Conflict Management Report
When I first transferred to the store that I am at, it was a really big diversity change. I had come from a small country store that is primarily made up of Caucasian people. This new store is in the city and 95% of the associates are African American. I was working on the sales floor as a Photo Lab Technician and shortly after my transfer I was promoted to working in the Accounting office. I was the only Caucasian female in the position and it was made clear that I only received the promotion because I am Caucasian, not because I am a dedicated worker and excel at everything I do. I brushed this off to simple prejudice and ...view middle of the document...
This particular assistant manager interviewed me later for a different manager position and again looked over me, despite my experience and hard work.
Compared to Kate’s situation, I was discriminated against for something that I cannot help, such as my color and her sex. We are both exceptional at our jobs and are wanting to excel farther and move up in the company that we have been with for a long time. Our peers support us to some degree and wonder why we are not receiving the promotions we deserve. However, where Kate’s issues seem to stem from some personal vendetta, mine are political. Most management in the store was Caucasian and very few African American, so more African Americans needed to be promoted. After being turned down the second time I asked two managers, one Caucasian and one African American, why I was not being promoted and this was the answer I was given.
Kate’s manager was acting on personal feelings not logical, work related issues. Kate’s manager was not being unbiased in his or her decisions to promote Kate. The manager was taking what they felt towards Kate personally and using it to their advantage to hurt Kate. My manager was acting out of fear of legal retaliation. She made a decision based on Human Resource’s guide on how many of what color can be promoted, which in turn caused her to discriminate me and promote people who were underqualified. To support her choice the Bureau of Labor Statistics has listed that as of August 2014 there are 51,761 Caucasian females 20 and over employed and 2,595 unemployed. Whereas for African American males 20 and over there are 7,676 employed and 929 unemployed (BLS, 2014).
Ethical breaches that was committed by Kate’s manager and my manager would be discrimination. The Kate’s scenario does not specify if her manager is a man or woman. If her manager is a man, his personal problem could be that she is a woman and a threat to his position. If her manager is a woman then she might want to eliminate having another woman on her management team. Either way, it would be discrimination against her sex. In my situation, it would be considered discrimination of color. Most companies Code of Ethics are similar, if not the same with few exceptions. It would be against company policy to make a decision on whether or not a candidate was eligible for a promotion based off of the candidate’s sex, color, or a personal interest. According to the Society of Human Resource Management, a sample section on respect and discrimination that is in most Codes of Ethics would be:
“Respect for the Individual
We all deserve to work in an environment where we are treated with dignity and respect. [Company Name] is committed to creating such an environment because it brings out the full potential in each of us, which, in turn, contributes directly to our business success. We cannot afford to let anyone’s talents go to waste.
[Company Name] is an equal employment/affirmative action employer and is...