n in the organization are largely relegated to clerical roles, with only two women programmers and one woman in quality assurance. Beyond that, the women are technical writers and accounting staffers.
Lacking an affirmative action program, AEI has built a diverse workforce nonetheless. Among the programming staff is a young Mormon who is confined to a wheelchair, a second-generation Japanese-American and two Chinese-Americans (also second generation). A Korean-American works in phone-in support (which is headed by a Jewish supervisor). Two Muslims (one male and one female) who are not related to each other also work at AEI. AEI also recently hired its first African-American developer who works for Moe.
Another of the root systems is the similarity of the corporate culture to a traditional patriarchal family. Conflicts among "children" (vice-presidents, for example) are settled by Ken based on his interpretation of the situation and what he determines is best for the participants as well as for the organization as a whole. There have been times when disputes have been settled, in some employees' opinions, to "teach someone a lesson" rather than because the decision ultimately yielded the greatest benefit to the organization, an attitude which reinforces the "family" atmosphere at the company (Litvan, 1994, p. 49).
Ken is the most powerful root guard in the company. He views the company as his, even though there are other stockholders, and considers it largely an extension of his family (Nelton, 1994, p. 68R). He is slow to accept change, and only grudgingly admitted outsiders to the organization when it became clear that this would be necessary because of its success. Ken has no overt hesitation about hiring the best people for the job regardless of their background, but he does expect them to conform to the norms of the company as it exists.
John is another strong root guard who is particularly interested in prom...