Introduction
Discrimination is an aspect that is present in society, at various levels. Discrimination refers to presumptions about the competency of an individual. This prejudice is based on attitudes towards the group associated with an individual. This paper incorporates the subject of discrimination and the process of hiring new employees. The first challenge is choosing the sales manager involved establishing criteria for choosing a candidate who will execute the responsibilities of a sales manager efficiently. It was ensured that these criteria were not discriminatory in any form.
Selection Process
Karen is the best candidate for the sales manager position. This decision is based on her qualities and skills. She is a mature woman in terms of age plus experience in the sales division. Additionally, she is fluent in using the English language. English is recognized in the Atlanta culture as the official language. Karen has experience with fiber optics. Hence, she is conversant with the technology behind fiber optics. Her experience is vital as she is required to meet prospective clients and convince them to conduct business with the company. Choosing her for the job will also increase the number of female employees working for the company. This will improve the company records with reference to gender equity.
The decision to hire her despite her marital status may be questioned. Karen is moving to Atlanta, where the company is located, as she is getting married there. It is perceived that married women offer limited time to their careers. Moreover, she will be starting a family; this can be hectic and mentally straining. This prejudice results in institutional discrimination against women tending to their families. Institutional discrimination involves a lack of equal opportunities in the workplace based on aspects like gender, ethnicity or race. Prejudice against this category of women is based on the roles that are assigned to them according to the existing global culture (Harvey & Allard, 2011).
The main challenge in choosing Karen for this position may involve convincing the company’s administration that her role as a newlywed will not interfere with her efficiency as a sales manager. Secondly, Karen will be new to the Atlanta business culture. As a result, she may be unaware of the norms and values of key business players in Atlanta. However, with her experience and education, blending into the Atlanta business environment may not be a significant problem.
Conclusion
It is important to note that such women have noted the discrimination and are finding ways to mitigate the strain their families put on their careers. As such, they are organized in a way that ensures their careers and families receive an ample fraction of their attention. Women serving their families and careers have undergone the assimilation process by acculturation. Acculturation has empowered them to work using principles that are employed by their male counterparts in the workplace. Such women have learned how to be as aggressive, competitive and competent in making decisions as efficiently as the other employees.
This notion makes Karen a viable candidate. It is expected that she will manage her time efficiently in order to work according to the existing organizational culture. Karen will have to observe the leadership style, norms and values that the company employs. Karen is expected to modify the culture in the sales department in order to improve productivity and consequently, the company sales.
Reference
Harvey, C. P., & Allard, M. J. (2011). Understanding and managing diversity. Upper Saddle River, NJ: Prentice Hall.