Due Date: July 14, 2016 11:55 PM 1. You are to define the 10 terms below in your own word. 2. What Would You Do? Case Assignment Assignment 1 Diversity A variety of demographic, cultural, and personal differences among an organization's employees and customers Affirmative Action Purposeful steps taken by an organization to create employment opportunities for minorities and women. Surface-Level Diversity Differences such as age, sex, race/ ethnicity, and physical disabilities that are observeable typically unchangeable, and easy to measure. Deep Level Diversity Differences such as personality and attitudes that are communicated through verbal and nonverbal behaviors and are recognized only through extended interaction with others. Social Intergration The degree to which group members are psychologically attracted to working with each other to accomplish a common objective Age Discrimination Treating peoply differently (e.g. hiring, firing, promotions, and compensation decisions) because of their age. Sex Discrimination Treating people differently because of their sex. Glass Ceiling The incisible barrier that prevents women and minorities from advancing to the top jobs in orginizations. Racial or Ethnic Discrimination Treating people different because of there race or ethnicity. Disability A mental or physical impairment that substantially limits one or more major life activities. Writing verbatim and/or plagiarism will result in a zero (0) grade. Below are six (6) effective steps along with examples to assist you with understanding how to paraphrase. 6 Steps to Effective Paraphrasing  Reread the original passage until you understand its full meaning.  Set the original aside, and write your paraphrase on a note card.  Jot down a few words below your paraphrase to remind you later how you envision using this material. At the top of the note card, write a key word or phrase to indicate the subject of your paraphrase.  Check your rendition with the original to make sure that your version accurately expresses all the essential information in a new form.  Use quotation marks to identify any unique term or phraseology you have borrowed exactly from the source.  Record the source (including the page) on your note card so that you can credit it easily if you decide to incorporate the material into your paper. Some examples to compare The original passage: Students frequently overuse direct quotation in taking notes, and as a result they overuse quotations in the final [research] paper. Probably only about 10% of your final manuscript should appear as directly quoted matter. Therefore, you should strive to limit the amount of exact transcribing of source materials while taking notes. Lester, James D. Writing Research Papers. 2nd ed. (1976): 46-47. A legitimate paraphrase: In research papers students often quote excessively, failing to keep quoted material down to a desirable level. Since the problem usually originates during note taking, it is essential to minimize the material recorded verbatim (Lester 46-47). An acceptable summary: Students should take just a few notes in direct quotation from sources to help minimize the amount of quoted material in a research paper (Lester 46-47). A plagiarized version: Students often use too many direct quotations when they take notes, resulting in too many of them in the final research paper. In fact, probably only about 10% of the final copy should consist of directly quoted material. So it is important to limit the amount of source material copied while taking notes. ASSIGNMENT 2 What Would You Do? Case Assignment   Circuit Court Macomb County, Michigan Hooters restaurants are known for spicy chicken wings, the Owl mascot (i.e., "Hooters") and Hooters' girls, dressed in, as the company describes it, "white Hooters tank top, orange shorts, suntan hose, white socks, solid white shoes, brown Hooters pouch, name-tag and of course ... a smile!" Hooters only hires female servers and readily admits that "the element of female sex appeal" is part of its business, but no more so, it argues, than the "socially acceptable" Dallas Cowboy Cheerleaders, Sport Illustrated swimsuit models, or Radio City Rockettes. Hooters states, "The 'nearly world famous' Hooters Girls are the cornerstone of the Hooters concept, and as part of their job, these all-American cheerleaders make promotional and charitable appearances in their respective communities. Hooters hires women who best fit the image of a Hooters Girl to work in this capacity." Hooters provides detailed guidelines on its website about hair, eyes, skin, makeup, and exercise. Consistent with maintaining the image of a Hooters Girl, all of its female wait staff must attend image classes and pass an image quiz. Hooters is being sued for discrimination by two waitresses from Roseville, Michigan: Cassandra Smith and Leeanne Convery. Smith received positive performance evaluations and was promoted to shift supervisor. But at her last evaluation, the 5'8" Smith says she was advised to lose weight and join a gym, despite dropping from 145 pounds, when hired, to her current 132.5 pounds. She says she was given 30 days to lose more weight, and when she didn't, was fired. Says Smith, "I had these two women from [Hooters headquarters in] Atlanta telling me I had 30 days to make an improvement, and I didn't know what I'm supposed to improve. I was proud of myself, working out the last months, losing 10 pounds to get ready for my summer body. For that (phone call) to happen, it was almost a slap in the face." Convery, who is 4'11" and weighs 115 pounds says she was also placed on weight probation and then fired, despite losing 15 lbs. In a written statement, Hooters said, "No employee in Michigan has been asked to lose weight and … the company does not enforce any weight requirement." Company spokesperson Mike McNeil said, "We never mentioned weight. We never mentioned pounds. We never mentioned scales." But, he said, "We have an image to uphold. We've been upholding it for 27 years. Hopefully, we'll be doing it for another 27 years." Moreover, he said, "You're hired based on the image you have when you walk through the door." As the judge in the case, you've got a number of key determinations to make. First, the women are basically arguing that being fired for being too heavy is akin to being fired because of their age, religion, sex, color, or national origin. In short, they say they're being discriminated against because of their weight. So, if Hooters fired them because they were too heavy, is that illegal under state and federal law? Second, Hooters will claim that the image of the Hooter Girl is central to their business and consequently allows them to discipline and fire waitresses for not maintaining that image. This is known as a bona fide occupational qualification (BFOQ). When a BFOQ is "reasonably necessary to the normal operation of that particular business," personnel decisions can be made on the basis of race, color, religion, sex, or national origin. Is the Hooter Girl image, and more specifically, the weight of a Hooter Girl, a BFOQ and thus a legally justifiable reason for Hooters' hiring, firing, and promotion decisions? Finally, Convery claims that since giving birth to her son, she has had problems maintaining her weight. In other words, having children changes a woman's physique, making it more difficult to return to one's pre-baby weight. If that's so, could she possibly have a legal case on the basis of the Americans with Disability Act? If you were the judge in this case, what would you do?