Affirmative Action programs: Have we forgotten the first-line supervisor?
1979
Hammer, Tove Helland
Affirmative action programs that call for special attention to minority group employees have often created confusion for first-line supervisors. They are often not aware of upper management decisions concerning the program and may perceive the programs as allowing preferential treatment of minority group employees, with unfortunate consequences for leadership and work-group effectiveness. Sometimes they lose some or all of their authority in hiring, promoting, firing, or disciplining employees. High-level management should anticipate the negative side effects of an affirmative action plan and prepare the first-line supervisors. Allowances should be made for effects on production deadlines and quotas; adequate conflict management and work group maintenance techniques should be developed. Personnel and labor relations departments should more closely monitor the progress of the program on the first-line supervisors' level.
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