Re Ingersoll -Rand Co. V. McClendon, Page 57 Essays - Business, Law

Re: Ingersoll - Rand Co. v. McClendon, page 57 Date: 1-4-99 Realities: Perry McClendon, offended party, was a worker of Ingersoll-Rand Co., respondent, for a long time. Offended party felt he was terminated shy of his ten years of administration so respondent could stay away from annuity commitments. Offended party sued for unfair release. Respondent contends that offended party's precedent-based law guarantee was acquired by the ERISA (Employee Retirement Income Security Act). Contentions: Offended party: Wrongful release Respondent: Terminated freely and precedent-based law case was appropriated by ERISA arrangements. ISSUE(S) An ERISA plan exists and the business had an annuity vanquishing rationale in firing the work of offended party. HOLDING: EIRSAs express language and its structure and reason show a congressional aim to pre-empt a state customary law guarantee that a worker was unlawfully released to forestall his accomplishment of advantages under an ERISA secured plan. Choice: For Defendant. Investigation: General Rule of Law: The effect of this instance of business today is recognizable in activities where you see organizations offering early retirement bundles to diminish workforce measure and furthermore dodge illegitimate end suits. This case has held enterprises progressively accoutable for ending. Contextual analysis states if offended party would have sued for annuity benefits rather than unjust end the result would have been in support of himself. Rule applied to realities: The Texas court allowed the organization outline judgment and the State Court of Appeals asserted, deciding that offended party's work was restricted freely. The State Supreme Court switched and remanded for preliminary, holding that open strategy required acknowledgment of a special case to the business voluntarily teaching. Hence, recuperation would be allowed in an unfair release activity if the offended party could demonstrate that the chief explanation behind his end was the business' longing to abstain from adding to or paying advantages under the representative's annuity support. In recognizing government cases holding comparative cases pre-empted by the Employee Retirement Income Security Act of 1974, the court contemplated that offended party was looking for future lost wages, recuperation for mental anguish, and correctional harms instead of lost annuity benefits. Contradicting supposition: None given

Leadership & Communication Skills Assignment Example | Topics and Well Written Essays - 750 words

Administration and Communication Skills - Assignment Example out this issue, I attempted to intervene while simultaneously looking after control, and keeping the lines of correspondence open instead of shutting them just in response. This technique worked for me, as I had the option to arrive at a trade off in the wake of meeting with three of gathering and independently planning an increasingly formal preparing and enrollment method together. My initiative style depends on examples of successful dynamic and cooperation, just as standards of correspondence which esteem both upward and descending correspondence inside an association. I feel that administration is a particularly significant issue for experts to consider, in light of the fact that much of the time they are seen similar to the powerful locale pioneers, and should introduce solid initiative abilities and an ability to read a compass so as to streamline representative execution. Time and again, various branches of associations will in general break up along lines of insufficient cor respondence in bunch gatherings in which the pioneer turns out to be to a lesser extent a pioneer and even more a substitute or outdated mouthpiece of business as usual, and in circumstances, for example, these, political infighting and departmental contradiction over issues of financing and designation make take need over what ought to be the away from and shared vision of all included; that is, figuring out what is best for the client (or, for my situation, the understudy body) regarding reliability and conduct, and executing programs which realize achievement in the association. The issue that I was confronting was that four of the individuals under my administration were attempting to sabotage my power and add their own sanction to the gathering, which would give them an unreasonable position. I arrived at a trade off with the gathering, as referenced, persuading three regarding them rather to update fundamentally the enrollment preparing systems for the gathering. The fourth part was then taken off alone contrary to my initiative. Tragically this part must be disregarded, however I needed to settle on a choice. A

Alcohol Effects That Last Long Into Sobriety

Alcohol Effects That Last Long Into Sobriety More in Addiction Alcohol Use Binge Drinking Withdrawal and Relapse Children of Alcoholics Drunk Driving Addictive Behaviors Drug Use Nicotine Use Coping and Recovery People with severe alcohol use disorders can experience cognitive deficits due to the damage that drinking too much alcohol for a long period of time can cause within the brain. Fortunately, much of the damage that alcohol does to the brain begins to reverse when alcoholics stop drinking. But, there are some problems with brain function that linger long after the drinker quits. Visuospatial and Visuoperception Issues in Alcoholics Even Into Sobriety Studies have found that alcoholics who have remained abstinent, even for a prolonged period of time, can display visuospatial and visuoperception deficits. Visuospatial skills include the ability to see an object or image as a set of parts and then be able to construct a replica of the original from the parts. For example, visuospatial construction includes putting together furniture that comes unassembled, constructing models, or even making a bed or buttoning shirts. Visuoperceptual ability