Literature Review: Analyzing Sustainable Consumption Patterns
Consumers have different consumption patterns. Due to these consumption patterns, organizations produce different products for customers. Through different consumption patterns, people contribute to the current environmental condition. It has been revealed that companies are intending to produce environmentally friendly products for customers to reduce the environmental impact. However, these sustainable products are quite expensive as compared to the conventional product. These products are out of reach, and normally the customer avoids buying due to the low income. Thus, the compensation regulation can play a major role in this regard. Every organization must be regulated to depict a reasonable compensation to buy these products. It is a fact that consumers have limited time and financial resources to buy green products. Thus, there is a relation between US Federal Pay Regulations and the consumption patterns.
Over There: Enforcing the 1991 Civil Rights Act Abroad
History of the Act
The Civil Rights Act of 1991 is an effective federal regulation that enables the rights of employees. This law is made for these employees who have sued their employees over different discrimination issue. Also, employees can be protected from emotional distress. Congress enacted the Civil Rights Act in 1991. Congress made this law to make the Supreme Court make effective decisions to prevent discrimination. The law added the subsection to Title VII in 1991. Plaintiffs were to prove the motivation of the employee over the discrimination. In 1964, the related law was made. The 1991 civil law rights are an improvement of that law (Baxter, 1993).
Why was it created?
The pertinent reason to create this law is to prevent employees from the discrimination over religion, race, sex and national origin. Interestingly, this law is triggered by the equal employment opportunity commission. Moreover, it was created by the federal government to regulate national and foreign firms to keep employee rights. These firms had to implement this law to sustain the business. Furthermore, this law is a great assistance to small and large organizations to create an effective organizational culture, which enables the protection of the human or employee’s rights and streamline equal opportunities (Baxter, 1993).
How it influenced the area of human resources and compensation
The civil rights act of 1991 has created an impact on the human resource process of organization. Equal employment opportunities and compensation are two major elements that have been reshaped by the companies. For Instance, by integrating this law, the human resource management has enabled a culture which prohibits the discrimination many companies contain the pay discrimination. Pay discrimination is illegal and against this law. Few people are preferred regarding an increase in pay and other rewards. Thus, the enforcement of this law is a major change for companies and employees. The firm designs criteria to pay employees. According to rank and position in the company, every employee has to get what he deserves. On the other hand, the compensation policy of the company is also triggered by this law. Local and firing firms have to reshape their compensation plan. In other words, the element of the discrimination has been decreased by companies to enable employees or workers reshape their buying patterns and have access to sustainable products (Baxter, 1993).
What the future holds for the act
The future of this act is bright. It is a fact that there are many companies in the United States of America, which are sued by employees overpay discrimination issues. The numbers of cases are increasing with the passage of time, and it is also increasing the value of this law. However, the investigation is quite expensive, as foreign firms are refusing to cooperate in the investigation process. Thus, to streamline the law in the future, the federal government has to make some amendments. Depending on different cases and reservations of different firms, the law is to be extended. Foreign employers are to be assessed or measured regarding three major factors. These factors are full compliance, fatal denial, and stonewalling. The right to sue the employer has also been streamlined, and it opens ways for federal regulators (Baxter, 1993).
How it affected the employer and the employee
The impact on employer and employee is in the limelight. If an employee sues his employers over any discrimination or emotional distress, he is responsible for proving it. A huge penalty can be imposed by the court if an employee proves the discrimination, especially the pay discrimination. On the other hand, the impact of the employee is also positive in my opinion because this law regulates the employers to protect employee rights. There is a great chance for companies to retain its best people by paying or treating them fairly and build a strong employee force (Bogardus, 2009).
Do you agree with this act? Why or why not?
Yes, I agree with this act. It helps people gain their rights and improve the living standards in this contemporary era. The Civil rights act of 1991 enables employees and the management to work together and make effective policies. Civil rights act of 1991 is done for people, and federal government and employers, including national and foreigners, are liable to enforce it effectively. Paying and treating employees equally creates opportunities for people to change their behavior and become assertive customers when navigating sustainable products in the market (Bogardus, 2009).
References
Baxter, G. W. (1993). Over There: Enforcing the 1991 Civil Rights Act Abroad. Employee Relations Law Journal, 19 (2), 257.
Bogardus, A. M. (2009). PHR / SPHR Professional in Human Resources Certification Study Guide. John Wiley and Sons.
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