Do you think some human resource management goals are
more important than others? Why or why not? What implications might
be drawn if a particular manager felt that certain goals were
indeed more important than others? Please explain
Which equal employment opportunity law do you think is
most critical? Which do you think is least critical today?
Please provide at least two reasons to justify your
No, I do not think any particular human resource management objective is more considerable or important than the next. The four goals are all part of an interrelated system and each one plays a vital role in the ongoing success of a given service. Each goal mutually depends on the other in order for them to be achieved. If a specific manager felt that particular goals
were certainly more vital than others, this specific worker would start to prevent the company's purpose or objective and reduce their competitiveness versus other organizations by no longer focusing on the big picture.
"Equal chance act" and "Title Vil of US constitution': Making discriminations among people on the basis of their race, color, religion, sex, or national origin is unlawful and is a criminal offense. The civil rights act of 1964 likewise prohibits gender-based discrimination.
The Equal Pay Act - 1963 (29 U.S.C, 206 (d)( 1 )) prohibits wage distinctions based upon gender. The Act made it prohibited to pay males and females operating in the job which requires the very same abilities, efforts, and obligation, different salaries for similar work.
I believe the civil liberties act of 1964 is the most difficult of the equal employment opportunity laws to follow as a company. Because of its broad nature, it is really critical.
I believe the most convenient equivalent job opportunity law to obey would be the Equal Pay Act of 1963. It is the least important since companies are paying the very same wages to males and females. itis easy and relatively simplest to obey.
Get Answers For Free
Most questions answered within 1 hours.