Problem Identification
One of the major issues that AppSmart is facing is legal emphasis, discrimination, which is when a company is perceived to be acting in an unfair or prejudiced manner within the prohibited grounds for discrimination. There are numerous disability cases that are found in the Vancouver plant. This can be a concern to the organization because if they are not providing reasonable accommodations for those with disabilities, the company can be in great risk of a law suit and losing valuable and talented employees. Also, by the law the company is required to accommodate until the point of undue hardship, which means that the financial costs of the accommodations or health and safety risks to the individual concerned or other …show more content…
To add on, minority groups and women would become discouraged in working productivity and efficiently because they are aware they will not be given the same promotions and acknowledgment as Caucasian males in the organizations. Similarly, external stakeholders would be unenthusiastic to buy products from AppSmart if they knew employees were not treated fairly and equally. Likewise, According to Stedham and Mitchell, “the negative attitudes towards the job and the organization that results from harassment affects the employee’s motivation and desire to exert extra effort for the benefit of the organization.” (Stedham, Mitchell,1998) Hence indicating employees would not have the same attitude and productivity towards the organization after an harassment incident has accrued therefore, it is in the organizations best interest to take care of the matter. Also, if the organization gains a negative reputation due to legal emphasises towards harassment charges and discrimination cases, customers will be less drawn to the products which would cause the organization profit and …show more content…
Also, AppSmart could buy ear protections for those working in the production plant because of the noisy working conditions that could damage hearing and cause employees to become disabled which would be a problem towards the organization. Additionally, the organization can follow three broad inquires to determine if discrimination has taken place to reduce the risk of law suits. The first being, differential treatment, which is due to a distinction and exclusion of employees. The second being, enumerated ground which is creating a condition or a clause protected by the legislation and whether the employer was treated differently due to the enumerated grounds. The third being, discrimination in a substantive sense, which is differential treatment discriminate by imposing a burden upon or withholding benefits from a person. With the help of these three broad inquires the organization can eliminate chances of discrimination in the workplace. Furthermore, the organization should consider taking women and minority groups into consideration when promoting individuals and having new positions available at the head office. The organization can do this by reviewing the employee’s performance
One of the major issues that AppSmart is facing is legal emphasis, discrimination, which is when a company is perceived to be acting in an unfair or prejudiced manner within the prohibited grounds for discrimination. There are numerous disability cases that are found in the Vancouver plant. This can be a concern to the organization because if they are not providing reasonable accommodations for those with disabilities, the company can be in great risk of a law suit and losing valuable and talented employees. Also, by the law the company is required to accommodate until the point of undue hardship, which means that the financial costs of the accommodations or health and safety risks to the individual concerned or other …show more content…
To add on, minority groups and women would become discouraged in working productivity and efficiently because they are aware they will not be given the same promotions and acknowledgment as Caucasian males in the organizations. Similarly, external stakeholders would be unenthusiastic to buy products from AppSmart if they knew employees were not treated fairly and equally. Likewise, According to Stedham and Mitchell, “the negative attitudes towards the job and the organization that results from harassment affects the employee’s motivation and desire to exert extra effort for the benefit of the organization.” (Stedham, Mitchell,1998) Hence indicating employees would not have the same attitude and productivity towards the organization after an harassment incident has accrued therefore, it is in the organizations best interest to take care of the matter. Also, if the organization gains a negative reputation due to legal emphasises towards harassment charges and discrimination cases, customers will be less drawn to the products which would cause the organization profit and …show more content…
Also, AppSmart could buy ear protections for those working in the production plant because of the noisy working conditions that could damage hearing and cause employees to become disabled which would be a problem towards the organization. Additionally, the organization can follow three broad inquires to determine if discrimination has taken place to reduce the risk of law suits. The first being, differential treatment, which is due to a distinction and exclusion of employees. The second being, enumerated ground which is creating a condition or a clause protected by the legislation and whether the employer was treated differently due to the enumerated grounds. The third being, discrimination in a substantive sense, which is differential treatment discriminate by imposing a burden upon or withholding benefits from a person. With the help of these three broad inquires the organization can eliminate chances of discrimination in the workplace. Furthermore, the organization should consider taking women and minority groups into consideration when promoting individuals and having new positions available at the head office. The organization can do this by reviewing the employee’s performance