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Part 1.......
Read “Case 3-1, You Can’t Get There From Here: Uber Slow On Diversity” on page 108 of your textbook. After you have read the case study, write an analysis of the case study.
Write an introduction to give context to your paper by explaining what the paper will cover. Then, divide the body of your paper using the seven headers below. Address the points within that section, as indicated under the header.
Identify what employment law Susan Fowler’s sexual harassment claim would be characterized as. Be sure to develop your answer to include your rationale.
Identify the type(s) of harassment to which Ms. Fowler was exposed. Be sure to develop your answer to include your rationale.
Identify actions Uber has taken to limit their liability relative to sexual harassment charges. Be sure to develop your answer to include your rationale.
After reviewing Uber’s diversity report, does it appear Uber is in violation of any EEOC and affirmative action laws? Be sure to develop your answer to include your rationale.
Explain why diversity matters in general and more specifically to Uber. Be sure to develop your answer to include your rationale.
Identify and explain the benefits and challenges Uber derives from a more diverse workforce. Be sure to develop your answer to include your rationale.
Write a summary that identifies legal provisions or considerations covered within this case study as it relates to a human resource management (HRM) perspective.
Conclude with an analysis with your thoughts on how ethics and HRM professional standards are framed by legal provisions within a specific organization or industry (e.g., business, health care).
Your case study must be at least two pages in length, not counting the title or reference pages. Adhere to APA style when constructing this assignment, including in-text citations and references for all sources that are used. Please note that no abstract is needed.
Author:Robert N. Lussier; John R. HendonVBID:9781544320601
PART 2... NEED TO BE 1 PARAGRAPH
Recruiters are beginning to heavily use Artificial Intelligence (AI) and other smart technology recruiting tools in their jobs. One of the major selling points in using this, besides the fact that these programs save significant amounts of recruiter time, is that AI can make better decisions than human recruiters because of the lack of bias. However, most of the companies selling this software also note that AI programs are only as good as their programming. What do you believe are some of the benefits and potential pitfalls of using this technology?
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