Interactive Simulation Questions

What are some measures a company can take to reasonably accommodate people with disabilities, or those with a known drug abuse problem, and how does the simulation demonstrate these?

            A company can reasonably accommodate people with disabilities or with known drug abuse problem if they are competent enough to provide the things that the company looks for in an employee. For the part of the person with disabilities, this was shown in the case of Oscar Rosenberg, who is one of the two top choices for hiring by the HHP. Even though he is handicapped, he has high scores on all the criteria. The position being offered is not limited to able bodied people only, since the position of Creative Supervisor calls for great thinking and decision skills, which are all characteristics of Oscar Rosenberg (Preston, 2003). The simulation also suggested considering the reservations about Oscar who would not be able to travel frequently and meet with the clients, but it is stated that the company is responsible for making the necessary adjustments in order to accommodate Oscar and his needs. Perhaps client meetings can be done in areas near the company, or at least be accessible to people like Oscar. With the presence of new technologies, Oscar can meet with the clients without going to where they are. This is possible through teleconferencing, which is already widely used today.

            In the aspect of accommodating people with known drug abuse problem, it was shown in the simulation that as long as the person is competitive and is able to deliver the companies expectations, the company should provide accommodations, given that he has already started treatment or rehabilitation for his condition. Or else, it is the prerogative of the company to terminate the employee and urge for him to seek help and rehabilitation. This was evident in the simulation, when one of the company heads terminated an employee who abused drugs, affecting his performance for the company.

            Should factors like personality, attitude toward work, and future upward mobility be considered when hiring? Why or why not? How does the simulation demonstrate these?

            When it comes to hiring new employees, factors like personality, attitude toward work, and future upward mobility are all considered, though they may not necessarily seal the chance of getting hired. When matched with other applicants who possess the same factors, it is what the employee can contribute to the company that matters (The U.S. Equal Employment Opportunity Commission, 1997). Personality may be set aside, especially when it comes to providing exceptional contributions to the company. In the simulation, this concept was shown during the hiring process when two positions in the company became vacant. All the applicants have good credentials, but the ones who got chosen were those who excelled in all criteria, even with issues like race, disability, and personality.

            Another manifestation of this is the Executive Creative Director of HHP, Marc Corrigan. He is valued for his creativity, which is a must because of his important position in the creative sector of the company. Despite this, he is known for his volatile temper and attitude. He often has sharp exchanges with the creative team, but these are all shadowed by his achievements. He has a great devotion to his work and has been very instrumental with HHP’s performance and achievements. We can see that Marc’s temper and attitude were not that much considered by the company, especially because he is an asset rather than a liability. His actions do not cause any problems that may affect the company’s performance, so it’s really not a big deal for them.

            Can Title VII override the employment environment and conditions detailed in a written employment contract between an employer and an employee? Why or why not? How does the simulation demonstrate this?

            Title VII can override the employment environment and conditions detailed in a written employment contract between an employer and an employee, depending on the situation being faced by the employee (HRhero.com, 2008). The employer should adjust and accommodate the employee’s preferences. This includes various religious constraints, beliefs, and other situations that may hinder the employer from doing his best. Title VII can come in during various instances, during which the employer shows unlawful practices towards the employee.

            This was shown in the simulation, when Oscar Rosenberg had to decline working on a campaign because it is in conflict with his religious beliefs. He cannot work on the project and uphold his religious beliefs at the same time, so he declined. It is the company’s duty to accommodate their employee’s religion, and this was done when he got reassigned in a different campaign, though he remained in the same position. With the Title VII as a guide, we see that employees should not be forced to work on matters which go against their beliefs. It is the company’s responsibility to adjust the situation so as not to put the employee on a difficult seat, a choice which is very hard for him to make. Oscar Rosenberg was then reassigned, making it easier for him, as he would not have to concern with issues regarding his religion.

References:

HRhero.com. (2008). Title VII of the Civil Rights Act of 1964.   Retrieved November 19, 2008, from http://www.hrhero.com/topics/title7.html

Preston, P. J. (2003). Discrimination In The Workplace: Getting To Know Title VII.   Retrieved November 19, 2008, from http://www.thinkavenue.com/articles/hr/article01.htm

The U.S. Equal Employment Opportunity Commission. (1997). Title VII of the Civil Rights Act of 1964.   Retrieved November 19, 2008, from http://www.eeoc.gov/policy/vii.html