Diversity and Equal Opportunities: What is Wrong With the General Manager's Decision? What Needs to be done to Improve the Situation? (Essay Sample)

Diversity and Equal Opportunities
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Diversity and Equal Opportunities
What is wrong with the general manager’s decision?
The general manager’s decision is wrong since it is because of the stereotypical way of thinking where the manager generalizes the ability of the potential manager in relation to the unsatisfactory performance of the previous supervisor. The manager exhibits discriminating traits based on the ethnicity of the previous supervisor. Stereotypes like the manager make decisions based on unfair perception of the ethnic minority at the work place (Buchtel, 2014). His decision indicates that the manager intends to discriminate against the potential supervisor of the ethnic group in question in relation to performance, recruitment and promotions (Oswick and Noon 2014). The most negative view of the manager’s decision is that since the previous promoted supervisor was unsatisfactory, then the next supervisor from the same ethnic minority group would also be unsatisfactory. This is an unfair way of treating employees from a particular minority group since such, as decision is misguided. Additionally, the manager made a conscious bias through unfounded judgment he made about the potential supervisor to be promoted from the same minority group. The decision was also weak because it was made from inaccurate and unsubstantiated observations of one supervisor who failed to perform as expected. The manager did not view the failure of the supervisor in relation to his personality, character or any other factor that was likely to affect his performance (Oswick and Noon 2014). The manager associated the unsatisfactory performance to ethnicity only and such selective perceptions do not explain the behavior of a whole minority group in a workplace or anywhere else. Therefore, the decision justified given prejudices and strengthened the manager’s self-image at the expense of the potential supervisor.
What needs to be done to improve the situation?
In order to improve the situation, the manager should reconsider his decision to only hire an individual of the highest caliber from the minority group. The manager should overcome the racial stereotypical way of thinking and acknowledge that despite being from the same minority group, people have different abilities and personalities. The manager should further reconsider his beliefs and perception towards the employees from that minority group (Oswick and Noon 2014). Additionally, the manager should profile the employees according to their performance, work ethics, qualifications and leadership skills as compared to ethnic backgrounds. As such, any decisions made would be based on factual information instead of biased racial profiling. The manager should also engage the potential employees from different races in order to develop a realistic conclusion about the employees depending on personal performances and experience. In addition, the manager should carry out a detailed analysis of the factors that led to the unsatisfactory performance of the previous supervisor as compared to the hasty conclusion that his performance was directly attributed to his ethnicity. This analysis will help the manager in identifying the possible reasons for unsatisfactory performance and change his perspective on ethnicity. The manager should a...