Tuesday, December 24, 2019
The Human Rights and Ethical Dilemmas Facing Marketing...
The Human Rights and Ethical Dilemmas Facing Marketing Research in an Ever Expanding Business Market What is ethical and unethical when it comes to information gathering on a group of people or an individual? This is a question that has been debated and pondered over for many years. As social mediums, technology, and social and economic statuses change at rates that have never been seen on this type of global scale in human history it can be hard to tell. I will delve into situations and dilemmas that marketers find themselves in, on a day to day basis when doing research. Before we can go into the ethical and philosophical questions of your everyday marketer we first have to come to understand of what marketing ethics are.â⬠¦show more contentâ⬠¦Anheuser-Busch hired individuals that were looked at as ââ¬Å"trend-setters,â⬠to go into popular bars in major metropolitan areas in the United States and buy Bud Select. This is when Anheuser-Busch was just introducing Bud Select. This is where the dilemma comes in, was Anheuser-Busch doing anything wrong in hiring peop le to buy their own product in public outings? This was a way for them to push their product. For: Anheuser-Busch was not breaking the law. There is no rule saying you canââ¬â¢t hire people to buy your own product and then showcase it to other individuals. Against: By hiring individuals that are looked at as ââ¬Å"trend-settersâ⬠to push a new product in a public atmosphere, a bar or club, without the public knowledge can be looked at as misleading and shady The question you have to ask yourself when doing marketing research is where is line. In this situation Anheuser-Busch was using techniques that can be looked at as unethical, but at the same time Anheuser-Busch is a company that has a bottom line, and share holders to keep happy. Sometimes, employees are passive respondents to observational research. An example of this would be by a company using a mystery shopper. 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Sunday, December 15, 2019
Constructions Of Working Class Masculinity English Literature Essay Free Essays
string(36) " a explosion of good will ââ¬Ë \." ââ¬Å" In recent old ages sociologists have been shocked to detect that blue-collar work forces really spend far more clip with their kids that their professional coevalss, and experience far less threatened by the additions of feminism. ( This is likely because, as DH Lawrence pointed out a long clip ago, the working categories are surer of themselves sexually ) . Propertyless work forces make natural male parents in a manner that other work forces, obsessed with position and calling promotion, merely do non. We will write a custom essay sample on Constructions Of Working Class Masculinity English Literature Essay or any similar topic only for you Order Now In Beckham ââ¬Ës relentless beauty, neââ¬â¢er more compete than when looking at his boy, we seem to see all that work forces could be- that stamina and that tenderness combined without struggle or cruelty- if merely they stopped seeking to command everything so much, if they stopped worrying for five proceedingss about looking soft â⬠( Julie Birchill on David Beckham in The Guardian ) . Masculinity is frequently determined by a adult male ââ¬Ës physical visual aspect and how brave they are ; physical strength and following a epic nature is therefore necessary to stand up for oneself and support 1s household. Many of the work forces in working category literature execute manual labor, such as excavation or working in a mill, in order to supply a life for their household. In contrast, although it become more frequent for adult females to work during and after the Second World War, work forces did non adhere to this function reversal, and assisting out domestically was non something which they carried out. Richard Hoggart suggests that many adult females would non desire their hubbies to lend to the domestic jobs, despite their ain heavy work load, ââ¬Å" for fright he is thought womanish â⬠( 35 ) . Furthermore, Hoggart asserts that working-class male childs shortly get the sense that ââ¬Å" it ââ¬Ës different for work forces â⬠and accordingly they contribute less to household care than their sisters ( 36 ) . And though a cause for concern, these ââ¬Å" unsmooth male childs are frequently admired ; the head-shaking over them is every bit proud as it is contrite ââ¬â ââ¬Ë [ H ] vitamin E ââ¬Ës a existent chap ââ¬Ë people say â⬠. Therefore, although work forces must be married in order to to the full accomplish their maleness, they must besides continually emphasize their heterosexualism, doing certain to ever act in the right mode for their gender. Alan Sillitoe ââ¬Ës ââ¬ËSaturday Night and Sunday Morning ââ¬Ë conveys maleness