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One response each with 175 words
References to support the response (don’t use the references already in the post)
Discussion 2 post 1
Equal Employment Opportunity
Equal employment opportunity (EEO) has been in existence for a while. In 1964, the Civil Rights Act was
made a federal crime to discriminate employees based on “protected classes.” The protected classes’ list
had a few groups but has increased to more than 50 since the initial years. The equal opportunity
employer is required by the law to offer job applicants equal rights without discrimination
(Weatherspoon, 2018).
Some of the classes heightened by the Civil Rights Act under EEO are race, sex, color, religion, age if
older than 40, general information, pregnancy, national origin, and disability. In today’s employment
setting, the law on EEO is fundamental (Weatherspoon, 2018). The reason is that the place of work has
become diverse. Unlike the olden days where a business was located locally and interacted with local
people, today, companies are located in different communities. It is, therefore, crucial for employers to
ensure that all applicants are given equal opportunities.
Despite the laws on equal employment opportunity, discrimination cases, especially on gender, race,
color, and disability, have been on the rise. The employer must ensure that laws are followed to the
letter (Pedriana & Stryker, 2017). Hence, with increasing discrimination at work, it is high time the rules
are strictly implemented.
Pedriana, N., & Stryker, R. (2017). From legal doctrine to social transformation? Comparing US voting
rights, equal employment opportunity, and fair housing legislation. American Journal of Sociology,
123(1), 86-135.
Weatherspoon, F. D. (2018). Equal employment opportunity and affirmative action: A sourcebook (Vol.
9). Routledge.
Discussion 2 post 2
Job Analysis
A job analysis is that process which used to gather information about a given job’s responsibilities,
duties, required skills, work environment, and outcomes. To create a work description that is the
standard output of the job analysis result, we required as much data as possible. It is a new approach to
defining preceptors’ responsibilities and roles, as it expanded current research to involve the highly
qualified preceptors’ perceptions using a comprehensive and systematic evaluation strategy. Job
analyses can include a lot of different methodologies based on the objective and the desired results.
These approaches may commonly include survey professionals who have worked in such roles for long
periods or known for their expertise in the field (DeAngelis & Wolcott, 2019, pp. 1480-1481). But it
meant to crucial that for conducting job analysis, the employers must audit the job descriptions every
year. It is generally in combination with a compensation study & when the organization’s mission,
purpose, or organized changes.
Accordingly, to conduct the job analysis, various steps need to be taken without a job description in a
company. By reviewing the current employees’ job responsibilities; thus, we must ask the current
employees who’re performing the job what they do daily on the job. Interview employees put them
questions that are pertinent to their roles and responsibilities at the job. Get employee log sheets
containing information on all of their duties as well as the amount of time spent in every task over a
minimum of one entire workweek. Study and connect with other firms that have related jobs. Analyzing
the job tasks, duties, and responsibilities which must be performed by the employee filling the role.
Formulate the most significant results or contributions from the position needed. Significantly, best
practices to conduct a crucial step in traditional methodology of job analysis to job tasks include: linking
essentials (KSAOs) knowledge, strong skills, abilities, & other characteristics of employees (RobinsonMorral, et al., 2018, p. 12)
DeAngelis, J. T., & Wolcott, M. D. (2019). A job analysis to define the role of the Pharmacy preceptors.
American Journal of Pharmaceutical Education, 83(7), 1480-1491.
Robinson-Morral, E. J., Hendrickson, C., Gilbert, S., Myers, T., Simpson, K., & Loignon, a. A. (2018).
Practical considerations for conducting job analysis linkage exercises. Journal of Personnel Psychology,
17(1), 12–21. doi:10.1027/1866-5888/a000191

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