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Essay / Research Paper Abstract
A 3 page paper. The hypothetical case involves an account executive who alleges he was not promoted to Director because of religious discrimination. The essay reports the highlights of the scenario, and the writer's conclusion that there was no religious discrimination. Bibliography lists 2 sources.
Page Count:
3 pages (~225 words per page)
File: MM12_PGrlgds.RTF
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Unformatted sample text from the term paper:
he sits alone reading his Bible during lunch, he wears only a black suit, white tie and shirt. He has been a very successful account executive for this public relations
firm and believes he deserves the promotion. The vice-president explained to Edward that he was not promoted because he did not fit the image of a director, he lacks networking
skills and he lacks client relations skills. Only the third reason is questionable. Edward has brought in more accounts than any other account executive, many of which were churches. However,
there is a significant difference in the skills needed to sell and sign an account and managing and following through on those accounts. This writer does not believe Edward
is the object of religious discrimination. Edward is not performing the actions that public relations directors need to perform. Like many jobs, public relations is very nearly a 24/7 job.
The directors in this type of firm need to be available to work with clients when they need and want that contact. Also, like it or not, the public judges
a company by how their representatives look, by their appearance. Edwards plain clothing may do well when meeting individually with church officials and even with other private company representatives but
it will not bode well with most major corporations. Religious discrimination is found in Title VII of the Civil Rights Act of 1964, which "prohibits employers from discriminating against
individuals because of their religion in hiring, firing, and other terms and conditions of employment" (The U.S. Equal Employment Opportunity Commission, 2002). The Act also requires employers to make reasonable
accommodations for individuals "unless to do so would create an undue hardship upon the employer" (The U.S. Equal Employment Opportunity Commission, 2002). At this particular company, account executives meet
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