is being able to recognize objects based on their form, pattern, and color. Simply put, visual perception is the brains ability to make sense of what the eyes see. These cognitive skills are important for many basic everyday tasks such as reading, writing, completing math problems, or even getting dressed. For example, someone with visual perception deficits might have a problem reading a map. If someone has visuospatial or visuoperceptual deficits it can impair their ability to accurately assess distance and spatial relations between objects, which could cause problems in trying to drive a vehicle, for example. A deficit of the ability to use visual-spatial cues, to detect changes and consistencies, and subtle visual discriminations can affect the ability to accomplish everyday tasks like pushing a cart through a grocery store or recognizing your child in a group of similarly dressed children. Less Efficient Use of Brain Functions Researchers have found that even with long-term sobriety, alcoholics can continue to display deficits in visuoperception and frontal executive functioning of the brain. Researchers have found that because of the damage alcohol has done to their brains, alcoholics have to use a more complex higher-order cognitive system, frontal executive functions, to perform the same tasks that others without a history of alcoholism perform. In one study, researchers at the Stanford University School of Medicine gave a picture fragment identification test to 51 recently detoxified alcoholic men and 63 control men. They also tested executive function and explicit declarative memory. Using Perceptual Closure Skills The picture-fragment test measured how quickly the men could identify line drawings of common objects or animals when only partially visible. People who have visuoperceptual impairments require a complete rendition of these drawings before they are able to identify them compared to unaffected subjects. Unaffected individuals can use a process known as perceptual closure to imagine or fill in parts of the image that are not actually visible. Ability to Learn Measured To measure the ability to learn, the drawings were shown to the men in the study again after a delay. If they were able to identify the object the second time in a more fragmented rendition, then learning occurred, the researchers said. The study found that alcoholic men displayed deficits in visuoperception and frontal executive function compare to the control group. The researchers also found that although the alcoholic group was able to learn visuoperceptual tasks at the same level of the controls, how they performed the task was very different from how the controls performed it. More Complex Processing Needed The alcoholics used different underlying component processes to execute the task. Unable to invoke normal visuoperceptual abilities, alcoholics relied on a more complex cognitive system to perform the visuoperceptual learning task than required by controls, said Stanford professor said, Edith Sullivan. The potential problem with this is that if that same systemâ€"frontal executive functionsâ€"is needed for a competing task, alcoholics may be at a disadvantage because that system would otherwise be engaged. The researchers concluded that the necessity of having to use frontal executive functions to complete visuoperceptual tasks  could affect the performance of recovering alcoholics in driving a vehicle or performing in the workplace. Could Affect Workplace Performance It would be more difficult for alcoholics to complete tasks that required sequencing, judgment, and decision-making, or complex tasks that required organization or planning. Jobs that required visuospatial skills, like operating heavy equipment or dentistry, could also be impaired, the researchers said. Use of more demanding cognitive systems by the alcoholics may be less efficient and more costly to processing capacity than those invoked by controls, the authors wrote.

The Picture of Dorian Gray, by Oscar Wilde - Free Essay Example

Sample details Pages: 5 Words: 1440 Downloads: 9 Date added: 2019/05/15 Category Literature Essay Level High school Tags: The Picture of Dorian Gray Essay Did you like this example? Setting (Jasmine) The Decadent Movement was an artistic and literary movement occurring in Western Europe that portrayed an aesthetic style of satire, critique, and artificiality. The novel was both written and set in London, England some time in the 1890s. Dorian travels freely between two major parts in London; the wealthy West end, and the run-down East end. Don’t waste time! Our writers will create an original "The Picture of Dorian Gray, by Oscar Wilde" essay for you Create order These two sides of London represent the two sides of Dorian Gray. On the west side, Dorian is a gentleman, the local celebrity. On the East side, however, Dorian is villainous and suspicious. He becomes that guy that your parents told you to stay away from. As the plot progresses, we see Wildes intention of merging two locations with Dorians two distinct personalities. The Decadent Movement took place during the Victorian Era, where the line drawn between high and low class was a segregation; a war between incomes, making the plot of Wildes story that much more intriguing when published in 1980. Synopsis (Belinda) In The Picture of Dorian Gray, the very handsome protagonist Dorian Gray was just a naive and innocent boy until a charismatic nobleman named Henry Wotton comes along and influences him. Basil Hallward, a painter who idolizes Dorian greatly, paints a perfect portrait of Dorian and gives it to him. Because of Henrys words about beauty, Dorian trades his soul for the eternal beauty of this portrait. From there, the beautiful Dorian becomes more sinful and hedonistic, and with every sin he commits, his portrait changes while he remains beautiful. At first, he was glad that he could do anything he wanted and still look beautiful but near the end, the