Posted: February 26th, 2023

Federal legislation has redefined personnel management in U. S. organizations

Discussion Question 2 Over the last 40 years, federal legislation has redefined personnel management in U. S. organizations. Discuss the following: a. Describe the effect of the following legislations on organizations: Title VII of 1964 Civil Rights Act and the Americans with Disabilities Act of 1990. b. Show how these changes are “good business,” that is, how they benefit the organizations and not just the employees within those organizations. (A 2-page response is required.)
Introduction:
Over the last 40 years, federal legislation has played a critical role in redefining personnel management in U.S. organizations. Two of the most significant laws that have shaped personnel management practices in recent years are Title VII of the 1964 Civil Rights Act and the Americans with Disabilities Act of 1990. In this discussion, we will describe the effects of these two laws on organizations and show how they benefit organizations, not just employees.

Effect of Title VII of 1964 Civil Rights Act on Organizations:
Title VII of the 1964 Civil Rights Act was a landmark legislation that made it illegal for organizations to discriminate against employees or job applicants on the basis of their race, color, religion, sex, or national origin. The Act has had a profound impact on organizations since its enactment. Organizations are now required to create policies and procedures that promote equality and diversity in the workplace. This has resulted in an increase in the number of diverse employees in organizations, which has led to improved productivity, creativity, and innovation. Diverse organizations are also more attractive to customers and clients who are themselves diverse.

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Effect of Americans with Disabilities Act of 1990 on Organizations:
The Americans with Disabilities Act of 1990 was another landmark legislation that prohibited discrimination against individuals with disabilities. The Act required organizations to make reasonable accommodations for disabled employees and job applicants. This means that organizations had to modify their policies and procedures to ensure that disabled individuals had the same opportunities as their non-disabled peers. The Act also required organizations to ensure that their facilities were accessible to individuals with disabilities.

The Americans with Disabilities Act has had a significant impact on organizations. Organizations that comply with the Act have been able to tap into a new pool of talented employees who were previously excluded from the workforce due to their disabilities. This has led to increased productivity, reduced absenteeism, and improved morale in organizations. Organizations that accommodate disabled employees also improve their public image and reputation, which can attract more customers and clients.

How These Changes are “Good Business”:
The changes brought about by Title VII of the 1964 Civil Rights Act and the Americans with Disabilities Act of 1990 are not only good for employees, but they are also good for organizations. By creating policies and procedures that promote equality and diversity, organizations have been able to attract and retain talented employees from diverse backgrounds. Diverse organizations are better equipped to understand the needs and preferences of their customers and clients, which can lead to increased customer loyalty and repeat business.

Organizations that make reasonable accommodations for disabled employees are also able to access a new pool of talented individuals who were previously excluded from the workforce. This can lead to increased productivity and reduced absenteeism in organizations. Organizations that accommodate disabled employees also improve their public image and reputation, which can attract more customers and clients.

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The 1964 Civil Rights Act and the Americans with Disabilities Act of 1990 have had a significant impact on personnel management practices in U.S. organizations. These laws have created policies and procedures that promote equality and diversity, and have resulted in an increase in the number of diverse employees in organizations. They have also created opportunities for disabled individuals to participate in the workforce and have led to increased productivity, reduced absenteeism, and improved morale in organizations. By complying with these laws, organizations are not only doing the right thing, but they are also improving their bottom line and enhancing their public image and reputation.

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