Meritocracy Essay

In The Merits of Meritocracy, by David Brooks, Brooks discusses the lives of middle-class children growing up in America. He opens up with an anecdote about his daughter, to lead into one of his main points: middle-class children have busy and protected childhood, filled with many opportunities supervised by adults (193). For instance, his daughter has four different helmets for biking, pogo sticking, skateboarding, and playing baseball (193). She is a prime example of how the middle-class is presented with opportunities and busy lives; because of this, Brooks claims the general middle-class parent fears their child is too spoiled by abundance, and will never have to commit to one thing (194). Another large fear Brooks states they have, is

Diversity at Target, like everywhere, is a work in progress. Target is ahead of the national average in terms of minority hiring. Additionally, the company has a higher percentage of minorities in management positions than the industry average. “The Strength of Many. The Power of One,” is Target’s tagline for diversity. It is realized that we need many points of view all working towards the common goal in order to be successful. The goals set forward in this plan are: to increase diverse hire mix by 30% over last year; improve retention rate by 30% over last year; and to develop high potential diverse talent in the ST. Louis market. This can be done

Sean Illing’s essay reflects the idea that many citizens, especially those further right on the political spectrum, deny that factors other than merit contribute to relative success. Illingk develops this argument through the utilization of Frank’s book, Success and Luck: Good Fortune and the Myth of Meritocracy, in which Frank proposes the truth of meritocracy, specifically in the US, in order to show how a true meritocracy cannot

Imagine that you are the HR Director at your current organization or an organization with which you are familiar. As the HR Director, you must use different employment law requirements to create methods and policies that support the promotion of a diverse workforce. Select one (1) job opportunity that you have held or with which you are familiar within the same organization for this scenario.

The United State is definitely not a society where there is meritocracy because of the class system within our country. Class plays a major role in which the rich have access to higher education, jobs and opportunities than compared to the lower classes. A great example of this would be an upper class in the United State, better known as the one percent. The upper class is a numerous small group with wealthy member, which is said to make up about 1 percent of the population. They are the upper class of United State, who owns a large amount of the money in the country. The class system is something that is very well known as stated by William Domhoff “People are very aware of basic economic and educational differences and they can size up social standing fairly well from such outward signs as speech patterns, mannerisms, and style of dress, but the

To Hayes the failure of meritocracy comes from its focus on equality of opportunity over equality of outcome. Thus, as inequality escalated, the meritocracy ended up becoming so entrenched and isolated that it is no longer even much of a meritocracy. Hayes cites his elite NYC alma mater, Hunter College High School, as a prime example. The only admissions requirement is passing its entrance exam, yet the percentage students from minority and low income backgrounds has been steadily declining due to the expensive test taking prep courses that more affluent students can afford. Meanwhile the increasingly wealthy “meritocratic elites” isolate themselves from the rest of us in the 99% by living and traveling privately – in gated communities, exclusive clubs and resorts, corporate jets, etc., blaming the masses rather than themselves for societal woes.

Meritocracy, the system where each person's progression is due to their achievements, is seen constantly throughout society and it is suggested to be in Australian higher education. This essay will argue that rural students who attend or plan on attending university challenge this suggestion of meritocracy in Australian universities, as rural students are unequal compared to urban students. This essay will show that universities are not based on merit alone, as rural students are disadvantaged in areas such as distance, family & community values, course availability and university availability.

Do Americans believe meritocracy exists in America? Do talented people who work hard earning the reward that they deserve? Do talented people have enough challenges for their promotion that they merit? Living in the United States, many people think meritocracy exists because people expect about the opportunities to learn, to work, to earn, and to deserve. People also think they may have chances to earn what they deserve because the trusting of meritocracy. However, talented people do not receive any adequate reward as they expect. Meritocracy does not exist in America and becomes a myth for many debates. Moreover, most talented people in America who work hard still have fewer resources, less promotion,

The topic of minorities in the workforce and how the struggle to accomplish equal treatment in today’s workforce is nothing new to our society. For centuries we have been concerned that by bringing together our different backgrounds, skills, and experiences, as well as the many businesses of this great

