this not a paper. it is a peer review of someone papers there will be form attached to homework you just going to fill that. you ll find how are you going to fill the form bellow

   Please check the attached files               

Description of peer review 

Peer Review 2: Persuasive Paper Part 2: Solution and Advantages



Due Week 8 and worth 40 points

Peer reviews should provide feedback to a peer on the criteria expected in the paper. The Feedback Form for each assignment is located in the course shell.



Follow these instructions:

1. Post Assignment 2.1 in this discussion thread.
2. Choose at least one classmate’s paper in the discussion thread.
3. Obtain the Peer Review Feedback Form from the discussion thread. Comment on all criteria, noting strengths and / or areas for improvement on the feedback form. Save the form so that you can attach it.
4. Attach the completed Peer Review Feedback Form in response to at least one peer’s work.
5. Submit the completed form underneath the Peer Review 1 dropbox.

As you read a classmate’s paper, address these criteria:

1. Identify the course, assignment, and date.
2. Provide positive feedback, where appropriate, on the criteria.
3. Identify areas for improvement, where appropriate, and recommend improvements. 

The specific course learning outcomes associated with this assignment are:

• Correct grammatical and stylistic errors consistent with Standard Written English.
• Recognize the elements and correct use of a thesis statement.
• Identify effective sentence variety and word choice.
• Recognize how to organize ideas with transitional words, phrases, and sentences.
• Identify positive qualities and opportunities for improvement in writing samples.

The peer review form is attached to this discussion thread.

ASSIGNMENT 4: SOLUTION TO PROBLEMS AND ADVANTAGES 2

ASSIGNMENT 4: SOLUTION TO PROBLEMS AND ADVANTAGES 7

Assignment 4: Solution to Problems and Advantages

Saundra Tatum

Strayer University

Research and Writing

ENG 215

Professor Amy Williams

November 23, 2013

Running head: ASSIGNMENT 4: SOLUTION TO PROBLEMS AND ADVANTAGES 1

Assignment 4: Solution to Problems and Advantages

Employers should educate themselves and employees on Title VII of the Civil Rights Act of 1964. This law states that is it unlawful for companies to discriminate based on age, sex, race, ability, religion and ethnicity. In addition, it’s important to post the laws in a common area, such as the break room. Information should also be given out to employees on when to contact human resources for help and how to file a claim with the Equal Employment Opportunity Commission should discrimination be an issue. Employers who adopt strategies to stop discrimination have an easier time motivating employees, retaining clients and protecting their bottom lines (United States Bureau of Labor Statistics, n.d.).

The U.S. Equal Employment Opportunity Commission enforces federal laws such as Title VII of the Civil Rights Act of 1964; the EEOC provides technical assistance and guidance to help employers understand their legal obligations concerning equal employment. When companies violate federal laws, it may be attributed to oversight or lack of understanding. Every state in the U.S. has a Fair Employment Practices Agency that works in collaboration with the EEOC to enforce state anti-discrimination laws. Many state laws mirror the federal laws; however, in some cases, there may be slight differences between federal and state laws. Some states add other bases on which discrimination is prohibited. In this instance, the employer must be fully aware of federal and state regulations (United States Bureau of Labor Statistics, n.d.).

Again, the reason why workplace discrimination may occur is lack of knowledge about state regulations. Some employers may just assume that following the federal laws is enough. But, ending workplace discrimination starts by making sure employees and employers know the law. Everyone have the right to work in an environment free of harassment due to age, sex, race, ability, religion and ethnicity. Finally, management should articulate its goals for diversity and make sure other employees understand the benefits and risks of inclusiveness. (Affirmative Action, 2000)

Therefore, the top management has got to get behind it; they need to show that they “walk the walk and talk the talk”. In an organization top management, sets the tone for an initiative. Once management is on aboard, the organization should; conduct discrimination policy training at every level; analyze the diversity in your employment ranks and customer base; have training section that teach employees more about one another cultural distinctions, such as ethnic or religious holidays and traditions; and focus groups to discuss workplace experiences and to suggest solutions.

For some of your employees, partnering with someone who has experienced or witnesses discrimination can be an opener as well as a teaching tool. Hiring a diverse group of employees helps stop discrimination. Employees learn to understand other cultures and ages, for example, and have a mutual respect for all team members. Because of this, employers attract a wider talent pool of applicants because the workplace already employs some like-minded people who can accept and appreciate what is brought to the table. In addition, employees of different abilities, ages, races, ethnicities and genders bring a diverse mix of ideas and experiences that can capture a broader range of clients.

