UC Equal Employment Opportunity Discussion

Response • • One response each with 175 words References to support the response (don’t use the references already in the post) Discussion 2 post 1 Equal Employment Opportunity Equal employment opportunity (EEO) has been in existence for a while. In 1964, the Civil Rights Act was made a federal crime to discriminate employees based on “protected classes.” The protected classes’ list had a few groups but has increased to more than 50 since the initial years. The equal opportunity employer is required by the law to offer job applicants equal rights without discrimination (Weatherspoon, 2018). Some of the classes heightened by the Civil Rights Act under EEO are race, sex, color, religion, age if older than 40, general information, pregnancy, national origin, and disability. In today’s employment setting, the law on EEO is fundamental (Weatherspoon, 2018). The reason is that the place of work has become diverse. Unlike the olden days where a business was located locally and interacted with local people, today, companies are located in different communities. It is, therefore, crucial for employers to ensure that all applicants are given equal opportunities. Despite the laws on equal employment opportunity, discrimination cases, especially on gender, race, color, and disability, have been on the rise. The employer must ensure that laws are followed to the letter (Pedriana & Stryker, 2017). Hence, with increasing discrimination at work, it is high time the rules are strictly implemented. References Pedriana, N., & Stryker, R. (2017). From legal doctrine to social transformation? Comparing US voting rights, equal employment opportunity, and fair housing legislation. American Journal of Sociology, 123(1), 86-135. Weatherspoon, F. D. (2018). Equal employment opportunity and affirmative action: A sourcebook (Vol. 9). Routledge. Discussion 2 post 2 Job Analysis A job analysis is that process which used to gather information about a given job’s responsibilities, duties, required skills, work environment, and outcomes. To create a work description that is the standard output of the job analysis result, we required as much data as possible. It is a new approach to defining preceptors’ responsibilities and roles, as it expanded current research to involve the highly qualified preceptors’ perceptions using a comprehensive and systematic evaluation strategy. Job analyses can include a lot of different methodologies based on the objective and the desired results. These approaches may commonly include survey professionals who have worked in such roles for long periods or known for their expertise in the field (DeAngelis & Wolcott, 2019, pp. 1480-1481). But it meant to crucial that for conducting job analysis, the employers must audit the job descriptions every year. It is generally in combination with a compensation study & when the organization’s mission, purpose, or organized changes. Accordingly, to conduct the job analysis, various steps need to be taken without a job description in a company. By reviewing the current employees’ job responsibilities; thus, we must ask the current employees who’re performing the job what they do daily on the job. Interview employees put them questions that are pertinent to their roles and responsibilities at the job. Get employee log sheets containing information on all of their duties as well as the amount of time spent in every task over a minimum of one entire workweek. Study and connect with other firms that have related jobs. Analyzing the job tasks, duties, and responsibilities which must be performed by the employee filling the role. Formulate the most significant results or contributions from the position needed. Significantly, best practices to conduct a crucial step in traditional methodology of job analysis to job tasks include: linking essentials (KSAOs) knowledge, strong skills, abilities, & other characteristics of employees (RobinsonMorral, et al., 2018, p. 12) References DeAngelis, J. T., & Wolcott, M. D. (2019). A job analysis to define the role of the Pharmacy preceptors. American Journal of Pharmaceutical Education, 83(7), 1480-1491. Robinson-Morral, E. J., Hendrickson, C., Gilbert, S., Myers, T., Simpson, K., & Loignon, a. A. (2018). Practical considerations for conducting job analysis linkage exercises. Journal of Personnel Psychology, 17(1), 12–21. doi:10.1027/1866-5888/a000191
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