Breanne BUS 157 Exam 2

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Breanne BUS 157 Exam 2
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  1. Augusta National Case key players
    -Martha Burk (Chair of the National Council of Women's Organizations)

    -William "Hootie" Johnson (Chairman of Augusta)

    -Lloyd Ward (African American member of Augusta and Cheif Executive of the US Olympic Committee)
  2. Business Issues of Augusta case
    -The discriminatory practices of Augusta could result in lost revenue. (sponsors, members, public)

    -Private organizations right to run its business the way it wishes. (like Boy Scouts)

    -Addressing gender inequality
  3. Implications of the Augusta case to Augusta members
    • -Linkage of views
    • -Loss of business
    • -Prominent CEO's judgment may be questioned

    • -Backlash from community
    • -Boycott company products
  4. Business reasons for allowing women into Augusta
    -It would diversify the sponsors and the fan-base

    -They could be the first prestige club to lead in women's golf

    -Open up a potential new market
  5. Ethical reasons for allowing women into Augusta
    -Augusta National Golf Club needs to set an example to the watchers of the the Masters

    -Discrimination of any kind should not be accepted

    -Denying membership to women is unethical business behavior
  6. Abercrombie CEO
    Michael Jeffries
  7. Abercrombie lawsuits brought by
    -Kristen Carmichael (claimed she was pulled from the sales floor and placed in the back after managers gave her face a zero rating)

    -Karma Miller (placed on night crew)
  8. Abercrombie case business issues
    • -Steps taken towards diversity may seem
    • superficial

    -Loss of employees and customers.

    -Expanding worldwide without diversity.
  9. Key Players in Ford Case
    -Jacques Nasser (CEO, started campaign with a well intendioned diviersity initiative, known for diverse background)
  10. At Ford, Nasser implemented a Performance Management Plan that ended up doing what?
    Discriminating against older workers
  11. (Ford) How did Nasser's personal story and work background affect his approach and philosophy on managing diversity?
    he worked internationally
  12. The number of older workers in the workforce is increasing many people now work into their
    late 60s and 70s. How can businesses adapt to and benefit from this trend?
    1)Benefit from utilizing their experience for business needs.

    2)Could create a mentor program to help integrate newer members into organization.

    3)They know the business inside and out especially being in the organization for a long time so they are very knowledgable about the business itself.
  13. Claim of the Religion case
    religious accomodations should be made within reaseon and without undue hardship to the business
  14. Religous case (muslim cabbies)
    -minnesota muslim cabbies refused to pick up passengers with alchohol

    • -The company made accommodations to the Muslim Cabbies by putting indicator lights on the cabs who would transport liquor and
    • those who would not

    • -The public complained so the company issued 30 day suspensions to first time violators (of not picking up passengers) and 2 years
    • for 2nd time violators

    • -Most immigrants do not realize that
    • freedom of religion can be overridden by undue hardship to an employer
  15. Religion case (walgreens)
    -April 2005,Illinois passed a law requiring all pharmacist to fill all prescription, or the employer will be subjected to heavy penalties

    -Prior to the passing of the law, Walgreens policy allowed pharmacists to refuse to dispense birth control prescriptions as long as there was another pharmacist in the store

    -Walgreen suspended non complying pharmacists offering to help those in Southern Illinois to get licensed in Missouri

    -Suspended Illinois pharmacists and Walgreens both sued the state
  16. Religion case Inclusivity companies
    • -Ford Interfaith Network (FIN)
    • -Council on American-Islamic Relations (CAIR)
    • -Texas Instruments: Muslim group, Christian Employee Resource Group
  17. Cracker Barrel Founder
    Dan Evans
  18. Cracker Barrel Cook
    Cheryl Summerville
  19. Valley Tech Dean
    Harold Warren
  20. Valley Tech professor
    Dr. Richard Johnson
  21. Patriarchy means
    male dominated and identified
  22. Reasons women don't advance in careers
    –Education System

