EEO
I found that one of Prof. Powley’s points during Thursday’s session revealed a particularly impractical aspect of the EEO issue. Prof. Powley indicated that a bank, Key I believe, experienced problems with employing too many African Americans because the sample of prospective workers over represented this group. Although I feel that there is merit to EEO/Affirmative Action programs, placing employers in an awkward position solely as a result of the composition of the sample seems somewhat absurd. I feel that these sorts of issues are what would eventually lead me to avoid recruitment responsibilities. However, even if I do not deal with the hiring of persons, it seems that the firing of employees may be an inevitable fact for anyone that advances in a company as a manager. From that point of view, this sort of legal confusion may not be fully avoidable and thus, a direct managerial role seems less appealing to me in this aspect.
Comments
Posted by: Sandy Kristin Piderit
Posted on: September 9, 2005 02:03 PM
Artur,
I hope you won't turn away from a possible management career just because you don't like the notion of dealing with the legal issues that surround EEO and hiring. It's true, dealing with the legal red tape is not all that fun... but as long as you seek positions in larger companies which have dedicated HR staff, and follow the company policies, you are unlikely to end up in the kind of tough situation that was described in the case in class.
Your blog setup looks fine.