The CEO of an organization has requested you to create a podcast that
can be listened to by managers while they drive or from the office. The
CEO has discovered that the management team of the organization
understands very little regarding the possible negative outcomes from discrimination complaints within an organization. Use any three major
federal EEO/AA laws as a framework for your policies in your podcast presentation.
Discuss one policy statement that would ensure legal compliance with
each of the federal EEO Laws and include an analysis of the policy?s impact on managers. Be sure to emphasize the two major implications for
each of the federal laws on managers.
Length: Please make a script for a 5-minute Podcast
References: Include a minimum of 5 scholarly resources.
The completed assignment should address all of the assignment
requirements, exhibit evidence of concept knowledge, and demonstrate
thoughtful consideration of the content presented in the course. The
writing should integrate scholarly resources, reflect academic
expectations and current APA standards
Info:
Internal Employment Law Conflicts
As new laws and regulations are created at the state and federal
levels, business organizations must quickly adapt to them for
implementation. Part of the problem with laws and regulations is not
necessarily that people do not understand them or know they exist, but
laws and regulations are often open to interpretation. Individuals
interpret laws and regulations differently based on their backgrounds,
experiences, and values. It is also the reason new laws often have to be
clarified through the federal or state court systems.
This confusion over interpretation and execution becomes even more
difficult when the organization has its own additions to the federal and
state laws, such as in a union contract or other employee policy
manual.
Employers are also able to set their own guidelines which foster the
requirements set down for employers pursuant to state and federal laws.
Those guidelines can include required training or in-house educational
courses designed to educate the workforce in an organization on the
specific ways to avoid creating conflicts and how best to address any
issues that do arise in the future.
Human Resources Personnel is often the first person contacted when an
employee is having an interpersonal issue with another employee. This
requires having the ability to listen, interpret, and execute any
company policies to address the issue brought to their attention while
at the same time being mindful of federal and state laws.
Human Resources Personnel can also be conflict mediators between two
employees having a problem. Generally, it is always in the best interest
of the employer (and employee) to be able to resolve the issues
regarding employment laws and policies internally, as this requires
fewer resources, less time, and less money on both sides. Also, they can
be an investigator to look into any allegations that unlawful or
unethical conduct is occurring within the workplace.
References
Kislik, L. (2020). How to resolve interpersonal conflicts in the workplace. Liz Kislik and Associates.
Other References
From Both Sides: How to Deal with Interpersonal Workplace Conflict.
Cosby, P. (2018). From both sides: How to deal with interpersonal workplace conflict. The Uncommon League.
A management perspective discussion on dealing with interpersonal conflict.
Managing Conflict in Interpersonal Relationship in Workplace
Kennison, M. (2019). Overcoming workplace interpersonal conflict. Reflections on Nursing Leadership. 45 (1), 1-6.
A guide on dealing with interpersonal relationship issues as they occur in a business setting.
What Stops People from Working Together?
Metro-Sanchez,
A., Auger, A., Goodfellow, K., & Violante, S. (2018). Ask our
Authors: Interpersonal conflict in our workplaces. RDH, 38 (12), 20-22.
A discussion on how conflict starts and develops in a workplace environment.
Dealing with Interpersonal Conflict in the Workplace
Quain, S. (2019). Dealing with interpersonal conflict in the workplace. Chron.
A focus on problems that emerge in small business settings relating to interpersonal conflicts.
