Outline Of Norma Smith Bus 670 Organizational Behavior

Outline Norma Smith bus 670 Organizational Behav

Outline Norma Smith BUS 670 Organizational Behavior Ashford University Brandy Kreisler October 21, 2019 I. Business Situation a. A study by a human rights organization shows that more than 80% of employees in a US based manufacturing company are drawn from the male gender. More specifically, the researchers indicated that all senior management positions were occupied by men. Employees who responded to their survey questions in anonymity confirmed that it was difficult for women to rise through the ranks as the human resource department was dominated by men. Furthermore, the existing organizational culture favored men in almost all positions of employment. II. Ethical Theories a. Social contract theory. Corporate managers are expected to create value in the society where the business operates and ensure that they do so in a just and non-discriminatory manner (Mayer & Cava, 1995) b. Egalitarian ethical theory. This theory emphasizes on equality by giving suggestions on how people should be treated (Knight, 2013). Men and women should therefore be treated as equals in employment and in promotion opportunities. III. Specific areas of law a. Title VII of the Civil Rights Act of 1964. This law bars employers from discriminating employees on the basis of sex, race, religion and the country of origin (Sherry, 1965). In this case, the company would be held liable for gender-based discrimination. b. Bona Fide Occupational Qualification (BFOQ). This is a provision in the Title VII of the Civil Rights Act which stipulates the justifications that employers can use as defense in discrimination lawsuits (Cavico & Mujtaba, 2016). Employers can classify/discriminate employees on the basis of religion, sex or National origin if the three characteristics directly affect the success of their businesses (Cavico & Mujtaba, 2016). References Alteri, A. (2016). Gender-Based Discrimination in the Workplace. Review Of Public Personnel Administration, 36(3). Bauman, K. (2017). A Twenty-First-Century Social Contract between Employers and Job Candidates. Employment Relations Today, 44(2), 13-19. Cavico, F., & Mujtaba, B. (2016). The Bona Fide Occupational Qualification (BFOQ) Defense in Employment Discrimination: A Narrow and Limited Justification Exception. Journal Of Business Studies Quarterly, 7(4), 15-29. Deitch, C. (1993). Gender, Race, And Class Politics And The Inclusion Of Women In Title Vii Of The 1964 Civil Rights Act. Gender & Society, 7(2). Dienhart, J. (1995). Rationality, Ethical Codes, and an Egalitarian Justification of Ethical Expertise. Business Ethics Quarterly, 5(3). Knight, C. (2013). Egalitarian Justice and Expected Value. Ethical Theory And Moral Practice, 16(5). Mayer, D., & Cava, A. (1995). Social Contract Theory and Gender Discrimination: Some Reflections on the Donaldson/Dunfee Model. Business Ethics Quarterly, 5(2). Monahan, C. (2011). The Failure of the Bona Fide Occupational Qualification in Cross-Gender Prison Guard Cases: A Problem beyond Equal Employment Opportunity. Hypatia, 28(1). Pope, J. (2009). A Brief History of United States Labor and Employment Law. SSRN Electronic Journal. Sherry, J. (1965). The Civil Rights Act of 1964. Cornell Hotel And Restaurant Administration Quarterly, 6(2), 3-6.

Paper For Above instruction

The issue of gender discrimination in the workplace remains a critical concern within the landscape of organizational behavior and law. The scenario outlined in the case study highlights a manufacturing company where over 80% of employees are male, and senior management positions are exclusively occupied by men. The organizational culture favors men across employment and promotion opportunities, which raises serious questions about discrimination, ethics, and legal compliance. This paper explores the ethical and legal dimensions of gender discrimination, applying relevant ethical theories and laws to analyze the situation and recommend pathways toward equity and fairness in employment practices.

Introduction

Gender discrimination in employment has persisted despite broad legal protections. The scenario presents a clear case where organizational culture and management practices seem to favor male employees, potentially violating ethical principles and statutory laws. Addressing such discrimination requires an understanding of ethical theories such as social contract and egalitarian theories, as well as adherence to laws like Title VII of the Civil Rights Act of 1964 and provisions such as Bona Fide Occupational Qualification (BFOQ). The confluence of ethics and law provides a framework for diagnosing and rectifying gender bias, promoting an organizational culture rooted in fairness and equality.

