'Diversity in the Workplace and Implications Essay\r'

' re lateal in the Work bunk: Implication for Human election Development †Paper Week 3 A plan description of the event and the work environs the discrimination occurred (Omit identifying demographic randomness and use untrue names as bringinessed). True event: When I was a younger man back in 1973 or 74, I was stunned in (Royal Oak) go up the (Detroit Zoo). I tin can non remember the reason I went out on that point much than likely just joy riding, I use to do a exercise set of that when I was younger since the age of 18, and mostly I have driven new cars all my bountiful life. I saw a sign for a delicatessen that offered corn beef sandwiches among separates; so I stopped, and went in to buy a sandwich. When I entered there were people already in line placing and receiving their set outs and more(prenominal) people came in after(prenominal) me; you did non need to have a number for your turn to place an order. The order taker or waitress a (white female), was doing a good put-on of calling the correct soulfulness for their orders until my turn was up.\r\nWhen my turn came the order taker asked soul for their order that I felt entered after I did, notwithstanding I saw not sure. Anyway after this person make their order (MY turn), wrong; she asked someone else could she help them, but what she did not know was that me and this person had short small talk while time lag our turn. Instead of stepping up to place an order, this person say; I think gentlemen is suppose next, the order taker state (oh sorry), and asked me (what do you want)! I looked at her and said not a thing from this place, and turned and walked out. As I left I could hear a hardly a(prenominal) people telling her nigh manners and he was just another customer regardless. Oh did I credit entry that I was the only person of color in the delicatessen. I was not embarrassed, but angry as a (**********). Federal and state legislation that supports mean(a) body of w ork practices: The Department of Labor ( travail), enforces more than one hundred eighty federal official laws.\r\nThese mandates and regulations that implement them covers work activities for 10 one thousand million employers and 125 million workers. The following is a drawing description of (DOL’s) statutes which ar most applicable to businesses, job seekers, workers, retirees, contractors and grantees. This brief summary of major labor laws and not to offer a detailed explanation. For authoritative information and references to fuller descriptions on these laws, you should consult the statutes and regulations themselves. (Employment Laws Assistance) provides a arguing of U.S. Department of Labor laws and regulations with links. The DOL compliance helper Web site offers complete information about how to comply with federal practice session laws. Rulemaking and regulations provide brief descriptions of links to various sources of information on DOL’s rulemaking activities and regulations. The Fair Labor Standards second (FLSA) describes standards for earnings and overtime yield that affect private and overt employment.\r\nThis act is administered by the Wage and Hour theatrical role. It wants employers to pay covered employees who are not otherwise exempt, the federal minimum wage and overtime pay of one-and-one-half-multiplication the standard rate of pay. For nonagricultural operations, it cuts the hours that children under age 16 can work and forbids the employment of children under age 18 in jobs deemed too dangerous. For agricultural operations, the law prohibits the employment of children under age 16 during school hours and in certain jobs deemed too dangerous. The Wage and Hour Division also enforces labor standards provisions of the Immigration and Nationality Act (INA) that hand to aliens authorized to work in the U.S. under certain nonimmigrant visa programs (H-1B, H-1B1, H-1C, H2A). (Labor, U. D. (2015). The responsib ilities of human being election managers and their implications concerning race, culture, age, gender, informal orientation, spiritual or religious beliefs, and disabilities: The (Human Resource Manager) moldiness have the ability to meet the needs of the changes at bottom an musical arrangement.\r\nOrganizations are becoming more successful, adaptable, and resilient, can apace change directions, and customer centered. In this environment, the human option professional must learn how to manage organizing, attractorship and controlling of human resources, and have knowledge of rising trends in ways of training and employee development. Dimensions of workplace vicissitude includes age, ethnicity, ancestry, gender, physical abilities, qualities, race, sexual orientation, educational background, geographic location, income, married status, military eff, religious beliefs, parental status, and work experience. (Chan Dr., A. (2015). How risk heed strategies support equity within the workplace: Diversity and equality in the workplace is more than a business. It is imperative for a good resultant to decades of race, gender, age, religious and sexual orientation discrimination.\r\nHaving form that discover people from different backgrounds helps businesses produce a remediate product, makes new markets, and work with larger list of customers. Promoting principles sum adopting diversity in all practice approaches. This mover that diversity must be considered at individually level, and in each policy from the management approach, hiring, and promoting, to new business development. (Ogunjimi, A. (1999-2015). Why issues of diversity within the workplace are paramount for human service workers and for management of human service organizations: Discussing the issues of the advantages and disadvantages of workplace diversity is not only difficult, but sometimes could be a situation in the workplace that is wished to go external rather than address the issue. There are times when discussing topics that include diversity and cultural differences lead to debating issues concerning stereotypes, generalizations, dirty workloads, and presumptions about particular cultures, religions, races and other issues of a various group of people.\r\nBroaching the subject of diversity can arrive an issue; however must issues can be done with candor, sensitivity, honesty and respect boundaries set for the discussion, this repugn can be easily resolved. You may need an experienced coach or human resources leader to facilitate the discussion, or may even require the services of a diversity expert. (Mayhew, R. (2015). How this experience or observation may influence issues of diversity within your dream organization for Week Five’s encyclopedism team Presentation: Issues of diversity and my experience or observation within our dream organization for Week Five’s Learning Team Presentation is mind boggling. First of all the diversity w ithin the team and dealing with issues is stressful, but it has made me more determined to do the best I can to help our team by doing my part. I also feel that (Week Five’s Learning Team Presentation) for team B, will go smoothly.\r\nHow this would apply to the development and management aspects of human resources: Human resource management incorporates everyone and everything that concerns the organization, and someone with a degree in human services can work as a manager in a military unit department. Human resources and development are more specific. It focusing is on improvement of personnel through training, selection, and other methods. The goals of human resource development personnel are worthwhile for improving organizational productivity. The goals of human resource management are more general and sometimes unclear. However, mevery employers are impressed if you have any type of management degree, especially if you want a higher level or higher paying job. (LAaw MedMBA, L. (2009).\r\nReferences\r\nChan Dr., A. (2015). The Challenges of Human Resource Management. Retrieved from http://www.zeromillion.com LAawMedMBA, L. (2009). What is the difference between human resource Development and human resource management. Retrieved from http://answers.yahoo.com Labor, U. D. (2015). analysis of the Major Laws of the Department of Labor. Retrieved from http://www.dol.gov Mayhew, R. (2015). Major Issues to Consider for employment Diversity. Retrieved from http://smallbusiness.chron.com Ogunjimi, A. (1999-2015). Strategies Promoting Equality & Diversity in the Workplace. Retrieved from http://www.ehow.com\r\n'