chiefly through Arthur Seaton ââ¬Ës averment of his heterosexualism seen through his intervention of adult females and heavy imbibing, yet besides through his ambivalent mentality on matrimony. Arthur Seaton appears to contemn the thought of matrimony, naming it ââ¬Ëthe dizzy and unsought threshold of snake pit ââ¬Ë ( 156 ) , yet he loves disbursement clip with Brenda and entertaining her kids, and by the terminal of the novel, with Doreen, ââ¬Ëthey spoke of acquiring married in three months. ââ¬Ë ( 217 ) Arthur, nevertheless, is highly judgemental towards other work forces, ââ¬ËArthur classified hubbies into two chief classs: those that looked after their married womans, and those that were slow. ââ¬Ë ( ? ) He says this as if to warrant his matter with Brenda ; Jack must be slow and therefore non worthy to be Brenda ââ¬Ës hubby. Arthur believes the ââ¬Ëslow ââ¬Ë hub bies to be less masculine ; they are incapable of delighting their married womans, which is why their married womans are finally unpatriotic, ââ¬ËThere was something lacking in them, non like a adult male with one leg that could in no manner be put right, but something that they, the slow hubbies, could easy rectify if they became less selfish, brightened up their thoughts, and looked after their married womans a bit better ââ¬Ë ( 41? ) . Ironically it appears that the less masculine hubby is less attentive to his married woman ââ¬Ës emotional demands. A farther sarcasm is evident when Arthur states that despite his utilizing Brenda and making incorrect, ââ¬ËIf I of all time acquire married, he thought, and have a married woman that carries on like Brenda and Winnie carry on, I ââ¬Ëll give her the biggest gluing any adult female of all time had. I ââ¬Ëd kill her. My married woman ââ¬Ëll hold to look after any childs I fill her with, maintain the house spotless. And if she ââ¬Ës good at that I might allow her travel to the images now and once more and take her out for a drink on Saturday. ââ¬Ë ( 145 ) This scene clearly depicts Arthur as the alpha-male. He wants to take control, and when he does hold a married woman, he is certain she will make as she is told. Furthermore, he is egotistic and indurate, particularly when he states, ââ¬ËBrenda was nââ¬â¢t deserving the problem he ââ¬Ëd been through to maintain her ââ¬Ë ( 145 ) , despite the fact it was his mistake she got pregnant, and his determination t o transport on the matter whilst cognizing she was married, which conveys Arthur ââ¬Ës irresponsible and barbarous nature. Arthur invariably acts how he wants ; ever taking to move as a ââ¬Ëman ââ¬Ë , when truly, he is portrayed as objectionable and petroleum. We are introduced to Arthur ââ¬Ës stereotyped manfully physique early into the novel where he is depicted as a ââ¬Ëtall, iron-faced, crop-haired young person ââ¬Ë ( 34? ) . The usage of the word ââ¬Ëiron ââ¬Ë makes him sound tough, about unbreakable, and this becomes evident in the novel through his difficult imbibing and the battles he gets into. Arthur ââ¬Ës maleness is asserted from the gap of the novel, through his description of ââ¬Ëcrafty weaponries around female waists ââ¬Ë , conveying his involvement in adult females from the start of the novel. His manfulness is conveyed through his imbibing wonts besides, and the initial rhyme used on the phrases ââ¬Ëbest and bingiest ââ¬Ë and ââ¬Ëpiled-up passions ââ¬Ë ( 9 ) emphasises Arthur ââ¬Ës exhilaration that it is the weekend and he can imbibe more than usual, whilst adding a conversational tone. The colloquialism besides creates a welcoming tone to the gap of the novel, which encourages us to ab initio warm to Arthur as a character. The exhilaration in this gap chapter is starkly contrasted to the humdrum of Arthur ââ¬Ës workplace, ââ¬Ëa hebdomad ââ¬Ës humdrum transplant in the mill was swilled out of your system in a explosion of good will ââ¬Ë . You read "Constructions Of Working Class Masculinity English Literature Essay" in category "Essay examples" The apposition within this sentence clearly shows Arthur ââ¬Ës grasp of his weekends and the sibilance in the latter half of the sentence conveys a tone of felicity and relaxation since this is his clip to rest. Furthermore, the ââ¬Ëslow-turning Big Wheel of the twelvemonth ââ¬Ë high spots the sense of humdrum and it mirrors the cyclical construction of working category life. The gap to the novel besides introduces Arthur take parting in a imbibing competition with a crewman. It is both the ability to imbibe and the component of competition that are stressed in this peculiar episode, ââ¬ËIt seemed an even competition for a long clip, as if they would sit at that place sloping it back for of all time, until Loudmouth all of a sudden went green halfway through the 10th pint ââ¬Ë ( 11 ) .Arthur ââ¬Ës successful achievement in both can be read as an avowal