91

THE BLACK MANAGER IN CORPORATE AMERICA

AND

WHAT IT TAKES TO BECOME SUCCESSFUL

By

Howard E. Collier

MSM 99

A paper submitted in partial fulfillment of the requirements for the degree of

Masters of Science in Management

INDIANA WESLEYAN UNIVERSITY

NOVEMBER 2000

CASE DESCRIPTION

Introduction

The topic of the Black Manager “making it” in corporate America is an ongoing concern for blacks throughout International Engine Company, as well as for other black managers throughout various industries in both the public and private sectors of business.

This issue has become increasingly important to black managers throughout International Engine Company and other industries throughout corporate America, as blacks have gradually begun to advance into the upper levels of many organizational structures. As blacks have become more successful at advancing throughout the corporate organizational structure, they have begun to seek even higher positions and find it increasingly difficult to attain them. Because of this, questions arise regarding what it actually takes to “make it” in corporate America. Blacks and other minorities deal with a host of common problems at all levels of organizations in corporate America. As we move into the Twenty-first Century the American work force will continue to become more diverse. Managers of corporations must learn and develop alternative techniques to manage their employees and utilize them to their full potential. Blacks and other minorities, their managers and their subordinates will have to develop the types of relationships that will maximize the output from each individual.

Different racial and ethnic groups bring the potential of adding value to corporations and organizations. By recognizing the facts that people in general can add value to an organization, and ethnic groups by definition represent differences in cultural experiences, it becomes apparent that, if viewed and received positively, these very differences in attitudes, skills, emotional mindsets, paradigms could be beneficial to the corporation. This accumulation of diverse experiences, which equates to added value, apart from education or generalized mainstream experiences, has not been accepted as potentially beneficial to organizations on a broad scale. Minorities deal with the same socialization process in corporations as the white male, which for the most part is a necessary step regardless of ethnic background. When blacks and other minorities are forced and taught to talk, behave, think and act just like members of the dominant white male culture they lose their opportunity to employ their added value to a situation. This situation is detrimental to both the individual and the organization. Blacks and minorities cannot produce to their maximum potential as long as they are managed using the standard management styles and techniques that were designed specifically for white males.

Purpose of the Study

The black manager is constantly forced to overcome obstacles that white corporate America imposes upon them and they must find ways to counter these affects if they have intentions on moving into the upper most ranks of the corporate America of today.

As a black manager within the International Engine Corporation organizational structure, it is very difficult in many instances to manage hourly personnel throughout the organization. It is also often uncomfortable for these black managers to interact with many of their white counterparts throughout the organization. Specifically, on many occasions, black managers experience difficulty in obtaining cooperation or collaboration when trying to achieve many of the goals predetermined by upper-level management. As this pattern has continued throughout the years, black managers begin to question and doubt themselves, and sometimes, even wonder if they are just imagining these issues. Many black managers also consider if they are the only one experiencing these issues. Because of the continued instances of difficulty, the question as to why it is that these issues never seem to go away has to be pursued. The black manager experiences much more difficulty than their white counterparts within the organization as they attempt to move throughout the corporate ranks of white corporate America. In addition to this, as these types of experiences continue to occur, it seems that the compounding effect is that it becomes increasingly difficult for the black manager to advance through the ranks of the organization. The purpose of this study will be to examine in depth the types of difficulties that black managers have experienced at International Engine Corporation and throughout their professional careers. The purpose of this study is also to take the opportunity to study this perpetual reality in an effort to better understand what black managers feel the about these negative experiences within the corporate world. Particularly, the purpose of this study is to fully understand what it takes for the black manager to become very successful in corporate America.

The writer’s intent is to:

· Learn practical day-to-day how-to solutions to the management problems experienced by black managers

· Understand how the black manager’s blackness and culture impacts daily work interactions

· Learn methods to collect, organize, and share data and techniques on how blacks and whites become successful in a multicultural environment

· Share new and different methods for managing in the multicultural environment resulting from the entrance of blacks and other minorities into the professional ranks of all white institutions

· Pinpoint several attitudes, emotions, job skills and behaviors learned by a number of black managers regarding adjusting to, and becoming successful in the white corporate world

· Understand the potential disruptive effects that could be seen with the growth among blacks and minorities in the work force during the shift of power from whites to blacks and other minorities during the next century

· Understand how many white managers who feel a need or commitment to help minorities succeed can proceed with these efforts without fear of reprisal

· Learn how to eliminate confusion and self-doubt from the mind of the black manager regarding natural reactions to negative experiences in the workplace

· Understand established and proposed structured models of development that can assist black and minority managers in organizing their experiences into useable frameworks to prepare for success

· Learn the information needed regarding skills, attitudes, and emotions which must be acquired, to be positioned to move into executive levels of a corporation

In addition to the other purposes mentioned, the final purpose will be to take the information gathered from this research and hopefully work within International’s organization to develop an infrastructure for black managers and the organization to be utilized in an ongoing effort to reverse this trend.

Significance of the Study

This topic has several points of significance for International Engine Corporation. Beginning with the most obvious and moving into areas that are less discernable will be the approach for the discussion of their significance.

