Afiirmative Action.

Once upon a time, there were two people who went to an

interview for only one(a) job position at the same company. The first

person attended a prestigious and highly academic university, had

years of work experience in the field and, in the mind of the

employer, had the potential to make a positive impact on the companys

performance. The second person was on the button starting out in the field and

seemed to lack the in engineer that was visible in his opponent. Who was

chosen for the job? you ask. Well, if the story took place before

1964, the effect would be obvious. However, with the somewhat recent

adoption of the social policy known as affirmative action, the answer

becomes unclear. After the United States Congress passed the Civil Rights Act

in 1964, it became spare that certain business traditions, such as

seniority status and aptitude tests, prevented summation equality in

employment. Then President, Lyndon B. Johnson, decided something

needed to be done to save these flaws. On September 24, 1965, he

issued Executive Order #11246 at Howard University that required

federal contractors to take affirmative action to ensure that

applicants are employed . . . without encounter to their race, creed,

color, or national origin (Civil Rights).



When Lyndon Banes Johnson

signed that order, he enacted one of the close discriminating pieces of

legislature since the Jim Crow Laws were passed. Affirmative action was created in an apparent motion to help minorities leap the discriminative barriers that were ever so consecrate when the

bill was first enacted, in 1965. At this time, the country was in the

wake of comprehensive civil-rights demonstrations, and racial tension was

at its peak. Most of the corporate executive and managerial positions

were occupied by white males, who controlled the hiring and firing of

employees. The...

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