of hegemonic maleness. In contrast to Arthur ââ¬Ës imbibing being associated with maleness, in Walter Greenwood ââ¬Ës novel, ââ¬ËLove on the Dole ââ¬Ë , imbibing appears by the way instead than conspicuously. The fresh condemns Ned Narkey for his inebriation and leads us to dislike his character. For illustration, when Ned confronts Sally about why she will non get married him, he states, ââ¬Ëah ââ¬Ëll mek certain that that chicken rat up street do nââ¬â¢t eitherâ⬠¦ non if Ah have t ââ¬Ë swing for him ââ¬Ë , mentioning to Larry Meath. His bibulous province nowadayss him as unstable, and we do non desire him to be with any adult female. ( 145 ) . Furthermore, when he sees Sam Grundy speaking to Sally after he has had a few drinks, his violent nature is conveyed and we see the negative consequence which imbibing has on him, ââ¬ËBlind hatred and enviousness dominated him ; his urge was to snap at Grundy ââ¬Ës pharynx, fling him to the floor and kick his encephalons out. â â¬Ë ( 188 ) . This perceptual experience of maleness is criticised and his aggressive linguistic communication is non applauded, contrasting to the light-heartedness of Arthur ââ¬Ës imbibing competition in ââ¬ËSaturday Night and Sunday Morning ââ¬Ë . Furthermore, in ââ¬ËLove on the Dole ââ¬Ë , Mr. Hardcastle ââ¬Ës opposition to ââ¬Ëthe enticement to travel drown concern and wretchedness in drink ââ¬Ë ( 94 ) is praised, which highlights that the more manful pick in this instance is non traveling down to the saloon to acquire rummy ; Mr. Hardcastle understands this will do no difference to his state of affairs. Therefore, in order to be manfully is to back up 1s household, which can non be achieved through heavy imbibing. Similar to Greenwood, George Orwell does non commend imbibing through his novel, ââ¬ËThe Road to Wigan Pier ââ¬Ë , and decides non to include it at all. B. Clarke observes that Orwell, ââ¬Å" Does non reproduce images of inebriation and force â⬠which appear in Sillitoe ââ¬Ës, ââ¬ËSaturday Night and Sunday Morning ââ¬Ë . This elevates the mineworkers ââ¬Ë position and conveys their maleness in a different visible radiation. They are still physically powerful, yet Orwell presents them as non experiencing the demand to asseverate their manfulness through difficult imbibing, purposefully giving the mineworkers, who are stand foring the working category, a ââ¬Å" stable individuality â⬠. A farther building of maleness in ââ¬ËSaturday Night and Sunday Morning ââ¬Ë is the gallant nature of Sam ; he is masculine in a different manner to the other working category work forces in the novel since he does non utilize aggression or vulgar linguistic communication. His physical visual aspect is described as ââ¬Ëa compact Black with a composure, intelligent face ââ¬Ë ( 191 ) which juxtaposes the old description of Arthur as holding a face every bit hard as Fe. Furthermore, he is ââ¬Ëdressed in a well-pressed khaki ââ¬Ë ( 192 ) demoing how he takes pride in his visual aspect. Sam besides contrasts Arthur in his attack to hard state of affairss, for illustration, when a battle is about to get down when they go to the saloon for a drink, Arthur accidently spills a little sum of beer on a adult female when he is go throughing the drinks over, and when her hubby intervenes, ââ¬ËArthur clenched his fists, ready to nail him ââ¬Ë . ( 194 ) Therefore, he sees fo rce as the reply, whereas Sam calmly states, ââ¬Ëwhat ââ¬Ës the affair? ââ¬Ë ( 194 ) conveying how he is polite and well-spoken ; unlike Arthur, Sam uses fluency over force. Labor is made up of either physical work in the mill or office work ; the former bears associations with the working category whilst the latter with the in-between category. For illustration, the working category figure of Harry Hardcastle in Walter Greenwood ââ¬Ës ââ¬ËLove on the Dole ââ¬Ë despises his work as a clerk at the pawn store chiefly because he views being ââ¬Ëa mere thruster of pens ââ¬Ë ( 21 ) as holding feminine intensions. Therefore, in-between category work was considered as effeminate, intending working category work forces who worked in offices were non considered every bit masculine as those who worked in manual, physical labor. This is contrasted to Harry ââ¬Ës dream of working at Marlowe ââ¬Ës, which he describes as ââ¬Ëmajestic, impressiveâ⬠¦ tremendous technology worksâ⬠¦ with work forces, engaged in work forces ââ¬Ës work ââ¬Ë ( 19 ) . Greenwood ââ¬Ës huge scope of adjectives used to depict Marlowe ââ¬Ës are all what Harry aspires to be, and he associates these descriptions with being a existent adult male. Similarly, George Orwell, through his novel, ââ¬ËThe Road to Wigan Pier ââ¬Ë makes the physical work of the mineworkers appear really manfully, and as B. Clarke observes, Orwell, ââ¬Å" insists that mineworkers are bound together partially by their attachment to a