In this study, the independent variable will be the Equal Employment Opportunity Commission while the dependent variables include the different forms of employment discrimination categorized on what they are based on; race, religion, sex, age, disability and nation of origin. If the Equal Employment Opportunity Commission works as mandated, then all these forms of employment discrimination will decrease and the vice versa.
Different research methods would be employed in collecting data on Statistical evidence showing up to what level the Equal Employment Opportunity Commission has been successful in reducing employment discrimination in American. The first would be the survey method where interviews would be conducted to different groups of people that include the officials of Equal Employment Opportunity Commission, individuals who have ever been involved in employment discrimination and also the federal court officials.
Surveys have the following advantages; they are inexpensive, they allow the description of large population, surveys can be administered using emails, telephones or emails, large samples are feasible, the analyses are flexible and also data from groups are easily interpreted comparatively (Colorado State University, 2009). The researcher will also be required to use the secondary data of research by analysing the documents that have been used in settling cases involving discriminatory practises.
These documents may be gotten from the offices of EEOC, Federal courts or sourced from the libraries and the internet. Data collection Methods (sampling) Data will be conducted by interviewing selected people who have been victims (or involved) of discrimination at the work place in a random manner. The questions should be structured in a way that it has open ended questions for this would allow the researcher to get maximum information.
Extra data will be obtained from discriminatory-case documents that may be found in EEOC offices, federal court offices, books, journals, reports, newspapers, magazines and data bases in the internet. When analysing qualitative data from interviews, the speech must be coded into meaningful categories, which will enable the researcher to organize large amount of text and then come up with patterns that would have been difficult to detect if one listened to a tape or to a person.
The initial coding should be conducted by first generating numerous category codes when one is reading the responses or listening to the tape and then label the data which is related. The researcher should write notes, list ideas, diagram any relationship that he or she notices, noting any vocabulary that was used by the respondents as this may indicate an important topic. Thirdly, focused coding should be used in order to eliminate, combine or subdivide coding categories looking for ideas that are repeated as well as themes that connect codes.
The final codes should be limited to thirty to fifty and when coding has been developed a list should be made that assigns each code a description and abbreviation (The University of Texas 2007). When analyzing the data, it is important for one to have in mind the research’s objective and analysis tools such as standard deviation, derivation of means, and factor analysis. Tables, graphs and charts are very important at this level (Williams, 2003). Ethical Issues
In the process of conducting an educational research, some researchers have engaged in unethical practices in order to avoid the complex and tiresome tasks involved or because they begin the process with preconceived ideas on what the results will be and are not ready to take in any that seems contrary. Others engage in these unethical practices out of ignorance meaning that they may not have taken enough time to study the ethical practises that are necessary in educational researching. When ethics is not applied in such a research moral principles of human interaction may be violated and also the results will not be valid.
Information consent While carrying out a research, a researcher should not take any data from any participants without their valid consents and should also make sure that practicable and reasonable steps have been taken so that they (or their representatives) have understood the research plus its nature and any consequences arising from it. Some of the misconducts (research) that contravenes the acts of integrity include fabrication, reviewing research or performing (Ttseaf 2005). Integrity
Falsifications and fabrications of researches are some examples of misconducts that a researcher of integrity should avoid. This means that he or she should not at any time present research results that he or she did not during the period before he hands in the report. This calls for the researchers to maintain records of the data obtained. Any intentional destruction of such records or poor maintenance should be regarded as lack of integrity. Integrity means that conclusions for the researches should only be based on accurate observations and data with relevant observations reported.
It is a breach of research integrity not to report any data that one feels does not support the reported conclusions or contradicts them (Office of research Integrity 2007). Confidentiality The researcher should ensure confidentiality is adhered to by assuring the respondent that no private information will be leaked and if it is public, they should be informed. If the researcher does not want his or her information to be talked about or written down, the decision should be obeyed (Dav621 2007, p 2).
Conclusion From the literature review done, it is clear that different researches have been conducted and different models and concepts have been presented that can help in the present research study. Also different writers have presented the information and data on how Equal employment Opportunity Commission deals with the cases of employment discrimination and cases of the amount of money that different companies have used to made settlements to the victims of discrimination.
This study is therefore anticipated to bring a great impact on the area of employment discrimination and on how EEOC will work towards its increased effectiveness.
Bruyere, S. (2009). Comparison of employment disability discrimination claims with other statutes across U. S. equal opportunity commission and fair employment practice agencies nationally. Retrieved April 30, 2009, from http://works. bepress. com/susanne_bruyere/33/