Equity in Human Resource Management
The effective Human Resource Management in an organization requires an exceptional standard set for motivation, job design, reward system and equity. Nowadays, people are more willing to avoid unfair treatment in the workplace than any other aspect. The fundamental concept behind Equity is an attempt to balance what has been put in and taken out at the workplace with a feeling of justice being served. Unconsciously, values are assigned to many various contributions made to the organization, hence causing an air of misbalance in the environment. There has always been a disparity in the view on the desirability or the cost effectiveness of policy measures. The importance of equity or reducing discrimination has gained a lot of attention in the labour market (Milkovich, Newman & Ratnam, 2009).
The importance of Human Resource management is associated with the beginning of mankind. As the knowledge of survival had begun including safety, health, hunting and gathering, tribal leaders passed on the knowledge to their youth. However more advanced HRM functions were developed as early as 1000 B.C and 2000 B.C. Since the modern management theory took over, the working environment was transformed into a more friendly and safe work place. The workers were termed as most valuable resources. While some companies took the human side of employment seriously, there were others who did not find it mandatory. Hence they faced huge labor unions and factory shut downs (Henning, 2001).
The first ever corporate employment department formed for labor concern was created by the B.F. Goodrich Company during 1900. In the 1960s and 1970s the federal government enforced fair treatment of workers, such as the Equal Pay Act of 1963, the Civil Rights Act of 1964, the Employee Retirement Income Security Act of 1974 (ERISA), and the Occupational Safety and Health Act of 1970. The national Labor Relations Act 1935 remained the basic US labor law through the 1990’s. It played a vital role in augmenting the power of unions and the importance of the personnel managers. Because of these acts, companies strictly began to emphasis on HRM to avoid lawsuits for violating this legislation. These regulations shaped a new legal role for HRM professionals. Moreover, during the 1970s, HRM gained status as a recognized profession with the advent of human resource programs in colleges. Research has developed a whole management subject whereas the Neo-classical theory had an entirely opposite theory. They argued that in a competitive market there is no need of labor equity laws as it is impossible for the employers to develop an act of favorism or discrimination. They are of the view that since the employer’s productivity is at stake he would not go against its people based upon his personal likeness or prejudice. They say that the market is a self-regulating mechanism which has no external interferences as this would...