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Human resources

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Management literature generally assumes that supervisors should conduct job analyses because they are in the best position to know what their subordinates do. Does your supervisor really know what you do? What is it about his or her management style that helps your supervisor to know - or not know - your job? What would you emulate or change about your supervisor's style should you ever be asked to step into his or her shoes? Where should your supervisor look for information about what you do?

The lecture notes talk about two types of sexual harassment: Quid Pro Quo and Hostile Environment. Have you personally experienced or seen any evidence of either type of harassment occurring where you work, in school, or in your personal life? How did the organization respond to sexual harassment allegations? Would you have handled the situation in a different way? Do you think that sexual harassment enforcement has gone too far in some cases, or maybe not far enough?

The Civil Rights Act has been around for 45 years. Has it made a difference in your work life? From your experience, do you think it should be strengthened, eliminated, or left about the same in terms of protecting minority and female workers? Do you see any impact of the 1991 amendments to the Civil Rights Act where you work? [Be sure to read the text before answering this question.] If you live outside the United States, how would you describe the employment rights and discrimination in your country? What would you adopt or reject about the US approach to improve the equal opportunities of employees in your country?

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