Strategies for Working with Restrictions/Regulations
Discrimination is disruptive in the workplace. It limits performance as well as productivity. It also destroys the reputations of involved organizations. Mostly, employees are the major source of discrimination. However, employers are also accountable for condoning behavior that creates a discriminatory work environment. Therefore, employers should take measures that would create a conducive workplace. Creating a training seminar would help modify the NFL culture of hazing and bullying. However, it would be more effective if implemented along an anti-discriminatory policy.
Creating a training seminar would help Jeff Ireland change its hazing and bullying culture. The first step should, of course, be investigating the complaints. Then, anyone found violating the organizational rules as well as standard employment law should face the consequences (Clark et al., 2016). After all, the rules are clear about the treatment of employees (United States Department of Labor, n.d.). The second step should be creating a training seminar. Through these seminars, employees will learn about laws that prohibit workplace harassment. Victims of discrimination will learn the best plan of action. Also, through the seminars, coaches, as well as players, will learn that any form of harassment is unacceptable.
However, the training seminar alone is not enough to modify the organizational culture. There is a need for a policy that will enforce zero tolerance for discrimination in the workplace (Onder & Siegelheim, 2008). These policies should be based on civil rights. They should include the consequences of violations. These may include suspension or termination. Jeff Ireland leaders should also show behavior that exhibits condemnation of discriminatory practices. Executive support is fundamental to the success of any workplace program. Clearly, a training seminar is not enough to modify organizational culture. Other measures such as policy development are required for successful modification of organizational culture.
Clark, R., Kimbell, J., Philpot, D. & Terry, N. (2016). Hazing and bullying in the NFL. Journal of Business Cases and Applications, (16) 1–19.
Onder, A., & Siegelheim, A. J. (2008). Corporate liability exposure and the potential risk of individual director liability resulting from employment-related decisions: An analysis of recent case law and recommendations on corporate governance. Labor Law Journal, 59(4), 297–317.
United States Department of Labor. (n.d.). Hiring. Retrieved from http://www.dol.gov/dol/topic/hiring/affirmativeact.htm