocate religious practices, lest doing so would gain an undue hardship on the ordinary operations of an employer's premise. In the modern world, the civil rights law has significantly reduced cases of discrimination; hence, progressively improving the fairness in working environment.
The Pregnancy Discrimination Act
The decree enhanced the Title VII making it illicit for employers to abuse mothers on account of pregnancy, labor, and any condition identified during her gestation period. Furthermore, the act makes impossible for employers to ill-treat an individual in the light that she/he condemned the actual acts of discrimination, partnered with the commission and provided the commission's officers with critical information (Szypszak, 2011, p. 88). The pregnancy discrimination law tries to protect mothers in the occupation environment from employers who can subject pregnant women to injustices based on their condition. In the contemporary world, most bosses view such individuals as a financial burden to their businesses and opt to terminate their contracts due to their unproductiveness.
The 1963 Equal Pay Act (EPA)
The equality law tries to standardize the payment for both sexes criminalizing differentiating wages for males and females given that the two parties execute related duties in similar working conditions (Szypszak, 2011, p. 102). Vitally, it is criminal to undermine an individual as an employer, after the individual laments about the unjust working environment, participated in a related examination or recorded a charge of discrimination with the Commission. In the modern world, the equality law ensures that the employers do not oppress their payment schemes based on the sex of their staff members which is a result of stereotyping.
The 1967 Age Discrimination in Employment Act (ADEA)
The law was introduced to protect workers with over forty years from discrimination by their employers regarding their age. With the establishment of the law, it is illegal in the U.S to retaliate against workers after they complain about discrimination. Also, it is crime to condemn the employees after they file charges of oppression to the relevant commissions. The law has ensured the aged workers are treated the same as other employees even in times of promotion and salary increment.
The 1990 title I of the Americans with Disabilities Act
The disability law makes it offense to discriminate against competent physically challenged individuals in the local and federal governance, as well as the private industry (Riccucci 2012, p. 110). The act has helped such individuals to enjoy free and fair working environments without fear of discrimination either as job applicants in their field of expertise or employees in their current place of work. Moreover, the law demands that employers sensibly put familiar physical or mental constraints of professional personnel but it would force difficulties on the operation of the business.
The 1973 Sections 501 and 505 of the Rehabilitation Act
The establishment of the act was geared towards stopping the criminal victimization of qualified individuals due to their disabilities in the national government. Additionally, the established law condemns the abuse of a worker who laments due to the unfair treatment at the workplace, documented a charge of oppression or assisted the commission's officers with certain details of the employers abuse (Sarah & Zafar, 2015, p.160). The law has protected the physically challenged individuals in the modern world given that most of such cases arise as a result of accidents.
The 2008 Genetic Information Nondiscrimination Act
The law was introduced to stop discrimination of workers or candidates due to their genetic information (transmitted data). Heredities include information concerning one's genetic conditions and blood checks, medical information on health status and, conditions of one's lineages. The law additionally prohibits retaliation against a worker after the only grumbles about discrimination, documents a charge of oppression, or takes an interest in occupation favoritism examination or claim.
Court Cases Dealing With EEOC Enforcing Policy
EEOC versus Coca-Cola Bottling Co. Consolidated et al.
The Coca-Cola bottling company of Mobile, a distributor of soft drink products, manufacturer and bottler was sued for sex discrimination against an experienced contender by the EEOC. The suit alleged that the firm owned and ran by the CC Beverage Packing, Inc. and, Coca-Cola Bottling Consolidated declined to employ Martina Owes, a candidate for two available warehouse spots, for the reason that she was female. Despite Owes having the prerequisite forklift and management experience, the enterprise decided not to employ her but instead opted for men for the vacancies available.
Additionally, the employer failed to provide all the application materials used during the interviews for the available jobs. Therefore, failure by the employer to keep employment records was evidence of irregularity, punishable under the Federal record-keeping laws (Frank, Stephen & Bahaudin, 2013, 89). EEOC filed charges in the American Local Court for the Southern Alabama, Mobile Division due to unsuccessful negotiations with the employer and failed pre-litigation clearance guided by administrative reconciliation procedure. The suit sought reimbursement in the form missed wages, costs arising due to the case and, an injunction against future discrimination. Additionally, it required employment into the position wrongfully denied for Owes.
EEOC versus Safeway Inc., Civil Action No
The Baltimore Safeway, Inc., which is a well-known grocery supply chain, dishonored the Federal law by terminating and refusing to employ a clerk due to her disability (Stavros, 2013, p. 433). The EEOC moved to court since the complainant, Patricia Bonds, who initially worked as a clerk in one of the companies' stores, had developed an injury while at work leading to her right shoulder limited performance. As such, the victim was considerably inadequate in her job performance that included lifting boxes. The company at the outset accommodated the victims' condition by reallocating her work at the consumer service desk. However, Safeway placed Bond on unspecified undischarged permission, demanding that she had drained her time for adjusted obligation.
Moreover, the firm declined to grant Bonds' appeal for a realistic space by giving the employee an opportunity to serve at the re-allocated service point, instead, illegally terminated her contract. The US constitution under the Disabilities Act of 1990 criminalizes abuse and ill-treatment by employers to the physically challenged (Sarah & Zafar, 2015, p.156). The rule also demands that the manufacturers offer sensible accommodation, comprising reassignment to an empty position, except if by doing so, a substantial struggle or expense would arise. Before filing the case with the US District Court, Baltimore Division, the EEOC had sought to reach a clearance or consensus between the two parties with the application of its resolution procedures.
