Overcoming Discrimination in Sport Management: A Systematic Approach to Affirmative Action

1989 ◽  
Vol 3 (2) ◽  
pp. 151-157 ◽  
Author(s):  
Jed Friend ◽  
Arnold LeUnes
Keyword(s):  
Affirmative Action ◽  
Systematic Approach ◽  
Sport Management ◽  
Job Analysis ◽  
Professional Baseball ◽  
Hiring Decisions ◽  
Job Descriptions ◽  
Affirmative Action Policy ◽  
Managerial Performance ◽  
Management Positions

Recently the issue of fairness in the recruitment, selection, and placement aspects of personnel management for professional baseball teams has been questioned. The only seemingly correct solution to the lack of minorities in sport management positions has been oriented toward developing and implementing affirmative action programs. This paper discusses an approach to affirmative action that emphasizes (a) job analysis, (b) job descriptions, and (c) prediction of managerial performance. It therefore serves as a caveat for those organizations that feel an adequate affirmative action policy, as a single entity, is the proper remedy for correcting past discriminatory hiring decisions.

Determinants of Interrater Reliability of Job Analysis: A Meta-analysis

2002 ◽  
Vol 18 (1) ◽  
pp. 52-62 ◽  
Author(s):  
Olga F. Voskuijl ◽  
Tjarda van Sliedregt
Keyword(s):  
Data Collection ◽  
Interrater Reliability ◽  
Meta Analysis ◽  
Job Analysis ◽  
Job Descriptions ◽  
Job Description ◽  
Research And Practice ◽  
Descriptive Information ◽  
Interrater Reliability Coefficients ◽  
Reliability Coefficients

Summary: This paper presents a meta-analysis of published job analysis interrater reliability data in order to predict the expected levels of interrater reliability within specific combinations of moderators, such as rater source, experience of the rater, and type of job descriptive information. The overall mean interrater reliability of 91 reliability coefficients reported in the literature was .59. The results of experienced professionals (job analysts) showed the highest reliability coefficients (.76). The method of data collection (job contact versus job description) only affected the results of experienced job analysts. For this group higher interrater reliability coefficients were obtained for analyses based on job contact (.87) than for those based on job descriptions (.71). For other rater categories (e.g., students, organization members) neither the method of data collection nor training had a significant effect on the interrater reliability. Analyses based on scales with defined levels resulted in significantly higher interrater reliability coefficients than analyses based on scales with undefined levels. Behavior and job worth dimensions were rated more reliable (.62 and .60, respectively) than attributes and tasks (.49 and .29, respectively). Furthermore, the results indicated that if nonprofessional raters are used (e.g., incumbents or students), at least two to four raters are required to obtain a reliability coefficient of .80. These findings have implications for research and practice.

ANALISIS JABATAN DAN PENENTUAN INDIKATOR PRESTASI KERJA DIVISI FINANCE DAN ACCOUNTING PADA PT. SPM

2016 ◽  
Vol 1 (2) ◽  
Author(s):  
Linda Mora Siregar
Keyword(s):  
Working Conditions ◽  
Work Performance ◽  
Job Analysis ◽  
Job Descriptions ◽  
Job Responsibilities ◽  
Job Description ◽  
Employment Relationships ◽  
Job Requirements ◽  
Job Functions ◽  
The Subject

This study aims to determine the work performance of the finance and accounting division at PT. SPM. The subject of this research is the finance and accounting division. The method in this research uses questionnaire and interview techniques. The results show that job descriptions, job requirements and employee KPIs that are in line with current company conditions can be compiled and determined. Job / job description contains all information regarding job identity, job functions, job authority, duties and main job responsibilities, other tasks, work documents, working conditions, and employment relationships. Keywords: Job Analysis, Work Performance Indocators Penelitian ini bertujuan untuk mengetahui prestasi kerja divisi finance dan accounting pada PT. SPM. Subjek penelitian ini adalah divisi finance dan accounting. Metode dalam penelitin ini menggunakan teknik koesioner dan wawancara. Hasil penelitian menunjukkan bahwa uraian pekerjaan, persyaratan jabatan dan KPI karyawan yang sesuai dengan kondisi perusahaan saat ini dapat disusun dan ditetapkan.Uraian pekerjaan/jabatan memuat semua informasi mengenai identitas jabatan, fungsi jabatan, wewenang jabatan, tugas dan tanggung jawab pokok pekerjaan, tugas-tugas lain, dokumen kerja, kondisi kerja, dan hubungan kerja.   Kata Kunci: Analisi Jabatan, Indikator Prestasi Kerja.

After Kalanke and Marschall: Affirming Affirmative Action

1998 ◽  
Vol 1 ◽  
pp. 199-215 ◽  
Author(s):  
Sandra Fredman
Keyword(s):  
Affirmative Action ◽  
European Court Of Justice ◽  
Reverse Discrimination ◽  
The European Union ◽  
Advocate General ◽  
Affirmative Action Policy ◽  
Court Of Justice ◽  
European Court ◽  
Near Future ◽  
Action Case

Is it legitimate to use discriminatory policies to achieve equality? As official support for reverse discrimination or affirmative action policies becomes more common among member states of the European Union, so does the potential for legal challenge. Yet no clear answer has yet been given by the European Court of Justice. The controversial European Court of Justice decision in Kalanke, striking down an affirmative action policy, was followed only two years later by that in Marschall, which signalled a significant change in approach to affirmative action policies. This change of attitude is likely to be tested in a variety of different ways in the near future. The next affirmative action case, Badeck, is now awaiting the opinion of the Advocate General, and a Swedish case is waiting in the wings. Both these cases are likely to take the Court into far stormier waters than those already traversed in Kalanke and Marschall.

