WEEK III: EOC Prejudice in the Workplace

Discrimination in the workplace is a sensitive matter and, sometimes many think it can only happen to an employee of that company.  Many managers forget that discrimination can occur even before a person becomes employed with the company.   “Most hospitality employers utilize application forms to establish a single, uniform document for use by all job candidates or groups of candidates.” (Hayes)   These forms ask questions and furthermore, help employers decide on persons who could be prospective candidates.  The questions are vague but still prove useful in screening candidates.  The screening process for employers consists of more than figuring out who to hire, but they must also use the correct process.  The application is done, now what.

Let’s schedule an interview.   When conducting an interview, a manager must maintain a certain demeanor to keep the candidate from feeling discriminated against.  The manager must be mindful of their body language and tone.   The questions they ask in the interview are important as well.  “This is because job interviews, if improperly performed, can subject managers to significant legal liability.” (Hayes)  If an applicant feels that they were not hired because of how they responded to a question they felt was inappropriate than that is considered discrimination.  Questions that are subjected around age, race, physical appearance, religious beliefs, sex and even drug use should be avoided during an interview.  Those questions will not help the manager gain insight on how well the candidate can function in a job environment, and therefore should be avoided.  However, if a job requires a person to complete a task that legally has age restrictions, than it is okay to address age.  “It may also be important when hiring bartenders, and other servers of alcohol, that these individuals' ages are at or above a state's minimum age for serving alcohol.” (Hayes)

In the “Uncharming Man”, discrimination was very evident in the workplace; not only between managers and employees, but businesses to their customers as well.  When the main character dressed up as El Hassan, he was denied a position at the print shop because of his last name.  When he went to The Mermaid, he was attacked by the bartender because he was not Danish.  Discrimination in the work place happens in many forms, and until someone speaks up or takes a stand, it will continue.

Hayes, David K. Human Resources Management in the Hospitality Industry. John Wiley & Sons, 2008. VitalBook file. The Art Institutes.

WEEK II: EOC "Sweet Charity"

When Charity went in to the employment office, there were some things she did right and some things she did wrong.  When she walked in she exuded confidence, and enthusiasm about the thought of starting a new career.  Even though she walked in with not a skill or high education level, she still let her confidence shine through.  To follow the confidence, Charity should have researched some jobs prior to walking into the office.   She should have read job descriptions to get an idea of what employers were looking for.  “However, the job description suggests the wide variety of activities of concern.”(Hayes 2008)  Charity could have given herself the tools needed, to fake it until she made it.  Failing to research the jobs that were available and the requirements of those jobs allowed for the hiring manager to see that Charity lacked an educational background.  Visiting the employment office a couple of days before to see the environment would have proved valuable to Charity as well.  “The citizens of individual states or cities may vary greatly in their own views of what constitutes fairness in employment” (Hayes 2008).  Charity had an idea of what the workforce was, but her fantasies failed to prepare her for what she expected.   Another thing Charity did that, most even now are unable to do.  She took the first step and actually went to the employment office.   The worst thing Charity did in the office, she did not do alone.  When she started begging and crying for the manager to consider her for a job, she opened the door for him to ridicule her.  He took her as a joke.  Charity should have stayed in control of the interview at all times.  During the interview, it is imperative that the interviewee sells themselves.   If it is one thing Charity should never forget, and always remember it is “Be recognized for whom they are and appreciated for what they do.”(Hayes 2008).  If Charity can remember that one thing, on her next interview, no one will even care about the things she did wrong or right this time.  

Hayes, David K. Human Resources Management in the Hospitality Industry. John Wiley & Sons, 2008. VitalBook file. The Art Institutes.