traditional signifier of maleness founded on manual labor, physical bravery, and endurance â⬠. Orwell therefore praises these work forces ââ¬Ës masculine qualities, such as their physical bravery, endurance and solidarity. He appears really passionate about the work they do, portraying them as heroic, saying that excavation is a ââ¬ËSuperhuman occupation ââ¬Ë ( 19 ) . Many of the work forces died whilst making their occupation, and Orwell presents the dangers of excavation through his narrative ; therefore underscoring the issue sing the development of the working categories. In contrast to the great regard we form for the mineworkers in ââ¬ËThe Road to Wigan Pier, through ââ¬ËSaturday Night and Sunday Morning ââ¬Ë , we develop a deficiency of regard for Arthur ââ¬Ës hedonic attitude towards his societal position ââ¬ËAnd so it was possible to bury the mill, whether inside it sudating and striving your musculuss by a machine, or whether sloping ale in a saloonâ⬠¦ the mill did non affair. The mill could travel on working until it blew itself up from excessively much velocity ââ¬Ë . The initial rhyme on ââ¬Ësweating/straining/ ââ¬Ë and muscles/machine ââ¬Ë are all words connected with physical work, underscoring Arthur ââ¬Ës maleness. Although his statement about his work-place non counting seems careless, Arthur ââ¬Ës warmer side becomes evident when he juxtaposes this to things which do affair in life, ââ¬ËBut I, he thoughtâ⬠¦ will be here after the mill ââ¬Ës gone, and so will Brenda and all adult females lik e her still be here, the kind of adult females that are deserving their weight in gold ââ¬Ë . ( 45 ) This description of adult females is beautiful and the initial rhyme on the ââ¬Ëw ââ¬Ë sound conveys how Arthur is underscoring his point that his does hold some regard for adult females, and he is non wholly barbarous and remorseless ; he conveys how maleness does has a softer, more emotional side along with its stereotyped intensions. Due to the economic wants of the post-war period, Sillitoe intentionally presents his characters as taking to maximize their ain pleasance to foreground an dreamer inclination behind hedonism ; working category work forces found it difficult to confront the troubles of the post-war period. For illustration, when Arthur is present during Brenda ââ¬Ës gin and hot-bath abortion, he is highly insouciant about it, comparing it to ââ¬Ëwatching the telly with no portion in what he was seeing. ââ¬Ë ( 88 ) Arthur therefore conveys no mark of compassion for Brenda ââ¬Ës agony. Furthermore, on the same dark, he sleeps with Winnie, Brenda ââ¬Ës sister, ââ¬Ëhe could barely retrieve Brenda, believing that possibly he had dreamed about her sometime, but nil more ââ¬Ë ( 96 ) . This is flooring after he has merely watched her abort their babe, and his description of merely cognizing her through his dreams suggests that possibly something is incorrect with him mentally ; this coul d, nevertheless, merely be his manner of covering with guilt. If he truly feels no guilt, and has no scruples, although extreme, Arthur could good be thought of as a psychopath. Arthur ââ¬Ës rebelliousness of moral values and negligent attitude is conveyed when Arthur and Fred witness a adult male throw a pint glass at a store window, and a female informant ââ¬Ëheld the bewildered perpetrator by his carpus ââ¬Ë ( 108 ) whilst they wait for the constabulary. Arthur ââ¬Ës immorality and hideous nature is depicted through his sexually derogative description of this adult female ; he loathes her for non allowing the improper adult male flight, ââ¬ËShe ââ¬Ës a bitch and a prostituteâ⬠¦ a blood-tub, a murphy face, a swivel-eyed gett, a Rat-clock. ââ¬Ë ( 113 ) This deadly spring of misogynism and barbarous linguistic communication portrays Arthur ââ¬Ës dominant, aggressive maleness, yet Sillitoe is finally showing this signifier of maleness in a really negative visible radiation. How to cite Constructions Of Working Class Masculinity English Literature Essay, Essay examples
Saturday, December 7, 2019
Assignment Samples on Managing Diversity and Equal Opportunities
Ques: Prepare a report to address each area of the employee relations data.These areas are The internal interview processes and BAME annual appraisals Table of Contents Executive summary Introduction Internal Interview Process Process of Appraisal Conclusion References Executive summary The report focuses on a special case of NHS trust employees. The BAME employees are not provided the annual appraisal as much as the white employees. This is creating dissatisfaction among the employees. Gender biasness is also seen in the process of interview. Female candidates are not selected via the interview. Thus interview process and the appraisal technique of the organization have been reviewed in the present study. A transparent interview