Employees

The probability of a white to be poor is placed around 22, but if the individual is black, the probability is the double? 48%’ ‘ (Jaccoud & Beghin, 2002, p.28). These data are corroborated by Andrews (1992), indicating that, in Brazil, the average income of the black and medium brown men is, also, about 40% 45% inferior to the one of the white men, coming close itself sufficiently to the average observed in U.S.A. (40%). The most perverse in this everything is that this differential has remained basically the same in last the 30 years. On the basis of these pointers, the ideology of the meritocracia can present some effectiveness for the white population, but it can be excluding the black population with regard to the possibility of occupational and social mobility. The perception of justice on the part of the employees always indicates that the companies do not use equitable criteria in systems of you reward established through mechanisms of evaluation of the performance. This problem is on to the belief of that the companies always look for to harm its employees, fulfilling to the fiance’ when adopting programs of remuneration, participation in the results etc.

Is not possible that, in some situations, shunting lines of performance on the part of the employees occur and these do not accept the result. However, all the systems used for evaluation of the performance have subjective components that the results in function of preferences of the heads for one can falsify or another employee. The analyzed stories to follow show that the afro-descendants do not believe the criteria of evaluation used by the organizations, mainly for having conscience of the discrimination in other situations. If, in the daily one of the organizations they are discriminated, will not be possible to believe that the appraisers (heads, supervisors, controlling) will be impartial at the moment that to judge the performance of these professionals.