painting drove him to the edge. He tried to change his ways but it was too late. Characters (Gaby) So the main character in the novel is Dorian. Dorian Gray is a handsome and wealthy young man who serves as a muse to Basil Hallward. A dynamic character because he turns into a monster by the end of the book. He is the archetype of beauty, representing the main theme about soul corruption and beauty. Next we have the devil, Lord Henry Wotton. He is the cynical one and always arguing very controversial ideas which is probably why the novel was censored during that time. Many professors believe he was the representation of the devil because he incited Dorian to commit sinful acts and then would go and have a cup of tea in the afternoon. There is also, Basil Hallward with his puppy love. He is the artist and the one who paints Dorians portrait. Hes so in love with Dorian that is afraid of portraying his love in his painting. He tries and fails to save Dorian from the influence of Lord Henry and it will end up costing him greatly. Other important character is Sybil Vane. She is an actress from a poor theatre and Dorian falls in love with her young beauty and skills. After a terrible performance, Dorian decides that she is not worth her love anymore and breaks her heart. Sybils suicide is the rolling ball to Dorians decadence and the rise of his evil self. Theme (Jennie) One of the main themes of the book is beauty. Dorian Gray embodies the idea of pure beauty. He is beautiful and he attains eternal youth. Dorians physical representation becomes something that everyone in the book aspires to be. Although he is beautiful in the exterior, his internal self is foul which goes with the saying, dont judge a book by its cover. good vs evil: From the beginning, both evil and good were equals to each other. Basil Hallward, Dorians painter thats obsessed with him, symbolizes the angel in Dorians shoulder. He tries to influence Dorian with good habits like staying away from corruption. On the other hand, Lord Henry Wotton is the complete opposite of Basil. He is a hedonistic and selfish aristocrat that views people as mere tools to get what he wants. Later on, Dorian becomes distant with Basil and ends up picking up the evil influences of Lord Henry. This way of thinking eventually leads Dorian to his downfall. One of the main themes of the book is evil versus good. Basil Hallward, Dorians painter thats obsessed with him, symbolizes the angel and durian shoulder. He tries to influence Torian with good habits like staying away from corruption. On the other hand Lord Henry Wotton is the complete opposite of Basil. He is a hedonistic and selfish aristocrat that views people as mere tools to get what he wants. Later on, Dorian becomes distant with Basil, and ends up picking up the evil influences of Lord Henry. This way of thinking eventually leads Dorian into his downfall. Another major theme of the book is beauty. Dorian Gray embodies the idea of pure beauty. Hes beautiful and he attains eternal youth. Dorians physical appearance becomes something that everyone in the book aspires to be. Although he is beautiful in the exterior, his internal self is raw, which goes with the saying dont judge a book by its cover. Quotation (Duc): The books that the world calls immoral are books that show the world its own shame (Lord Henry, chapter 19, pg. 223). This quote was used as an excuse for Dorian to not stop reading the book due to his curious-self. An excuse for Lord Henry sins. Behind every exquisite thing that existed, there was something tragic (narrator, chapter 3, pg. 41). The quote basically means that behind everything beautiful, there is something dark and tragic. Lord Henry says this after learning about Dorians past and his parents death. Despite his dark and tragic past, Dorian is still innocent and beautiful. The quote is also meant to foreshadow Dorians future and how his beautiful portrait is used to conceal his evil and atrocious actions. Laughter is not at all a bad beginning for a friendship, and it is by far the best ending for one (Lord Henry, chapter 1, pg. 6). This quotes foreshadowing the chain of misfortunate friendships in the story because laughing to end a friendship is not only mean but evil Okay, so lets start with our first quote. Hey whats wrong buddy? I dont know man, why should I read your book anymore, it ruined my life! Dude,The books that the world calls immoral are books that show the world its own shame (Lord Henry, chapter 19, pg. 223). So he is obviously referring to the book, its called no spoiler. No author writes a book hoping that no one can read it. As a writer himself, Lord Henry gave an excused for all the sinful things in his book, saying that its nothing other than the worlds secret. This ultimately shows what his philosophy of asceticism, where theres no such thing as meaning. Everything spins around beauty and nothing else. So, same thing from earlier. He said, behind every exquisite thing that existed, there was something tragic (Narrator, chapter 3, pg. 41). Pretty straightforward. The quote basically means that behind every beautiful thing, there is something dark and tragic. The quote is also meant to foreshadow Dorians future and how his beaut iful portrait is used to conceal his evil and atrocious actions. What a villainous saint. Okay, time for some deep quotes. Laughter is not at all a bad beginning for a friendship, and it is by far the best ending for one (Lord Henry, chapter 1, pg. 6). Vocabulary time. Aphorism, an observation that contains a general truth. So, this aphorism means that humor is a good way to start a friendship. Moreover, ending on good terms is always the best way to terminate ones. This quote foreshadows the chain of unfortunate friendships in the story. Say no more to avoid spoiler alerts. Look out, bye! Critique (Gaby) In our opinion, we would recommend The Picture of Dorian Gray because it is a very interesting novel. The plot of the novel is very uncommon and unlike anything else. Besides, the novel addresses very controversial topics and ideas that many of us have thought of and should be exposed to. The novel is a dense read but you can easily find very strong arguments about art, beauty, and how we should live our life. The drastic change in Dorian is just one more surprise that this book has and everyone should give this novel a try. References: https://e.powtoon.com/pub/cc?_ri_=X0Gzc2X%3DYQpglLjHJlTQGlPzdJbJHMHGSsHPisBICzadbjHizgLzb2nGzfMDqzfgriXzaWqzeHwAVXtpKX%3DSSSAT_ei_=EiwT4nvPqVnq_hUVilXClkY_kQUpYDoINw6eynkL4KDUKPbVfXmup5cFE4yoAWwMcZnyFvpJ_kuKyQOZa1ZdSCY2TDb-HnBAK9srY_ODa9riXLmH1iiLkKyf4h5CjESKvFcMWbthIelv5mwFPIE33NuaNyY8YAyMuE1XcsZWvphO3Cyf6W-Sjc3n-vJs__evs9NUuzjZ

