LOCKHEED MARTIN SHOOTING

Lockheed Martin Shooting

Lockheed Martin Shooting

Introduction

Discrimination has been a constant attitude in the history of mankind. It can be observed from the beginning of recorded history to this day as a daily attitude and almost normal in our society, despite the legal rules that prohibited and penalized. Discrimination is a situation where a person or group is treated unfavorably because of the prejudice, typically belonging to a distinct social category. It should be distinguished from affirmative action (involving differentiation and recognition). These categories include race, sexual orientation, age, religion, socioeconomic status rank, and disability. There is comprehensive legislation against discrimination in matters of equal opportunities for employment, workplace diversity management, housing and goods and services.

Lockheed Martin efforts to combat discrimination have been almost nonexistent until the adoption of the Charter of the United Nations (UN), develop in 1945. One of the objectives of this paper is to enable management of crisis effectively in Lockheed Martin organization with respect for human rights and fundamental freedoms of all individuals regardless of race, sex, language, or religion (Keith, 2011). The Universal Declaration of Human Rights, adopted by the General Assembly of the United Nations in 1948, contains a comprehensive statement of human rights; although no binding effect on Member States. Subsequently, the General Assembly approved the Agreement on Civil and Political Rights (entered into force in 1976), as well as specific agreements on the prevention and punishment of genocide and elimination of all forms of racial discrimination from the workplace (Keith, 2011).

The main obstacle to the global protection of human rights is the fact that Lockheed Martin does not accept interference in its internal affairs, and does not recognize discrimination against its own employees. To some extent, this difficulty has been paid for by organizations like the National Commission of Human Rights and the Inter-American Commission on Human Rights (Coccia, 2005). This paper presents a crisis management plan to address the potential crisis issues that could have been developed due to the shooting incident inside the organization. This aims at development protection plan for employee rights and safety against discrimination across all departments.

Case Scenario - Brief Overview

Lockheed Martin has a “zero tolerance policy” to avoid harassment and workplace discrimination under the workplace discipline code. This code provides guidance to employees on how to deal with workplace harassment or inequitable situations. Lockheed's department of Human Resources has core responsibility to manage the crisis situation among employees at work; any employee who engages in a discriminatory act or harassment is applicable for a penal trial based on a legally protected status. However, a renowned massacre inside the organization in 2005 resulted in death of six employees. Activity was initiated by an instigated response for racial discrimination circulated through email inside organization. This includes use of Lockheed email accounts under abusive, disruptive, degrading, obscene, or offensive to other.

The email, entitled “Top ten reasons why there are no black NASCAR drivers”, featured a top-ten list of derogatory stereotypes, all of which ...