1	The Black Manager
2	"Making It In The Corporate..." Making It In The Corporate World
3	Authority for this Presentation Partial List U. S. Constitution NASA Strategic Plan GSFC Diversity Management Plan GSFC Continual Improvement Plan Employee Manual Ogden Logistic Services American Management Association
4	Purpose of the Four Phase Model “… to removed those barriers that prevent black people from fully utilizing their creativity and competencies.” “…white readers can use the model to understand the needs of minority managers and facilitate their development.” “Offers specific tools that people can use to understand what is necessary to “get ahead” in a predominately white working environment.” “discusses how white people can prepare themselves to the needs of minority (non-white) managers so that white people and minority (non-white) managers can interact successfully.”
5	What is the Problem? Racism remains America’s deepest and most enduring division. Andrew Hacker Two Nations, between whom there is no intercourse and no sympathy; who are as ignorant of each other’s habits, thoughts, and feelings, as if the were dwellers in different planets. Benjamin Disraeli The most formidable of all ills that threaten the future of the Union arises from the presence of a black population upon its territory. Alexis de Tocqueville
6	W. Edward Deming Father of Total Quality Management It is impossible to have total quality management of people without having total quality relationships between people Metanonia - the concept of change, improvement or elimination of the problem without the usual association of guilt relating to past wrongs.
7	"Racism" Racism
8	Racism: A Definition The mistreatment of people based upon color. Mistreatment in nine areas of people activity Economics Education Entertainment Labor Law Politics Religion Sex War
9	The Violent Basis of Racism Direct and Indirect Violence Direct Violence is: Being Killed Being Attacked Physically Being Economically Retarded Indirect Violence is: Being Lied To Having constructive information withheld from you Being Intimidated Being Harrassed Being Tricked or Fooled Being Set Up for Failure or Harm Being the subject of gossip or non-constructive talk
10	On the Existence of Racism Some Given Premises “Racism pervades every walk of our lives,…” “It is safe to deduce that black managers (people) will face racism…” pg#12 “For blacks, the barrier of racism prevents them from receiving their appropriate rewards…” pg#23 “Black rage is the logical reaction of blacks to racism…” “it is the result of individuals racist beliefs that causes problems…” “Minorities (black people) continue to be Victims of racism…” pg#44 and pg#8 Because of racism, “Black people become easy targets when something goes amiss…” pg#129
11	On the Existence of Racism Some Given Premises Because of racism… “if you are a black person in a “power position” people will automatically challenge you.” pg#363 Because of racism… “To defect SELF HATRED, it is necessary for black people to deny what (status-quo) society has trained them from birth to believe.” pg#279 Because of racism… “Black self hatred is a complicate issue, deeply rooted in our history. It is NOT easy to overcome, nor is it a simple matter to handle or resolve.” pg#281
12	Black Self Hatred Recognize the condition of black self hate within yourself Am I at ease accepting myself and my group? Do I feed ashamed and embarrassed by other black people when they violate some rule or value that I hold especially when white people view that behavior? Do I want to assure white people that I’m different in the way I behave? Am I comfortable thinking and talking about racism? How do I relate to my own group? Am I concerned that white people feel comfortable with me? Do it tend to identify myself more with white people?
13	"Four Phase Model Developmental Model" Four Phase Model Developmental Model
14	Four Phase Developmental Model Entry Phase: Having a false sense of security & lacking direction Adjusting Phase: Testing the organizational environment, Pushing angrily Planned Growth Phase: Using strategic and concentrated effort to solve problems Success Phase: Gaining confidence, reaching milestones, and planning for the future.
