King 4 he/she will discriminate against that person and others of the same race. On the other hand, it can also create animosity due to the fact that a minority may replace one who has had a particular job for a long period of time. It would only be natural for one to become bitter and dislike the minority who took the already filled position only because of his/her ethnic background or gender. If at all, race-based preferences should only apply in limited cases when two applicants are roughly similar in nature except for their race or gender. Another problem with affirmative action is that it places a stigma on groups which receive preferential treatment, especially for individuals who earn their positions strictly because of their ability or qualifications. For example, an employer hires a member of a minority group for a high position on the basis of merit, not for affirmative action reasons. Other employees are likely to assume that it was an affirmative action hiring, as are many other minority hirings. This is not fair to minorities who earn their position based on qualifications or ability. Treating an individual like an affirmative action case, even if he/she is not, can be very insulting to a person who has made it to the top on his/her own talent. As an individual passes the initial point of entry and moves up to the top in one's field of interest, the arguments of preference vanish; it is time to stand with pride on one's own merit (Carter 386-387). According to Koch people like E.R Shipp (Pulitzer Prize winner), Oprah Winfrey and Colin Powell have every right to be insulted (66). To eliminate the stigma on minority groups, the agenda of affirmative action should focus the racial aspect on the recruitment of minori...
