see attachment
Discussion board # 2
Please note that there are three posts needed to successfully complete the discussion board assignment. An initial post addressing the discussion board topic and two response posts to at least one other student
Initial post:
Includes one substantive initial post using at least two scholarly or professional references with accompanying in-text citations to support any paraphrased, summarized, or quoted material. (Within the last 3 to 5 years)
Your initial post should be at least 350 words.
Includes an open-ended, thought-provoking question posed to classmates.
Part I: Three people have applied for a director position in an organization. These three people consist of a 22-year-old Black female, a 39-year-old White male, and a 58-year-old Asian male. All three individuals have similar educational backgrounds; however, the oldest applicant has the most experience. The youngest has the most recent education. The White male has maintained a history of staying current in the field as well as ascending within the organization.
Who are you going to hire? Why?
Why are you NOT going to hire the other two?
Do you think you have enough information on which to base a decision?
Defend and support your rationale. Include factors on which you based your decisions (i.e.,qualifications, characteristics, or other).
Response posts:
Includes at least two substantive responses that each include at least 1 scholarly, professional with accompanying in-text-citation to support any paraphrased, summarized, or quoted material.
responses should be at least 200 words.
Respond to post # 1 (LT)
Without having detailed information, the hiring process would be complicated so first I would look at experience. The 58-year-old Asian male likely has the most experience, which can be valuable for a director position. Experience often brings knowledge, insights, and problem-solving abilities that are honed over years in the field. (Robbins) states that organizational leaders should examine their workforce to determine whether target groups have been underutilized. If groups of employees are not proportionally represented in top management, managers should look for any hidden barriers to advancement.
The 22-year-old Black female may have the most recent education, the significance of this depends on the field and the specific requirements of the director position. Recent education can bring fresh perspectives and updated knowledge, but in a leadership role, practical experience often carries more weight.
The 39-year-old White male's track record of staying current in the field and within the organization is a plus. It indicates adaptability, dedication, and the ability to perform well within the organization's culture and structure. This factor suggests that he has already demonstrated leadership potential and understands the organization's dynamics. Considering these factors, the most suitable candidate for the director position would likely be the 58-year-old Asian male. His extensive experience provides a strong foundation for effective leadership in navigating various challenges that may arise in the role. While the other candidates may possess certain strengths, such as recent education or a history of advancement within the organization, they may not outweigh the depth of experience and proven capability that the Asian male brings to the table.
The reason I would not hire the other 2 applicants are due to the 22-year-old’s recent education and potentially fresh perspectives are valuable, the lack of experience compared to the other candidates may be a limiting factor. The 39-year-old although he has a history of staying current in the field, his experience may not be as extensive or as directly relevant to the director role compared to the 58-year-old. While his
track record within the organization is commendable, the depth of experience offered by the older candidate might be more suitable for a director-level position. While the decision is based on the information provided, it's important to acknowledge that hiring decisions should also consider factors such as cultural fit, leadership style, and the specific needs of the organization. In a real-world scenario, conducting interviews and further assessments would provide additional insights to inform the decision-making process. However, based on the information provided, the 58-year-old Asian male appears to be the most suitable candidate for the director position.
Respond to post # 2 (BB)
Part 1.
The question for this post does not leave a way to answer it without perceived bias, whichever choice is made. I believe in a colorblind workforce where the most experienced and qualified applicant would get the job; this would undoubtedly include diverse candidates since we live in a diverse country. Martin Luther King Jr’s “I Have a Dream” speech from 1963 was right when he said to judge a person by the content of their character, not the color of their skin. However, Dr. King’s vision is not in sync with today’s workplaces, where diversity quotas exist.
One company I used to work for now has a 51% female workforce target. I do not think forced race and gender-based are the answer. Putting a thumb on the scale to hire based on any criteria other than best qualified does not achieve diversity. It goes against it, as the people who get these jobs know it was based on criteria other than their merit. Research in Germany on gender quotas suggests that when a gender quota is in force at the company, the applicants perceive the company’s commitment to gender diversity. (Schäpers, et. al. 2023). However, the same study concludes that having a gender quota does not reduce the company's diversity climate or affect the board members’ perceived competencies. Schäpers et al.’s study also says the fact the company has a gender quota does not reduce the company's attractiveness by having the diversity quota policy in place. This study affirms that gender quotas are not detrimental in Germany.
Our textbook says there is less turnover in organizations with a positive diversity climate than in organizations with the opposite (Robbins & Judge, 2018, p.53). It makes sense that people would leave organizations where discrimination occurs; I would, too. Better racial and gender-based representation among all groups is an excellent goal, as diversity is a strength. Having diversity training is good, but forcing hiring quotas based on race and gender isn’t the answer and creates more angst than good.
With similar educational backgrounds, the person with the most experience would get the job. Just like on professional sports teams, the best performer gets the position. Our textbook also mentions not discriminating based on religion and people with disabilities; I agree this is right.
Question for the class: what is your experience with diversity quotas in your organization?
