Structural Functionalist Paradigm

By use of the structural approach, an individual can understand how the various discrimination dynamics come through the moment employment structures are established (Rocke, 2015). In addition, the employers are put in a good position to understand why they should be held accountable in case they are biased in the subjective decision-making processes depending on the type of the workplace they are in. Consequently, scholars can understand when subjective criteria may pose some effects by following certain laid guidelines when analyzing the relationship between the employer and the employee.
Structural functionalist paradigm has a unique way to familiarize with the various discriminatory practices that may be present in the workplace. According to Owoseni (2013), the first step the structural functionalist paradigm takes is looking at the rationale of the organizational structure that is found in the workplace. The rationale in most cases usually consists of the relationship between the out-group and the in-group members. Many of the discriminatory practices found in the workplace have been found to facilitate the in-group members to become a crucial tool in raising self-esteem and cohesion of the employees. However, this is only possible if the employer has come up with
The structural-functionalist paradigm indicates that employers who pay attention to subservient workers may come up with job structures only which become pleasant to the workers whose choices are restricted by the outside societal forces. Research has shown that those workers who are undocumented and particularly those who are prone to legal and societal constraints can limit their advancement and occupational opportunities (De Wet, 2014). In most of the cases, it has been noticed that the structure of the workplace usually determines the worker's mobility, pay rates and the jobs