Domestic Circumstances, Domestic Violence, Child Care...

†¢ ‘Domestic circumstances, domestic violence, child care issues and single parents †¢ Personal circumstances, mental health issues, low self-esteem, eating disorders and substance misuse †¢ Socio economic, poverty, isolation and unemployment’ (Corston Report, 2007, pg2) Baroness Corston insists that just one or a combination of these categories, will ultimately lead to ‘crisis point’ and the individual in question will no doubt end up within the Criminal Jus-tice System. This was mirrored throughout her report and was met by other contributing fac-tors. Baroness Corston also believed that women and men are different and, if equal out-comes are required, acknowledged that different treatments should be targetted. The brunt of the report†¦show more content†¦Following the Corston report, there were 43 recommendations made, relating to issues of im-provement to prison conditions, sanitation etc and efforts to help women, who are at high risk of reoffending. These covered general support needed for women offenders; improvement to their health services; community sentences to be used as the norm instead of automatic imprisonment; the specific development of a wider support networks. These recommenda-tions will be further discussed within the discussion section of this dissertation. This will be done in the context of a follow-up report that was issued five years after Baroness Corston’s original report was published. Fawcett Society In 2004 the Fawcett Society was established to help seek broad equality for women within society. During 2004 they also formed a commission to help develop an understanding of the status of women within the Criminal Justice System. This dissertation will analyse the infor-mation provided from the second annual report, which gave aspects of the Judicial System that clearly identified women offenders as being far more vulnerable than men. From 1995-2005 there has been more severe sentencing by courts which has had a detri-mentally disproportionate effect on numbers of women being

Advantages and Disadvantages of Starting Up a Business Free Essays

Advantages of Starting up a Business Advantages of starting your own small or medium business can include: Being your own Boss – You can make your own decisions, keep your own time and not have to answer to â€Å"The Boss† Hard Work Know How – If you are a hard worker and / or have immense industry know how, you may want to benefit from the long hours you do or the knowledge that you have acquired over time. Financial Independence – One day, you may realize your dream of financial independence. Creative Freedom – No more restrictions, you can do what you like and have the freedom to work, design, create, build what you think is best – your way! Goodwill – You don’t have to pay for it, you get to build it. We will write a custom essay sample on Advantages and Disadvantages of Starting Up a Business or any similar topic only for you Order Now Location, Premises, Building Fit out – You get to choose it all. Staff – You not lumped with staff you don’t want. You hire and train from scratch – Your way. No Bad Name – A fresh business, a fresh start. Your name has no bad history with suppliers or customers. If you buy a business, you may find some people just won’t deal with the business because of past dealings. Business Image – You create the business image you want. Your way. Disadvantages of starting your own small or medium business can include: Cash Flow – Your business may not have a positive cash flow for two years – how are you going to cover that? Competitors – You may invest all this time, money and effort into your business and a large competitor targets your customers and offers them a similar product / service at below your cost – until your business has failed. Homework – Have you done it? You may do it all and then find when you are all set up, that something from left field becomes apparent and significantly alters the outlook of your business. History – If you buy a business, you are buying something. You are buying history of the business trading, you have staff in place, equipment and premises in place, customers ringing in with orders on your first Monday morning. If you start a business, you have no history. Everything must be generated from scratch. Married to the Business – This is a common phrase from small business owners. It basically means, your hours of work and level of commitment is such that you cannot take a holiday, your business is always with you (day, nights ; weekends) and basically your neck is on the line. You can’t just throw the keys back and give it all away if it gets too hard! Suppliers – Suppliers may not extend you credit as your business has no history, so you may have to pay upfront for your goods, and you may not collect money from your customers for those goods for 90 – 120 days. This is very detrimental to cash flow. Can you sustain this? Have you factored it into your budget? Family – Is your family situation such that you can undertake this huge venture of starting a small business from scratch? It often means a huge sacrifice with no guarantee of reward. How to cite Advantages and Disadvantages of Starting