Utilization Exercise
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Troy University, Troy *
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6622, 6623
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Industrial Engineering
Date
Feb 20, 2024
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docx
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2
Uploaded by ProfPorcupineMaster77
Brandy Jones
November 11, 2023
Professor Walker Utilization Analysis: Individual Application Exercise #2
Scenario #1
We must acknowledge the provided information to determine if underutilization is present with Federal Contractor A. First, there are currently 10 supervisors; only 2 are minorities, and 0 are women. Below are the utilization calculations for minorities and women in Federal Contractor A.
Utilization Calculations: 2/10 = 0.20 * 100 = 20% (utilization of minorities among engineering supervisors) 0/10 = 0 * 100 = 0% (utilization of women among engineering supervisors)
Now, let’s calculate the availability of minorities and women among project engineers. There are
10 women and 10 minorities within 100 project engineers available for promotion. Availability Calculations:
10/100 = 0.1*100 = 10% (availability of minorities among project engineers)
10/100 = 0.1*100 = 10% (availability of women among project engineers) Examining the above calculations shows that the availability of minorities among project engineers is 10%, less than the 20% utilization among engineering supervisors. Therefore, there isn’t underutilization of minority engineering supervisors because the 20% utilization of engineering supervisors exceeds the 10% availability of project engineers.
In addition, the availability of women in project engineering is 10%. However, their utilization is 0% with engineering supervisors. Therefore, women need to be more utilized because there is a 10% availability for project engineers to be promoted to a supervisor role, but those roles have 0% of women. To rectify this situation, I suggest two things: (1) From an internal perspective, they need to promote more women into supervisor roles by incorporating training programs, mentorship programs, and a pipeline for women to transition into a supervisor role by strategic planning when evaluating internal promotions. (2) Hire external applicants for the project engineering roles. The scenario stated that they only hire internally for the supervisor role from a project engineer position; to assist with this, they try to hire more women to satisfy their underutilization during the hiring process. However, during this selection process, they must ensure that they aren’t targeting a protected group of people and indirectly imposing a disparate impact on their applicants.
Scenario #2
When determining the utilization of minority and women nurses for Hospital B, we must consider the known information first. There are 40 minorities and 90 women nurses in a nurse supervisory population of 100 employed nurses. Utilization Calculations: 40/100 = .40*100 = 40% (utilization of minorities among nursing supervisors)
90/100 = .90*100 = 90% (utilization of women among nursing supervisors)
Availability Calculations:
60/100 = .60*100 = 60% (minorities in nursing job group)
40/100 = .40*100 = 40% (minorities in the external labor market for RNs)
90/100 = .90*100 = 90% (women in nursing job group)
90/100 = .90*100 = 90% (women in the external labor market for RNs)
The above calculations show that minority nurses do not satisfy the 4/5
th
rule and that an adverse impact exists with minorities within the nursing job group. Because the availability of minorities in the nursing job group is 60%, but only 40% of nursing supervisors are utilized; hence, they are
underutilized within the nursing job group. However, minorities in the external labor market for RNs are 40%, compared to the 40% of utilization of nursing supervisors; hence, they are being utilized. This is the same for women. Women are utilized in both the nursing job group and the external labor market for RNs. In the nursing job group and the external labor market for RNs, women are equally utilized at 90%, with 90% available in those markets. To rectify the underutilization of minorities among nursing supervisors for Hospital B within the nursing job group, they should focus more on their external recruitment through the hiring selection process by promoting diversity in leadership roles and making sure that their hiring practices are inclusive of minorities- and equitable for those individuals to move up in their career. However, for internal promotion, Hospital B should create training and mentorship programs, and pre-planning during the selection process to increase minorities into the nursing supervisory role under the nursing job group.
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