Write one (1) page on how the topics of this learning module affect you, personally. Avoid just repeating basic definitions. Avoid making vague, general, or theoretical statements (i.e.

04 Jun Write one (1) page on how the topics of this learning module affect you, personally. Avoid just repeating basic definitions. Avoid making vague, general, or theoretical statements (i.e.

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Write one (1) page on how the topics of this learning module affect you, personally. Avoid just repeating basic definitions. Avoid making vague, general, or theoretical statements (i.e., less description and more analysis). Provide detailed examples from your own personal experiences from your life at work or at school (e.g., "At my workplace, I have seen…"). Be very direct and very specific.

Submission Instructions:

All assignments for this course must be submitted only through Canvas, so it can be processed through TurnInIt (plagiarism and AI checking software), and not via email and not via attachments (.doc, .pdf, .rtf, etc.).
The assignment is to be written clearly and concisely, and students will lose points for improper grammar, syntax, punctuation, and spelling.
The assignment is to be one (1) page in length, current APA style, excluding the references page; no title page is necessary.
The assignment must incorporate a minimum of one (1) current reference for scholarly journal articles or primary legal sources (statutes, court opinions) published within the last five (5) years.

Ethics and the Conduct of Business

Eighth edition

Chapter 7

Discrimination and Affirmative Action

Modules

Introduction: Discrimination and Affirmative Action

7.1: What Is Discrimination?

7.2: Sexual Harassment

7.3: Objections to Discrimination

7.4: Preventing Discrimination

7.5: Affirmative Action

Conclusion: Discrimination and Affirmative Action

Learning Objectives (1 of 2)

7.1: Explain the meaning of discrimination in employment, the legal distinction between disparate treatment and disparate impact, and the various forms of discrimination

7.2: Define how sexual harassment and the distinct forms of sexual harassment constitute acts of discrimination

7.3: Apply and contrast arguments against discrimination that are based on utilitarianism, Kantian ethics, and principles of justice

7.4: Recommend steps and measures a company can take to help ensure that its hiring and promotion processes are nondiscriminatory

Learning Objectives (2 of 2)

7.5: Analyze the various issues, arguments, and problems associated with affirmative action plans and court decisions

Introduction: Discrimination and Affirmative Action

Racial discrimination at Texaco

Points to consider

7.1: What Is Discrimination?

Objective: Explain the meaning of discrimination in employment, the legal distinction between disparate treatment and disparate impact, and the various forms of discrimination

7.1.1: Civil Rights Act of 1964

Basis

List of protected classes

7.1.2: Disparate Treatment/Impact

Disparate impact

Case study: Duke Power company

7.1.3: Forms of Discrimination

Sex discrimination

Age discrimination

7.1.1: Civil Rights Act of 1964

Point 1 – Basis

Unequal treatment

Limit, segregate, deprive any individual of employment opportunities or status

On the basis of individual's race, religion, color, sex, national origin

Point 2- List of protected classes

Older people (Age Discrimination in Employment Act of 1967)

Handicapped (Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990)

Pregnant women (Pregnancy Discrimination Act of 1978)

7.1.2: Disparate Treatment/Impact

Point1-Disparate impact

Consequence of discrimination

Involves an intention to discriminate

Point 2 -Case study: Duke Power Company

Before Civil Rights Act of 1964, whites openly practiced discrimination against blacks

In 1965, the company revised hiring and promotional policies to eliminate discrimination

Job qualification required a high school diploma and two standardized tests to be passed

13 black employee filed suit for two reasons

1960 census showed 34% of white males graduated from high school; 12% of black males

7.1.3: Forms of Discrimination

Point 1-Sex discrimination

Male/female

Marital status

Point 2 -Age discrimination

Discrimination in the hiring, promotion, discharge, compensation, or other terms and conditions of employment based on age

Shunting older employees due to higher salaries and extensive use of fringe benefits

7.2: Sexual Harassment (1 of 2)

Objective: Define how sexual harassment and the distinct forms of sexual harassment constitute acts of discrimination

7.2.1: Defining Sexual Harassment

Sexual harassment

Quid pro quo harassment

7.2.2: Forms of Sexual Harassment

Quid pro quo harassment

Hostile work environment

7.2.1: Defining Sexual Harassment

Point 1 – Sexual harassment

Mainly an issue of power rather than a matter of sexual desire

Women are more likely than men to be affected

Point 2 -Quid pro quo harassment

Superior (usually a man) grants/denies employment benefits to exact sexual favors from a subordinate (usually a woman)

Sexual nature of the conduct of coworkers and others causes a woman (or a man) to be very uncomfortable

7.2.2: Forms of Sexual Harassment

Point 1- Quid pro quo harassment

Women targeted at workplace for sex demand by superior

Sexual harassment in women deprives her opportunities over male employees without sexual conditions

Willingness to endure harassment becomes a condition of employment to women

Point 2 – Hostile work environment

Conditions in a workplace can produce a form of stress that interferes with a person’s ability to work