International Engine Corporation’s work force is rapidly beginning to resemble the makeup of the general population within the Indianapolis metropolitan area. There are more blacks moving into the management ranks of the organization. To be successful in the years to come the organization will need the continued support of a diverse workforce that will inevitably include the black manager. The company’s effort towards multicultural management is crucial to its overall success considering the workforce and the way that it continually changes with regard to ethnic makeup. By recognizing the need for multicultural management, the organization realizes that it needs a system for the management of diversity. Multicultural management is a very important issue to the corporation in its efforts to develop new multicultural management technology to improve business results. It is also important to the development of the members of the organization regarding skills and full use of their potential. Recruiting and retention are very significant factors to be considered. Without a good recruiting system blacks and other minorities see no incentive for working with employers that have no programs in place for minority development. Without good retention programs, black managers that come to an organization won’t stay very long without potential for development and growth.

Black managers of today are younger than years ago, and have achieved higher levels of education than ever before. The organization is faced with acknowledgement of this. This reality has created many problems that the company must take into serious consideration. Many of these black managers are supervising employees that are much older and much less educated than themselves, creating an environment that is very uncomfortable for both groups. The older employees sometimes harbor resentment because of the age disparity, the educational gap, and last but not least, the idea that a black manager has the authority to direct their activities. Many of these older employees have never had to interact with blacks personally or professionally, unless they chose to engage in these activities. This failure of the older employees to respect and support the black manager becomes quite counterproductive to the organization’s goals and objectives. The black manager on the other hand also represents a significant concern for the management of International Engine Corporation. These managers are well qualified for the positions that they are matriculating into, and many of them feel that they have paid their dues to assume these positions. Consequently, they become very frustrated with the negative experiences that they encounter in their daily routines, while their white counterparts don’t experience these issues. Once these situations deteriorate to a point of impasse, management is forced to acknowledge and attempt to correct the situation in an effort to avoid possible legal ramifications. These black managers are not going away, nor are the whites that feel the way they do, and thus management has a great concern about this topic of discussion.

This topic is of major importance to the black manager for several reasons. Many of these managers desire to work at International Engine Corporation for some time to come. They would like to focus on the issues surrounding the product and services that International offers, as opposed to having to focus extra effort internally on utilizing techniques for ensuring cooperation and collaborative efforts. Too much time is consumed trying to be perceived as non-threatening, non-egotistical. Black managers have to be exceedingly careful while presenting issues, because in many cases, those that are listening have already decided that the black manager’s input is irrelevant and has no value. The topic of the black manager in corporate America is also important for the sake of career development, advancement and participation in the diversity process. The author aspires to increase the black manager’s understanding of this issue in an effort to ensure that black managers, and other minorities receive opportunities to map out strategies for success in the corporate world just as white males do without a struggle. Black managers desire to implement the best methods for a positive relationship with as many of their white colleagues and other members of the organization, regardless of where they work.

The broader implications of this study focus on the organizations throughout the entire country, and even beyond our national borders. The reality is that black managers will continue to advance throughout the corporate ranks of America and other countries. How this process develops throughout the U.S. within the next ten to fifteen years as white males fast become the minority in the workforce is predicated on how corporate America manages these issues today. Young blacks and other minorities must be forewarned that struggles related to racism will be encountered as they matriculate into the work force. They must also be assured that others have been able to overcome these struggles and become successful as well. By completing this study the writer will be prepared to share the results and proposed solutions with other blacks and minorities to reference as they progress within corporate America and beyond its borders.

Company Background

International Engine Corporation is a manufacturer of international brand trucks, buses and engines. International Engine Corporation has been at the forefront of manufacturing companies worldwide based on their quality. International can trace its roots back to the early 1800s at the start of the modern industrial age. Over time, the firm that marketed Cyrus McCormick’s mechanical reaper evolved into what was known at the turn of the century as International Harvester (IH).

In 1907, the company produced the Auto Buggy, an early-motorized truck model that helped farmers haul their goods to market. Less than 10 years later, International Harvester also produced the country’s first factory-made school bus. When the country began an interstate highway system in the 1950’s, truck production began to flourish. Trucking became the transportation of choice for many manufactures, and International Harvester experienced a period of growth as never before (Navistar, History, 1999).

As the company moved into the 1980’s, it began to focus on one of its most successful core businesses: truck manufacturing. Combining its truck and engine operations under the new parent name of Navistar in 1986, its other lines of business, such as its agricultural and construction divisions were sold to other companies (Navistar, History, 1999).

International Engine Corporation has approximately 15,000 employees in 40 locations worldwide. Navistar headquarters is located in Chicago’s NBC Tower (Navistar, History, 1999).

International Engine Corporation is a good company to work for. There are many individuals that work for the company that seem to be of high moral standard and integrity. There are also many people that work for the organization that seem to care less and seem to be along for the ride. Employees within the management ranks of the organization have an average time of service of 15 years. Overall, this organization closely resembles the Mechanical model of an organizational structure. There are many facades that are acted out on a daily basis. The illusion of change seems to drive many people that are in decision-making roles. Most of the decisions that are made are driven from the top-down management approach. Compliance is seen as loyalty, and power and coercion are tools that some managers use to make their employees dependent upon them. Categorization has deep-seated roots in this organizational structure. The organizational structure is designed in such a way that linear thinking is encouraged, and the idea of right and wrong, have strong polarities. There are many individuals that have worked their entire lives at International and the effect of this patriarchy is very apparent and renown. Paternalism has also played a major role in the organizational development at International Engine Corporation.