Paper Summary:

This writer first argues that forms of prejudice against certain groups in his/her future occupation are unjustified. The writer contends that there is no room in a well managed human resource service for prejudicial behaviors because there are laws against such activities, but even more importantly, perhaps, because prejudicial behaviors might adversely affect the ability of the human resource director to recruit the most qualified candidate for a position. The writer then presents a contrasting position that some forms of prejudice against certain groups are justified. The writer argues from this perspective that it makes good business sense to rely on one's professional experience, expertise and intuition in formulating hiring decisions, provided they do not violate the law of the land.

Outline:
Position 1: All forms of prejudice against certain groups in my future occupation are unjustified
Position 2: Some forms of prejudice against certain groups in my future occupation are justified

From the Paper:

"Most organizations today emphasize that their most valuable resource is their human resource component and this is for a very good reason. Because organizations are by definition comprised of people and virtually everything worthwhile in the world is accomplished through an organization of one sort or another, it is clearly the people that make up the organization that are making things happen. In this author's future occupational capacity as a human resource director, it would be both foolhardy and most likely criminal to engage in any type of prejudicial behaviors that automatically classifies a group of people according to preconceived stereotypes, no matter whether these are good or bad. According to Black's Law Dictionary (1991), prejudice is "A forejudgment, bias; partiality; preconceived opinion. A leaning towards one side of a cause for some reason other than a conviction of its justice" (1179)."

Sample of Sources Used:

• Black's Law Dictionary. St. Paul, MN: West Publishing Co., 1991.
• De Meuse, Kenneth P., Eau Claire and K. S. O'Neill. 2007. "A Longitudinal Evaluation of Senior Managers' Perceptions and Attitudes of a Workplace Diversity Training Program." Human Resource Planning 30(2): 38-40.
• Griffin, Ricky W. and Anne M. O'Leary-Kelly. The Dark Side of Organizational Behavior. San Francisco: Jossey-Bass, 2004.
• Mathews, Audrey. 1998. "Diversity: A Principle of Human Resource Management." Public Personnel Management 27(2): 175-176.
• Stein, Michael Ashley. 2003. "The Law and Economics of Disability Accommodations." Duke Law Journal 53(1): 79-80.

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