In organization's today, culture may take on several different meanings. Culture may refer to the environment in which an employee can expect to work, the practice of certain groups within a defined geography, or the set of shared attitudes, values, goals, and practices that characterizes an institution or organization (Merriam-Webster Online, 2007-2008). Some corporate cultures promote growth and personal development, while other organizations lead by fear and are driven by management that treat employees as commodities rather than people. Whether the organization is large or small, managers need to adhere to regulations that have been handed down by federal mandates and remain focused on the ethical treatment of the employees no matter what drives the culture within a particular organization.
Riordan Manufacturing is a global plastics manufacturing company founded in 1991 by Dr. Riordan. The company employs more than 500 people and is headquartered in San Jose, California with plants in Georgia, Michigan, and Hangzhou, China.
This paper will determine types of discrimination that may occur within Riordan Manufacturing along with evaluating the ethical and legal duties of management.
The first possible type of discrimination within the Riordan Organization is Age Discrimination. In the company Intranet, under the human resource tab and employee files folder, a confidential memorandum on company letterhead titled "Confidential Memo: Collins v. McCauley" from Michael Riordan is available for any employee to view. This memorandum is an assessment of Kenneth Collins and Hugh McCauley-Candidates for Chief Executive Officer A section near the end of the memo clearly addresses the competency area of age. Both employees, Kenneth Collins and Hugh McCauley have a legitimate federal claim against the company for Age Discrimination in Employment Act (ADEA), as they are protected by the ADEA based on their current age.
In 1967, Congress passed the Age Discrimination in Employment...