Elements such as pictures that stimulate harassment

Figure 7.1: Factors Contributing to a Hostile Working Environment

Studies show that quid pro quo harassment is relatively rare

Surveys suggest that the types of offensive incidents highlighted in the figure are not uncommon

7.2: Sexual Harassment (2 of 2)

Objective: Define how sexual harassment and the distinct forms of sexual harassment constitute acts of discrimination

7.2.3: Further Issues

Sexual harassment and economic loss

Employers’ responsibility

7.2.3: Further Issues

Point 1- Sexual harassment and economic loss

Sexual harassment is illegal

Even when there is no economic loss, as long as there is psychological harm

Point 2- Employers’ responsibility

Employer is liable for harassment by a superior resulting in tangible employment action such as discharge/demotion regardless of unawareness

If there is no “tangible employment action,” the employer is still liable unless the employer proves reasonable care was taken to prevent and correct sexual harassment

7.3: Objections to Discrimination

Objective: Apply and contrast arguments against discrimination that are based on utilitarianism, Kantian ethics, and principles of justice

Utilitarian arguments

Kantian ethics

Principles of justice

Point 1- Utilitarian arguments

Discrimination harms individuals, business firms, and society

Choosing qualified applicant on par with job profile helps productivity

Refusing to work with blacks and women is economically disadvantageous

Employers can dismiss employees of troublesome religious beliefs

Avoid hiring handicapped people

Point 2 – Kantian ethics

Human dignity and respect for persons

Mainly for racial minorities or women

Deprived of a fundamental moral right to be treated with dignity and respect

Point 3 – Principles of justice

Aristotle’s principle of justice

Proportional equality treats cases based on relevant differences

Race and sex irrelevant to job performance

Difference in pay should be proportional to job-related characteristics

7.4: Preventing Discrimination (1 of 2)

Objective: Recommend steps and measures a company can take to help ensure that its hiring and promotion processes are nondiscriminatory

7.4.1: Analysis, Recruitment, and Assessment

Job analysis

Recruitment

Assessment

7.4.2: Objective Tests

Kinds of objective tests

7.4.1: Analysis, Recruitment, and Assessment

Point 1- Job analysis

Accurate job description activities and responsibilities

Description favoring a sex can be redesigned

Job involving moving and lifting activities can be redesigned to accommodate handicapped

Point 2 – Recruitment

Information about an opening should be widespread (especially to nontraditional groups)

Listing opportunities with minority publications, educational institutions, and employment agencies serving minorities

Minorities and women involved in recruiting process

Point 3 – Assessment

Provide proper instructions to assessors

Open jobs for promotions, creating opportunities for advancement

7.4.2: Objective Tests

Point 1- Kinds of objective tests

Tests measuring specific knowledge and skills, such as bookkeeper, typist

Intelligence and general aptitude to perform certain jobs

Applicant’s suitability for employment generally and capability for a specific work environment

7.4: Preventing Discrimination (2 of 2)

Objective: Recommend steps and measures a company can take to help ensure that its hiring and promotion processes are nondiscriminatory

7.4.3: Subjective Evaluations

Evaluators

American Psychological Association (APA)

7.4.4: Sexual Harassment Programs

Setting up procedures

Taking appropriate action

7.4.3: Subjective Evaluations

Point 1- Evaluators

Interviewers should be well trained for the task

Point 2 – American Psychological Association (APA)

APA’s standards for educational and psychological testing

Principles for validation

Use of personnel selection Procedures

Key point for each procedure through analysis of job

Structured interview question relevant to qualification and performance criteria

Trained individuals in hiring and promotion process

7.4.4: Sexual Harassment Programs

Point 1- Setting up procedures

Formal, confidential process without the fear of retaliation

Employees informed on reporting procedures

Person handling the complaints should be aware of the procedures

Point 2- Taking appropriate action

A proper disciplinary action on offender

Compensation for victim for any harm done

Table 7.1: Corporate Programs to Prevent Sexual Harassment

Program Components	Goals
1. A Sexual Harassment Policy	To warn that certain conduct will not be tolerated and convey the seriousness of management.
2. Communication and Training	To make the company policy known, understood, and accepted, and increase awareness of the issue itself.
3. Reporting Procedures	To provide a formal, confidential process for making and responding to a complaint internally, without fear of retaliation.
4. Disciplinary Action	To deter the offender and perhaps others in the organization, and compensate the victim if appropriate.

