Internal Employee Selection
Seniority is the length of time that an individual has served in a certain job whether in an organization or department. I agree that seniority does not validly predict how one can perform in the job. This is because job performance should be based on quality but not the quantity of time. It is true that job experience can be used to predict ones performance. However, job experience is not about seniority but can be measured by the number of jobs one has performed, and also programs of training that one has attended. This shows that the employee has gained more knowledge and skills and thus can perform better. Therefore, it is not an ethical process for an organization to base their promotions on seniority.
Glass ceiling impacts women and minorities in organizations. These groups of people understand the term as a bias that deters them from progressing and reaching higher positions in the organization. There are different ways through which women and minorities can be barred from reaching these high positions. These include performance ratings based on biasness as well as organizational harassment (Heneman & Judge, 2008). To shatter this glass ceiling, an organization should shun from the traditional methods of selection. They should thus follow the policy of implementing KSAOs for all job applicants. This will then ensure that the assessment they carry out is related to the job. Further, the organization should apply uniform and consistent standards on all candidates who apply for promotion.
Response to YEKINI NABENA post
Though it may be viewed as a reward for the candidates loyalty to the organization, seniority is not related to performance on the job. The goal of organizations is to have good productivity. Therefore, the organization needs to have employees who can work towards achieving this goal and this is only through their performance. Loyalty should not be rewarded by promotion. Rather, there are other reward systems like gifts, recognition in AGMs and holidays. These would be better used to reward seniors.
Response to CHUKOTI SMITH post
It is true that job performance can not be measured quantitatively. Therefore, the productivity of seniors can not be increased by promotions. There are better ways through which an organization can make senior members more productive and this can be through trainings. With this, they gain more knowledge which is helpful in running the organization. This then ensures their maximum use where their goals as well as those of the organization are met.
Response to LAQUITA ANDERSON-RENFROE post
It is a traditional notion that people have to change that women can not perform the same way in their jobs like their male counterparts. Therefore, internal selections of employees and promotions should not be biased on gender. Instead every organization should develop a culture of diversity. This ensures respect for all people. Promotions and other employee selections should also be done following the applicants qualifications.
Response to CHARLENE CRAIG post
For an organization to advance, they should ensure that they use standardized and formal methods of assessing their employees. These methods should also be related to the job. Thus, the selection and employee promotions that the organization makes will ensure proficiency in job performance. To achieve this, the organization should have a selection plan which ensures that they do quality employee selection.
Heneman, H. G., & Judge, T. A. (2008). Staffing organizations.6th Ed. Boston, MA: McGraw-Hill.
James Peter is the author and is associated with meldaresearch.com which is a global custom thesis writing provider. If you would like help in essays, research papers, term papers and dissertations, you can visit BestEssaySite.Com