process has been suggested in the report. There are several appraisal techniques suggested in the report that could be conducted to make the process of appraisal fair and free from biasness. Suitable recommendations of the HR practices have been provided. Introduction An equality and diversity approach is practiced in every organization. Equality is an important aspect for employment in all respect. It is expected by every employer and worker. Diversity is a positive approach for equality at work (Delivering equality and diversity, 2014; p-1-20) ; (10 Steps to Equality and Diversity for the Irish Hospitality Sector, 2014). It offers advantages to the organization. Cross cultural management is an important aspect in the organizations in UK. There are certain laws by the Government to treat the people in a fair manner irrespective of caste, age, gender. The laws are essential for carrying business in an ethical way. The 2010 Equality Act is applied against discrimination. The law has superseded previous laws that prevented discrimination at work place. The Equality Act 2010 has also superseded the Employment Equality Age Regulations of 2006 (Legislation.gov.uk, 2014). The laws in UK are consistent with the laws in other parts of Europe. They are als o prevalent in other parts of the world especially the western World. According to the law, an employer has to be aware of the various implications of the equality legislations. An employee has to be aware of the equality rights. It will be beneficial for the employee and they will be able to take their own responsibilities. The legislations are not applicable for organizations that treat their employees fairly. Discrimination at workplace will create negativity at workplace. This will hamper the work environment. Diversity management will result in the development of equal opportunities (Britishcouncil.in, 2014). Employers have to abide by the policies of diversity management and initiate various programs in their organization that manage diversity at workplace. The review of the equal opportunity policies of EU shows that there are three major period for the development of equality in EU. They are equal treatment, positive action and gender mainstreaming. But the policies of the E U were limited to providing equal pay for equal work. Later on in 2000s the policies were modified and focused on gender mainstreaming (Gov.uk, 2013) ; (Equalityhumanrights.com, 2014). Internal Interview Process In order to avoid discrimination at workplace, the internal interview process has to be transparent. The Trust can avoid the discriminatory issues at workplace by adopting the following measures The first step in recruitment is providing advertisements by the organization regarding job vacancy. The organization should avoid discrimination for the advertisements of job vacancies. The human resource department is responsible for the coordination of the advertisements for recruitment. The review of the advertisements will be done before they are published in order to ensure that the advertisement complies with the equality policies and discriminatory legislations and abide by the laws. The selection technique for a particular post must be appropriate. The job description must be according to the role and specifications of the person must be used in making the selection decisions. The process of interview and short listing has to be transparent. The candidate will be shortlisted based on the information provided by him in the resume. Any other biasness related to caste, religion will not be considered. The requirements of the job have to be fulfilled according to the description of the job. There has to be regular monitoring of the various job descriptions. The job descriptions must reflect the requirement of the vacancy. The skills, knowledge, competencies and abilities of the candidate will be reflected in the person specifications. The person has to carry out the job based on the specifications The interview process has to be specific. The questions in the interview will be based on the circumstances and requirements of the job. Questions that might be discriminatory should not be allowed in the process of interview. Any questions related to the health and disability of the person should be asked on the interview before the selection has been done. The Equality Act 2010 outlines the various rules to be followed during the process of interview. Organization has to strictly abide by the rules. The people who are responsible for recruitment and selection must be trained appropriately. They must be trained in the matters of diversity and equal opportunity. They people must be trained about the equal pay legislation. This will be done so that there is no discrimination at workplace. They must ensure that no discriminatory issues arise during process of