top-rated free essay

What Are Micro-Inequities and Micro-Affirmations? How Do They Affect Employees and Manager-Employee Relationships?

By intelligentJDA Dec 03, 2011 1298 Words
What are Micro-Inequities and Micro-Affirmations? How do they affect employees and Manager-Employee relationships? Micro-Inequities

According to Mary Rowe, Micro-inequities are “apparently small events which are often ephemeral and hard-to-prove, events which are covert, often unintentional, frequently unrecognised by the perpetrator, which occur wherever people are perceived to be ‘different.’” Bernice Sandler, Senior Scholar at the Women's Research and Education Institute in Washington, DC, defined Micro inequities as the ways in which individuals are “singled out, overlooked, ignored or otherwise discounted based on an unchangeable characteristic such as race or gender.” “Micro-inequities”, as defined by Stephen Young, Senior Vice President of Corporate Diversity for JPMorgan, “are subtle messages, sometimes subconscious, which devalue, discourage and ultimately impair performance in the workplace.” As two of the three definitions suggest, micro-inequity are often unintentional or done in the subconscious. While this may be the case in most cases, it is not wise to believe that all micro-inequities which are carried out are unintentional or subconscious. Managers or Supervisors, who may hold grudges against employees for some reason or the other, may carry out overly blatant acts of micro-inequity fully aware of the degree of unfairness meted out to that individual. Micro-inequity can take forms such as the way in which an individual or group is treated, the gestures used when referring to that individual or group and the tone in which they are spoken to. Other forms of micro-inequity may range from not being invited to a particular meeting, not being given the requisite attention when making a speech or presentation, not being introduced properly to a new employee, who is being to others in the office to unfair annual performance appraisals with little or no justification. While these tangible forms of micro-inequity may have damaging effects on an employee, it is the subliminal messages or gestures like speaking to a co-worker or subordinate in a condescending manner or making disparaging or racist remarks that yield rippling effects.

2
Micro-Affirmations

On the opposite side of the coin, there is the phenomenon of Micro-affirmations which Mary Rowe defined as “apparently small acts, which are often ephemeral and hard-to-see, events which are public and private, often unconscious but very effective, which occur wherever people wish to help others succeed.”

In this phenomenon, workers performance, achievements and accomplishments are noticed, acknowledged, commended and valued. These small acts of micro-affirmations open the door to opportunities and form the basis for successful mentorship.

The benefits which micro-affirmations offer are not reaped overnight and therefore managers or supervisors need to exercise patience and consistency when carry out these acts. There are three ways in which micro-affirmations help counteract micro-inequities. First, if one person affirms another, then, by definition, they are blocking any possibility of creating inequities. Therefore, micro-affirmations block unwanted, negative behaviour. The two cannot happen simultaneously. Secondly, the intense nature of affirmation and appreciating an individual has the potential to reverse the effects created by micro-inequities. Thirdly, micro-affirmations have a built-in role model effect. When employees witness small appreciative acts, this allows them to see the effects and may invite them to replicate these acts, influencing their behaviour and possibly their environment.

Micro-affirmations are highly effective in the workplace can range from telling employees ‘well done’ when they perform exceptionally, placing ‘you are appreciated’ signs in areas where they are easily noticed, to warding/rewarding outstanding performances. For micro-affirmations to have the results intended, they must be must be sincere.

3

The Effects of Micro- Inequities on Employees

In the workplace, Micro-inequities may cause employees to:
* Lose self-esteem and feel worthless in the organistion. * Perform less efficiently and effectively.
* Stay away from work on a regular basis (absenteeism).
* Lose initiative and perform reactively instead of proactively. * Become unproductive
* Feel alienated and withdrawn.
Severe forms of micro-inequity may lead to employees embracing feelings of hatred and depending on the degree to which they feel alienated, they may become suicidal.

The Effects of Micro-Affirmations on Employees

While Micro-inequities have negative effects on employees, the opposite effects are experienced by employees who feel affirmed in an organization. Micro-affirmations may lead to: * Improved self-esteem and a sense of value in the organistion. * Improved performance.

* Less absenteeism
* Proactive and reliable employees
* Productiveness
* A sense of belonging in the organisation.

4
The Effects of Micro-Inequities on Manager-Employee Relationships

Micro-inequities have negative effects on the manager-employee relationship. These relationships are characterised by the following: * There is a severe lack of communication between the two * There is usually some degree of contempt on the part of the employee. * The relationship is oftentimes strained.

* There is not much support from the employee when pulling off major projects * Employees may decline from participating in social activities which the managers are apart of. * Employees may have very little or no respect for managers. * Managers may have a difficult time motivating employees.

The Effects of Micro-Affirmations on Manager-Employee Relationships

Conversely, Micro-affirmations will have positive effects on the manager-employee relationship: * Communication is free-flowing
* Employees feel at ease with managers and are free to speak on issues affecting them. * The relationship is an easygoing one.
* Employees usually lend support when major projects need to be done. * Employees readily participate in social activities.
* Employees tend to respect, even if the do not always agree with, their manager * There is no difficulty in motivating employees since micro-affirmation in itself serve as a tool of motivation. * Employees look up to managers as mentors and strive for excellence in the organisation.

