Management homework help

Unit 5 DB: Technology and Learning(HRM308)
How is technology like Twitter, Prezi, or screen capture, like Kahn Academy uses, changing the way that people learn?  How you could use the concept of “flipping the classroom” in your workplace or classroom?  Please be specific with your example.
Unit 5.1 DB: Reverse Discrimination and Affirmative Action (HRM341)
Our readings have identified many reverse discrimination and affirmative action programs. Choose a case study in our textbook this week that relates to either of these topics. Answer the questions provided at the end of the case study you choose.
Unit 5.2 DB: Court-Ordered Remedies (HRM341)
Identify one court-ordered remedy discussed in our textbook. Explain. Then describe at least two facts highlighted in your readings about consent decrees. Draw from your own personal experiences and what you have learned from our readings, videos, and case studies this week.

• SECTION 13:3 TITLE VII COURT-ORDERED REMEDIES

The remedial powers of federal courts deciding Title VII actions include injunctions against unlawful practices; affirmative orders requiring the reinstatement or the hiring of employees; and the awarding of back pay, front pay, and seniority rights. Back pay orders are limited to a period of two years prior to the filing of the charge. The Civil Rights Act of 1991 provides for increased damages, including compensatory and punitive damages.

• MAKE-WHOLE REMEDIES FOR VICTIMS

In the Albemarle Paper Co. decision, reported in this section, the Supreme Court held that back pay should be denied only in limited situations and for reasons that would not frustrate the purposes of Title VII, reasoning that the certain prospect of a back pay award provides the catalyst for employers and unions to take corrective action and is compensation for workers’ injuries.

• COURT-ORDERED AFFIRMATIVE ACTION FOR NONVICTIMS

In Sheet Metal Workers’ Local 28 v. EEOC,11 the Supreme Court held that district courts were not limited to awarding preferential relief only to the actual victims of unlawful discrimination. The courts may order preferential relief, such as requiring the employer to meet goals and timetables for the hiring of minorities, when an employer or labor union has engaged in persistent and egregious discrimination or where it is necessary to dissipate the lingering effects of pervasive discrimination. The Court stated, however, that in the majority of Title VII cases in which Title VII has been found to have been violated, the district court will need only to order the employer or union to cease the unlawful practices and award make-whole relief to the individuals victimized by those practices.