Response to Posts of Students Essay Example | Topics and Well Written Essays - 1250 words

Response to Posts of Students - Essay Example(OMara, et al., 2011). Because the definition specified by the D&I benchmarks is too liberal, it ceases to be a definition for lack of focus. For instance, nigh common among staffing requirements necessarily distinguish along the lines of education, geography, work style, work experience, job role and function, thinking style and personality type geography to know that the applicant is accessible to work in certain geographic areas, and the rest to ascertain that the candidate can do the job expected of him. Their inclusion in the broad definition, as specified in the benchmarks, appears overly intrusive into management prerogative. If alignment of organizational goals and commitment to diversity are in accordance with the broad definition, much(prenominal) may effectively compromise business success or even survival. I believe that business prerogative has a right to discriminate tally to education, work style and experience, job rol e and function, thinking style and personality type, and to specify geographic accessibility, when deciding among applicants for a position, because each of these bears directly upon the very causal agency for the applicants employment. Reference Department of Commerce, (1999). Best practices in achieving workforce diversity Vice President Al Gores National league for Reinventing Government Benchmarking Study. Retrieved from http//vizedhtmlcontent.next.ecollege.com/CurrentCourse/ Best%20practices%20in%20achieving%20workforce%20diversity.pdf OMara, J. & Richter, A. (2011) Global Diversity and Inclusion Benchmarks Standards for Organizations Around the World. Retrieved from http//www.omaraassoc.com/pdf/GDIB_2011.pdf Response to the post of Student 2 Leslie Gaines The post identifies one practice as being easiest to accomplish, and that is the establishment of an internal diversity committee. The reason given is that the committee can be delegated the task of complying with or managi ng the nine other practices listed. The justification provided does not appear to substantiate the claim that this practice is easiest in fact, it is the direct contradiction thereof. Because all the other practices, which are conceded by Student 2 to be more difficult, are to be discharged by the committee, then the selection of committee members shall be a most difficult task, with qualifying criteria of the most stringent standards, and pursuant(predicate) to a most thorough selection procedure. Even then, the designation of a committee is but a delegation, meaning that top management may pull the task, but not the responsibility and accountability thereof, to the committee. Holding the committee responsible is a dereliction of duty by management, which in the end must get by the committees actions. The post further states that the item which does not deserve to be listed among the ten best practices is the distinction between diversity and Affirmative challenge or EEO. The r eason given is that the world is changing and that there is nothing the good old boys can do to stop it. The implication here is that managers be to the old school would prefer to distinguish between the two for some selfish, improper reason. Whatever the reason may be, there