Up a Business, Papers Advantages and Disadvantages of Starting Up a Business Free Essays Advantages of Starting up a Business Advantages of starting your own small or medium business can include: Being your own Boss – You can make your own decisions, keep your own time and not have to answer to â€Å"The Boss† Hard Work Know How – If you are a hard worker and / or have immense industry know how, you may want to benefit from the long hours you do or the knowledge that you have acquired over time. Financial Independence – One day, you may realize your dream of financial independence. Creative Freedom – No more restrictions, you can do what you like and have the freedom to work, design, create, build what you think is best – your way! Goodwill – You don’t have to pay for it, you get to build it. We will write a custom essay sample on Advantages and Disadvantages of Starting Up a Business or any similar topic only for you Order Now Location, Premises, Building Fit out – You get to choose it all. Staff – You not lumped with staff you don’t want. You hire and train from scratch – Your way. No Bad Name – A fresh business, a fresh start. Your name has no bad history with suppliers or customers. If you buy a business, you may find some people just won’t deal with the business because of past dealings. Business Image – You create the business image you want. Your way. Disadvantages of starting your own small or medium business can include: Cash Flow – Your business may not have a positive cash flow for two years – how are you going to cover that? Competitors – You may invest all this time, money and effort into your business and a large competitor targets your customers and offers them a similar product / service at below your cost – until your business has failed. Homework – Have you done it? You may do it all and then find when you are all set up, that something from left field becomes apparent and significantly alters the outlook of your business. History – If you buy a business, you are buying something. You are buying history of the business trading, you have staff in place, equipment and premises in place, customers ringing in with orders on your first Monday morning. If you start a business, you have no history. Everything must be generated from scratch. Married to the Business – This is a common phrase from small business owners. It basically means, your hours of work and level of commitment is such that you cannot take a holiday, your business is always with you (day, nights ; weekends) and basically your neck is on the line. You can’t just throw the keys back and give it all away if it gets too hard! Suppliers – Suppliers may not extend you credit as your business has no history, so you may have to pay upfront for your goods, and you may not collect money from your customers for those goods for 90 – 120 days. This is very detrimental to cash flow. Can you sustain this? Have you factored it into your budget? Family – Is your family situation such that you can undertake this huge venture of starting a small business from scratch? It often means a huge sacrifice with no guarantee of reward. How to cite Advantages and Disadvantages of Starting Up a Business, Essay examples

Racial Discrimination at the World Bank

Historically, black employees have many times been sidelined from various institutions based on the unwarranted focus on their color as the more ‘weaker and primitive’ race. This discrimination has also been tagged speciously on the general ‘black culture’ towards any credibility in the work place.Advertising We will write a custom research paper sample on Racial Discrimination at the World Bank specifically for you for only $16.05 $11/page Learn More Black workers have unjustifiably been presumed to be only ‘fit’ as subordinate employees and could almost certainly raise eyebrows in the workplace whenever spotted in a relevant senior position. Racial discrimination is not only an historical American problem in the workplace, but it is now a global issue which has taken root in people’s attitude from different perspectives. However, since the passage of various Civil Rights Acts around the world, most companie s and organizational entities now seek multicultural populations by looking for the leverage of talented leaders in order to meet their respective objectives. By doing this, they hope that these leaders will help them comprehend on how to appeal and get in touch with these populations since diversity is quickly becoming a business imperative for most organizations (Moreno 5). This has also led to the implementation of various policies and programs that will enhance the recruitment, growth, and advancement processes for ‘people of color’ especially within the organizational structures. Such steps have seen major conglomerates such as Aetna, Avon products, American Express, PepsiCo, and many others around the world being led by people of color. However, despite these signs of corporate improvement in diversifying personnel and promoting workers without a regard to their race or color, black employees are still struggling to surmount the effects of racism in the workplace since white employees are still governing most of these multinational corporations. In addition, leveraging on an employee in a diverse population always end up with a particular race being victimized through work termination as employers tend to match the contact race of an employee to that of the customer (Clark 4) The persistent reports and complaints on race discrimination is just an indication that although major corporations may not be carrying out palpable racism any more, other subtle contours of racism have quickly mounted to the platform to further make it increasingly harder to eradicate. Modern day racism can emerge in organizations especially when a legitimate authority figure gives out a business directive that will eventually initiate discriminatory actions.