The Big Stink at Darius D'Amore's Fragrances, Inc
Notice bibliographique
Résumé
CASE DESCRIPTION This is a field-based disguised case which describes treatment of employees within Darius D'Amore's Financial Administration Division. case describes a brief history of several employees who filed a lawsuit against the firm claiming racial, disability and gender discrimination after they were overlooked for promotion, or were poorly treated, and eventually terminated. case has a difficulty level appropriate for a junior level course in human resource management, business ethics, or principles of management. case is designed to be taught in one class periods (may vary from fifty-five minutes to eighty minutes depending upon the course structure and the instructional approach employed) and is expected to require between four to six hours of outside preparation by students. CASE SYNOPSIS Derived from observation and field interviews, the case describes the plight of several workers within Darius D'Amore's Financial Administration Division and what incidents lead to their eventually filing a lawsuit against the firm. Rich Rogers, 43, had been with the company as a supervisor in the Corporate Credit Department since 1997. Mr. Rogers, a white male, had his Bachelor's degree in management and was enrolled in an MBA program at a local University. Rogers was fighting stage 4-lung cancer since 1996. His condition was not revealed to the Company or his co-workers until 1998. He made his condition known at that time because he needed to take a two-month leave to have bilateral lung surgery. Mr. Rogers, on several occasions, felt that he was passed over for promotion because of his illness and questioned why he was training his supervisors if he wasn't qualified for the job. When Rogers brought up several racial incidents to the head of the Division, Kevin Simmons, he was told to mind his own business and that no matter how hard you work, you will never be promoted. Several other racial and discriminatory incidents occurred that impacted and/or were observed by Les Ford, a 44 year old African American employee, and Jasmine Young, a 2 5 year old African American female. Their complaints to both management and human resource management went unheeded and eventually Rogers and Young were fired while Ford quit. case ends with the three of them bringing a lawsuit against the firm. INTRODUCTION The Job Position Opening Policy is to first post the job internally and if no qualified candidate is found, then the open position will be announced to the general public, stated Jeff Juda, Chief Financial Officer of Darius D'Amore, at a Finance Department meeting. Likewise, he continued, we fully abide by and support all laws and rules governing employment, especially those from the EEOC. What a load of bull! whispered Rich Rogers to Les Ford. Juda probably doesn't know what the hell's been going on in his own Department! But he will soon, responded Les. BACKGROUND Darius D' Amore Company was one of the world's leading manufacturers and marketers of quality skin care, makeup, fragrance and hair care products. Darius and Dante D'Amore founded the Company in New York City in 1 945. Its products were sold in over 120 countries and territories under the following brand names: Darius D'Amore, Darius, Dante, Beginnings, Inferno, Heaven, Cleanique, Zodiac, Avalon, Madeline and Seasons. Each division had its own specific and unique image, advertising and merchandising strategy. Company was headquartered in New York City, with manufacturing facilities located in the United States, Belgium, Switzerland, the United Kingdom and Canada. Company went international in London in 1960 and established a presence in Hong Kong in 1961. There were approximately 20,000 full-time employees worldwide. Company was publicly traded since November 1990, with members of the D'Amore family owning a majority of stock. Darius D'Amore Company sold its products through limited distribution channels, consisting mainly of upscale department stores (i. …
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Comment cette classification a été obtenuedéplier
Prédiction distillée sur la base complète
Imitation des enseignantsNi prévalence calibrée, ni vérité terrain. Validation humaine à venir. Apprise à partir de 10 348 étiquettes directes de Codex et de 10 348 étiquettes directes de Gemma. Le mode candidate est l'union des têtes enseignantes seuillées; le consensus est leur intersection. Ces sorties portent le statut machine_predicted_unvalidated et ne sont ni des étiquettes humaines ni des étiquettes directes de modèles de pointe.
Scores Codex et Gemma par catégorie
| Catégorie | Codex | Gemma |
|---|---|---|
| Métarecherche | 0,001 | 0,001 |
| Méta-épidémiologie (sens strict) | 0,000 | 0,000 |
| Méta-épidémiologie (sens large) | 0,000 | 0,000 |
| Bibliométrie | 0,000 | 0,000 |
| Études des sciences et des technologies | 0,001 | 0,000 |
| Communication savante | 0,000 | 0,000 |
| Science ouverte | 0,001 | 0,000 |
| Intégrité de la recherche | 0,000 | 0,000 |
| Charge utile insuffisante (le modèle a refusé de juger) | 0,000 | 0,000 |
Scores machine (provisoires)
Les deux têtes enseignantes du modèle étudiant, lues sur ce travail. Un score ordonne la base pour la relecture; il n'affirme jamais une catégorie, et le statut de validation accompagne chaque rangée tel quel.
Scores de référence d'un modèle non mature (critères de maturité non atteints, 7 itérations). Un score ordonne; il n'affirme jamais une catégorie.
score_only:v0-immature-baseline · tel quel depuis la passe de notation : score_only signifie que le nombre peut ordonner les travaux, et qu'aucune étiquette de catégorie n'en découleClassification
machine, non validéePrédiction automatique; un appel candidat d’une seule tête enseignante, pas un consensus.
Le détail, modèle par modèle et score par score, se trouve en fin de page sous « Comment cette classification a été obtenue ».