HRM 3450 Chapter Notes - Chapter 2: Aversive Racism, Job Satisfaction, Ingroups And Outgroups

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Minority or non-dominant groups are those subordinated to majority/dominant groups in terms of power, prestige, and privilege. Identifiability: for subordinating systems to work, minority and majority groups must possess distinguishing physical/cultural traits that can be singled out for differential treatment (discrimination). If non-dominant groups were not recognizable, differential treatment would be difficult. Different types of discrimination have limiting effects on its targets. Experience of discrimination leads to group awareness and protests & activism: differential power: allows those who have more power to control those with less power (women outnumber men but less power). Powerful controls access to education, employment, food, health care, etc affect those without power. Power helps dominant remain dominant: group awareness: unfair treatment minority groups experience leads to realize they are subjected to differential treatment and is the result of majority"s evaluations rather than to any intrinsic qualities of their group. Also realize they can achieve goals (jobs) through resistance (boycotts, protests).

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