Question

CASE STUDY: DISCRIMINATION IN THE WORKPLACE Whitney, a top graduate from Harvard University in Massachusetts, USA, was hired by a major corporation into a management position. Whitney finished the corporation's management training program top in her group, and is performing excellently in her position. She is really enjoying her work. However, as an American black woman, she feels isolated, as there are no other black women managers and few women in her area. One night at a company party, she heard a conversation between two of her male co-workers and their supervisor. They were complaining to him about Whitney’s lack of qualifications and her unpleasant personality. They cursed affirmative action regulations for making the hiring of Whitney necessary. Whitney was very upset and wants to quit. Write an essay discussing the case study by including the following aspects: a) Whether Whitney should quit b) The validity of her co-workers’ evaluation. c) Whether Whitney should confront the co-workers.

Answer 1

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Step-by-step explanation:

In the case study of Whitney, a Harvard graduate hired into a management position by a major corporation, there are several essential aspects to consider. Whether Whitney should quit, the validity of her co-workers' evaluation, and whether Whitney should confront the co-workers are all important considerations when discussing this case.

First, it is essential to consider whether Whitney should quit. Whitney is competent, as evidenced by her excellent performance in the corporation's management training program. She is also an American black woman, which puts her in a unique position at the company. While it is true that her co-workers have been disrespectful and unprofessional in their comments about her, it is essential to consider the potential impact of leaving the position. If she were to quit, it could be seen as a sign of weakness or a lack of resilience. It is also essential to consider that she is a black woman in a profession that males largely dominate. Quitting would tell her co-workers and supervisors that she could not succeed in a male-dominated profession.

Second, it is essential to consider the validity of her co-workers' evaluation. The co-workers are likely basing their Whitney assessment on their biases and prejudices. For example, they may have assumed that Whitney was hired due to affirmative action regulations and therefore was not qualified for the job. This assumption is wrong and baseless. Furthermore, Whitney is an accomplished and talented employee, as evidenced by her excellent performance in the management training program. As such, her co-workers' evaluation of her is not valid.

Finally, it is essential to consider whether Whitney should confront their co-workers. While it may be tempting to confront co-workers and demand an apology, it is necessary to consider the consequences of this action. It is possible that the confrontation could escalate and lead to further disrespect and hostility towards Whitney. Therefore, Whitney should focus on her work and continue excelling rather than confronting their co-workers. She should also make an effort to build relationships with her co-workers, as this could help to improve her working environment.

In conclusion, Whitney is an accomplished and qualified employee who is not being treated with the respect she deserves. She should not quit her job, as her co-workers' evaluation of her is invalid, and the potential consequences of leaving could be damaging. Rather than confronting their co-workers, Whitney should instead focus on her work and building relationships with her colleagues. Doing so will help her to succeed and prove her co-workers wrong.