Discrimination In The Workplace Essays (Examples)
Study Document
Retention In The National Guard
...Discrimination workplace 1. Introduction
The United States Congress has for many years been directly involved in ensuring that the country has a fully equipped standing military force that is capable of dealing with any external or internal threat. One of the ways it does this is to make laws that influence how the different branches of the United States military recruit and retain soldiers. For example, the Congress has the power to set the maximum number of men and women a branch of the military can have. This will have a direct influence on the branch’s recruitment policies (Kapp, 2014; 2012). The Congress can also set compensation levels e.g. separation incentives, educational benefits, recruitment bonuses, retention bonuses, and salary. The Congress can also set the eligibility criteria for recruitment and retention i.e. the qualifications that one must meet to serve in any branch of the United States Armed Forces. Some of the……
Study Document
C Suite Executive Leadership And Ethics
… organization or the industry’s regulatory climate (Bailey & Shantz, 2018). Bandwagon fallacies—the sense that because something is normative it is ethical—predominate in the workplace. An interview with C. Linden (name altered to protect the individual’s privacy) shows how personal ethical beliefs clash with the prevailing norms and … in their daily work…[break]…ethics plus the cultivation of good moral character in employees makes for a sensible approach to ethical dilemmas in the workplace. A code of ethics and even the law are insufficient to guide employee behavior. As Linden does, I also believe in the need ……
References
References
Bailey, C. & Shantz, A. (2018). Creating an ethically strong organization. MIT Sloan Management Review. http://ilp.mit.edu/media/news_articles/smr/2018/60101.pdf
Crossan, M., Mazutis, D. & Seijts, G. (2013). In search of virtue. Journal of Business Ethics 113(4): 567-581.
Hatcher, T. (2008). The value of values in the C-suite. In Sims, R.R. & Quatro, S.A. (Eds.) Executive Ethics. Charlotte: IAP, pp. 97-122.
Hoekstra, E., Bell, A. & Peterson, S.R. (2008). Humility in Leadership: Abandoning the Pursuit of Unattainable Perfection. In S.A. Quatro & R. R. Sims (Eds.), Executive Ethics: Ethical Dilemmas and Challenges for the C-Suite. Greenwich, CT: Information Age Publishing, pp. 79-96.
MacDougall, A.E., Bagdarasov, Z. & Buckley, M.R. (2008). Applying a primary risk management model to the C-suite. In Sims, R.R. & Quatro, S.A. (Eds.) Executive Ethics. Second Edition. Charlotte: IAP, pp. 211-234.
Martin, R. (2011). The CEO\\\\'s ethical dilemma in the era of earnings management. Strategy & Leadership 39(6): 43-47.
Schwartz, M.S. (2013). Developing and sustaining an ethical corporate culture: The core elements. Business Horizons 56(1): 39-50.
Study Document
General Strain Theory Bullying Childhood Abuse
… unjust or is associated with low social control. Some of the strains include parental rejection, a desperate need for money, criminal victimization, and discrimination. Crime can be used as a way of reducing or escaping from the strains, seeking revenge against the source of the strain, or ……
References
References
Agnew, R. (2002). Experienced, vicarious, and anticipated strain: An exploratory study on physical victimization and delinquency. Justice Quarterly, 19(4), 603-632.
Agnew, R. (2007). Pressured into crime: An overview of general strain theory. Los Angeles,CA: Roxbury.
Cullen, F. T., Unnever, J. D., Hartman, J. L., Turner, M. G., & Agnew, R. (2008). Gender, bullying victimization, and juvenile delinquency: A test of general strain theory. Victims and Offenders, 3(4), 346-364.
Warner, B. D., & Fowler, S. K. (2003). Strain and violence: Testing a general strain theory model of community violence. Journal of Criminal Justice, 31(6), 511-521.
Watts, S. J., & McNulty, T. L. (2013). Childhood abuse and criminal behavior: Testing a general strain theory model. Journal of interpersonal violence, 28(15), 3023-3040.
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