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Racism can also take an aversive shape in a way that makes peo ple embrace significant egalitarian values and distinguish themselves not to be prejudiced while having a cataleptic negative feelings and beliefs regarding black people (Clark 3). In other words, aversive racism allows people to uphold their self-image as unbiased and a person of color would usually be more apt not to receive the benefit of the doubt from a white recruiter in an aversive racism scenario in a job recruitment exercise. Additionally, aversive racism occurs if a prerequisite that complies with a particular decisive factor operates to encumber the constitutional equality rights of any racial group member. Although this definition may not confine itself to circumstances where a particular principle has an undesirable impact on the people of color, it does have an unpleasant impact that would fall within the conceptual obstruction of the equality rights being enjoyed by members of any racial group of their fundamental human rights. Racial discrimination can usually be har assment in the form of negative slurs, epithets, intimidation, stereotyping and stigmatization, threats, innuendoes, or even cultural and jokes which eventually leads to one being denied access to equal opportunities in relation to employment or career-growth (Moreno 8). A racial bias environment also creates and tolerates a hostile or distasteful working condition which impedes one’s work performance while adversely affecting their employment and career opportunities. It also manipulates Human Resource decisions to be made on a basis that does not look upon the professional qualifications or merit which would later affect a staff member’s career in relation to salary, assignments or re-assignments, grade setting, performance reviews, merit augmentations, rewards, promotions or even recognition (GAP 8). Either overtly or covertly, these behaviors generally constitute to discrimination which makes the present Human Resource practice even more challenging if not audaciou s enough. Human resource managers and professionals are regularly given the responsibility of developing, conversing, and implementing designed policies that will ensure a discrimination-free workplace with the impartial selection and promotion of employees. Although this procedure should have a prioritized prevalence on ones abilities, skills, and accomplishments, some conflicts usually do arise between a company’s adopted policy on diversity commitment and its undertakings when faced with the harsh reality of diversity. Therefore, this becomes even more perceptible with the changing alignments in Human Resource Management (HRM) strategies and internal practices that are in liaison with an organization’s goal in order to effectively implement a business strategy.Advertising We will write a custom research paper sample on Racial Discrimination at the World Bank specifically for you for only $16.05 $11/page Learn More As HRM is now taking a global outlook to address financial, logistical, and personal concerns in its activities and structures, a high level of racism and reluctance is usually observed in the acceptance of these vital assignments by some prospective expatriates. Most organizational HRM policies are still being influenced by historical, social, and environmental trends to significantly alter its policies for a person of color to gain justice or even promotion into management. The incessant difficulties that most corporations do experience while adapting a global strategy, culture, or even the administrative customs of either the foreign mother company or the host country only shows that the apple doesn’t fall far from the tree. It also demonstrates that the more traditional homogeneous and mono-cultural organizations are no longer effective in the increasingly globalized marketplace. Through a case study, we are going to focus on the unfortunate illegal effects of racial discrimination on HRM poli cies since it eventually affects the competitive status of a seniority system towards the provision of personnel decisions, promotions, layoffs, and transfers. A Case Study on the Discrimination of Black Employees at the World Bank The World Bank is a premier international development institution that annually lends billions of dollars to African, Asian, European, Latin America, and Caribbean countries. Such an enormous and effective development lending usually depends on the precise comprehension of the challenges being faced by the populace in different cultures, since it will help to better design programs and policy solutions that represents conditions and available possibilities (GAP 7). Therefore, the Bank tries hard to include a diverse work force in order to enrich its talent base and also reflect its international membership that comprises 166 countries. This kind of diversity is quite important in bringing a wide variety of perspectives that tolerates the organization†™s objective on poverty reduction. However, although the Bank has always maintained that they are committed to diversity beyond the hiring process, it has continuously been accused of racial prejudice in its promotion, retention, and recruitment practices since its inception (Chima and Wharton 3). A Washington Post article written by William Raspberry over more than thirty years ago also confirms this primordial level of racism that is mainly directed to black employees who are also very few at the Bank (Livingston online). In addition, a diminutive opportunity for rising mobility did exist for those who were not working there.