How Managers can avoid discriminating against any employee when creating a employee development plan

July 6, 2023July 6, 2023 Discipline: Business and Management

Instructions ***How can managers avoid discriminating against any employee when creating an employee development/motivation program? Requirements: Cover Page 2-3 pages (double spaced) APA (7th edition) formatted content that includes an introduction, body, and conclusion. Reference page with at least three quality/scholarly sources (the textbook is recommended to use as one).***

  Details for assignment are attached. I believe the approach is to give suggestions on how a manager can create an employee development/ motivation plan that’s fair to everyone.  The suggestions I would like to include are listed below and the source where the information is from. 


*Scrutinize policies and practices for signs of any biases (age, gender, nationality, disability, religion, pregnancy, serial orientation..etc)
*Make all decisions about development opportunities on an individual-by-individual basis.
*Rely on job-related criteria, not stereotypical assumptions.
*Communicate with all staff about skill development 
*Jointly prepare a development plan for each employee. Jointly set goals.

All suggestions came from the journal article below:

“Learning, Not Litigating: Managing Employee Development and Avoiding Age Discrimination”
Todd J. Maurer, & Nancy E. Rafuse. (2001). Learning, Not Litigating: Managing Employee Development and Avoiding Claims of Age Discrimination. The Academy of Management Executive (1993-2005), 15(4), 110–121. http://www.jstor.org/stable/4165790




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