You are the newly appointed personnel coach for a large beverage distributor. Your new job responsibilities include top all appli stinkerts for promotions to management positions. Your companys usual summons is for the personnel director to screen applicants and select the top collar for further interviews with management. You also know that the president of the company does non want a woman on his personal staff. Your latest decision is difficult because your most recent vacancy is on the presidents personal staff and your top terce applicants are female. You can disseminate the leash applicants to the president and cargo area to fall upon what happens. You can rethink your selection criteria and try to nominate a male applicant in the top three. You can reopen the position, hoping to attract additional qualified applicants. You can portray the president about his discriminatory posture. You also have early(a) options. What would you do? What should you do?
(Shockley-Zalabak. Fundamentals of Organizational Communication: Knowledge, Sensitivity, Skills, Values, seventh Edition. Pearson Learning Solutions pp. 125 - 126).
If I were the newly appointed director for a large beverage distributor, and my president only precious male applicants, it would be difficult to basically give up my job personally.
Unfortunately, unethical behavior is an issue that is hard to cancel at some point in ones career. It is the elephant in the way of life that no one wants to speak about. If I only had three qualified female candidates, I would send them to the president and see what happens. This way, he can reject them and at least they delineate a chance. If he asks why I continue to send them, I would say, it is unehtical and that they are qualified. It would be made clear that if a male applies and is qualified, he will be sent in for an interview.
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