Case Study: Majestic Hotels and Resource

Running head: NURSING
Business ethics and sustainability
Name of the Student
Name of the University
Author Note

1NURSING
Case study: Majestic Hotels and Resource
Gender biasness is a highly crucial ethical business issue even in this era of
mordanization. It has been found that women earn approximately 80 percent of that of
men.Gender distinctions can be even more problematic since there are old stereotypes and wome
n are judged by standards different from men. The wellbeing of the workforce is essential for me
ntal health at work and can affect performance negatively (Carrasco et al., 2015). In this case
study, Adele Chan, a 45 years old executive in MBA has been victimized of gender
discrimination. In spite of possessing greater qualification as well as skills compared to a male
candidate, Chan was not chosen for the particular job. When Chan contacted the chairman of the
selection panel in order to obtain feedback, she had been told that they have not chosen her sine
as per them women struggles to demonstrate strong character and emotional resilience and hence
a man will be better for the post. As a student of management, I completely disagree with the
mentioned fact. As per my opinion, the chairman for selection has conducted an unethical
decision making that goes against organizational policies and procedures.
According to the researcher one of the most crucial ethical diagnosis tool on which the
degree of ethical biasness of a business decision making is measured is ‘value’. Value is defined
as the principles and ideals, which helps them in making the judgement of what is more
important. Ideally, an organization should possess the principle that candidate for a specific post
should only be selected on the basis of this qualification, experience and skill. Other factors like
age, gender or sexual orientation should not be valued (Aggarwal et al., 2014).
Employers engaged in unfair recruitment have tried, for a good number of reasons, to jus
tify discriminatory recruitment decisions.

2NURSING
Some employers thought women did not have the skills needed to perform non-traditional and hi
gher-paid jobs just due to their gender.
Other employers who recruited or promoted women to the position of supervisors or
managers prevented those women from achieving superior roles, known as the "glass ceiling.”
The glass ceilling theory describes a barrier for a specific group, in this case, female employees
who possess the right to observe higher ranks but are prevented to achieve the same. The glass
ceiling can be considered an inevitable result of gender stereotypes which shape beliefs about
how each gender should behave. Gender stereotypes also emphasise on the areas where one sex
may be deficient in comparison to the other sex (Keenan, Kemp & Ramsay, 2016). Despite the
ability of a woman to fulfill the needs of her job and further progress within an organization,
when considered against a man, they are often disregarded. The creation of an equality policy
helps men and women to gain access to equal jobs, advances and other benefits. In addition,
please make sure your employees comply with reminders and posting your policies in several
visible locations (and not just in the event of an incident).
According to the radical theory of women, sexes are adversely balanced, men have power
over women, and society and its different social relations can best be understood by their relation
ship to that situation. Radical feminists argue that all kinds of oppression are derived from a
system of patriarchal relations. In contrast, radical feminists treat gender segregation as the core
concept. Radical feminists consider concept of patriarchy as the basis of oppression in
employment.
The Australian Equal Employment Opportunity Commission and every State and Local
Fair Employment Practices Agency implement many anti-discrimination legislation. The earliest