Program components

Goals

7.5: Affirmative Action (1 of 3)

Objective: Analyze the various issues, arguments, and problems associated with affirmative action plans and court decisions

7.5.1: Affirmative Action Plans

Case study 1: Kaiser Aluminum Company in Grammercy, Louisiana (1974)

Case study 2: Santa Clara County, California (1978)

7.5.2: Court Actions on Plans

Case study

University of Michigan suit

7.5.1: Affirmative Action Plans

Point 1- Case study 1: Kaiser Aluminum Company in Grammercy, Louisiana (1974)

Analysis showed that only 5 skilled craft workers were blacks (out of 273)

Developed an innovative program to train its employees

Point 2- Case study 2: Santa Clara County, California (1978)

Percentage of skilled women workers was negligible

Adopted an Equal Employment Opportunity Policy

To attain a work force in all occupational fields and employment levels of minorities, women, handicapped persons

7.5.2: Court Actions on Plans

Point 1- Case study

An employee at Kaiser Aluminum sued both the company and his own union

Not being selected against a black, a result of affirmative action In December 1979, Paul Johnson, applied a suit against the company for not being selected against a woman candidate, an affirmative action taken

Point 2- University of Michigan suit

Law school suit

Court upheld the decision as an affirmative action

Admission process considered race as a major factor to achieve diverse student body

Percentage of diversity was increased

7.5: Affirmative Action (2 of 3)

Objective: Analyze the various issues, arguments, and problems associated with affirmative action plans and court decisions

7.5.3: Compensation Argument

Who deserves compensation?

Punishing the innocent

Permissible affirmative action plans

7.5.4: Equality Arguments

Equality of opportunity

Equality of treatment

7.5.3: Compensation Argument

Point 1- Who deserves compensation?

Individuals given preference are not always victims of discrimination

Biased to member of a group who may even lead a privileged life

Racial and sexual discrimination affect all members of the group to some degree

Compensatory justice balanced along with hiring on basis of competence is best served

Point 2- Punishing the innocent

To compensate for past privilege

To equal the benefits obtained in a discriminatory society favoring them

To forego future privilege

Point 3- Permissible affirmative action plans

Does not create an absolute bar to the advancement of any group

Does not unnecessarily trammel the rights of others

It is a temporary action

7.5.4: Equality Arguments

Point 1- Equality of opportunity

Equal opportunity for all

Enforcement of laws against discrimination helps

Point 2- Equality of treatment

To treat with the same respect

To treat with the same concern

7.5: Affirmative Action (3 of 3)

Objective: Analyze the various issues, arguments, and problems associated with affirmative action plans and court decisions

7.5.5: Utilitarian Arguments

Preferential treatment programs

Advantages

7.5.6: Problems with Affirmative Action

Arguments

7.5.5: Utilitarian Arguments

Point 1- Preferential treatment programs

Necessary to eradicate racial and sexual discrimination

Integrate certain groups into the society's mainstream

Point 2- Advantages

More jobs for racial minorities, women

Stereotyping of jobs reduced

Opportunities increased by changing hiring and promotion process

7.5.6: Problems with Affirmative Action

Point 3- Arguments

Hiring/promoting less qualified person and lowering quality of work

Damage self-esteem of employee favored by race/sex

Creates race consciousness rather than fight discrimination

Conclusion: Discrimination and Affirmative Action

Discrimination

Affirmative action

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Ethics and the Conduct of Business

Eighth edition

Chapter 6

Privacy

Modules

Introduction: Privacy

6.1: Challenges to Privacy

6.2: Meaning and Value of Privacy

6.3: Privacy Away from Work

6.4: Privacy of Employee Records

6.5: Big Data Analytics

6.6: Using the Internet

Conclusion: Privacy

Learning Objectives (1 of 2)

6.1: Identify how different business practices challenge the privacy of employees in the workplace and consumers in the marketplace

6.2: Explain the concept of privacy and how the utilitarian and Kantian arguments defend privacy as a necessary right of all individuals

6.3: Evaluate the reasoning that leads a company to monitor its employees and the measures undertaken to limit such monitoring

Learning Objectives (2 of 2)

6.4: Determine what ethical issue(s) are associated with a particular handling or use of employee records and whether the action is justified or a violation of the employee’s privacy

6.5: Describe how big data analytics enables companies to profile and target consumers and the potential ethical issues with this process

6.6: Analyze the ethical issues associated with collecting and using information about consumers’ online activities, and the adequacy of the rules and principles created to protect Internet privacy

Introduction: Privacy

Psychological testing at Dayton Hudson case

Telecommunication companies compelled to provide information

Internet the most recent challenge to privacy

Government surveillance impacts the privacy of individuals

Understanding of right to privacy is important

6.1: Challenges to Privacy

Objective: Identify how different business practices challenge the privacy of employees in the workplace and consumers in the marketplace

6.1.1: Privacy in the Workplace

Available tools

Why do companies collect personal data?

Why is evaluation important?

6.1.2: Privacy in the Marketplace

Information gathering

Database marketing

Issues in database marketing

6.1.1: Privacy in the Workplace

Point 1- Available tools

Pencil-and-paper test

Drug test

Employer-issued mobile devices

Concealed cameras

Point 2- Why do companies collect personal data?

Due to changing nature of work

Potential for misuse and costly errors

To avoid employee theft and stealing trade secrets

To provide safe workplace

Greater concerns create greater dangers to employee right to privacy

Point 3- Why is evaluation important?

For predicting job performance

For identifying potentially troublesome employees

For assessing if the employees meet employer expectations

For determining the termination of employee during lay-offs

6.1.2: Privacy in the Marketplace

Point 1- Information gathering

Corporations use same tools employed for employees

Consumers are the main target

Point 2- Database marketing

Utilization of I

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