Q1.Discrimination cases are common in major successful business as canbe observed in some organizations like Coca-Cola Company and Texasoil drilling company. Both companies experience cases of racialdiscrimination, where employees are selectively allocated to jobsbased on their skin color (Mchenry-Sorber, 2016). The companies hireswhite men to posts requiring a high level of management and hugeincome while delegating black people to low-paying activities even ifthey qualify for great profession jobs. Due to this act of injustice,both company face lawsuits as workforce address the matter to therelevant authorities such as the United States Equal EmploymentOpportunity Commission.
TheCoca-Cola company has a body that enacts laws such as EqualEmployment Opportunity and Anti-Discrimination Policies, whichprovides avenues through which employee take their cases for justice(Lindsey, 2013). From Thomas and Ely’s law case, Texas oil drillingcompany is required by the law to implement anti-discriminationpolicies which prohibit discrimination against employees inaccordance with Title VII of the Civil Rights Act. Discriminationcase in Coca-Cola Company is racial based and affects gender inextent as reported that females have no second chance after making amistake but male do. On the other hand, Texas Oil Company tends toexercise racial harassment.
Managingdiversity is a process to unleash capabilities to create an inclusiveworking environment. Coca cola and Texas Oil Company management isquite poor in that the directors are unable to exercise teamwork andbalance workforce regarding qualifications and skills. As a manager,to reach achievement of goals, it calls for collaboration andinspiration to workers.
Forexample, a company ought to distribute its job opportunitiesconcerning employees’ potential so that it can earn more customers.Motivation can be attained for instance promoting employee’s levelor salary increment.
Q2.Women are said to have assertiveness style of communication sincethey can clearly state their feelings and opinion (Matsa,2013).They firmly value themselves, their time, and emotions, physical andspiritual need. The method enables an individual to advocate forneeds without violating other people’s right. Coaching style: – Itis a managing style that women have in leadership. Female leaders areinter-relation oriented in team building thus are permissive suchthat they allow workers to take part in decision making therebycreating an interactive working environment.
Advantagesof coaching styles include: offer motivation by providingopportunities for advancement in professional, enhances a stronginter-relationship between workers and directors, and help developand strengthen skills of employees (Matsa,2013).The disadvantages of coaching style are that it can be ineffectivewhen the managers lack expertise. The advantage of being assertive isthat one can settle business deals by meeting the intended needs andrights. On the other hand, the style can reflect over- confidencehence someone might consider business negotiation as arrogant.
Q3.Democratic manhood refers to the case whereby the white maledominated all positions in leadership excluding female and non-whites(Davis,2016).It encourages men and women to cease sexism by allowing opportunitiesto women in sectors such as authorities. The practice does notsupport stereotyping but rather it promotes equality positions whenthose in powers allow opportunities to everyone.
Forinstance, when men allow women to play their roles in the family, itmarks the starting point of political equality since people will stopstereotype thus empowering discriminated individual to higherpositions.
Q4.In American businesses, the glass ceiling can be reduced by enactingActs that establishes commission which studies the manner at whichbusiness functions. For example, the board ought to consider skillsthat necessitate advancement, excellence awarding structure in thebusinesses and programs the company is using in promoting workforce.Another way is to construct mentor relationships in an organization.The senior mentors can avail valuable feedbacks about a job and helpfemale employee explore the scope of the organization, thusempowering female interest of professional advancement.
Lindsey,A., King, E., McCausland, T., Jones, K., & Dunleavy, E. (2013).What we know and don`t: Eradicating employment discrimination 50years after the Civil Rights Act. Industrial and OrganizationalPsychology, 6(4), 391-413.
Mchenry-Sorber,E., Schafft, K. A., Burfoot-Rochford, I., & Hall, D. (2016). TheMasculinized Work of Energy Development: Unequal Opportunities andRisks for Women in Pennsylvania Shale Gas Boomtown Communities.Journal of Rural Social Sciences, 31(1), 1.
Davis,D. R. (2016). The Journey to the Top: Stories on the Intersection ofRace and Gender for African American Women in Academia andBusiness. Journalof Research Initiatives, 2(1),4.
Matsa,D. A., & Miller, A. R. (2013). A female style in corporateleadership? Evidence from quotas. AmericanEconomic Journal: Applied Economics, 5(3),136-69.