Organizational Context and Ethical Theories

The dominant organizational culture, which privileges men, not only hampers women’s career advancement but also reflects deeper ethical issues about fairness and justice. The social contract theory posits that corporations have an ethical obligation to create value within society, which includes fostering equitable employment practices (Mayer & Cava, 1995). Under this view, discriminatory practices undermine social trust and organizational legitimacy. Similarly, the egalitarian ethical theory emphasizes the importance of treating all individuals equally, advocating for gender-neutral policies that promote fairness in employment and promotion decisions (Knight, 2013). Such theories argue that organizational practices should align with societal values of equality, and any deviation indicates ethical failure.

Legal Frameworks Against Gender Discrimination

The legal landscape provides significant protections against gender-based discrimination. Title VII of the Civil Rights Act of 1964 explicitly prohibits employers from discriminating on the basis of sex, among other protected characteristics (Sherry, 1965). In the present scenario, the manufacturing company's practices are likely in violation of Title VII, exposing the organization to legal liability. Moreover, the BFOQ exception within the same legislation allows for limited discrimination where gender is a bona fide occupational qualification essential for the operation of particular roles, such as in specific gender-specific jobs (Cavico & Mujtaba, 2016). However, its application is narrowly construed, and mere cultural bias or informal practices are insufficient grounds for BFOQ defenses.

Implications and Recommendations

Addressing gender discrimination necessitates organizational reforms that are both ethical and legally compliant. The company should implement policies that ensure equal opportunity in recruitment, retention, and promotion. Regular training programs emphasizing diversity and inclusion can sensitize employees and management about unconscious biases. Transparent criteria for advancement and accountability systems can reinforce fair practices. Legally, the organization must scrutinize its current practices against statutory standards, ensuring no reliance on unjustified BFOQ defenses which are often misapplied to perpetuate discrimination (Monahan, 2011). Ethical considerations should guide the organization to foster a workplace culture that respects individual rights and promotes gender equity.

Conclusion

Gender discrimination in workplaces not only violates legal statutes but also contravenes fundamental ethical principles of fairness and equality. An integrated approach that considers ethical theories and legal requirements provides an effective pathway toward organizational change. Organizations must actively work to dismantle discriminatory cultures by adopting inclusive policies, educating their workforce, and ensuring compliance with pertinent laws. Only through such comprehensive efforts can organizations build truly equitable workplaces that honor the dignity and rights of all employees, regardless of gender.

References

• Alteri, A. (2016). Gender-Based Discrimination in the Workplace. Review Of Public Personnel Administration, 36(3).
• Bauman, K. (2017). A Twenty-First-Century Social Contract between Employers and Job Candidates. Employment Relations Today, 44(2), 13-19.
• Cavico, F., & Mujtaba, B. (2016). The Bona Fide Occupational Qualification (BFOQ) Defense in Employment Discrimination: A Narrow and Limited Justification Exception. Journal Of Business Studies Quarterly, 7(4), 15-29.
• Deitch, C. (1993). Gender, Race, And Class Politics And The Inclusion Of Women In Title Vii Of The 1964 Civil Rights Act. Gender & Society, 7(2).
• Dienhart, J. (1995). Rationality, Ethical Codes, and an Egalitarian Justification of Ethical Expertise. Business Ethics Quarterly, 5(3).
• Knight, C. (2013). Egalitarian Justice and Expected Value. Ethical Theory And Moral Practice, 16(5).
• Mayer, D., & Cava, A. (1995). Social Contract Theory and Gender Discrimination: Some Reflections on the Donaldson/Dunfee Model. Business Ethics Quarterly, 5(2).
• Monahan, C. (2011). The Failure of the Bona Fide Occupational Qualification in Cross-Gender Prison Guard Cases: A Problem beyond Equal Employment Opportunity. Hypatia, 28(1).
• Pope, J. (2009). A Brief History of United States Labor and Employment Law. SSRN Electronic Journal.
• Sherry, J. (1965). The Civil Rights Act of 1964. Cornell Hotel And Restaurant Administration Quarterly, 6(2), 3-6.