For females and minority employees, affirmative action proposes great opportunities to be equally treated and protected (to some extent). Nevertheless, there are some disadvantages of these policies. They include low-qualifies fork force and low-personal achievements of employees involved in the affirmative action programs. During half a century, affirmative action policies have proved their effectiveness, but cannot "abolish" gender and racial inequalities. For this reason, training and promotion activities as a part of affirmative action are vital for successful organizational performance. To over come these possible threats the organization should conduct programming of specific human resources activities, based on personal development and human capital policies (Baqley and Connerty n.d.).The organization under analysis is Wal-Mart. This is a giant supermarket operating around the world. In this organization, affirmative action has stigmatized the white men. Perhaps the least responsible of any harm to ethnic groups and gender differences in employment is the young white men frequently a democrat who has been obligatory to punish because of past injustice. "The idea that our deep moral obligations are to do things to help disadvantaged people of any sort, and not to give preferential treatment to any racial group, is one that strikes a chord in many people" (Stroud 385). Also, affirmative action helps to break stereotypes of black people and minority groups as lazy and low qualified professionals. This research paper seeks to examine the role and importance of affirmative action in modern organizations and their impact on employees and organizational culture (Anderson et al 77).
Affirmative Action: Background
Modern organizations, like Wal-Mart, play a major and continuing role in the lives of employees, especially with the growth of large-scale business organizations and the divorce of ownership from management. Organizations of one form or another are a necessary part of a society and serve many important needs. The decisions and affirmative actions of management in organizations have an increasing impact on employees, other organizations and the community. It is important, therefore, to understand the role of affirmative action and the pervasive influences which it exercises over the behavior of people. In the XXI century, the debate over pros and cons of affirmative action is still alive. Heated discussions concern the role of affirmative action in organizational development and its impact on HR management (Patterson, 17).
The research literature suggests that many organizations misunderstood the concept of affirmative action and its importance for employees (Anderson et al 1999). On the other hand, modern organizational management is particularly criticized for his authoritarian style. Modern organizational management resists the projects and racial minority employees for a long time. Following the work in the task force, modern organizational management systematically starts to work on its weaknesses. In contrast, the affirmative action programs facing the challenge of a currently successful organization need to focus more on reallocating their existing resources (Kamalu 489). As they put significant and visible investments into the launch of their corporate transformation process, they powerfully signal that something major, new, and different is about to happen. As they begin to change large resources away from businesses and activities that are not compliant with the new vision and direction toward those that are on the new critical direction, they further support the sense of commitment to change and clarify its meaning and direction Instead, they tend to work harder using