15	Entry Phase Characteristics Little or no movement in terms of Job Growth Little or no direction from the Supervisor Little or no direction in terms of personal goals A feeling of “I’ve got it made” having secured a desirable job Contained anger; interpersonal and job discomfort is ignored or not dealt with Reserved behavior or “Don’t make waves”
16	Adjusting Phase The Most Turbulent Phase Dissatisfaction Phase Characteristics Frustration Phase Characteristics
17	Adjusting Phase Characteristics Dissatisfaction A non-constructive reaction to white people regarding interactions with white people and a desire to mete out punishment Rage that slips out periodically; black people begin to display anger Low self confidence Beginning to see inequalities but still holding anger inside most of the time; may complain a lot Non-constructive reaction to seeing white peers get better jobs and more responsibility and company taking more chances on white persons potential
18	Adjusting Phase Characteristics Frustration Rage that cannot be contained or managed may be seen by white people as a “bad attitude” A lot of verbal, interpersonal fights with white people may be seen as “militant” or “non-cooperative” No movement in terms of personal growth or job growth and production; the degree of anger prohibits growth No increase in job results; dysfunctional behavior can help produce job stagnation Becoming more vocal, tending to speak out about feelings, thoughts, usually inappropriately Fear of retribution from the organization
19	The Bottom Line: Adjusting Phase Black Managers are frustrated and dissatisfied The resultant behavior is often volatile and emotionally charged Such behavior can be frightening for white people Such behavior is dysfunctional for black people
20	Planned Growth Phase Management of rage; controls indiscriminate outbursts; chooses things at which to become angry Style changes; behavior becomes smoother; tends to initiate fights with white people less and less often Starts moving toward goals; begins to see what to reach for Rough periods; may slip back to the frustration and dissatisfaction stages
21	Success Phase Characteristics Basic goals are met, progress can be seen New and harder goals are set Style is developed (there is no longer a need to fight with or punish white people in interactions) High confidence is developed (as a result of successes) High quality results are produced; managers become aware of how the system works and acquires the skill in using it Strokes become less important (Managers no longer depend on verbal OK’s and praise from others, particularly from white people)
22	Success Phase Characteristics Results become more important; the job speaks for itself A success affect is developed; self confidence and importance are displayed
23	Summary of Model These phases are never skipped nor to they occur out of sequence Time spent in each phase varies due to individual differences A person may get stuck in a phase or regress back to an earlier phase Getting comfortable, dropping one’s guard, getting tired of the output of energy can be causes for regression The two major issues of concern in the model is survival and success Survival = Entry and Adjusting Phases Success = Planned Growth and Success Phases
24	Two Most Important Skills for a Black Manager Management of the Racism of Others Conflict Management
25	Two Useful Anthropological Concepts Cultural Paranoia Refers to a persons expectation of mistreatment Protective Hesitation Behavior associated with cultural paranoia in which a black person hesitates in order to protect his or herself from possible psychological assault before interacting of preparing to interact with a white person These concepts are healthy coping reactions to the “very real dangers” of racism
26	Management of the Racism Black managers need the skill of managing racism above all others Black managers will not survive long without managing the racism of others Racism is managed by using the company’s norms, values, and communications network effectively Black managers must develop a strategy against racist resistance to impact the system
27	Management of Racism Management of racism is a skill unique to black people We have begun to teach white people how to manage the racism in themselves, in other white people and their institutions Black people are unusually perceptive in interactions with others Cultural Paranoia
28	Management of Racism Black people have learned to be aware of the racism around them. To forget the impact of racism is tantamount to losing or giving up one’s survival instincts
29	Keys to Managing Racist Behavior Use the company’s norms, values, and communications network effectively Seek to gain the understanding of the racism and seek to influence the company’s culture positively Understand that you must manage the racist behavior of others in order to be successful Realize that you don’t have to deal with this situation alone Seek the help of both Black and White peoples
30	Keys to Managing Racist Behavior Allow yourself to recognize racist behavior in action Watch the white people and their behavior toward black people and white people, differences and non-differences Pay attention to your visceral reaction of discomfort
31	Conflict Management Definition: Managing conflicts between people, groups, and situations. White people have options to confronting situations; they may deal with them or avoid them (the latter is most often the case) Black Managers must learn to deal with conflicts productively or they are apt to be “scape-goated” as a cause of the conflicts.
32	White Reactions Experience shows that white people will not tolerate the uncontrolled emotions of black people. Black people must behave in what appears to be a friendly manner with whites in order to be able to function more effectively in the corporation.
33	Managing Black Rage Rage is inevitable for black people It’s a natural reaction to mistreatment Do not deny it’s existence Do not block your anger Causes the prevalent high incidence of heart attacks and hypertension among blacks Not suggesting rioting nor inappropriate behavior Rage can be cathartic Much harm black people do to themselves can be traced to pent up anger, frustration and resentment
34	Managing Black Rage Rage can be managed The strength and energy generated by rage can be used strategically to confront and resolve major issues Use rage as a strategic tool You can get the attention you seek without turning people off, frightening them or jeopardizing your career Do not personalize your anger Do not direct your anger to a specific person but toward an issue You may not gain by attacking a person directly You may gain much my attacking their dysfunctional behavior
35	Things a white person should do Be up front, open and to the point, (do not lie to non-white people)… pg#8 Do not withhold positive information, this will create further stress, confusion, and doubt. Pg#112 Facilitate the needs of black (non-white) people on the job. Pg#XV Understand the self hatred aspect of the black person’s psyche and seek to compensate in your interactions. Avoid mistreating black people in your interactions with them. Warn the black person when you see they are headed in the incorrect direction or if danger lurks ahead for them. Keep them informed. Seek to teach.
36	Other things a black manager should do pg#292, #363, and #364 Take a risk and confront dysfunctional racism behavior Learn to think like the suspected racists so that you can anticipate their reactions and plan effective responses Learn to use white mentor/advocates as an aid in getting your needs met in the organization Seise opportunities to make significant contributions to your organization Observe “power figures” in action and duplicate constructive thought, speech and action Attend meetings with your supervisor and observe their interactions, be visible Develop and use a personal reading program
37	TQM + TQR = Peace and Productivity In the Workplace All of us need to do our part to attempt to establish correct culture We need to interact with quality We need to think in terms of balance between people Justice = Balance between people Correctness = Balance between people and things We need to do this each and everyday without fail Our workplace is everywhere in the universe. Wherever people are
38