Discrimination

Abstract

at workplace goes a long way to affect the performance of a givenorganization. It is, therefore, important to identify ways to whichthe problem may be handled. The study aimed at establishing some ofthe solutions that shall involve the use of 12 employees and 4members of the management. The researcher will use structured andnon-structured questionnaire to obtain the views of the respondentstowards this effect. He shall analyze the data statistically andpresent it in contingency tables and charts. In addition, he shall goahead to discuss the findings and draw conclusions andrecommendations.

Contents

Abstract 2

Introduction 3

Literature review 4

Research design 6

References 7

Appendix I: Questionnaire. 8

Introduction

remains to be one of the problems that the organization goes through.This innuendo is created majorly by employees who group themselvesinto categories that resonate with their financial capability andclass. As such, they treat people who seem to fall outside the bubblein a manner that show less value towards them (Mishra, &amp Mishra,2015). There are also those who treat employees who have not stayedat the organization for long with some form of contempt. Thisproblem, therefore, goes ahead to have a hugely detrimental effect onthe firm in the long run given the fact that it affects the morale ofmost of the employees and prevents them from giving out their levelbest as far as their duties are concerned. It is, therefore,important to look into the question of how the organization may beable to deal with the problem of discrimination so as to raise thestandards of practice.

Issuessurrounding discrimination are quite important since they touch onthe level of interpersonal relationships among the employees. Themore they treat one another with the utmost respect, the more theyare bound to cooperate with one another into coming up with actionsthat will be of great benefit to the organization. As a result, asolution to the problem will be key to ensuring that the desiredresults of improved levels of cooperation are realized. Some of thedependent variables to this effect shall include the degree ofcollaboration among the employees, the willingness of employees toassist one another as well as the level of output that it depicted bythe employees. The study shall also focus on independent variablesthat shall touch on the attitude of employees towards one anotheramount of joint activities that they do together.

Literaturereview

Al-Badawi(2012) argues that discrimination at the workplace comes as a resultof many factors some of which include the dislike of other races aswell as the need for some people to be treated as more worthycompared to others. He goes on to detail that failure to deal withsuch problem not only hampers the proper functioning of theorganization. As a result, the association could be destined forfailure when the issue is sustained for long, and the level ofcooperation among the employees is significantly reduced. He,therefore, suggests that one of the best methods of dealing withdiscrimination is to define it clearly and offering consistenttraining of employees and management so as to bring down the effectsof the problem that could have gone on for long.

Simpson&amp Yinger (2013) also put out that minorities are also bound to besubjects of discrimination. This situation arises from the fact thatthey have fewer people to identify with and, could, therefore, beleft out on many occasions. Some of these could be Native Americanswhose number has become quite small with time, and they, as a result,have very few people championing for their rights. Organizationscould take more actions into addressing the needs of minority groupsin their workplaces and come up with strategies that will ensure thatthey are well taken care of.

Albelda&amp Drago (2013) also state that one of the areas wherediscrimination could be evident in the workplace is in the salariesthat employees receive. It is always disturbing where employees inthe same rank having equal qualifications and experience have varyingamounts of wages. In essence, such a practice could spell down doomon the entity, especially in the cases where come employees get theview that their salaries are much lower compared to those of theirpeers. It is, therefore, essential for the organization management toensure that it comes up with actions that will help to harmonize thesalaries of the employees so as to make them more willing to takepart in activities that will be paramount to raising the level ofperformance of the said organization.

Williamson,(2013) indicates that identity of people is quite important, and whenfelt threatened, they could come up with actions that would be ofless benefit to the company, such as reduced work performance. Theorganization may conduct regular workshops and team building sessionswhere they could explain to the employees on the importance ofvaluing each other’s identity. Such a measure will go a long way inmaking the employees treat one another in a way that shows that theyare special. As a result, they are bound to rake in lots of benefitsto the organization, especially in the cases where their levels ofcooperation improve significantly to the point where they form somepersonal friendships with one another.