recruitment. They must abide by the various rules of the Equality Act 2010. They must ensure that there is recording of the criteria for selection and the appropriate reasons are presented for selection or rejection of the candidate. This will provide a proof for future use. The results for the recruitment process have to be monitored. Special decisions have to be taken for measures which appear to be inconsistent. In order to make the recruitment process more transparent, the organization can contact with other firms in the same industry and ask about the requirements of qualification in the similar positions in their organization. Thus the requirements for the job will be posted according to the industry standards and there will be no conflict in the organization regarding the interview process. The salary range can also be set according to the standards of the industry. This will also make the process of recruitment more transparent. The compensation package has to be competitive. The interview questions must strictly focus on assessing the abilities of the candidate. The interpersonal skills of the candidates have to be judged. Judging the self motivation capability of the candidate during interview process is important. Any kind of question regarding the culture of the candidate, religion of the candidate, race should be avoided (Deeb, 2014). Process of Appraisal BAME staff faced discrimination during annual appraisals. The annual appraisal of the staff was not at par with the white staff. This was raising dissatisfaction among the BAME staff. The process of annual appraisal could be made more effective by using the following methods for appraisal of performance (PERFORMANCE EVALUATIONS: More Important than Ever in 2011, 2011; p-1-8). Rating Approach- The approach of performance appraisal should be a combination of the cost related approach and the behavior approach. The employees are rated based on their performance. The rating technique is based on the involvement of the employees in various roles, decision making ability of the employee, discipline of the employee. Subjectivity is minimized in this type of rating. The personal and behavioral aspects of the employees are not considered in this approach. The rating method is totally based on behavior. Graphic rating scale is used to rate the employees based on their behavior. The ability of the employees to manage a team, ability to work in a team, ability to handle conflicts are the measures considered while rating a candidate based on behavior(Elverfeldt, 2014; p-15-30). Top down Appraisal - In this process of appraisal the performance of the employees is monitored by the supervisor. The progress of the employee is monitored throughout the period of appraisal. At the end of the appraisal period, the supervisor uses a rating technique to make the assessment of the employees. They meet with the employees in order to discuss the assessment. It must be ensured that the supervisor is not biased in the process of review. An interview of the employees with the supervisor is organized. The performances of the employees are discussed with the supervisor (Kokemuller, 2014). However it is seen that there is lack of motivational effect in this kind of appraisal process. But the assessment occurs without biasness. The employees are given scope for discussing their view. The parameter in which the employee lacks is discussed by the supervisor. The employees discuss about weaknesses directly with the supervisors and the supervisors suggest ways for improvement. The ways of improvement is discussed by supervisor with the employee. In this method of appraisal, follow up meetings are conducted to monitor the performance of the employees. Any problem faced by the employees is directly handled by the supervisor (Gresham, 2014). Self appraisal technique The employees can review their own performance by the self appraisal technique. However this type of technique for appraisal can only be successful with highly motivated employees who are self directed and are highly focused. It is a self assessment program. The employees are asked about their feelings about their performance. They are not under the pressure of the judgement of the supervisor. This is a useful technique in which the supervisors and the employees participate. The participation of the employees is crucial for the process of appraisal. This type of appraisal process is known as two way appraisal process. The interaction between the supervisor and the employee is direct in nature. The employees and the supervisors have common grounds of discussion. They work together for the welfare of the organization. This is an effective evaluation process as it does not have any individual opinion or biasness attached to it. The process of self appraisal can be conducted verbally as well