HUMAN BEHAVIOR IN ORGANIZATIONS

Identify 3 national equal employment opportunity laws that impact JetBlue`s hiring practices

The Equal Employment Opportunity (EEO ) law so that you can develop HR systems that are consistent with legal requirements and make HR decisions that is legally defensible . Jetblue Airways , implement equal opportunity to race , nationality and gender . Gary Bryner stressed out that equal employment authority (EEO ) exemplify the goal that employment decisions be free of considerations of race , color , national origin religion , and sex . It lies on the standard of nondiscrimination---that employees and applicants for employment not be judged

on factors other than merit and qualifications (Bowman , 1988 . Substantial research on sex differences in ethics fails to provide a consistent pattern of results . Sometimes men and women differ from one another , sometimes they do not . We suggest that men and women may perceive that there are differences in moral development , ethical values , ethical sensitivity and ethical behavior , and that these perceived differences have important implications for practice and research (Schminke , 1999

Job analysis is a basic requirement for developing valid selection procedures according to both professional and legal (Equal Employment Opportunity Commission 1979 ) testing guidelines . Its value for structuring interviews was recognized by McMurry (1947 . It is not expected to enhance reliability , but there might be a weak positive relationship if it limits the domain in the interview . The Conway , Jako Goodman (1995 ) meta-analysis showed a low positive relationship between job analysis and reliability , which they interpreted as an indirect effect . It is expected to influence all three types of validity . Job analysis should enhance job-relatedness , partly because it allows the interviewer to obtain job-related samples of applicant behavior (Dipboye Gaugler 1993 . Job analysis should enhance the amount of job information brought into the interview , thus decreasing deficiency . Similarly , by focusing the interview on job-related content it should reduce contamination . Without a job analysis to provide a common frame of reference , interviewers might base the interview on idiosyncratic beliefs about job requirements (Dipboye 1994

B . Recruitment efforts

Internal Recruitment

Human-resource planning is the first step in effective human-resource management as it involves forecasting the human-resource needs of the organization and planning certain useful and important steps that the organization must take in to meet those human resource needs that will contribute a high percentage for its overall success as human-resource planning should be connected to the organization 's strategic objectives and mission (Butensky and Harari , 1983 ) It can be said that human-resource planning is a challenge because the needs of the organization are constantly changing and sometimes do not converge and such challenge can be greater if the recruitment pool is limited or if the people in charge of human-resource management have not been trained to forecast the Jetblue Airways needs to maintain and achieve success in all areas of concern (Butensky and Harari , 1983

External Recruitment

According to Daniel and Metcalf (2001 , recruiting is part of the over-all management function of staffing that serves a major role player in ensuring that company strategies will be implemented...