How to minimize the hurts of non-white children once their belief on the theory of a society is fair and equality is completely collapsed when the reality is happening in the opposite. In the reading “Why the Myth of Meritocracy Hurts Kids of Color” Mildred Boveda, an assistant education professor at Arizona State University, said: “I will admit that it sometimes felt risky to tackle these difficult conversations, but this [research] underscores why we cannot equivocate when it comes to preparing our children to face injustices.” I agree with her opinion. Because finding the proper solutions to fully empower and equipping the best knowledge that can help children cope better is not easy, but it is the responsibility of the family, the school, and society. The three elements need to act and work together in an effort to dare to speak about the truths mentioned above.

The myth of meritocracy has been proven true in multiply sources. Studies have hypothesized this before when relating to upward mobility. Upward mobility in the last forty years has been more and more unlikely for years and years now. Factors like race, socioeconomic status, household makeup, and economic conditions of this country play a big role. I will go more indepth about this study by showing more facts in the following paragraphs.

The United States is one of the most diverse nations on the earth, originally conceived so, and often described as a great melting pot, as “all nations are melted into a new race of man, whose labours and posterity will one day cause great changes in the world” (St. John de Crèvecoeur, 1782). Yet, despite the country’s diverse population, the workplace remains a place of inequality as women and minorities continue to earn less than their white male counterparts (U.S. Bureau of Labor Statistics, 2011; U.S. Census Bureau, 2009) and advance less in managerial and professional positions (Kinicki & Kreitner, 2008). The question of workplace diversity is a polarizing debate with proponents of diversity measures arguing the business benefit of

Harvard Business Review September, 1996 / October, 1996 HEADLINE: MAKING DIFFERENCES MATTER: A NEW PARADIGM FOR MANAGING DIVERSITY BYLINE: by David A. Thomas and Robin J. Ely; David A. Thomas is an associate professor at the Harvard Business School in Boston, Massachusetts. Robin J. Ely is an associate professor at Columbia University 's School of International and Public Affairs in New York City. Their research and teaching focus on the influence of race, gender, and ethnicity on career dynamics and organizational effectiveness. ABSTRACT: MAKING DIFFERENCES MATTER: A NEW PARADIGM FOR MANAGING DIVERSITY DAVID A. THOMAS and ROBIN J. ELY Diversity efforts in the workplace have been undertaken with great goodwill, but, ironically, they often

The idea of social inequality dates back since the time of our founding fathers. The mistreatment and unlawful equality and opportunity that these foreigners received became embedded into our history—this endless list includes, just to name a few, the Irish, Chinese, Jews, and most notably the African Americans (Blacks), who became slaves to the American people. Here in the United States, the current social class system is known as the class system, where families are distributed and placed into three different existing class—the upper class (wealthy), middle class (working), and lower class (poor). Since then, improvisations have been worked on into the class system, establishing now roughly six social classes: upper class, new money, middle class, working class, working poor, and poverty level. Social stratification is a widely common topic of debate because there have since been many arguments and debates on this controversial situation of social inequality and how it relates to social class and social mobility. According to Economist Robert Reich, he states that "The probability that a poor child in America will become a poor adult is higher now than it was 30 years ago..." (Reich, par. 5), meaning the given amount of equality, opportunity, and support that these struggle families obtain have gone mainly unnoticed by the government that it has gotten worst. The constant uproar of social inequality and injustice that these middle and lower working class families stem

Today's workplace is more diverse than it has ever been in history. While the workforce has made strides in the direction of equality, it is still far from attaining total equality in the workplace. A company must value diversity. The main objectives of valuing diversity include awareness, education, and positive recognition of the differences among people in the workforce. Organizations are increasingly emphasizing group work or teamwork as a source of competitive advantage in a diverse workforce. It has been suggested that such organizations must target their recruitment efforts at applicants who are both diverse and amenable to working in teams ( Rau, Hyland 2003).