Analytical Paper 3 – Affirmative ActionIntroductionAccording to Raymond A. Noe, affirmative action is an organization's active effort to find opportunities to hire or promote people people in a particular group (Fundamentals of Human Resource Management 68). There are various arguments for and against affirmative action. Some believe this gives certain groups of people an equal opportunity to find employment where they would otherwise be swept under the rug. Others believe that while this creates an opportunity for minority groups, the problem of reverse discrimination comes into play as previously male-dominated job postings are instead reserved for women and minority groups. The topic of affirmative action remains a very controversial and highly questionable policy for employers. In my honest opinion, affirmative action appears to be a "loophole" intended to atone for the horrible treatment meted out to Native Americans, African Americans, and other minorities by white Americans over the past two hundred years. To prevent discrimination in the workplace, most employers will use affirmative action programs or quotas to balance the order of minorities within the workforce. Sometimes federal law requires certain employers to maintain affirmative action policies. Executive Order 11246 under President Lyndon B. Johnson requires the use of affirmative action by federal contractors and subcontractors if their workforce meets a predefined minimum size requirement and they have received more than $10,000 per year from the federal government. In order to take such affirmative action, it is necessary for HR to take into account the proportion of employees in the workforce who are members of various protected groups (...... middle of document ...... utilization review rather than the traditional merit-based system.ConclusionAffirmative action has its share of advantages and disadvantagesIts original intention appears to have a positive effect on society However, when we dig into the details. of the implementation of affirmative action policies, it begins to reveal the flaws within the system, in order to create an orderly society and equally represented, skin color, ethnic origin, nationality. and other appearance-dominant factors should be completely removed from the equation, but if the information requested is not a true professional qualification, it should not be considered in the hiring/employment process. admission. Works Cited Noe, Raymond A., et al. Fundamentals of Human Resource Management, 5e. . March 27 2014.