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Minorities in Management - Term Paper Example

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Minorities in Management Name Instructor Date Minorities in Management The management team of an organization usually has minorities who represent particular rights and responsibilities of their groups, or the factions that they come from. The society today has a number of minority groups such as the disabled, women, and youth…
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Minorities in Management
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Download file to see previous pages In most companies, the more shares one has, the control they exert in the management of the organization. As such, they have powers to make decisions, basing on the influence of their large share volumes that protect their interests, even if the said decisions undermine the rights of minority shareholders. Under such leadership, the minority in the organization do not have a say in the management decisions of the company, thereby putting their investments at risk (Collins, Emsell & Haydon, 2011). Corporate governance dictates that an organization should uphold the rights of all the members of their organization. As such, the management team should comprise of all groups and unique members in the organization. Contrary to this, most management teams only consist of majority groups, those who have power, wealth, and influence to control and manipulate managerial decisions for their own personal benefits. For instance, most management teams comprised of only men. The male dominance in such organizations denies the female fraternity in the organization their rights and privileges. In addition, this denies these female counterparts freedom to express their rights freely, as well as, the freedom to advance their careers. Such organizations with gender imbalance form the top of the management team also experiences gender related violence and discrimination within the other levels of the organization, all the way to the lower levels (Maume, 2012). However, numerous scholars in the business industry disagree on the idea of the increase of minority managers within the organization, or within an organizational management. In fact, the argument centers around the possibility of whether an increase in minority managers marks a vacuous or real progress in the gains made towards elimination of racial bias within the labor market. In some cases, the minorities in management are those of a different race, or a different social class or social status within the community, these minority managers and supervisors end up holding very mediocre positions in the company. For instance, the minority in management end up getting job assignments that are less challenging. In addition, they hold positions that are most vulnerable to layoffs compared to those from the majority or major groups (Wrench, 2012). However, some majority groups continuously enjoy protection and favoritism in the organization. Bottom-up ascription processes support the fact that, among subordinates, those minority employees working for or reporting to a minority boss earn a lesser amount of cash compared to the workers under a majority manager. This is despite their high level of commitment to their work and responsibilities at their workplace. Eventually, this leads to lower productivity within the organization because the people who work hard the most in the company get the lowest levels or amounts of compensation. The low remuneration level demotivates these workers, especially those reporting to minority managers. These workers end up in a go slow or any other industrial action in order to express their dissatisfaction. Others even decide to quit their current positions and search for better employment opportunities in order companies (Collins, Emsell & Haydon, 2011). Resignation of employees results in a high rate of workers turnover, which also drops the productivity levels of the organization, as it will spend more replacing the employees and managers who resign. A company ...Download file to see next pagesRead More
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