    –Pay

    –Career choices

    –Glass Ceiling

    –Leadership styles

    –Career paths

    –Mentoring

    –Family responsibilities
  23. Male privileges
    • •Dominant
    • masculinity

    –Some types of masculinity are more powerful than others

    •Physically powerful

    •Not emotional

    •Competitive

    •In control

    •Earn money

    •Not feminine

    •Not gay
  24. racial prejudice is prejudice based on
    race (personal)
  25. Racism is
    a system of advantage (privilege) based on race (systemic)
  26. Institutional racism
    they system of advantage operating withing society's education, healthcare, criminal justice, and/or workplace
  27. How African Americans are still experiencing racism
    • -disparities in the workplace (12% think its equal compared to 61% of whites who think its equal)
    • -healthcare: physician biases, inequities in treatment and diagnosis
    • -justice system: racial profiling and police brutality
  28. Generation is a
    society-wide peer group, born over approximately 20 years, who collectively possess a common persona
  29. Cuspers are
    those born within a year or two of the start of a new generation, stand in the "gap" between the two sides, and often help mediate, translate, and mentor between generations.
  30. 4 generations
    Traditionalists, Boomers, Gen Xers, and Millennials
  31. (Generation) Traditionalists are
    hierarchical, respectful, and civil-minded (1920-40s)
  32. (Generation) Boomers are
    driven, optimistic, and independent (1940-60s)
  33. Generation Xers are
    skeptical and unimpressed (1960-80s)
  34. (Generation) Millenials are
    hopeful, relazed, ambitious, civil-minded (1980-2000s)
  35. Common areas of Generational Conflict:
    • -work ethic
    • -organizational hierarchy
    • -dealing with change
    • -managing technology
  36. Intergenerational workforce issues: work ethic
    -different attitudes, practices, and perceptions about work hours, punctuality, salary expectations, professional dress, and "paying dues"
  37. Intergenerational Workforce Issues: Hierarchies
    • -older employees accept them, younger generations resist hierarchies
    • -older employees can resist/resent supervision by younger employees
  38. Intergenerational issues: dealing with change
    -younger employees are more adaptable to rapidly changing technology, different ways of accomplishing work, adapating to organizational restructuring, and changing career paths.
  39. Intergenerational Workforce Issues: technology issues
    generations have different levels of comfort with technologies (e-mail, cellphones, the web, facebook etc)
  40. three critical mechanisms explain the origins of different cultures:
    religion, language, and geographical proximity
  41. Three layers of culture
    • 1. behavioral symbols that change with time (clothing, festivals)
    • 2. attitudes and rituals change more slowly
    • 3. core values and beliefs are stable even across generations (protestant work ethic)
  42. questions raised by the "faith at work" reading
    •IS OUR POLICY EXCLUSIONARY OR INCLUSIONARY?

    •DOES IT CREATE ORGANIZATIONAL CHAOS OR CREATIVE POTENTIAL?

    •WILL IT CAUSE OR PREVENT LAWSUITS?

    •WILL IT PROMOTE INTRA-GROUP INFIGHTING OR UNDERSTANDING?

    •IS IT LIKELY TO SCARE OFF OR ATTRACT AND RETAIN TOP TALENT?

    •DOES IT DISEMPOWER OR EMPOWER MINORITY TRADITIONS?

    •WILL EMOTIONAL OR RATIONAL DIALOGUE BE THE OUTCOME?

    •IS THE LANGUAGE NEUTRAL? LANGUAGE CAN SHUT DOWN OR OPEN UP DIALOGUE.
  43. A faith-friendly workplace is:
    •WELCOMING, INCLUSIVE, AND AFFIRMING OF ALL TRADITIONS

    •RECOGNIZES A WORLDVIEW GROUNDED IN FAITH AS COMMON TO HUMANKIND THROUGHOUT THE GLOBE

    •CONSIDERS THE NEEDS OF VARIOUS RELIGIOUS PRACTICES AND SENSITIVITIES, WHILE RESPECTING PRIVACY

    •WELCOMES AND VALUES THE WHOLE PERSON AT WORK— BODY, MIND, AND SPIRIT
  44. a faith-friendly workplace is not
    •FAVORING ONE TRADITION OVER OTHERS

    •EXCLUSIONARY

    •A TROJAN HORSE FOR PROSELYTIZING

    •TURNING A COMPANY INTO A“HOUSE OF WORSHIP”
  45. What is th Employment Non-Discrimination Act?
    ENDA would provide basic protections against workplace discrimination on the basis of sexual orientation or gender identity. ENDA simply affords to all Americans basic employment protection from discrimination based on irrational prejudice. The bill is closely modeled on existing civil rights laws, including Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act.
  46. What ENDA does:
    • •Extends federal employment discrimination
    • protections currently provided based on race, religion, sex, national origin, age and disability to sexual orientation and gender identity

