Journal article
Has the Fair Employment Movement Affected a Manager's Ability to Manage?
S.A.M. advanced management journal (1984), Vol.46(4), p13
01 Oct 1981
Abstract
Management can adhere to the letter and spirit of fair-employment-practice regulations and still make sound business decisions; the key is to base human resources decisions on job-related factors. Title VII of the Civil Rights Act of 1964 made it illegal for companies with more than 15 employees to discriminate because of race, color, religion, sex, or national origin, or to deprive employees or applicants of employment opportunities on the basis of these characteristics. It also protects women from unfair discrimination, including sexual harassment. Other legislative acts have prohibited discrimination because of age or handicaps. To avoid problems, the company's selection system must be valid. It must accurately assess the extent to which candidates possess skills, abilities, and experience for successful job performance. Actions concerning compensation, training, and benefits also fall within the purview of the law. Accurate appraisals of employee performance are also essential, and measures of job performance must be based on objective data.
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Details
- Title
- Has the Fair Employment Movement Affected a Manager's Ability to Manage?
- Creators
- Jay GottesmanJeffrey Greenhaus
- Publication Details
- S.A.M. advanced management journal (1984), Vol.46(4), p13
- Publisher
- Society for the Advancement of Management
- Resource Type
- Journal article
- Language
- English
- Academic Unit
- [Retired Faculty]
- Identifiers
- 991020542442104721