Discrimination Uncategorized

Experiences with Discrimination

Before making any kind of judgment, I would want mor clarification as to what type(s) of “widespread discrimination” occurred. I require specific information and/or allowable details to determine how I would feel or act. Facing a lawsuit or being in the middle of/and fighting a lawsuit are different to me. Though I would not be happy with any allegation of discrimination or civil rights violations, simply reading about something is not going to make me do much more than research the situation. It could be far-fetched, but there have been instances where frivolous lawsuits occur.

There would need to be much more than one news article documenting the discrimination for me to be more than “interested” in the report, and the newspaper reporting the story would have to be one that is known for reporting reliable source of information. It does not make sense for me to either support or oppose the company concerning the information in the report without more information. I do not want anyone to suffer, nor do I want anyone to be discriminated against, but I am not going to judge anyone, or anything based on a news article.

If proven guilty, I would never trade with the company in question again, and I seriously doubt I would ever apply to work for a company proven to have widely stomped on individual’s civil rights. It is important to note that I am not reactionary and want to hear and/or see proof before accusing someone or something of wrongdoing.

As a side note, I have stopped doing business with one company that was sued (and lost) for discrimination based on people’s ethnicity and culture. It was blatant and the evidence was well documented.


The Case for Recruitment & Selection

Organizations that allot more money, time, and people to marketing and product design mistakenly think that just the product(s) and how it/they are marketed increase customer interaction, revenues, and profits. These organization taut that they are customer centric. In attempting to thwart competitors in the market, organizations become myopic and place the company’s products before its people. These companies build attempt to build their business through brand identityto drive conversion rates that will eventually deliver a high/improved ROI.

The “human side,” or what business owners and executives consider the “soft side” of business, is harder to quantify. They may believe that syphoning off resources to build less tangible outcomes is a waste.  Managers who do not invest in their people tend to believe that putting more effort, money, and time into people for “improved morale” has little payoff. As explained in the lecture, organizations that do not invest in people, increase “. . . costs due to lost business, costly employee mistakes, and employee disengagement.”

The strengths in not prioritizing recruitment and selection allows an organization to spend more time and money on building the business through time spent on research, analytics and metrics, and technology. Increasing efforts to improve products by understanding the market and its constituents supplies the data to make more business improvements. Investing in new technologies with new CRMs can give more insight to client’s buying behaviors.

The potential weaknesses in companies not prioritizing recruitment and selection can result in a weak business and a loss of customers and revenue. Poor employees (those who were not adequately vetted or not appropriately educated or trained) can cause an organization to lose money and clients. If constant rework is needed to fix issues caused by “weak” hires, the organization is doubling expenses through time and effort.