This merge between InterClean, Inc and EnviroTech has left current employees at InterClean, Inc worried about their positions creating an overall sense of distrust. It is, therefore necessary, to rebuild employee’s trust and loyalty. The best way to do this, as advised in Ch. 1 - Cascio, W. (2006). Managing human resources: Productivity, quality of work life, profits (7th ed.). New York: McGraw-Hill, is to heavily invest in training for those who will remain with the company and to give them a bigger stake in the success of the company. I’ve seen this theory in action in my current place of employment. I’m currently working as a temporary assistant in a UN Organization. Although my contracts are never longer than 2-3 months and my category is the least protected, I am extremely happy of the fact that I’ve been constantly trained in doing new things and taking on more and more responsibility. This gives me hope that I will, as soon as the opportunity rises, be awarded a fixed term contract. I also receive a lot of positive feedback from my supervisor, which makes me feel appreciated and therefore increases my sense of loyalty not only towards the organization but towards her as well.
In regards to employment laws, “Civil rights laws, judicial interpretations of the laws, and the many sets of guidelines issued by state and federal regulatory agencies have outlawed discrimination based on race, religion, national origin, age, sex, and physical disability” (Ch. 16 - Cascio, W. (2006). Managing human resources: Productivity, quality of work life, profits (7th ed.). New York: McGraw-Hill) and created the concept of Equal Employment Opportunity (EEO). However, determining factors such as discrimination is not always that simple. The following laws can be considered the pillars of EEO:
Thirteenth Amendment: prohibits slavery and involuntary servitude
Fourteenth Amendment: guarantees equal legal protection for all citizens
Civil Rights Act of 1866: all citizens have...