5
Introduction
Mary Rowe, PhD of MIT, (Massachusetts Institute of Technology) coined the terms micro-inequities and micro-affirmations in 1973. She wrote papers virtually every year stressing the importance of micro-behavior. Some of these papers were published in whole or in part in 1974. She spent some time at MIT where she assessed the way in which workers related with each other and what hindered progress in the workplace. After reading this paper, you would have learnt what Micro-inequities and Micro-affirmations are, the effects they have on employees and how they impact the relationships between managers and employees.

1
Conclusion
Today, Micro-inequities are dominant in many workplaces. Employers and managers are tasked with the responsibility of ensuring that this practice does not prevail in their organisation. While it may be impossible to keep this out of the organisation, they should take corrective actions when they observe that micro-inequities are being carried out and they should try to embrace the idea of micro-affirmation in a fair and indiscriminate manner.

6

NAME:JANEILA ALLEN
REG#:11/0835/1505
COURSE:PIR - 110
DATE:2011.11.22

BIBLIOGRAPHY

Micro-Affirmations & Micro-Inequities ©2008 Mary Rowe, MIT

Sandler, Bernice. “The Campus Climate Revisited: Chilly for Women Faculty, Administrators and Graduate Students. “Association of America Colleges, 1986.

7
Good day Sir, I know this is supposed to be a group assignment. However, I took it upon myself to submit this individually as the group I was supposedly apart of had some major issues and it was too late to fix myself in another group since the deadline was near. I trust you accept and mark it since I am in dire need of the marks in order to write the final exam. Have a blessed day. Best regards,

Janeila Allen.

Table of Contents

Introduction ……………………………………………………………………………………………………………………1

What are Micro-Inequities?……………………………………………………………………………………………….2

What are Micro-Affirmations?…………………………………………………………………………………………..3

The Effects of Micro-Inequities and Micro-Affirmations on the Employee………………………….….4

The Effects of Micro-Inequities and Micro Affirmations on the Manager-Employee Relationship………………………………………………………………………………………………………………………5

Conclusion………………………………………………………………………………………………………………………..6

Bibliography……………………………………………………………………………………………………………………..7

Cite This Document

Related Documents

  • micro bio

    ...Tallahassee Community College Instructor Dr James Muchovej Course MCB 2004 Date 9-26-11 Microbiology nutrition and growth Microbiology is a branch of science that deals with the study of small micro-organism that cannot be seen through naked eyes but only through the use of a microscope. Some ...

    Read More
  • How Frequent Organisational Changes Affect Employees and What Can Managers Do.

    ...leadership style in communicating changes, we seek to understand employees’ reaction to frequent process changes, and how it affects their work performance and attitude towards the organization. This will allow us to understand if employees learn and get better at change, or does change does irreparable damages. Pros and cons of frequent or...

    Read More
  • Micro

    ...MANAGEMENT APTITUDE TEST (MAT) PRINT ALL INDIA MANAGEMENT ASSOCIATION Management House, 14 Institutional Area, Lodhi Road, New Delhi-110003 MANAGEMENT APTITUDE TEST (MAT) - 01 Feb 2009 ADMIT CARD MAT Form No : 929287 (OLD) (NEW - For future reference) Affix your photograph and get it at...

    Read More
  • micro

    ...QUESTIONS chap12 3. How do the entry and exit of firms in a purely competitive industry affect resource flows and long‐run profits and losses? LO3 Answer: Entry and exit help to improve resource allocation. Firms that exit an industry due to low profits release their resources to be used more profitably in other industries. Firms that...

    Read More
  • Micro

    ...FUNCTIONS: Perceive and attach to nonself or foreign antigens Promote the recognition of self-antigens Receive and transmit chemical messages among other cells of the system Aid in cellular development Major histocompatibility complex (MHC) proteins = Human Leukocyte (HLA) Antigens, set of genes that codes for human cell receptors, gives ...

    Read More
  • Micro

    ...An Asian Edition N. Gregory Mankiw | Euston Quah | Peter Wilson © 2008 Cengage Learning 1 TEN PRINCIPLES OF ECONOMICS © 2008 Cengage Learning 1 8/5/2013 Economy. . . . . . The word economy comes from a Greek word for “one who manages a household.” © 2008 Cengage Learning TEN PRINCIPLES OF ECONOMICS A household an...

    Read More
  • micro

    ...minister loses his job and comes to his old shop, the status enjoyed by him as a minister is lost. Thus it is seen that people in society continue to move up and down in the status scale. This movement is called social mobility. Mobility is to be distinguished from migration which is a movement in geographical space. Mobility has been classifie...

    Read More
  • Micro

    ...reactions B) synthesizing proteins necessary for entry into the host C) inactive D) constructing a cell membrane known as an envelope E) running a small number of biochemical reactions AND synthesizing proteins necessary for entry into the host 9. Eucarya A) consist of only multicellular organisms B) have a more complex internal stru...

    Read More

Discover the Best Free Essays on StudyMode

Conquer writer's block once and for all.

High Quality Essays

Our library contains thousands of carefully selected free research papers and essays.

Popular Topics

No matter the topic you're researching, chances are we have it covered.