Lam(2012) shows that one of the areas where discrimination is quiteevident in the workplace lies in promotion. The case is especially,more pronounced where women need to be promoted to managerialpositions. There are many organizations where women could risethrough the ladder successfully and get stuck just as they are aboutto enter the management position. Some people still hold the viewthat women lack management capabilities and with such thinking, takeactions that are a detriment to their career growth. The authorsuggests that organizations need to form a strong policy that toucheson the aspect of promotions. He opines that one of the best methodsthat organizations could use would be to base promotions solely onmerit as such an action could help to ensure that the organizationhas some level of cohesion and as well, can benefit from soundpractices of its employees.

Researchdesign

Thestudy design shall be descriptive in that the researcher will aim toknow the extent of discrimination in the workplace, its potentialcauses and, thereby, come up with actions that will help to ensurethat proper practices are put in place for influencing betterperformance among the employees (Taylor, Bogdan, &amp DeVault,2015). The researcher shall target a total of four members of themanagement and 12 employees. He shall conduct random sampling of thestaff and members of the management. The researcher will do apply theuse of structured non-structured questionnaire to obtain the views ofthe respondents regarding the issue under study (see Appendix 1).

Theresearcher will then code the surveys to test for consistency andensure that they can provide valid and reliable findings. Thefindings shall be analyzed statistically using the StatisticalPackage for Social Sciences (SPSS) version 20.0. Findings shall bepresented using charts and contingency tables. The researcher willthen go ahead to discuss the results further and provide conclusionsand recommendations for the study.

References

AlBadawi, A. M. (2012). DISCRIMINATION IN THE WORKPLACE.&nbspASBBSProceedings,&nbsp19(1),5.

Albelda,R., &amp Drago, R. (2013).&nbspUnlevelplaying fields: Understanding wage inequality and discrimination.

Lam,A. C. (2012).&nbspWomenand Japanese management: discrimination and reform.Rutledge.

Mishra,B., &amp Mishra, J. (2015). in the Workplace.&nbspJournalof Higher Education Theory and Practice,&nbsp15(4),64.

Simpson,G. E., &amp Yinger, J. M. (2013).&nbspRacialand cultural minorities: An analysis of prejudice and discrimination.Springer Science &amp Business Media.

Taylor,S. J., Bogdan, R., &amp DeVault, M. (2015).&nbspIntroductionto qualitative research methods: A guidebook and resource.John Wiley &amp Sons.

Williamson,T. (2013).&nbspIdentityand discrimination.John Wiley &amp Sons.

Appendices

AppendixI: Questionnaire.

DEMOGRAPHICINFORMATION

Sex(nominal scale)

Male[ ] Female [ ]

Age(years) (interval scale)

18-30years [ ] (b) 31-40 [ ] 41-49 [] Above 49 []

Maritalstatus (nominal scale)

Single[] (Married [] (Separated [ ] (Divorced []

Workexperience (years) (nominal scale)

Lessthan 1 [ ] 1-3 [ ] Above 3-5 [ ] Above 5-10 [ ] Above 10 [ ]

VIEWOF WORKPLACE DISCRIMINATION

Whatis the major cause of discrimination? (Nominal scale)

Classgroupings [ ]

Lesscooperation among employees [ ]

Lackof management action []

Other(specify)…………………………………………….

Howcould the problem of employee discrimination be handled? (Nominalscale)

Increasedemployee bonding sessions [ ]

Changeof company non-discrimination policies [ ]

Doyou believe employee attitude is essential in reversing the problemof discrimination? (Nominal scale)

Yes [ ]

No [ ]

Whatdo other measures you think will be crucial in dealing with the issueof employee discrimination? (Nominal size)

………………………………………………………………………………………………………………………………………………………………………………………………………………

Whatis the role of the management in preventing discrimination?

………………………………………………………………………………………………………………………………………………………………………………………………………………

Whatis the role of the employees in preventing discrimination?

…………………………………………………………………………………………………………………………………………………………………………………………………………