The Impact Of Black Upward Mobility On The Corporate Sphere Essay

Hall, J.C., Everett, J.E., Hamilton-Mason, J. (2012). Black women talk about workplace stress and how they cope. Journal of black studies 43 (2), 207-26.This article talks about the stressful situation facing African American in the workplace and the strategies they used to manage it. The authors related that the same stress struggling black women in the workplace was among the white female also even though they were experiencing inequality issues on top of the reality. The study was focused on five key terms to explain, the process of racism and sexism in the workplace stressing female African American. The authors elaborated the criteria of hiring or promoting in a diverse workplace as the first key. Secondly, the crucial

Although freedom to become citizens took longer and the fight more difficult, a great number of African Americans steadily gained various rights which accumulated over time. It is important to note that racial segregations momentum dissipated over time as more and more blacks held positions of authority and congressional approval overwhelmingly supported more rights for blacks. Nonetheless, it is also imperative to consider how white supremacists such as the KKK fought to undo the important developments. Till this day, both the executive legislative and judiciary wings of government are constantly battling instances of racial segregation. However, the long range effects of federal government struggle to secure equal rights for African Americans has been significant successes in the rise of African American entrepreneurship. The proliferation of blacks in both government and civil society, the rise of blacks in academia, sports and liberal arts are long effects of the fight for African American rights. This has progressively opened up American society and in a way, levelled the playing field. Also this federal government action to intervene in the affairs of the state has lived on throughout the 21st century.

Minority administrators have an astronomically immense portion of Americans believing that minorities no longer face segregation in the work environment. The fact of the matter is that these examples of surmounting adversity are the exemption and not the tenet. They are more a consequence of the tirelessness, ability, desire, and resoluteness of these bellwethers than anything else. Numerous minorities have possessed the capacity to get access into the work environment, and conventionally move into lower and center level administration positions. Notwithstanding, by and sizably voluminous, the way to achievement deadlocks. In opposition to prominent feeling, minorities probing for achievement in the work environment consistently experience

The preferences of company recruiters can effect of this situation too. Because unfortunately, there is still people who have bad attitudes toward blacks. They think if they recruit African Americans to a high level position, the company can loss its prestige. According to Thomas Wison hiring and promoting are based on the race based preferences. (Wilson and McBrier, 2005). So white’s attitudes towards blacks change blacks’ income level.

This practice of divide and conquer is made possible by stereotyping each ethnic group, so that society can attach an attitude about the work ethic of each group. For instance, Afro-Caribbeans in the workplace are often characterized as motivated, hard-working, and determined. On the other hand, African Americans in the workplace (and society) are characterized as lazy, entitled, and thus, unpreferable to hire over Caribbean immigrants. However, these stereotypes are damaging and do not paint a full picture on why each group is characterized as such. The critical mass of African Americans feel like they do not have much to lose in society, according to the condition of anomie, defined as when an individual or group becomes unstable or frail due to a breakdown of values or lack of purpose in life, As a result of inner city African Americans experiencing anomie, they will begin to exhibit symptoms of the “culture of poverty,” where they will believe that education is a futility, hard work is unnecessary, and success is not possible for them or their racial counterparts. In addition, they will feel less inclined to put on their “whiteness” refusing to make whites feel comfortable by adapting to social norms. Thus, in manufacturing factories or businesses, the critical mass of African Americans will be less willing to over extend themselves in the workplace, where they will often refuse to work over-time or feel the need to please their white supervisors. To the White employer who already deems African-Americans as inferior, these actions and behaviors exhibited by black Americans will only be used as proof for white employers to illustrate to their Caribbean workers why they are superior to African

There has been a constant fall in unemployment amongst black people. Society and their stereotypes about black people have a lot to do with it. Discrimination is also a reason. Millions of African Americans live in communities that lack access to good jobs and good schools and suffer from high crime rates. African American adults are about twice as likely to be unemployed as whites, black students delay their white peers in educational completion and achievement, and African American communities tend to have higher than average crime rates. These issues have been persistent problems. I chose to write on this issue because I am a black female that will be seeking employment and I am concerned about the wellbeing of my future.