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More At the time of its publication, the article further adds that no black divisional chiefs were to be found out of the 160 employees scattered all over the Bank. Although Randall Robinson, a former executive director of Transafrica rubbished these figures, there is a continuous infraction involving the Bank’s rhetoric on diversity and its actual practices. This is further elaborated in a recent report by the Government Accountability Project (GAP) on racial discrimination at the Bank. A Report on Racial Discrimination of Black Employees at the World Bank Although there have been numerous reports of discrimination at the Bank, a 2009 GAP report on the same issue proved to be stupendous. The comprehensive but intimidating report stated that the Bank’s structures and practices proved futile in retaining and staffing people with an African or black origin. The report also says that black Americans are predominantly underrepresented at the Bank as only four black Americans he ld proficient positions amongst a staff which has over 3,500 professional. This still shows a comparative decline in representation from the appalling levels stated in Raspberry’s report more than thirty years ago(Livingston online). Furthermore, data collected from the Bank also showed that professional black employees working on the Bank’s operations were inexplicably narrowed-down to positions in the African region. The Bank’s situation on this issue is quite daunting since they do not regularly gather any data with the allusion of racial identity which further makes racial disparity patterns seem exceedingly imperceptible. Even though through passports the Bank may boast a database of employee’s demographic information, it does not obliterate the fact that most whites who have an African origin are given high positions while most African- Americans are still hold low-ranking positions in the Bank (G.A.P 7-8). The World Bank recruitment and promotion i mplementation processes have customarily escaped public scrutiny until recently mainly due to the protection from the U.S. affirmative action and equality statutes, in addition to the exempted requirements of comparable legislation designed to encourage inclusiveness in the countries they operate in. The World Bank is usually held accountable to an internal judicial system which is similar with most intercontinental institutions that are exempted from national laws. This ‘judicial disguise’ may question the Bank’s intent and capability in addressing racial prejudice especially when it is brought about by failures in its structural systems. This is also asserted in the GAP report as it revealed that the Bank’s internal administrative complaint structures and processes did not meet the required stipulations in handling racial injustices (G.A.P 8). Although it seems that some meaningful measures have been taken by the Bank, many employees are still concerned with the Bank’s justice system capability of fairly reviewing cases concerning racial bias (Livingston online). Interviews with former employees, disgruntled employees, and sitting staff members in the GAP report also reveals that a significant number thought that the Human Resources decisions was capricious and lacked transparency due to the employment process being left almost entirely to direct supervisors. Although there is an unusual large number of American staff due to the Bank’s headquarters being in the U.S, the limitation and absence of a black American workforce is quite striking. Most African-Americans also believe that the Bank pays no heed to traditional black educational institutes in the U.S while also being recruited less than other people of black origin (G.A.P 8). This simply translates into Africans, African-American, and those of black decent being denied their career aspirations and opportunities while being treated inequitably on the foundation o f their skin color. This problem is undeniably serious as it destabilizes personnel morale and performance while it lowers productivity and the much needed effectiveness within the Bank (Livingston online). This is also supported by the GAP report in which staff who originated from the African Sub-Saharan region thought that the ingrained discrimination and stereotypes impinged on their career right from the recruitment process. They also reiterate that there was a low entry-level grade set for black employees which is comparable to other staff with equal qualifications and if selected, they spend too much time at each level of grade than those employees who are not black. Even if they ‘survive’ the recruitment process, black employees would still find out that securing a work reassignment to a dissimilar position is a thorny issue, especially if it’s of a high hierarchy(Chima and Wharton 10). Their situation is even made worse with the lack of support from the H RM department or managers in the event they attempt to leave the Africa department. This evidently contradicts the promotion of most black staff members even though their work performance calls for it and instead, they undergo through an impractical standard of a work evaluation process which intentionally lowers their performance reviews with a demotion intention if they were to question the process at all. This makes most black employees to walk out on the Bank if they thought they have been biased upon in a promotion verdict since also the HR personnel usually reiterates the thought of them leaving especially if they despised the way the Bank treated them ( G.A.P 12). Most black employees assert that the HR Department is usually familiar with the ongoing discrimination being levied upon them, but took little measures towards preventing or mitigating it. Their hopes for a fair look into the injustices are frequently being dampened due to the fact that black employees are underrepr esented in both the Bank’s middle and upper levels of management, which means that a few of them will have the authority of challenging potential bigoted actions by personnel in regards to assignments, promotions, and rotations (Chima and Wharton 15). This level of under-representation leads to an apparent lack of ‘black mentorship’ which eventually results to the lack of support in tackling racial inequalities. The dire situation on racism in the organization was also