EEOC versus the New Mexico Department of Corrections (NMDOC)
The NMDOC controlled incarceration services and was accused by the EEOC for discriminating the elderly workers on some occasions. The NMDOC offered unfair promotions, freedoms, terms and, working environment based on the age of its staff members. Additionally, after the employees charged internal complaints, started seeking EEOC help and were engaged in investigations, the company subjected them to illegal retaliation. The NMDOC violated Federal rules by denying the workforce promotions, subjecting them to unfair disciplinary measures or discharge due to their age and reprisal to unlawful treatment (Frank, Stephen & Bahaudin, 2013, 87). EEOC alleged that NMDOC had deprived Paul Martinez a job opportunity that offered better pay and enhanced career development.
Furthermore, the EEOC claimed that the NMDOC had denied individuals above the age of forty years employment and workers over that age were also discriminated at the workplace. Oppression by any employer violates the Americans Age Discrimination Act of 1967 (ADEA). It is a crime for any entity to mistreat an employee who complaints about a particular type of injustice. The EEOC documented charges in the U.S District Court for the District of New Mexico once the pre-litigation process where it applied its conciliation methods failed to yield results. Importantly, the EEOC emphasized that employers who judge employees based on their age and stereotyping risk losing valuable and professional expertise.
Media Star Promotions versus the EEOC
The Media Company was sued by the EEOC after it had refused to allow a field representative with physical challenges to work in a suitable environment (Sarah & Zafar, 2015, p.154). Also, the board complained that the employer unlawfully requested the physically challenged worker to renounce her rights. However, after the employee declined to comply with the unjust companies’ demands, the management terminated her services. Amanda Matherly started her career with the company as a field delegate at its head office. Her obligations included setting out to open air celebrations to circulate free item tests and assemble client contact data. Matherly had a few sensitivities, including an extreme hypersensitivity to peanuts and tree nuts (Sarah & Zafar, 2015, p.159). In this regard, EEOC argued that Matherly asked for Media Star a sensible suit due to her incapacity so that she could be provided with vinyl gloves to help her handle a little number of things at the organization central station that might be related to peanuts.
Furthermore, the Complainant requested the firm to inform ready lodgings and travel agencies about her condition when planning for extended field visits. According to the EEOC, the entity declined to handle Matherly's inability justly and instead requested her to comply with unfair structure, implying to renounce her civil rights under the ADA. After her refusal to comply, the enterprise terminated her contract as a result of the condition. The EEOC filed the charges in the Maryland, Baltimore US district court after trying to achieve a pre-litigation clearance through its conciliation procedures.
EEOC Sues Hotel Reserve Casino for sex and age discrimination
The hotel discriminated against aged and female candidates by declining to hire them for the available positions (Frank, Stephen & Bahaudin, 2013, 80). The EEOC accused the famous hotel in the Central City, Colo, for violating the Federal Law by not employing female and aged candidates and opting for younger male applicants. Luna Gaming Central City, the hotel had acquired the investment that was initially called Fortune Valley Hotel and Casino in 2011. As a result, the new hotel hired over two hundred and forty new employees with more considerations being given to the young, less qualified male applicants over the elderly and female candidates in certain positions.
Moreover, EEOC further claimed that before sale of the hotel to the new employer there were comments about the need to get rid of the aged employees, as well as the presence of many old, fat and offensive personnel. The ADEA Act of 1964 defends individuals above the age of forty years from discrimination in the workplace based on their age (Frank, Stephen & Bahaudin, 2013, 86). In regards to unfair treatment based on sex, the Civil rights Act of 1964 forbids it. Before filing for the charges in the District Court of Colorado, the EEOC had conducted consensus talks geared towards finding a clearance although they failed. The court case by the EEOC sought for financial reparations for the elderly contenders and their colleagues. Additionally, the EEOC wanted the court to offer injunctive aid envisioned to inhibit the reserve casino hotel in Colorado from continued discrimination of employment applicants based on age and sex.
Inhibiting occupation discrimination helps in achieving a free and fair working environment, which increases employees' productivity. EEOC focuses on specialized assistance, outreach and training projects to enable employers, workers and partner groups comprehend and stop discrimination. The EEOC considers that injustices can be turned away if firms, government offices, and employees know their legitimate rights and obligations. EEOC offers free education programs by participating in meetings with companies and the workforce, as well as community organization groups. The body deals with all employment laws and ensures that the employers offer a free and fair working environment. Consequently, it enforces the administrative law on behalf of the Federal Government.
Space Shuttle Challenger Disaster Inquiry. How managed Probability Direction (or not enough) make a contribution?
- Category: How Managed Probability Direction or Not Enough
- Published on Monday, 10 August 2015 16:21
- Written by Super User
- Hits: 960
Technical disappointment emanating from man error was the important reason why space Shuttle Challenger exploded and disintegrated midair. The airplane disintegrated seldom seventy several just a few seconds into its departure (Mannan, 2014). An important instigator for our earliest disintegration and explosion was the O-ring device that is in position (McNeese, 2003). This is rather perplexing to notice there were actually very first queries of our complete viability with the O-rings in your art. Specialists experienced set up forth their booking in regards to generally speaking viability of an feature. However, the NASA managers saw it prudent not to address these concerns prior to the flight that culminated in the deaths of the seven crew members.Although blast was an upcoming existence, the deaths of this crew users were being not. The negligence contained in the O-engagement ring scheme instigated a chain result that culminated throughout devastation for the art. Leaders have postulated by investing in time, the O-ring may have malfunctioned. Offered this realization, there originates the matter of staff protection. Prior to the introduce, NASA have investigated the numerous possibility get away mechanism that the create may perhaps be fitted (Tkatchova, 2011). There have been worries there would be a demand for the crew to eject out of the create in the event of breakdown.
- Category: Location Shuttle Challenger Failure Examination
- Published on Monday, 06 July 2015 11:50
- Written by Super User
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