The authors suggest future research examine discrimination claims outside of the United States. With the boom of business globalization, how do organizations deal with discrimination claims when they have offices in multiple countries having different laws? How can we help organizations develop personnel selection systems that address different discrimination laws in different countries?
•How do we account and prevent for people’s potentially inaccurate perceptions of organizational injustice leading to the notion of discrimination taking place on the person who has the perceptions? •Can the predictions made by Goldman (2001) on people’s views on the three different types of organizational justice predicting their chances of making discriminatory claims against a company be used to prevent false claims and thus prevent money spent in the courts? •How would a first time claim of discrimination within an organization affect the climate and culture of the organization? It would seem that retention may show a negative hit in the long run. •How is discrimination deal in companies that have locations overseas with different cultural views (e.g., gender differences and treatment)? For instance, would sexual harassment still be illegal?
Goldman did not address parenting as an issue in discrimination. This has often been thought of as a gender issue affecting mostly women, but often men are affected too. How might subtle discrimination affect parents who either take time out of the workforce for a few years to raise children and/or experience more work interruptions due to the needs of their children (e.g., work from home because a child is ill)?
I found the authors point that innocent bystanders may be affected even though they may not be directly involved on the discriminatory act. What are some ways innocent bystanders may be affected by discriminatory acts happening around them? How might this change their behavior?
Goldman et al., raise many interesting issues in their review. One issue that seems especially pertinent to our discussion is that few applicants for jobs file discrimination claims because they are less likely to know the employer system and feel they can make an adequate legal claim of pervasiveness. Are employers aware of this and thus less worried about discriminatory hiring practices?
The authors also advocate the use of social science research in reformulation of laws regarding workplace discrimination and point to several areas (org justice, sexual harassment, international work settings). I would be interested to discuss the role of social science research in reformulation of laws and the responsibility that I/O psychologists have to work on this.
It seems that much of the legal issues with discrimination are present mostly in selection procedures. These issues seem less addressed one the person is in the position. Is this an accurate description? If so, what assurances do protected classes have that they won't be discriminated against after starting employment?
How would multilevel analyses provide insight into the negative effects of diversity within work groups and at the organization level?
The authors provide a breakdown of statistics for the number of discrimination claimants filed during 2006, which is a period of time when the economy was in much better shape than it is now. Do you think you would see fewer claimants filed during the current job crisis because people are in fear of losing their jobs? What implications does this have for organizations once the job market becomes better?
The authors suggest future research examine discrimination claims outside of the United States. With the boom of business globalization, how do organizations deal with discrimination claims when they have offices in multiple countries having different laws? How can we help organizations develop personnel selection systems that address different discrimination laws in different countries?
ReplyDelete•How do we account and prevent for people’s potentially inaccurate perceptions of organizational injustice leading to the notion of discrimination taking place on the person who has the perceptions?
ReplyDelete•Can the predictions made by Goldman (2001) on people’s views on the three different types of organizational justice predicting their chances of making discriminatory claims against a company be used to prevent false claims and thus prevent money spent in the courts?
•How would a first time claim of discrimination within an organization affect the climate and culture of the organization? It would seem that retention may show a negative hit in the long run.
•How is discrimination deal in companies that have locations overseas with different cultural views (e.g., gender differences and treatment)? For instance, would sexual harassment still be illegal?
Goldman did not address parenting as an issue in discrimination. This has often been thought of as a gender issue affecting mostly women, but often men are affected too. How might subtle discrimination affect parents who either take time out of the workforce for a few years to raise children and/or experience more work interruptions due to the needs of their children (e.g., work from home because a child is ill)?
ReplyDeleteI found the authors point that innocent bystanders may be affected even though they may not be directly involved on the discriminatory act. What are some ways innocent bystanders may be affected by discriminatory acts happening around them? How might this change their behavior?
ReplyDeleteGoldman et al., raise many interesting issues in their review. One issue that seems especially pertinent to our discussion is that few applicants for jobs file discrimination claims because they are less likely to know the employer system and feel they can make an adequate legal claim of pervasiveness. Are employers aware of this and thus less worried about discriminatory hiring practices?
ReplyDeleteThe authors also advocate the use of social science research in reformulation of laws regarding workplace discrimination and point to several areas (org justice, sexual harassment, international work settings). I would be interested to discuss the role of social science research in reformulation of laws and the responsibility that I/O psychologists have to work on this.
It seems that much of the legal issues with discrimination are present mostly in selection procedures. These issues seem less addressed one the person is in the position. Is this an accurate description? If so, what assurances do protected classes have that they won't be discriminated against after starting employment?
ReplyDeleteHow would multilevel analyses provide insight into the negative effects of diversity within work groups and at the organization level?
The authors provide a breakdown of statistics for the number of discrimination claimants filed during 2006, which is a period of time when the economy was in much better shape than it is now. Do you think you would see fewer claimants filed during the current job crisis because people are in fear of losing their jobs? What implications does this have for organizations once the job market becomes better?
ReplyDelete