'hould Kroger Pay Now For What Ralphs’ Employee Did Then? Essay\r'

' campaign 1. Should Kroger exonerate up Now For What Ralphs’ Employee Did Then? header 1: Assuming that the store and district managers of Ralphs sure maladys about Misiolek’s behavior jump in 1985, but that these complaints did not make headway Ralph’s headquarters in Compton, do you believe that the judge is right in holding that the troupe as a whole should not be held trustworthy for his follow ups? Should the attach to be held responsible for policies that hold open complaints from reaching headquarters?\r\nRalphs Grocery Co. should be held responsible because Ralphs’ precaution did not avail feedback, complaints from employee to headquar ter. There was also no go for mechanism on Ralphs Grocery Co. The virtu every(prenominal)y important thing that should be underlined is In April 1996 several women already complained to Ralph’s management but the company did not bewilder any action to discipline Misiolek. Misiolek was not removed from his military posture as store manager, but instead moved the kick women to other stores.\r\nQuestion 2: What frame of punishment do you believe would be appropriate for Ralphs? In your view, was the $33.3 million penalisation excessive? Explain.\r\nThe penalty should be compensatory and punitive damages. It would be such a intimately idea based on compensatory jurist principal. The $33.3 million penalty is excessive depending on how a good deal the cost to rehabilitate the victims and how much the victims were aggrieved. I conclude that $33.3 million penalty was excessive because the psychological impact for any(prenominal) employees was not seriously same with. take out for those who was grabbed, touched, patted, hugged, touched their breasts which was way more(prenominal) foetid should be give much more than rehabilitation cost penalty. Question 3: Should Kroger hurt to hand for events that happened before it took everywhere the chain of supermarkets?\r\nEthically Kroger should not pay at all. But actually it depends on the acquisition contract between Kroger with Fred Meyer and Fred Meyer with Ralphs. Question 4: Many states (but not California) repeat federal rules that place a punk of $300,000 on punitive damages in harassment cases. Is such a poll a good idea from an honest point of view? Explain.\r\nIn reflexion same with question number two, so it is not good idea for flattening punishment. It should happen the cost to rehabilitate the victims and how much the victims were aggrieved. put away punishment should be considered.\r\nQuestion 5: What can a company do to make sure that a circumstance like Misiolek’s does not come up? Why do you call in Ralph’s allowed Misiolek to concern managing stores?\r\nA policy that should be exist argon written with zero-tolerance policy prohibiting sexual harassment, conduct some mark off mechanism by facilitating employee feedback, online complain media, supervisory for manager, All complaints must thoroughly investigated. Ralphs allowed Misiolek to continue managing store because of his capability to achieve gain at the stores that he manage and of achieving minute bottom line figures at those stores.\r\nCASE 2. Wal-Mart’s Women\r\nQuestion 1: What fiscal impact do you speak up the face could potentially have on Wal-Mart?\r\nIf the equity suit was successful the company would have to pay all the compensation bar which was about 86 million dollars to its broad(a) 1.6 million female employees .Which in defraud would be a big speed of light to the company’s financials, and also with the deteriorating sign caused by the issue they might by chance lose out on an immense amount of customers leading to further financial implications. It would also result in higher(prenominal)(prenominal) prices in the store because the company would pass judgment to make up for all the departure incurred cause of the particular suit. Question 2: What are the major moral complaints of the females suing Wal-Mart? Do you believe these moral complaints are reassert? Why?\r\nThe major complaints launched by the women were that the company (wal-mart) discriminated against female employees in promotions pay, management facts of life and job assignments. The women utter that promotions in wal-mart were dark towards men, where men were promoted much faster and at a much frequent place then women. They also stated that in that location was a pay gap between men and women where two batch of distinct gender on the same positions were gainful differently and women were often paid fair lower than the men. I think feel the complaints are valid.\r\nIf you are in a job and you see other coworkers getting hired whom are less(prenominal) subject than you are then I think that the complaints are valid. If more than one complaint is being made about the company then an investigation is warranted. The complaints are confirm if you apply for a position or inquire about a position and the company doesn’t give you an fortune but then turn around and hire a male whom is less qualified than you are. That’s reason to make a concrete decision and go forward. I would have done the accurate same thing. Question 3: What factors do you think might account for the discrepancies the Drogin treat uncovered?\r\n1) wrong perception of higher level employees towards females. 2) Subjective analysis of functioning\r\n3) Biased promotion policies\r\n4)Lack of clearly stated promotion criteria and enlist structure. Question 4: What, if anything, do you think Wal-Mart should do to illuminate these discrepanc ies? Should the company institute an â€Å"affirmative action” promotion syllabus for female employees? If so, what should this program look like?\r\nTo correct the higher up issues wal-mart should try and place an monitoring schema which would monitor the promotion procedure and the proportion in which male and female employees are promoted, try and specify the promotion criteria and wage structures and make it’s even for all employees regardless of their gender so as to avoid situations like this in the future. exigent action and measures should be taken against people encouraging gender discrimination in the company i.e the managers as stated in the case. Question 5: Do you think the women deserve to win their lawsuit?\r\n'