THE EXPERIENCES OF AFRICAN AMERICAN MANAGERS IN THE LEARNING ORGANIZATION

The findings of this study revealed that the learning organization impacted the career development of these African American managers. The career entry of these managers was influenced by the historical context within America. Affirmative Action enabled the career entrance for the older managers, and the younger managers possessed greater cultural capital. This cultural capital was knowledge of the dominant culture. Overall these managers were extremely hard working and this is what made it possible for them to progress within corporate America. Second, these managers engaged in formal learning activities that furthered their careers or facilitated their ability to assist the company with realizing its goals. In contrast, the informal learning activities focused on the managers career development; these activities included mentoring, and observing other managers. Third, these managers were satisfied with their company and most employers sought to implement mechanisms that would ensure their satisfaction, such as diversity managers and affinity groups. However, there were still some indications that race did impact their careers. The types of positions that were offered to these managers was limited and was a lack of African Americans in management positions at all levels. Lastly, the managers were unfamiliar with the framework of the learning organization, but certain elements of this framework did resonate with them.