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d to be made based upon character and abilities and not on stereotype. In a democratic system, the interest of all citizens ought to be represented, valued and considered in the law-making process which is also the basis for the theory of representative government (Soni, 1999).

 

Women are being given preference as per the AA guidelines even if they do not possess the necessary qualifications. If there are fewer women at the top, sometimes the women themselves have to be blamed for it. In many instances, women have been found to be incompetent for the top management roles and popular literature is filled with self-help techniques for women. Some argue that this demonstrates the inherent deficits that women have (Heilman, 1997). It is argued and commonly accepted by many that women bring their inherent weaknesses to the workplace and this obstructs their growth. If the purpose of hiring competent managers and employees is to help to maximize profits for an organization, how can the hiring of unqualified minorities or women be justified, if only for the sake of filling a quota or abiding by policy? Secondly, the preferential treatment indicates that such women are inferior to the rest of the employees. It works as a stigma of substandard performance. Through out their work life they carry the stigma that they have been hired not for their capabilities but because of their gender or race. The stigma theory argues that the stigma suffered by the women at workplace is an injury in itself (Soni, 1999). This may be a de-motivational factor for such employees. It has also been found that there was less occupational interest in the managerial job when women were employed because of preferential selection policies. Even if the other associates or the vendors of the company look towards these women as inefficient; their qualifications (or lack thereof) are discounted. Oftentimes as far as the organization is concerned, if a women were hired because of preferential status, it would be discriminatory to discipline or effect judgment based upon substandard working skills. This can lead to less-than-competent personnel achieving influence and authority far beyond what they would have achieved in a truly competitive environment and can damage the long-term prosperity of an organization.

 

When AA was first implemented, racial discrimination was rampant and it did help the minorities to form a base on which to stand. However, if it continues to be implemented it has the potential to lower the levels of efficiency and competency while also polarizing society along racial or gender lines. One of the most important justifications given for AA is that it compensates for the past injustices and it has now become a battleground for competing notions of justice. The societal benefits should be equally distributed so that it is just for all persons at all times. The program is unfair to whites as for the most part, they have not personally caused any harm to minorities or women. Since they are innocent why should they be placed at a disadvantage? This leads to reverse discrimination when women and minorities are hired over the better qualified white males and is morally wrong. Sometimes it has also been found that minorities and women are hired just to fill the quotas as it is l本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。