to the open after the GAP released its findings when racial slurs aimed at black employees were written on the Bank’s hall way walls despite any official announcement on the issue being made. Racial Diversity Strategies taken by the World Bank Together with being spurred by the GAP report, the World Bank has implemented some highly discernible measures towards raising awareness on the issue in recent years. In order to eradicate racial discontent, the Bank established a Racial Equality progr am that would oversee complaints of prejudice and also putting up new laws on the agenda that will help curb the racial menace. The Bank has also formed an office for a Diversity Program which all employees are entitled to while also assembling a task force for this purpose (G.A.P 15). While professing a zero-tolerance policy towards racial discrimination and also approving an anti-harassment policy, the Bank is keen on seeing that no form of inequity goes unnoticed. However, the laws, procedures, and the implementation process which exemplify the proscription of racial discrimination are somewhat delayed and the crucial measures which will improve the preservation of black employees are desirably absent (G.A.P 4). Despite this set-back, the Bank has laid down some departmental diversity targets that seek to improve and scrutinize the recruitment and promotion processes and decisions. The Bank also has an inclusion strategy through the formation of the Diversity and Inclusion Leader ship Awards and Diversity Compacts in all VP Management Teams in order to achieve a demographic and numerically diversified workplace. These programs are also aimed at providing peer-level resources to employees who undergo through discrimination, harassment, or any other depressing behaviors in the workplace (G.A.P 4). Also by enlisting businesses owned by minority groups into its internal procurement system, the Bank seeks to bridge the racial gap and uncertainty which has historically been ominous. Also by legislating new rules in both its Primary and Persuasive law sources, the Bank’s administrative tribunal has been able to make an impact on decisions and rulings that involves racial discrimination and when deciding on issues from time to time, the Tribunal Judges can seek help from outside organizations which have comparable statures. However, the World Bank is still struggling with the implementation of these measures (G.A.P 15). Summary This case study is not aimed at demonizing any racial group or organization but to highlight the appalling levels of racism which is still prevalent in today’s society. Racial discrimination is now become a predominant factor in HRM operations which has led to an ample view by potential black employees that their dreams, work, and merits would not be counted in a diverse workplace. It also reveals how the issue of racial diversity can bring a dilemma for the people of the black race who are not traditional beneficiaries of corporate privileges and therefore have to differently negotiate their way up into the corporate thicketed seniority positions. In trying to deal with the issue of racial diversity and equity in professional responsibilities, an overhaul is largely needed within an organization’s structures. However, in some cases, this would also mean reasonable surmises that will severely affect a particular racial group which in this case was people with a black origin who are still privy to co rporate actions within HRM as they themselves as subjected to racism that is supposed to be alleviated by the diversity policies within the corporate. Black employees usually exist on the sidelines of an organization’s power structures to possess neither race nor any high-ranking status. They are understudied in various academic researches relating to corporate issues where they have occasional being referred to be in a ‘corporate ghetto-hood’ that assigns them responsibilities concerning diversity. The main purpose of this case study was to describe how hard it is for most black employees to negotiate diversity issues in a system that won’t let them do so but would rather conceal this unfortunate behavior while trying to manage it behind corporate boardrooms. This indicates that most victims of racial discrimination are usually left to work without a corporate commitment to diversity while forlornly negotiating racism and dealing with isolation in an alre ady hostile environment. Conclusion Although the past thirty years has seen major efforts being made by the World Bank in studying and putting in place measures that will help eradicate racial discrimination, these steps will prove ineffective if its internal justice system is still failing to support those people who have who have undergone through racial discrimination and also penalizing the offenders who harass and discriminate. The failure to enforce these set measures effectively will only see even the most progressive anti-racism and diversity policies been seen to be only cosmetic. Since the Bank represents diverse regions and cultures, this should also be seen in their staff instead of handling with rhetoric that won’t make sense if appropriate an action is not taken for discriminatory conducts and allegations brought by past and recent black employees and job candidates are not sufficiently examined. Works Cited Chima, Felix, and Wharton, William. African Americans and the Workplace: Overview of Persistent Discrimination. Web. Clark, Donna. Discrimination Happens Without Effort: How Black Women Human Resources Managers Negotiate Diversity Issues in a Corporation. Web. â€Å"Government Accountability Projectâ€Å". Web. Livingston, Greg. World Bank doesn’t practice what it Preaches. Web. Moreno, Paul. Black Americans and organized labor: A new history. Louisiana, LSU Press, 2006. Print. This research paper on Racial Discrimination at the World Bank was written and submitted by user Parker J. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.