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❶Rate this blog entry:. Statement of Purpose The three members of the group are members of minorities and the purpose is to acquaint other minorities with what could be encountered in finding a job.

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Affirmative action as a cause of prejudice
Conclusion

Whether it be sailing or cooking there is no denying the importance of passion. Without a passion there's no drive, no push. There's no fear of failing, or thrill of success.

Without a passion, there's no life. Everything molds into a meaningless grey mass of wake up and go to sleep. I know this because, up until about six years ago, I had no. A good or bad person can be build up with the actions of the family. Generally the family means parents and children. Foundation of a person is his or her family. It teaches us good qualities such as kindness, sharing, caring, and patience and.

Essay About My Dreams Words: People like to say, that without dreams person cannot exist. And I totally agree with that, because without any aim in life you do not have any sense for living. Even if you ask a young child, what he or she wants to achieve in life, he will answer immediately. We were always taught, that we have to want more than we have. Since its original incorporation into an enforced act, affirmative action has seen many changes and has constantly been the focal point for conversation both in the positive and negative sense.

As time has progressed, the question of the necessity of affirmative action has repeatedly come up. Affirmative action was once necessary and effective. It was implemented in and over the course of two decades was shown to improve opportunities for women and minorities in most cases Leonard At its inception it was controversial and unwelcome, but its effects could not be denied.

As of a study conducted in Among females, it has increased the demand for blacks relative to whites by This study was conducted over the course of six years, from to , and shows clear improvement in workplace diversity. By creating a program that ensured the hiring of a certain number of minority workers , employers would be able to see that a different worker, not a white male, could complete tasks just as efficiently and effectively as their coworkers.

Additionally, this program was placed under the with the hopes of eliminating worker discrimination and the negative stereotypes seen between races that work together. This provides evidence that the system worked when it was first implemented. However, the key social issue that made affirmative action necessary has changed. While no one could claim that racial prejudice is gone, it is also not as simple as it once was and racial stereotypes are now even further propagated by the media.

The places where affirmative action once helped, it is largely no longer necessary. Truly, competitive institutions of business and education have to tap whatever talent pool is available. There are also statistics to suggest that white males have actually become a minority in the work force, making a policy that excludes their opportunities harmful to genuine equality Thomas, Jr. If this trend proceeds unchecked, before long affirmative action will have to include white males as well and simply become a comprehensive government regulation for education and workplace demographics.

According to the information provided by Thomas Jr Though he notes that white males born within the United States are still the dominant force in terms of the high power positions within the workplace, they are, statistically speaking, a minority. Based on the current trends, white males will only make up 15 percent of the increased work force over the next 10 years if figures hold the same as projected Thomas, Jr. This will literally reverse the effects the affirmative action was trying to prevent in the first place.

Even worse than its misdirection in modern times, is the evidence that affirmative action is actually harmful to equality. While the policy does force employers and educators to accept minorities, it has become such a fixture and such a rigid mandate that those minorities are often seen as inferior in their positions simply because they were entitled to that position Coate This kind of prejudice cannot be regulated away and is the kind of social prejudice that actually creates diversity gaps.

The only thing a policy can do is limit the ways prejudice manifests itself in official situations. To truly correct the issue of ethnic and gender inequality, it has to be addressed at the fundamental level.

Since affirmative action was first proven effective in the s, conditions have changed. It is now necessary to consider merit instead of simple statistical qualities Sturm Prejudice is no longer simply a matter of socioeconomic status or gender or ethnicity and the only way left to rise above social prejudices is through attention to individual value, rather than group identification Sidanius It might be easier to hope that affirmative action is still valid and effective, but social conditions change over time and a new tactic needs to be considered for addressing the issues that actually account for prejudice in the modern age, rather than the symptom of decades past.

As noted in the findings of Coate and Loury:. This can be especially true in an economic situation that currently faces the nation. Presently, finding employment is very difficult for almost everyone in the country as job growth continues to diminish.

The influence that affirmative action has on the hiring process can, even if unwarranted, lead to hostile feelings and tension between races. Individuals that do not secure a job could blame the minorities that have jobs at a company because they received aid from a government program.

Individuals that claim this will usually also state that affirmative action will overlook a better-suited white worker to hire a minority worker in his place. In brief, operational definitions of affirmative action have varied considerably, but this variation has not been accompanied by a parallel variation in terminology.

Thus, some people operationalize affirmative action as quotas, others as preferential treatment weak, strong, or unspecified , others as recruitment, others as the elimination of discrimination, etc. Given the strong effect of AAP structure on reactions, this inconsistency in operational definitions has sometimes led to a parallel inconsistency in results. We recommend that researchers use more precise terms when describing their research; "affirmative action" is too vague. Most of the research we reviewed was performed in the United States, although Canada, New Zealand, and the Netherlands were also represented.

There is a need for additional research on affirmative action in other countries, and for an additional attention to cultural influences on reactions to affirmative action.

In addition, the political climate in the United States has changed considerably since , when EO was issued. A review linking affirmative action attitudes to other changes over time would be a valuable contribution.

Another important question is how individuals' attitudes change over time, especially as a function of experience with affirmative action; we know of no longitudinal research on this question. Still another important question is how job satisfaction, organizational commitment, and similar variables are related to reactions to the organization's affirmative action plan.

Witt reports the results of three discriminant analyses on the job satisfaction of White male university faculty, and concludes that attitudes toward affirmative action have little effect compared to the effects of time demand and other types of stress.

We know of no other research on this important issue. Another methodological concern is the possibility that people do not honestly express their affirmative action attitudes.

This potential problem was addressed in a recent article by Coughlin , who describes Timur Kuran's views on preference falsification. Kuran argues that people are unwilling to express their negative opinions of affirmative action because they are afraid of being labeled as racists. While this criticism applies to some research, much of the published work is based on anonymous responses. In addition, it seems inconsistent with the very negative evaluations of preferential treatment. Nonetheless, researchers who study affirmative action or any other sensitive topic should take steps to ensure that respondents can express their opinions openly and without fear.

In conclusion, previous research provides numerous questions and hypotheses about affirmative action attitudes and about how affirmative action affects target group members and non-members. Some conclusions can now be drawn with confidence, but much more research is needed before we can claim to thoroughly understand the psychological and behavioral implications of affirmative action.

Conclusions The strongest conclusion that can be drawn from the reviewed research is that the structure of an AAP will influence reactions to it.


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Sample Affirmative Action Essay Affirmative action is an issue closely related to cultural diversity. It affects the entire employed and unemployed population of the United States.

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Affirmative Action is Discrimination Affirmative action is a plan designed to end discrimination by guaranteeing minorities will be hired, regardless of race or gender. A discussion of the impact of the controversial policy of Affirmative Action, its effectiveness and the continued adherence to a seemingly outdated policy. Essay on Affirmative Action - Blog | Ultius Go to5/5(1).

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Affirmative action essay conclusion To evaluate the writing, and science education and has a disability, putting conclusion essay affirmative action up a head of your ndings for theory andor practice future research publication or project report, so you . In conclusion, previous research provides numerous questions and hypotheses about affirmative action attitudes and about how affirmative action affects target group members and non-members. Some conclusions can now be drawn with confidence, but much more research is needed before we can claim to thoroughly understand the psychological and.