I am in need for M8A1 portofoio to be adjusted (The paper is on Diversity in the workplace) with the corrections that are mentioned in the prvious attachments. (M2A1, M4A1, M6A1). Also I need for M8A1

Statistical Significance of Hiring Statistics of the Federal Government of the United States of America

MPA625 M7A1

Statistical Significance of Hiring Statistics of the Federal Government of the United States of America

Utilizing statistics to determine the effectiveness of organizational practices increasingly drives decision making in contemporary organizations. Through advanced technology that makes data collection more and more feasible, organizations look to data and statistical analysis of that data to maximize organizational effectiveness. For those organizations like the Federal Government of the United States of America, the consequences of decisions and practices can have significant consequences for the population of citizens in the nation. A diverse population of citizens in America coupled with legislation seeking to provide equality to all Americans in alignment with the promise of the Constitution of the United States has compelled the Federal Government to ensure that it is extended equitable hiring practices in its own agencies. Through longitudinal statistical analysis of the United States Census as well as Federal Government hiring statistics, evaluation of the realization of America’s promise of equality can be evaluated. This evaluation demonstrates whether the Federal Government practices equity in hiring decisions, or if it has violated the legislation designed to promote equality among all people in the nation. The statistical analysis reveals that while efforts to ensure more equitable distribution of hiring practices have been reflected in the statistics over the course of a decade, the Federal Government has fallen short in realizing its mandate.

Analysis of the statistics does complicate the ability for conclusions to be drawn, given many variables that are beyond the scope of the analysis. For example, in order for a fidelity of findings to be obtained, it would be necessary to presume that similar demographics of candidates pursue jobs with the Federal Government. It is possible that this has taken place, but it is impossible to determine through the data provided that this form of equity in job pools can be asserted. Despite this shortcoming, the larger finding from the present study is that policies in place to ensure more equitable hiring patterns do have an influence on employment statistics over the course of the past decade. Increasing populations of Hispanic workers in the Federal Government align with increasing populations of Hispanic citizens could be a random alignment; however, it is more likely that the Federal Government has made a concerted effort to ensure proportionate diversity in its staff that meets that of the general population.

In the analysis that follows, two data sets (the United States Census of 2000 and 2010 as well as Federal Government Hiring in 2005 and 2015) are used to draw conclusions. These data sets are valid, with rigorous sampling for the Census, and exacting principles of accountability ensuring accuracy in Federal Government hiring practices. These data sets facilitate comparison that may not be perfect, yet which invite tendencies that would support more detailed study. The initial hypothesis of equity in hiring is not supported; however, it is clear from a comparative analysis of the data that the Federal Government is striving to achieve equity in hiring. Recommendations for future study are provided at the conclusion of the present study.

able allocation of races in federal employment has not been achieved, and pay for women does not match that of men.

References

Brooks, D., Doughtery, B., & Price, J. (2015). The Federal Government as a Model Employer and Its Impact on Employment Civil Rights in America. Emp. Rts. & Emp. Pol'y J., 19, 151.

Choi, S., & Rainey, H. G. (2010). Managing diversity in US federal agencies: Effects of diversity and diversity management on employee perceptions of organizational performance. Public Administration Review, 70(1), 109-121.

Rice, M. F. (2015). Workforce diversity in business and governmental organizations. Diversity and public administration: Theory, issues, and perspectives, New York: M.E. Sharpe.

U.S. Office of Personnel Management Office of Policy Planning & Analysis, Data Analysis Group. (2018). Executive Branch Employment by Gender and Race/National Origin September 2006 – September 2017. Retrieved from: https://www.opm.gov/policy-data-oversight/data-analysis-documentation/federal-employment-reports/reports-publications/executive-branch-employment-by-gender-and-racenational-origin/