Race to the Top of the Corporate Ladder: What Minorities Do When They Get There
Race to the Top of the Corporate Ladder: What Minorities Do When They Get There
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争夺企业阶梯的顶端：少数族裔到达那里后会做什么
DOI：
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发表时间：
2009
期刊：
影响因子：
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通讯作者：
G. Gulati
中科院分区：
文献类型：
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作者：
Devon W. Carbado;G. Gulati
无论候选人多么有资格或能力，要想爬到公司的最高层是很困难的。仅仅生产比竞争对手更多的产品是不够的。还需要就该机构的政治前景进行谈判。更具体地说，必须安抚个别公司官员，必须拉拢强大的利益集团并使其成为盟友，必须削弱或消除竞争对手。组织越是官僚化，晋升过程越不透明，这种制度博弈对企业晋升的重要性就越大。本章将确定哪些少数民族或种族类型可能会很好地玩这个游戏，从而竞争到公司的最高层。然后，它解释了为什么这些种族类型可能没有种族承诺，或感到制度授权，以提高其他有色人种，因为他们爬上公司的阶梯。
Racing to the top of the corporate hierarchy is difficult, no matter how qualified or capable the candidate. Producing more widgets than one's competitors is not enough. Negotiating the political landscape of the institution is also required. More specifically, individual corporate officers have to be appeased, powerful interest groups have to be co-opted and made allies, and competitors have to be undermined or eliminated. The more bureaucratic the organization and the more opaque the promotion process, the more important this institutional game to climbing the corporate ladder. This chapter identifies the kind of racial minorities or racial types who are likely to play this game well and, consequently, race to the top of the corporation. It then explains why these racial types might not have the racial commitment, or feel institutionally empowered, to lift other people of color as they climb the corporate ladder.
自我推销作为女性的一个风险因素：反刻板印象管理的成本和收益。
影响因子：
7.6
作者：
Rudman,LA
通讯作者：
Rudman,LA
影响因子：
7.6
作者：
STEELE, CM;ARONSON, J
通讯作者：
ARONSON, J
影响因子：
16.4
作者：
Steele, CM
通讯作者：
Steele, CM