scholarly journals MENATA TUGAS KELOMPOK SADAR WISATA (POKDARWIS) SUKODONO DENGAN PENDEKATAN ANALISIS JABATAN

2020 ◽  
Vol 9 (11) ◽  
pp. 3490
Author(s):  
Erna Resmiatini ◽  
Bramantyo Tri Asmoro
Keyword(s):  
Data Analysis ◽  
Data Collection ◽  
Qualitative Method ◽  
Qualitative Data ◽  
Applied Research ◽  
Job Analysis ◽  
Business Development ◽  
Job Descriptions ◽  
Job Description ◽  
Development Section

This research is an applied research focused on solving problems experienced by the Sukodono Tourism Awareness Group (Pokdarwis). The results of preliminary observations showed that they did not understand the tasks to be carried out. Therefore, this study aims to analyze and compile job descriptions of Pokdarwis Sukodono. The method used is a descriptive qualitative method, with a job analysis approach that adapts the steps of Dessler's (2010) job analysis and qualitative data analysis by Miles & Huberman's model (1994). Meanwhile, the data collection techniques in this study were interviews, observation, and documentation. The result obtained is job description of Pokdarwis Sukodono starting from the Chairman to the Business Development Section. This result is obtained after conducting repeated job analysis to obtain a credible job description. The results of this study bring enormous benefits to the management of Pokdarwis Sukodono, because now the management has a clear duty reference in working as a tourism agent in their area. Keywords: Job Analysis; Job Description; Pokdarwis.

scholarly journals Black middle managers' experience of affirmative action in a media company

2006 ◽  
Vol 32 (1) ◽  
Author(s):  
Barnard B Motileng ◽  
Claire Wagner ◽  
Nafisa Cassimjee
Keyword(s):  
South Africa ◽  
Job Satisfaction ◽  
Affirmative Action ◽  
Middle Managers ◽  
Employment Opportunities ◽  
Affirmative Action Policy ◽  
Highly Sensitive ◽  
Shared Culture ◽  
Action Policy ◽  
Media Company

Affirmative action remains one of the most highly sensitive, emotive and hotly debated subjects in South Africa. It is nevertheless an important legislated strategy that needs to be thoroughly researched and constructively debated to bring change to the lives of previously disadvantaged individuals. The present study describes how five black middle managers experience affirmative action at a media company. Emphasis was placed on how these managers define affirmative action, whether they feel that others question their abilities because of this policy, and the extent to which affirmative action affects their job satisfaction and commitment to the organisation. Results of the study revealed that participants experienced affirmative action positively as a mechanism that provides employment opportunities, but encounter many challenges and obstacles. These problems can be addressed by sustained commitment from organisations to make the function of the affirmative action policy explicit and to create a shared culture in the workplace. Opsomming Regstellende aksie is tans ’n sensitiewe saak wat vurige debat en emosies in Suid Afrika uitlok. Dit is egter ’n belangrike wetlike strategie wat deeglik nagevors en konstruktief gedebatteer moet word om verandering in die lewens van vorige benadeeldes te bring. Die huidige studie beskryf hoe vyf middelvlak bestuurders regstellende aksie by ’n mediamaatskappy beleef het. Klem word geplaas op hoe hierdie bestuurders regstellende aksie definieer, of hulle voel dat ander hul vaardighede betwyfel as gevolg van hierdie beleid, en die mate waartoe regstellende aksie hul werksbevrediging en verbintenis tot die organisasie beïnvloed. Resultate wys dat die deelnemers regstellende aksie positief beleef het as ’n meganisme wat werksgeleenthede skep maar data heelwat uitdagings en struikelblokke beleef word. Hierdie probleme kan aangespreek word deur volgehoue verbintenis van organisasies om die regstellende aksie beleid meer eksplisiet te maak en ’n gedeelde kultuur in die werkplek te skep.

Gender in Mock Hiring Decisions

1996 ◽  
Vol 79 (1) ◽  
pp. 275-278 ◽  
Author(s):  
Nicole Foster ◽  
Sherry Dingman ◽  
Jessica Muscolino ◽  
Michael A. Jankowski
Keyword(s):  
College Students ◽  
Human Resources ◽  
Job Analysis ◽  
Role Playing ◽  
Human Resource Managers ◽  
Hiring Decisions ◽  
Men And Women ◽  
Business Courses ◽  
Resource Managers ◽  
Gender Specific

On the basis of reviewing three resumés, 80 college students (44 women, 36 men), role-playing as human resource managers, were asked to recommend a candidate for a sales position at a brokerage firm. The apparent gender of candidates for the position was manipulated by assigning names that were gender-ambiguous or gender-specific to a given resumé. Students were asked to select one of three candidates: (1) the most qualified, (2) the less qualified for whom gender was ambiguous, or (3) the less qualified who differed in gender from the most qualified. Students were also asked to select a second candidate for an interview for the job. Analysis indicated both men and women favored their own gender. Only 56% of these college students who were enrolled in psychology and business courses, which should serve as some foundation for a career in human resources, actually selected the most qualified applicant.

Sign in / Sign up

Export Citation Format

Share Document