    • •Prohibits public and private employers,
    • employment agencies and labor unions from using an individual's sexual orientation or gender identity as the basis for employment decisions, such as hiring, firing, promotion or compensation

    • •Provides for the same procedures, and
    • similar, but somewhat more limited, remedies as are permitted under Title VII and the Americans with Disabilities Act

    •Applies to Congress and the federal government, as well as employees of state and local governments
  47. What ENDA does not do:
    •Cover businesses with fewer than 15 employees

    •Apply to religious organizations

    • •Apply to the uniformed members of the armed
    • forces

    • •Allow for quotas or preferential treatment
    • based on sexual orientation or gender identity

    •Allow a "disparate impact" claim similar to the one available under Title VII of the Civil Rights Act of 1964. Therefore, an employer is not required to justify a neutral practice that may have a statistically disparate impact on individuals because of their sexual orientation or gender identity

    •Allow the imposition of affirmative action for a violation of ENDA

    •Allow the Equal Employment Opportunity Commission to collect statistics on sexual orientation or gender identity or compel employers to collect such statistics.

    •Apply retroactively
  48. Current Status of ENDA
    • •The Employment Non-Discrimination Act (ENDA)
    • was reintroduced on March 30, 2011.

    • •The bill, sponsored by Rep. Barney Frank of
    • Massachusetts, along with 203 co-sponsors, is identical to the one considered in 2009, which stalled in committee last year
  49. Social forces affecting LGBT
    –Gays,lesbians, bisexuals and transgendered people have an increasingly public profile in the media, government and the workplace.

    –Public attitudes are becoming more supportive of legal protection for this group
  50. Legal forces affecting LGBT
    • –Some governments, local authorities and cities have passed bills to include sexual
    • orientation as a protected group and some include gender identity.

    –Countries such as Canada have gone much further toward changing the legal situation. Same-sex marriage is legal in Canada.
  51. Economic forces affecting LGBT
    –LGBT people represent an important consumer market.

    • –LGBT people use their economic clout to pressure organizations and governments for
    • change.
  52. Ways to establish a LGBT positive workplace
    •nondiscrimination policies in place

    •benefits include same-sex partners

    •organizational culture overhaul

    •inclusive education efforts

    •inclusive harassment policy

    • •inclusive policies for social events (Are
    • spouses, partners and children of everyone invited?)

    •censure of negative language (e.g., Is anti-gay language tolerated?)
  53. the basic three-part ADA definition is retained:
    A person is recognized as being “disabled” if he/she:

    •Has a physical or mental impairment that substantially limits one or more major life activities;

    •a record of such an impairment;

    •or is regarded as having such an impairment.
  54. changes to the ADA through the ADAA
    •An impairment need not to prevent,or significantly or severely restrict performance of a major life activity to be“substantially limiting.”

    •Disability is to be construed in favor of broad coverage and does NOT require extensive analysis.

    •Positive effects of mitigating measures are IGNORED in determining whether an impairment is substantially limiting.

    •Except: ordinary eyeglasses and contact lenses

    •List of MLAs included

    •Major bodily functions, such as: functions of the immune system, normal cell growth, digestive, bowel, bladder, brain circulatory, reproductive functions.

    • •An impairment that is episodic or in remission is a disability if it would substantially limit a major life activity
    • when active.

    • •Epilepsy, hypertension, multiple sclerosis,
    • asthma, diabetes, major depression, bipolar disorder, cancer.
  55. What are the steps of the Interactive Process? (Disabilities)
    A)Does the individual have a disability?

    B)Is the individual qualified?

    • C)Does the individual require a reasonable
    • accommodation?

    -what are the functional limitations?

    -what are the essential job functions of the job?

    -what are the business necessities?

    -what accommodations are reasonable and appropriate?
  56. 4 Questions asked of the IBM task forces:
    1.What is necessary to feel welcomed and valued @IBM?

    2.What can IBM do in partnership with you to maximize productivity?

    • 3.What can IBM do to influence your groups
    • buying decision to choose IBM?

    4.Which organizations should IBM reach out to?

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