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论文作者:www.51lunwen.org论文属性:学术文章 Scholarship Essay登出时间:2015-02-01编辑:Cinderella点击率:6669
论文字数:2751论文编号:org201501301925511360语种:英语 English地区:英国价格:免费论文
关键词:employment discriminationEEOC种族歧视就业公平
摘要:本文以美国一家酒店的就业歧视问题为案例,研究了雇佣领域当中存在的种族歧视。
According to Thomas Kochman, paralanguage, which also includes the pitch, stress, volume, and speed with which language is spoken, lends itself readily to misinterpretation cross-culturally. The potential for misunderstanding begins with perception. U.S. Americans are likely to miss shadings of tone which in higher context cultures would scream with meaning. Within the United States, European American males are less likely than some African American males to perceive the use of movement to signal a shift from talking to fighting. And conversely, black males may fail to discriminate the fighting cue of “intensity” in the tone of white male talk. This type of misunderstanding in cross cultural communication can be assumed in the Hampton Inn case where the manager was a white and employees targeted were black (Kochman, 1998, p. 18).
According to Sheila Ramsey, European and African Americans tend to be rather direct in their style of confrontation, compared with the indirectness of many Asians and Hispanics. Supporters of the direct style favour face-to-face discussion of problems, relatively open expression of feeling, and a willingness to say yes or no in answer to questions. People socialized in the more indirect style tend to seek third-person intermediaries for conducting difficult discussions, suggest rather than state feelings, and protect their own and others “face” by providing the appearance of ambiguity in response to questions (Ramsey, 1988). In the Hampton Inn case it can be assumed that the white manager who was following the direct style of communicating preferred to communicate with the Hispanic employees who might have followed the indirect style of communicating in comparison to the black employees who would have preferred to communicate directly. Therefore the assumption made by the white manager of that Hispanic employees were less complaining would be incorrect as Hispanics would prefer to not go and talk directly id there was a problem as compared to black employees who would prefer to speak directly and resolve the issue.
White American employers/employees believe that eye contact is important and it shows that a person is trustworthy, masculine, sincere, and direct, when white employer sees black employee who does not maintain eye contact, the employer might think that the person is shifty and cannot be trusted. But this might not be the same for black culture. For a black person the white person who does maintain eye contact is doing it in order to put something on someone (Martin & Nakayama, 1997).This type of misunderstanding could be one of reasons for miscommunication between the black employees and white manager. The manager at Hampton Inn might have preferred to maintain eye contact while speaking with employees while the black employees 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。