There seems to be two main problems in this corporation: the first one being racial tension and the second being lack of communication. Addressing the first problem, the company has traditionally been known as a conservative company with the majority of its employees consist of white males in their 30s. Jeff Fairbanks has worked his way up the chain to become VP of Strategic HR, an African American at that, and seems to be hesitant to handle the situation. This move can somewhat be interpreted that he doesn’t want to tarnish his image and/or make all his hard work go to waste. MOEX was also denied a government contract due to the fact the company failed to meet basic affirmative action guidelines. With the other problem being communication,
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Jeri’s hard work is recognized by others; especially by Bonita Harriman who voices her opinion on the situation. Not only do the needs of this group of engineers need to be addressed, but all minorities of the corporation. If working at MOEX as a minority means not getting a promotion or being overdue for one, then the corporation could experience a high turnover rate. As stated earlier in the section, MOEX wasn’t granted a government contract due to failure to meet affirmative action guidelines; this could be a result of high minority turnover. Jeff Fairbanks states that in order to “move up the chain” or “fit in” you must conduct yourself to the environment you are in. This means “acting white” or putting up with certain behaviors that you usually wouldn’t tolerate, it is the organizational environment that is portrayed at MOEX. According to the ethical leadership practices, MOEX is violating at least two of those practices: the corporation doesn’t develop potential in others nor do they create mechanisms of dissent. Refusing to develop potential in others based on race/ethnicity can have a negative effect on an …show more content…
The problem I plan to address is the Moex, Inc is the turnover rate of the minority groups which includes Asians, African Americans, and Mexicans. We have to fix this image that Moex has which quotes from employees that the “last hire, first fired” for the African American workers that work there. I would have the problems fixed within the time frame of the next month from addressing these issues. The action plan is that I would do is to implement is an anti-discrimination policy, which employees will be treated fair despite gender, disability, ethic origin, skin color and religious beliefs. The employees who violate these policies would be suspended from work for a week with a no pay. If the employee continues discrimination then the employees will be fired. Another solution is to hold yearly training about discrimination remind employees about how to stay away from racist and discrimination actions. This policy should give employees that are the minority a chance to have a fair shot at promotions within the company. Now to fix the company image that employees have is to have the employees’ reflect that this type of thinking is no longer tolerated and has to go back to our core values. Also, open up a communication bridge to help managers and employees communicate better by saying if they see something in the office that looks like racism or discrimination then report it and the person
Jeri’s hard work is recognized by others; especially by Bonita Harriman who voices her opinion on the situation. Not only do the needs of this group of engineers need to be addressed, but all minorities of the corporation. If working at MOEX as a minority means not getting a promotion or being overdue for one, then the corporation could experience a high turnover rate. As stated earlier in the section, MOEX wasn’t granted a government contract due to failure to meet affirmative action guidelines; this could be a result of high minority turnover. Jeff Fairbanks states that in order to “move up the chain” or “fit in” you must conduct yourself to the environment you are in. This means “acting white” or putting up with certain behaviors that you usually wouldn’t tolerate, it is the organizational environment that is portrayed at MOEX. According to the ethical leadership practices, MOEX is violating at least two of those practices: the corporation doesn’t develop potential in others nor do they create mechanisms of dissent. Refusing to develop potential in others based on race/ethnicity can have a negative effect on an …show more content…
The problem I plan to address is the Moex, Inc is the turnover rate of the minority groups which includes Asians, African Americans, and Mexicans. We have to fix this image that Moex has which quotes from employees that the “last hire, first fired” for the African American workers that work there. I would have the problems fixed within the time frame of the next month from addressing these issues. The action plan is that I would do is to implement is an anti-discrimination policy, which employees will be treated fair despite gender, disability, ethic origin, skin color and religious beliefs. The employees who violate these policies would be suspended from work for a week with a no pay. If the employee continues discrimination then the employees will be fired. Another solution is to hold yearly training about discrimination remind employees about how to stay away from racist and discrimination actions. This policy should give employees that are the minority a chance to have a fair shot at promotions within the company. Now to fix the company image that employees have is to have the employees’ reflect that this type of thinking is no longer tolerated and has to go back to our core values. Also, open up a communication bridge to help managers and employees communicate better by saying if they see something in the office that looks like racism or discrimination then report it and the person