Cultural Induction: Enhancing Diversity and Inclusion in the Workplace
Added on 2019-11-26
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Languages and Culture
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Running head: ASSIGNMENT ON MAORI CULTUREAssignment on Maori cultureName of the StudentName of the UniversityAuthor note
1ASSIGNMENT ON MAORI CULTUREAnswer 1. When the recruiter has to choose only two candidates for the job in an IT serviceorganization out of the given four candidates, then the recruiter must recruit the candidatewho belongs to the maori group and the other person should be the Indian candidate. Themanagement should recruit these two candidates as, the candidate from maori subculturegroup, is unfortunately is seen as a backward class in the land of New Zealand and they aredeprived of many modern facilities and social securities (Te Huia & Liu, 2012). In this case,it is seen that the maori candidate has below average qualification due to various oppressionsand lack of opportunities, but he or she has a enthusiasm to succeed in life and this kind ofpassion can force the candidate to do something beyond the expectation, to prove what theyare capable of. On the other hand, the Indian candidate also needs to be recruited as he has allthe necessary qualifications to get selected but he has work experience only in his owncountry (Orange, 2015). In this situation the organization has already chosen the maoricandidate despite his lack of needed qualification to give him a chance to showcase his or herskills but for choosing the second candidate, they had to keep it in mind that they should notcompromise with qualification (Sorrenson, 2013). Thus the Indian candidate becomes theautomatic choice. The Indian candidate might not be accustomed with the way of working inNew Zealand, but having relevant work experience and needed academic qualifications, itwould not be a problem for him to get accustomed to the way of working in a differentnation.Answer 2.According to the regulations led out by Human Rights Commission, there are somespecified acts while recruiting candidates for work purpose, which can be categorized asdiscrimination in the recruitment process. In this case, it can be said that the recruitment
2ASSIGNMENT ON MAORI CULTUREprocess should not be biased on the ethnicity of the candidate, thus the Human Rightscommission would entertain no racial discrimination. Another act that is forbidden by theHuman Right Commission is, religious discrimination. It can be said that, the recruiters mustkeep in mind the recruitment process should not be biased on the religious beliefs of thecandidate as doing so would violate the laws of discrimination that is set by the HumanRights Commission in New Zealand (Muriwai, Houkamau & Sibley, 2015). In today’s world in most of the organizations, multicultural background is commonincluding various religious beliefs. Some people do some rituals those are important in theirreligious branch and some wear different types of hairstyles, some people keep beard, andorganizations must respect these (Laudon & Laudon, 2016). It is a matter of fact that, iforganization restricts them from performing their religious acts the motivation level of theworkers would suffer and showing any kinds of negative remarks in the recruitment processregarding these sensitive issues would be counted as religious discrimination. On the otherhand if the recruiters discriminate the candidates according to their race are it in a direct wayor indirect approach it would be definitely counted as racial discrimination in the process ofrecruitment and that is not at all tolerable (Muriwai, Houkamau & Sibley, 2015).Whenever the recruiters select a candidate being biased on other criteria apart fromthe work experience and the academic qualification, it can be said that discrimination ispresent in the recruitment process. The best way to escape from the claims of discriminationin the recruiting process is by hiring candidates by very closely following the criteriadeveloped by the management of the organization and maintaining uniformity in the processof the hiring (Laudon & Laudon, 2016). Apart from that, the recruiters must provide a briefdetails regarding why the candidate did not get selected to avoid these kinds of unwantedallegations ethically.
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