(One) When it comes to discrimination there are various kinds and types – from verbal to physical and concepts such as disparate treatment and disparate impact theories. The disparate treatment theory of discrimination encompasses those incidents that involve one individual being treated unfairly when compared to another individual in a similar situation because of some kind of difference in status. Most of this kind of discrimination involves activities like the inconsistent, unfair, or purposeful application of policies, rules, or practices against an individual based on sex, color, race, or other protected status. On a fundamental level disparate treatment equates to unequal treatment.
Disparate impact involves denying a job, advancement, raises, or promotion to protected classes in a uniform manner. One word of caution for human resource personnel is that discrimination does not have to be intentional in order to be against the law. For example, if a company where women are underrepresented has a policy of only advertising job openings by word of mouth it is quite likely that more men will be informed about such openings than women. In other words, based on sex alone women will be excluded from having the same opportunities to apply for these jobs as men.
(Two) There are many reasons for implementing policies that include job analysis and having firm job descriptions in place. Job analysis is the “process of collecting information that describes job behaviors and analysis is the process of collecting information that describes job behaviors performed by occupants of the job” (Conn 145). All management tries to achieve goals by motivating employees to pursue corporate interests that are as closely aligned with personal interests as possible. Motivation is a key to making employees perform at high levels. One of the best ways of motivating employees is through periodic job redesign that enables renewed inter...