Workers` Rights and Workers` Obligations

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Workers’Rights and Workers’ Obligations

Workers’Rights and Workers’ Obligations

Inthe turn of the 20th century, large corporations sprung up and so didthe growth of scientific management. Scientific management refers tothe action driven by corporations, where systems are put before humanresource (s). All through history, the law has given more power tothe employers, and the employees are denied their federal rights. Theemployers had the right to hire and fire employees with little regardto the law. The employees are required to be loyal to the employers,and also have the sole objective to benefit the employer inwork-related matters.

Thecivil rights act of 1964 prohibited the discrimination of employeeson the basis of race, sex, religion or ethnicity. In the history ofAmerica, white people (especially men) were privileged enough toacquire jobs. Women and minority groups were not given an equalchance to work in the same job designations. Indeed, this wasdiscrimination as people of color were not allowed to work in certainwork spaces. For instance, high caliber jobs, such as medicine andlaw, were specifically reserved for white men.

Dueto the large discrepancy in the ratio of white males to females topeople of color, a quota system was introduced in the labordepartment so as to ensure that everyone was given an equalopportunity in employment, regardless of race or sex. According toBlanchard (2012), affirmative action is intended to correct pastdiscriminations at the workplace. The workforce is represented byunions, and the unions ensure that none of its members arediscriminated. Affirmative action ensures that victims of prejudiceare offered a platform that cultivates their energy to maximumpotential. Affirmative action has three main objectives:

  1. To defeat all sorts of inequalities.

  2. To increase diversity in the workplace.

  3. To reduce the instances of poverty among the communities that are subjected to discrimination.

Thosein support of affirmative action cite the need to give all citizensof the United States the same opportunities regardless of thediversity that exists. Leaders of organizations are likely to hirethose from within their own demographics. It asserts the need tochoose qualified individuals from different groups, to join thehigher ranks. With affirmative action, members of minority groups maybe given opportunities to enter fields that they would otherwise notbe able to access.

Thiscomes with a lot of challenges as there are critics of affirmativeaction, questioning its relevance in today’s job market. Theargument against it poses the notion that it creates biases, forinstance, sexism. In institutions where women are less than theirmale counterparts, more women are likely to be selected to join theinstitution in spite of their level of achievement. The same caseapplies for male members of minority groups. According to this view,the level of accomplishment of individuals and the organization willbe low (Blanchard, 2012).

Thediscrimination of employees is usually experienced from the onset ofhiring. Some employers disregard suitable candidates due to suchcriteria as physical appearances. This may not be an offense by law.However, it is ethically wrong. The promotion process may also bemarred with unfairness, denying most of the employees the chance toapply for promotions, despite of how well they have served theiremployers. Affirmative action in the workplace deals with these kindsof discrimination, as certain standards must be met by the employer.


Blanchard, F. (2012). Affirmative action in perspective . New York. Wiley.

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