Success is no longer measures by an organization profit margin. Today big businesses have to account for its success on various levels of group in its organizational achievements, community success, and personal growth in management and employees. Business that implement its resources on diversity, employee growth, and legal requirements not only eliminate unnecessary lawsuits but ensured that the organization is revered as the employer of choice. Diversity training
The development of exceptional diversity training class organizations extends their reach far beyond race, culture, gender, and workplace ethics. Successful diversity training within the organization provides employers with the tolls needed to attract new employees and retain a diversified work place. The implementation of diversified leadership and management training programs provide coaching to assist those skills of the individuals, thus creating exceptional employer and employee relationships. These training programs increase the organization abilities to grow, and reduces complaints as well as lawsuits filed with the Equal Employment Opportunity Commission (EEOC) for violation against the Civil Rights Act. The implementation of the Civil Rights act title VII prohibits employment discrimination based on race, color, religion, sex, and national origin (EEOC., n.d.).
The needs and requirements for training within an organization ensure that all employees are present. Women, minorities, seniors, and disable worker are treated equally and all material presented in the training is not offensive in its contents. Lastly organizations that incorrectly report its training sessions as an expense or reporting reimbursement as income can harm the organization in the form of lawsuits as well as damage its reputation (Noe, R. A., 2008). Employee growth
Organization that successful establish diversity training promote employee growth. These men and women participate in continued education courses, career development, and counseling services that lead to promotions and internal career advancement. The continued success of managers and hourly employees advancing to salary position produces a rippled affect as managers’ provide insight to the organizations goals. Mangers begin work more closely with employers to coach, mentor, and provide insight into desired qualities that he or she may possessed but require training to develop them further. The end result is a reduction in stress increased productivity, increase in self-esteem, and a reduction in turnovers. Kraft foods and other large organization upon establishing this kind of employee training have developed life long relationship with employees by implementing recognition programs and service awards for safety as well as years employed. Legal requirements
According to Noe, (2008) the different situations that can result in legal action against the organization include: Failure to meet training requirement, employee sustaining an injury during training or an injury outside of a training session. A Breach of confidentiality or defamation against an employee by an employer is also punishable by law and entitles the employee to punitive damages as a result of insult or injury to his or her character. It is also vital that organizations using or recopying copyrighted material within its training classes obtain permission as this is illegal and punishable by law. Businesses have to maintain and abide by federal and state regulations as well as local laws as these may permit or limit the amount of hours required by laws to maintain its status as a Limited liability company (LLC). Organizations established under an LLC must maintain a record and keep track of the hours spent on training as well as an accurate account of all employees attending these training sessions.
Whether the business or organization is a sole proprietorship, corporation or a limited liability company a superior legal advisor or team can only strengthen it effort for continued success and growth. The relationship between legal advisor and a team of lawyers is beneficial as he or she is well versed in the business goals and adjectives. He or she can provide influential perspectives on opportunities that may present themselves in the future that could harm or improve an organizations business or its reputation. A solid relationship between employer and legal advisor also ensure that an employer is knowledgeable of the laws in other states and acts accordingly as the laws vary from state to state. Results from all three key factors
The continued evolution of business and equal employment laws has shape the way business is conducted. Employers have to work within the laws established as they work to become successful. Creating a work environment open to diversity enable to the company and employees to experience and develop respect for its fellow worker. Diversity within the workplace mean organization with federal contracts will continue to reap benefit and continued business as long as workplace diversity of women, and minorities met the guidelines imposed. Organizations that implement the guidelines of the Civil Rights act open the door to new hiring possibilities, knowledge, and untapped skills ensuring a brighter future for company and employees.
Successful diversity of the workplace enables organizations to gain new talents and skills from an untapped resource. The push for employers to acknowledge women, minorities, and those with disabilities as viable asset only enhances the continued success of the organization growth. Another plus for organization is the elimination of legal action implement from the lack of diversity within the workplace. Public sector organizations stand to lose more than their reputation when the organization lack diversity they also forfeit federal contracts that are valued to be worth millions of dollars. Though the road travels is different for all business larger or small the fact that diversity, employee growth, and legal requirements shaped how companies conducted business.
Title Vii of the civil rights act of 1964, retrieved from, Usa.Gov http://www.eeoc.gov/laws/statutes/titlevii.cfm
Noe, R. A. (2008). Employee Training and Development (4th Ed.). New York: McGraw Hill. Blanchard, P. N., & Thacker, J.W. (2007). Effective Training Systems, Strategies, and Practices (3rd Ed.). Retrieved from The University
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Topic: Training Key Areas
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