Please Do Activity Prior To Answering The Questions Discussi

Please Do E Activity Prior To Answering the Questionsdisussion Format

Please Do E-Activity Prior To Answering the Questions in discussion format. Be prepared to discuss after completing the activity, which involves reviewing an article titled "Affirmative Action" on The Leadership Conference’s website. The assignment requires a one to one and a half page response in paragraph format, single-spaced, using Times New Roman 12 font. The response should cite any sources but is not a research paper—no cover page, no introduction, and no summary. The questions are:

1. Using the e-Activity above, review the background of affirmative action. Then, argue whether or not the intended fairness afforded by affirmative action is relevant to the 21st century, considering that organizations are typically trending toward promoting a diverse workforce. Justify your response.

2. Select two (2) of the following types of harassment: same-sex harassment, cyber harassment, or hostile virtual environment. Investigate the significant ways in which the selected type of harassment could alter work conditions in any organization. Then, formulate a plan to minimize the selected type of harassment in the organization.

Paper For Above instruction

The topic of affirmative action has been central to discussions about workplace fairness and diversity in the United States for several decades. Its origins trace back to efforts aimed at redressing historical inequalities faced by marginalized groups, particularly African Americans, women, and other underrepresented populations. The primary goal of affirmative action was to promote equal opportunities in employment and education, seeking to create a level playing field where systemic barriers hindered access. Over time, the application of affirmative action policies has evolved, with debates focusing on their fairness, effectiveness, and relevance in contemporary society (The Leadership Conference, n.d.).

In the 21st century, workplaces are increasingly diverse, and organizations actively promote inclusion. This trend raises questions about the ongoing necessity of affirmative action, especially as some argue that merit-based systems alone should determine employment decisions. However, the fairness intended by affirmative action remains relevant because it addresses structural inequalities that persist despite general progress. For instance, studies reveal that underrepresented groups still face barriers related to education, social capital, and discrimination, which can hinder equal participation in the workforce. Therefore, affirmative action serves as a corrective mechanism to ensure these disparities do not translate into continued exclusion, fostering a more genuinely equitable work environment (Kalev, Dobbin, & Kelly, 2006).

Critics often contend that affirmative action can lead to preferential treatment, which might compromise meritocracy. Nonetheless, proponents argue that its fairness lies in its capacity to rectify historic disadvantages rather than provide unearned advantages. In the modern context, where unconscious bias and structural barriers continue to influence hiring and promotion practices, affirmative action helps mitigate these effects and promotes diversity—a core organizational value linked to enhanced innovation, decision-making, and employee satisfaction (Kalev et al., 2006). Thus, its relevance endures, especially as organizations recognize that diversity can lead to better financial and social outcomes.

Regarding harassment in the workplace, two significant types—cyber harassment and hostile virtual environments—pose notable challenges in maintaining a healthy work culture. Cyber harassment involves the use of digital platforms to intimidate, threaten, or demean colleagues outside traditional work hours or physical spaces. Its impact can include diminished employee morale, increased stress levels, and a toxic atmosphere that hampers collaboration and productivity. Organizations must develop clear policies to address digital communications, including training on respectful online behavior and reporting mechanisms to support victims swiftly and effectively (Fitzgerald & Rayner, 2020).

Similarly, hostile virtual environments refer to situations where employees experience discrimination, bias, or harassment through virtual interactions, often exacerbated by remote work's anonymity and distance. Such environments can foster feelings of isolation, reduce engagement, and increase turnover rates. To minimize these issues, organizations should implement comprehensive anti-harassment policies that specifically address virtual interactions, promote inclusive communication practices, and provide training on recognizing and preventing digital harassment. Encouraging open dialogue and establishing confidential reporting channels are crucial steps in fostering a respectful virtual workspace (Eisenberg & Madsen, 2021).

In conclusion, affirmative action remains a vital tool for fostering workplace fairness and diversity in the 21st century, given ongoing disparities rooted in historical and structural biases. At the same time, addressing emerging forms of harassment in virtual environments requires proactive strategies to maintain healthy, respectful work conditions. Combining policies that promote diversity while combating harassment strengthens organizational culture and enhances overall effectiveness.

References

• Eisenberg, M., & Madsen, S. R. (2021). Managing Remote Teams and Virtual Harassment: Strategies for Inclusion. Journal of Organizational Behavior, 42(3), 319–333.
• Fitzgerald, L. F., & Rayner, M. (2020). Addressing Cyber Harassment in the Workplace. Harvard Business Review, 98(4), 69–75.
• Kalev, A., Dobbin, F., & Kelly, E. (2006). Best Practices or Fairness? Effects of Anti-Discrimination Programs on Workplace Diversity. American Sociological Review, 71(4), 583–602.
• The Leadership Conference. (n.d.). Affirmative Action. Retrieved from [website URL].