Issues in Inequalities in the Workplace

Powell and Butterfield investigated the "glass ceiling" phenomenon in relation to the actual promotions of women to top-management positions in American organizations. The major organizational problem to which this investigation was related is the issue of gender equity in human resource management.

The authors reviewed the progress made by women in American organizations during the 1970-1992 period. The literature, as reported in the article indicated that, while women had made significant progress in the context of being promoted to and hired for managerial positions in American organizations, comparatively little headway was made with respect to the promotion of women to top-management positions in American organizations. The literature reviewed in the article also explored the concept of the "glass ceiling," together with the support for using this phenomenon as an explanation for low numbers of women found at the level of top-management in American organizations. The authors indicated that one important area that was underrepresented in the literature was the decision-making processes in American organizations that are applied in makin

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ee to apply a stricter policy against sexual harassment than that required by federal law. The Seventh Circuit Court ruled that the fact that Quaker Oats interpreted its policy in a manner more stringent than required by federal law was justified in light of the company's purpose, which was to address incidents of sexual harassment before they evolve into more severe situations, wherein the company would become liable to a federal lawsuit against the company. The court reasoned that the material issue was not whether the executive's conduct violated the law, but whether he was afforded sufficient notice of his employer's stricter policy against sexual harassment. The Seventh Circuit Court concluded that the executive had received sufficient notice of this stricter policy and the consequences of any further violation on his part. This particular case provides support for the conservative approach·move immediately to mandatory arbitration to permit a resolution of the claim as quickly as possible. In this particular case, the company followed a generally progressive approach in dealing with the issue by both punishing the offender and providing remedial education for the offender. Neither of these actions produced the desir
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Some common words found in the essay are:
Ethnicity Affirmative, Powell Butterfield, Blue-Collar Downsizing, Quaker Oats, Circuit Court, , Sexual Harassment, sexual harassment, Law Journal, affirmative action, HR Focus, Handling Engineering, federal law, american organizations, top-management positions, racial ethnic, glass ceiling, employment discrimination, circuit court, quaker oats, policy sexual harassment, females non-anglo males, seventh circuit court, positions american organizations, bases skill levels,
Approximate Word count = 2236
Approximate Pages = 9 (250 words per page)

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