AFRICAN AMERICANS IN THE WORKPLACE.   Term Paper ID:30785 Click to get this paper

Essay Subject: Discusses challenges faced as a minority.... More...

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Paper Abstract: Discusses challenges faced as a minority. Issues of promotions and career development in U.S. corporations. Increase in number of African American executives in the past 20 years. Overcoming racism in corporate America. African American entrepreneurs. Impact of e-commerce. African American owned businesses. Concludes that African Americans have less opportunities as white counterparts. Paper Introduction: Introduction Is corporate America color blind? In an ideal work environment, jobs would be awarded based on merit and promotions would be given using the same criteria. While "merit" can be interpreted to include skills not directly related to the tasks that are to be performed (such as interpersonal skills), many women and minorities suspect that they face discrimination on the job on a regular basis. Critics of this view point out that there are more women and minorities in positions of power within organizations, but white males run the vast majority of America's largest corporations. Those that are not are the exception, not the rule. Yet, during the latter half of the twentieth century, considerable strides were made in the regulatory environment designed to ensure that corporate America would hire women and minor Text of the Paper: The entire text of the paper is shown below. However, the text is somewhat scrambled. We want to give you as much information as we possibly can about our papers and essays, but we cannot give them away for free. In the text below you will find that while disordered, many of the phrases are essentially intact. From this text you will be able to get a solid sense of the writing style, the concepts addressed, and the sources used in the research paper. Introduction Is corporate America color blind? References Clarke, R. Forwomen and minorities, the promotion competition remains particularlydifficult (Clarke, 2 , p. In other corporations, African-Americans who focus on remaining in highly visible assignments that arecentral to the company's core functions are likely to have the greatestsuccess in moving into the executive ranks. This research considers the current state of African-Americans inthe American workplace and the challenges they face with regard topromotions and career development. G. If the assignment takes the employee out ofthe critical functions of the company, it probably will not lead to high-level promotions. 146). 17-18. Racism, the book suggests, remains in place in the Americanworkplace, but can be overcome in many cases by following the strategiesthat while males have used for many years ("Executive Leadership Council,"2 1, p. Competition to move up inthe organization is thus intense, and readying oneself to be the mostdesirable candidate can be difficult regardless of race or gender. To be successful, African-Americans must resist thetemptation to be taken off-track even for assignments that might beinteresting or challenging. Conclusion African-American employees are able to move up in organizations, butstill are considered to lack the same opportunity as their white malecounterparts. 145-15 . Thisadvice was common to most high-technology companies at the time (althoughmany did not heed the focus on profit). 17). Since companies owned by African-Americans are generally considered tooffer better advancement opportunities for other African-Americans,encouraging entrepreneurship and taking advantage of the opportunitiesoffered by the new economy is one way for African-Americans to move aheadin corporate America. (2 , February). 146). Yet,during the latter half of the twentieth century, considerable strides weremade in the regulatory environment designed to ensure that corporateAmerica would hire women and minorities. Executive leadership council. While this has occurred, a glassceiling has also appeared above which it is difficult for these groups tomove. In addition, this panel alsorecommended that African-American companies pursue competitive advantagesto be gained by locating and marketing to the inner city, and formstrategic alliances with companies owned by other ethnic groups; suchadvice generally did not appear in columns targeting other types ofentrepreneurs (Graves, 2 , p. (2 , June). During the 199 s, a new corporate paradigm emerged as the Internet andelectronic commerce became driving forces in the American economic system.Small, high-technology, start-up organizations became more commonplace, andentrepreneurs in these businesses were often young and many times people ofcolor. Businesses owned by African-Americans provide greateropportunity, and some executives move into other corporations withexperience gained in these companies. While many Internet companies have foundered as exuberance for thisindustry has waned (and as profits failed to materialize), they succeededand failed not because of the race of their entrepreneurs, but becausetheir business fundamentals did--or did not--measure up. Lacking "line" visibility, theyare later passed over for promotion even when their work has beenoutstanding. Advice given to African-American entrepreneurs during this timefocused on being successful in a global marketplace, not on race issues.For example, a panel composed of economists and convened by BlackEnterprise in 1998 recommended that African-American high-technologycompanies focus on profit, target an international market, grow throughacquisition, maintain a quality culture, and reward innovation. New economy, new rules. Critics of this view pointout that there are more women and minorities in positions of power withinorganizations, but white males run the vast majority of America's largestcorporations. Analysis African-Americans have risen to positions of success in the Americanworkforce in the past 2 years, but while the number of African-Americanexecutives is increasing, it remains well below the percentage of African-Americans in the workforce as a whole. Black Enterprise, pp. D. Mentors can help in these situations, but the ultimateresponsibility rests with the employee who seeks promotion to the highestcorporate levels (Clarke, 2 , p. Those that are not are the exception, not the rule. Graves, E. In an ideal work environment, jobswould be awarded based on merit and promotions would be given using thesame criteria. 1 8 25u4786). While the entrepreneurs themselves are unlikely tomove to other companies (although they may well start multiple companiesover the course of their careers), their executives may find it easier tomove to other companies having been successful in one organization. (2 1, June 8). African-Americans may not receive assignments thatoffer high visibility, for example; high visibility is key to long-termsuccess. 1 8 23u4786. A recent book that examines theissue of African-American executives emphasizes skills beyond merely jobtasks, and suggests that African-Americans who are successful in corporateAmerica have learned not only to conquer racism, but also have masteredinterpersonal relationships, understand how to acquiring and use power inthe workplace, how to fit into corporate culture, and have learned to usementors. BlackEnterprise (3 ), pp. While "merit" can be interpreted to include skills notdirectly related to the tasks that are to be performed (such asinterpersonal skills), many women and minorities suspect that they facediscrimination on the job on a regular basis. There remains the challenge, however, of African-Americans moving upin traditional companies. At the highestlevels of the company, there may be senior vice-presidents and executivevice-presidents, but there can be only one CEO. Corporate America does not have room for allqualified employees to move into management, nor for all managers to moveinto executive positions. Companies follow pyramid structure, with most ofthe workers forming the lower levels of the organization, and with fewerand fewer workers found as one moves higher in the company. In what one analyst calls "role-slotting," African-Americans areoften encouraged to perform key functions but in areas that are notcritical to the company's core business. Discrimination in many companies has ceased being overt and insteadbecome more subtle. Has the glass ceiling really beenshattered? PrimeZone MediaNetwork, p. If this paper is not what you are looking for, you can search again: Search for: or Click here to request an essay written just for you.