The two groups of essays demonstrate admirably the close connection between moral philosophy and questions of law and policy.
The discussions in Part II also take up theoretical questions, but they start from specific problems about the constitutionality and the effectiveness of certain methods of achieving equality and counteracting discrimination. The discussions in Part I are more theoretical and concentrate on the application to this case of general considerations from ethical theory. If the situation of women and minorities improves so that their opportunities are equal to those of more favored groups, will they then be in a competitive position conducive to equal achievement? If not, can preferential hiring or preferential admission to educational institutions be justified? The contributors explore the complexities of this problem from several points of view. Such decisions may result from individual, organizational, or institutional.These essays, with one exception originally published in Philosophy & Public Affairs, consider the moral problems associated with improving the social and economic position of disadvantaged groups. Sex-based selection decisions occur when individuals of one sex are given preference in hiring and promotion decisions, resulting in discrimination against those of the opposite sex. Studying the effects of sex-based selection decisions on attitudes such as job satisfaction, organizational commitment, and intention to remain with the organization is important since these job attitudes are likely to predict performance and turnover (e.g., Bluedorn, 1982 Mathieu & Zajac, 1990). The present study addressed this issue by examining the effects of one type of preferential treatment, sex-based selection decisions, on employees' job attitudes.
To date, there has been limited research on the consequences of preferential treatment (Kleiman & Faley, 1988). In particular, it may negatively affect the job attitudes of both employees who receive preferential treatment and those who do not receive such treatment. However, it may have other unintended consequences (Kleiman & Faley, 1988). Preferential treatment of certain classes of employees may remedy discrimination-based inequities. The merits of preferential treatment of one class of employees over another in organizations have been extensively debated by legal experts, philosophers, and scholars, as well as the public at large (Crosby & Clayton, 1990). KEY WORDS: preferential selection affirmative action sex discrimination. Overall, there was no support for the notion that preferential treatment has a negative effect on the job attitudes of its intended beneficiaries.
Contrary to previous findings, however, both men and women had more positive job attitudes when heir own sex was given preferential treatment than when decisions were sex-neutral. a woman might get with warmth: What an Hausa might get with instilling fear, a Yoruba might get. 1 Like Re: We Will Not Be Blackmailed Into Giving Preferential Treatment by NaeChris: 8:28pm On Jun 13, 2020. prefer equality to preferential treatment. As expected, men and women had negative job attitudes when they believed that selection practices discriminated against their own sex. I didn’t ask for special treatment because I’m a woman, and, believe me, I sure didn’t receive preferential treatment from my opponents. We Will Not Be Blackmailed Into Giving Preferential Treatment - Family (2) - Nairaland. Title of land should preferably be in the name of the wife and alternatively jointly in the names of husband and wife.
Are women given preferential treatment professional#
The effects of managerial and professional employees' (N = 198) perceptions of sex-based preferential selection and discrimination on their job attitudes were examined. Are women given any preferential treatment.
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