The EEOC and the Office of Personnel Management have issued rules to guide implementation and monitoring of minority recruitment programs by individual federal agencies. Among various other specified requirements, each agency plan “must include specific determinations of underrepresentation for each group and must be accompanied by quantifiable indices by which progress toward eliminating underrepresentation can be measured. The EEOC and state FEPAs also have authority to make diversity training a condition of cases mediated through the agency. Mandatory training sometimes receives a lukewarm reception from employees. For employees who truly have personal biases, diversity training for them is the equivalent of a necessary evil. However, educate management of diversity; providing employees with the necessary information is the first step in stopping discrimination (CRS Report for Congress, 2005).

Meanwhile, managers must take the lead and ensure that discrimination is stopped in all departments and during every business initiative, such as hiring and firing. For example, a manager discriminates when she tosses aside male resumes and only interviews females for a care givers position at a daycare center. While it may appear a woman would better know the need of children, she also needs to have the necessary interpersonal skills to work with children. Therefore, employers should continue to mandate participation in seminars and sensitivity workshops, and should write harassment and diversity policies to distribute to all employees. However, diversity training alone isn’t a remedy for preventing or eliminating discrimination.

Affirmative action benefits everyone, either directly or indirectly. Employers should use employee workplace assessments, satisfaction surveys and data to find out which policies to implement. Employees begin to feel respected and valued when management listens to concerns. This helps retain employees, raise productivity and morale, lower absenteeism, and ultimately, boost the bottom line.

Affirmative action means taking positive steps to end discrimination, to prevent its recurrence, and to creative new opportunities that were previously denied minorities and women. Affirmative action programs led to the establishment of clear norms by employers, giving all workers equal access to jobs, promotions, and training. Affirmative action policies have resulted in increases in the representation of women and minorities across all levels of employment in the United States and within organizations that were once exclusively non-minority males. Affirmative action expands the talent pool for jobs and creates a more diverse work environment (Affirmative Action, 2000).

Affirmative action policies help to create a more diverse work environment. Diversity, in turn, provides businesses with two key advantages: First, they provide more adaptability in terms of problem solving by offering a wider array of possible solutions; and companies that embrace a multi-cultural employee roster are better positioned to serve multi-cultural communities, by overcoming language and cultural barriers. Affirmative action policies help to create a collaborative effort in the workplace can lead to innovative approaches to projects, new processes to accomplish key tasks and shared ideas on varied responsibilities. Embracing affirmative action can provide businesses with a means of making a moral commitment to the ideal of justice or equal treatment for all. All these efforts are a positive affect to an organizations bottom line. (U.S. Department of the States, n.d.)

Unfortunately, discrimination is a fabric that has been embedded in our society and cannot be totally avoided, but it can be controlled. Corporations are microcosms of society; we are going to have this mix of all different types of people; by holding individuals responsible and accountable for their actions we equalize the injustices caused by our nation’s historic stereotypical actions against people of color and women and level the playing fields. However, failure to act can cost companies in moral and turn over, as well as, affect the bottom line.

Finally, it is clear that affirmative action laws have brought change, although, in some ways, it has changed the corporate climate in ways that are not statistically measurable. Corporate sensitivity to issues such as sex and race harassment and wage discrimination has increased, as has the awareness of the benefits of a family-friendly environment. Overall findings from a U.S. Department of Labor survey found that women advanced more quickly in federal contractor firms subject to affirmative action than in non-contractor firms. Affirmative action means taking positive steps to end discrimination, to prevent its recurrence, and to creative new opportunities that were previously denied minorities and women. Without affirmative action, it is doubtful that any of these would have occurred.

References

Affirmative Action (2002). http://aclu.org

CRS Report for Congress. (2005). http://fpc.state.gov

U.S. Department of the States. (n.d.). http://www.ait.org

United States Bureau of Labor Statistics. (n.d.). www.bls.gov

Appendix A: Peer Review Feedback Form 2

Reviewer’s Name:_________________________________________
Date:_____________

Writer’s Assigned #: _______________________________________

Course:_________________________________________________
Section: ___________

Assignment

: Persuasive Paper Part 2: Solution and Advantages

Peer reviews should provide feedback to a peer on the criteria expected in the paper. Follow these instructions:

1) Receive a classmate’s paper from your professor (in class if on-ground; by e-mail if online).

2) Copy the Peer Review Feedback Form from the Appendix.

3

) Comment on all criteria, noting strengths and / or areas for improvement on the feedback form.

4) Provide completed Peer Review Feedback Form and classmate’s paper to your professor.

Note: On-ground students should submit the feedback form and paper to the professor during the class meeting in which the paper is reviewed; online students should submit the feedback form and paper to the professor via the Assignment Tab in the course shell.