as in written form. The employees and the supervisors are provided with identical worksheets. The responses from the worksheets are compared. The comparison shows the views of both the employees and the supervisor. The areas of improvement are discussed accordingly (The Job Analyzer: BLR's Complete Guide to Analyzing, Evaluating, Pricing, 2014; p-200-210). Multisource assessment - This type of assessment process is also known as 360 degree process of feedback, three dimensional or full circle appraisals. The feedbacks about the employees are gathered from various sources (Brutus and Derayeh, 2002). They are generally constructive feedback. The goal of taking such feedback is assessment of the employee in an accurate manner. The rating technique involves information provided in a number of forms which contains various statements. The forms consist of various questions which raters have to respond. The forms are filled up by the subordinates of the employees, peers, the supervisors of the employees and the external or the internal customers. Thus the process of appraisal is a team work which does not have any kind of religious biasness attached to it. Thus the employees receiving the highest rating are provided with the highest appraisal. There is no biasness related to caste, creed or race in the process of appraisal. In this process, the identities of the rate rs are hidden. Their identity is not revealed in front of anyone. Thus there is no manipulation of the raters. The raters are given proper training prior to rating the employees. This ensures that they have conducted the process in an ethical manner (employersassociation.com, 2014). Conclusion The organization must ensure that the interview process and the process of appraisal is free from any cultural biasness. The process should not be subjective. This will attract more employees towards the organization. The BAME employees will be motivated to work in the organization. They will not feel degraded. They will not face identity crisis. The interview process must only focus on recruiting employees that are academically and professionally suitable for the organization. Any questions related to caste, creed or religion should be avoided in the process of interview. The interview process has to be transparent. The individual responsible for taking the interview must be provided with proper training prior to the interview. They have to be regularly monitored in order to ensure that the transparency of interview process is not hampered. The process of appraisal should also be free from biasness. There are certain techniques to be followed for appraisal of the employees. It can b e top down appraisal, self appraisal technique and the multisource assessment. The supervisor must be free from any cultural or religious biasness while conducting the review of the employees. The employees can also participate in the review process. This will be a mutual process. The employee and the supervisor can discuss their issues with one another. This will make the process transparent and free from bias. The grievances of the employees will be understood by the employer. Similarly the areas of improvement of the employees will be discussed by the supervisor. Another way of conducting fair process of appraisal is rating the employees by a group of anonymous raters. The raters will be properly trained before the rating process is conducted. They will not reveal their identity in front of the employees or the supervisors. Thus the rating technique will be fair and free from biasness. References 10 Steps to Equality and Diversity for the Irish Hospitality Sector. (2014). 1st ed. [ebook] pp.1-7. Britishcouncil.in, (2014). Equal opportunity and diversity | British Council. Brutus, S. and Derayeh, M. (2002). Multisource assessment programs in organizations: An insider's perspective. Human Resource Development Quarterly, 13(2), pp.187-202. Deeb, C. (2014). How to Avoid Discrimination When Hiring. Delivering equality and diversity. (2014). 1st ed. [ebook] pp.1-20. Elverfeldt, A. (2014). Performance appraisal how to improve its effectiveness. 1st ed. employersassociation.com, (2014). Performance Appraisals. Equalityhumanrights.com, (2014). What is the Equality Act? | Equality and Human Rights Commission. Gov.uk, (2013). Equality Act 2010: guidance - Detailed guidance - GOV.UK. gov.uk/government, (2014). DIVERSITY EQUAL OPPORTUNITIES. Gresham, T. (2014). Advantages Disadvantages of Top-Down Performance Reviews. Kokemuller, N. (2014). Top-Down Performance Appraisal Method. Legislation.gov.uk, (2014). Equality Act 2010. PERFORMANCE EVALUATIONS: More Important than Ever in 2011. (2011). 1st ed. [ebook] pp.1-8. The Job Analyzer: BLR's Complete Guide to Analyzing, Evaluating, Pricing ... (2014). pp.200-210.
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