America is known to be the land of equal opportunities. However in “How Elite Students Get Elite Jobs” Rivera shows us how it is those from affluent backgrounds who actually have success in landing elite jobs. Rivera claims the job hiring process for higher paying jobs is unequal and influenced solely by one’s economic status which also explains how it is that the higher class stays at the top of the latter while most of the lower class remain stagnant. Although in the book Rivera focuses on institution’s bias towards one's socioeconomic background when hiring, I believe it is actually much more than just class that is taken into consideration. Based off of Rivera’s findings and outside readings, bias in hiring decisions at top tier institutions extend to other sociological factors such as race and gender. In what follows, I discuss

In the late 1960’s the National Association of Black Accountants was founded in order to discuss challenges and limited opportunities faced by minorities in the accounting profession. The goal that founders hoped to accomplish was to establish an organization that not only addresses the concerns of incoming accounting professionals but to make a commitment to professional and academic excellence as well. Claiming the motto “Lifting as We Climb”, this organization is dedicated to inspire and help one another in building leaders and shaping future professionals in Accounting, Finance, Consulting, Information Technology, and other related business professions. By bridging the opportunity gap for all minorities, this organization has become a huge

Racial and ethnic group interactions occur daily in the world; in Miami, however one can learn from the interactions between different ethnic and racial groups in a workplace setting. Mr. Elman adapted his management style of his apparel factory to the needs of his immigrant workers; his style helped reduce ethnic friction and returned his investment in high production levels and loyalty (Stepick, 92). Mr. Elman was successful in getting his employees to willingly agree to pay a cut, which exemplifies how much clout Mr. Elman had amongst his workers (Stepick, 93). The previous success that the factory had under his management would likely not be found again under the “American” management style, partly because the workers were used to Mr. Elman. Also after more Haitian workers were hired, the Miami Cubans seemed to create a notion of seniority when decisions had to be made, but instead of the senior member not working they would opt to work, leaving the new Haitian workers without work (Stepick, 103). Mr. Elman eventually sold his apparel factory and new more American managers moved in, these managerial practices took away the things that lead to a positive work environment and high productivity: personal fans, individual radios, and hot plates (Stepick, 93). The new American managers admitted their defeat, at least they learned to adapt to a more Latino based workforce as per one of the plant managers (Stepick, 94). While I understand the new American management style,

The evidence evaluated thus far leads to the unavoidable question of why blacks, on average, have poorer labor market characteristics than whites. Discrimination and educational differences are two principal explanations.

Along with the other factors, the one factor that has a historic legacy is the factor of racial segregation. Wilson illustrates how race can affect whether a person is hired or not, and the fact that most inner city residents are African American makes it harder for them to become employed. Wilson asked an employer of a car transport company if race

In “Some Effects of Proportions on Group Life, Rosabeth Kanter examines the distribution of groups in the work place. She identifies four types of groups that she found present in a workplace, and placed them into a fictionalized company. The groups were: uniform, skewed, tilted and balanced. She discovered that these numerical differences that exist, not only in a company, but in the world can harm unrepresented minorities in these dominate group settings. She focus her attention on the women in the fictionalized company, and examines how they were affected by the group dynamics. Furthermore, in Black Mobility in White Corporations, Sharon Collins discusses career mobility, specifically for minority groups. She discusses different economic

This black man works for a big business that he never thought he would work for but he always wanted to. Ever since he was young, he would see the white men that has great jobs and a lot of money, but his family and friends had poor jobs and nearly no money. He has never seen a black man nor black woman work at a big business building, dressed nice, or

“An analysis of income distribution in black Los Angeles between 1970 and 1990 revealed the polarizing effects of the decline in the low-skilled and semi-skilled employment among blacks. David M. Grant and colleagues found that between 1970 and 1990 the number of blacks in the poorest quintile and the wealthiest quintile increased significantly, while the number of blacks in the middle three quintiles decreased by as much as 30 percent.” (Sides, 202)

Throughout history and even today, racial discrimination continues to be persuasive in the world, especially in employment. Unfortunately, one’s race and background can affect their ability of getting a job. There may be many different reasons and causes as to why there is such an effect with one’s employment opportunity. Yet, racial norms have been embedded in labor markets and have shaped many different preferences ever since the start of it. Therein lies the problem of race in its ability to change an outcome of employment. Despite the fact that racial discrimination has changed throughout the years, its presence in society has never had a change. With its effect now, it can deeply impact the future within itself, employment, and society. The amount of racial discrimination we have today has its complexities, and if influenced on into the future, it can bring much suffer and decline in society overall.