Employee Hiring and Promotion

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Table of Contents

Hiring
Promotion
References

Hiring

The primary responsibility of those involved in the business is the selection of competent employees and subsequent communication with the organization’s staff. Employees guarantee a long-term business perspective due to their personal and professional traits. The issue of equality when applying for jobs and the fight against discrimination based on various factors, such as race, religion, and gender, are relevant in today’s world. Discrimination at work can take many different forms, including how a person is treated upon starting a job, while they are working, and even after they leave.

Equal opportunities and working conditions for all employees maximize the use of human resources and the variety of talents they possess. As a result, the workforce is happier and more motivated, which fosters better labour relations and increases overall productivity. A business owner will be breaking the law if they discriminate against workers or job applicants (Perez, 2020). Any entrepreneur should focus on abilities, skills, and qualifications first since they are essential to the success of their business.

One of the original pieces of legislation that protected job applicants’ rights and curbed discrimination in the US was Title VII of the Civil Rights Act of 1964. It forbids discrimination based on race, skin colour, religion, sex, national origin, or other factors when determining the working conditions or denying employment or firing someone from a job (Guillaume & Apodaca, 2020). The legislator states that it is unlawful to restrict, isolate, or classify employees or people hired in a way that makes it difficult for them to find work or has other adverse effects on them due to their sex, religion, or country of origin. This means that Shania cannot deny Carlos a job because he is Hispanic and not a Christian.

The interview should be as impartial as possible and concentrate on Carlos’ and Kelsey’s prospects. Shania needs to develop the concept for her coffeehouse and include a set of principles, guidelines, and knowledge. Being a non-Christian, Carlos can converse with Christian visitors because he is very educated. Regarding ethics, there are universal values found in many religions. Shania’s task during the interview is to determine whether Carlos’s worldview is appropriate for a coffeehouse.

Shania must consider the business side as well, so if Carlos is truly knowledgeable about Christian culture and respects this religion, he should be given the opportunity to compete for a position. Carlos should be hired by Shania even though he is not a Christian if he shows that he is a specialist and has excellent work skills. If Carlos lacked the communication skills, work-related skills, and knowledge of Christianity required for the job, he should be rejected for the position due to his lack of qualifications, not because of his religion.

Similarly, the rule that the qualifications and skills of a job candidate should be paramount in the selection of personnel should also apply to Kelsey. Simply because Kelsey is black and Christian, Shania should not give him preference. Shania must determine during the interview whether Kelsey possesses the necessary character traits because it frequently occurs for people who identify as Christians to break the commandments. The Christian faith may be advantageous if the applicant possesses all the necessary skills, but religion should not be a major factor in the selection process.

In conclusion, an employer is not allowed to discriminate against applicants based on factors like race, religion, age, or sex in accordance with the law. Shaina will break the law and risk legal action if she rejects someone because of religion or nationality. As an employer, Shaina must strike a balance between not discriminating against applicants and hiring someone who upholds the standards of the coffeehouse.

Promotion

Promotion in any business is earned through hard work and long-term service. Employee promotion is a crucial managerial task that enables employers to engage staff in more productive work. Promotion can enhance the company’s internal culture and management’s public image, increase production efficiency, and boost the firm’s ability to compete. According to labour law, promotions are either suggested based on certification results or the basis of precise evaluation criteria. Another option is to promote employees by their professional qualifications, the volume and complexity of the work they perform, and their work output in quantity and quality.

Any manager’s job is to select the employee for promotion who is the best candidate. The law forbids employers from mistreating workers when deciding their working conditions, compensation, or participation in advanced training. Shania needs to show that she supports diversity, so her choice should not be affected by the sex, nationality, or religion of any individual employee. Although the final say always rests with the authorities, other workers still consider which of their coworkers is the most deserving. The business may suffer if the team discovers that the most qualified candidate was passed over for a position solely based on nationality or religion.

According to the postulates of the Bible, the quality of a person’s life directly depends on how hard they work. Christianity transforms work into a religious service by spiritually and morally orienting it and elevating it to higher purposes. Contrary to popular belief, there is no absolute condemnation of wealth as such in the Gospels (Cui & Velasquez, 2019). Only unjustly obtained wealth based on a breach of the fundamental moral precepts governing interpersonal relationships is unacceptable. Shania must provide opportunities for her staff to advance and be paid well.

Shania must be a strategist when conducting business and have a distinct vision. Shania must first take into account the individual characteristics of each employee. A candidate for promotion needs to have a firm grasp of time management skills and the ability to assign tasks and prioritize appropriately. A subordinate may be highly knowledgeable about their position, work quickly to complete tasks, and deliver projects on schedule. Still, more is needed to guarantee they will successfully handle new jobs and projects. It is necessary to determine how competent they are in matters related to the new position and whether they can cope with a more significant load. Being a night shift supervisor is a very responsible job that also requires respect from coworkers.

If Shania chooses a promotion candidate without considering a person’s race or religion, she will achieve diversity. The choice of the most professional employee, regardless of nationality, is her only option. If Shania gives explicit preference to one of the candidates with a different religion or ethnicity to be diverse, this will be discrimination against other workers. It would be fair to give everyone an equal chance of getting promoted. The provision of equal opportunities for all people is the essence of diversity. Shania, in her company, should not tolerate even positive discrimination. Otherwise, such an approach will cause discontent among other workers because it will be unfair to them.

The issue’s ethical side should be considered when Shania evaluates the motivations of each of the candidates. The employee’s primary responsibility must be serving others and wanting to be helpful (Ortiz-Gómez et al., 2020). The candidate for the promotion must be diligent, truthful, and unbiased. Receiving a reward from the boss while harbouring selfish thoughts is not acceptable. Such people frequently engage in mean behaviour and manipulate others to advance their careers. Due to the ethical aspect of the situation, such people do not live up to the Christian ideal and are ineligible for promotions.

In conclusion, the owners must demonstrate zero discrimination if a business wants to show itself as progressive, responsible and fair. Shania, in her options, has only that not to consider the religion and nationality of employees. She should choose the most deserving worker who can handle the responsibilities of the night shift supervisor. Compliance with the standards of Christian morality ought to be one of the selection criteria. An employee should be sincere and not have money or vanity as their primary motivation for receiving a promotion. The qualifications of the employee and the successes they have shown in their position will also be crucial, in addition to personal traits and moral character.

References

Cui, J., Jo, H., & Velasquez, M. G. (2019). Christian religiosity and corporate community involvement. Business Ethics Quarterly, 29(1), 85-125.

Guillaume, R. O., & Apodaca, E. C. (2020). Early career faculty of color and promotion and tenure: The intersection of advancement in the Academy and Cultural Taxation. Race Ethnicity and Education, 25(4), 546–563. Web.

Ortiz-Gómez, M., Ariza-Montes, A., & Molina-Sánchez, H. (2020). Servant leadership in a social religious organization: An analysis of work engagement, authenticity, and spirituality at work. International Journal of Environmental Research and Public Health, 17(22), 8542. Web.

Perez, N. (2020). Governmental-Funded Religious Associations and Non-Discrimination Rules: On Immunity and Public Funding. Canadian Journal of Law & Jurisprudence, 33(2), 341-367.

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Employee Hiring and Promotion

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