STEREOTYPING AND PREJUDICE

Stereotyping and Prejudice in the Workplace

Abstract

The purpose of this paper is to discuss and enlighten the concept of stereotyping and prejudice at work place. This paper is aimed to focus at the issue of stereotyping and prejudice that is faced by several organizations today. The aim of this paper is to enlightens stereotyping and prejudice; in addition the paper also discusses the factors are the causes that are responsible for stereotyping in the workplace. In the end, this paper recommends different approaches and strategies that can be used by organizations to reduce and eliminate the stereotyping and prejudice from the workplace as it severely affects the productivity of the workforce.

Stereotyping and Prejudice in the Workplace

Introduction

The most common stereotypes include different claims about the racial and predictions of behavior based on social status or wealth. In art and in literature, clichés and stereotypes are displayed with predictable characters or situations. There are numerous regional stereotypes, with a prejudiced view about the person who comes from a certain geographic region. This process often gives birth to racial discrimination. In organization racial discrimination is the process in which the employees are demoralized on the basis of his color or creed (Mong, Roscigno, 2010, 88-94). Nowadays many multinationals are facing the problem of stereotyping and racial discrimination because the higher authorities are prone to judge people not by their performance but on the basis of their culture, nationality, origin, color of the skin, the religion they follow or their gender.

The prejudices by organizations that animate their own workers and customers are also frequently invoked to reject candidates of foreign origin on the grounds that it wants to avoid possible tensions. Many of these stereotypes and prejudices are so entrenched in society that employers, HR managers and selection agencies themselves are not always able to overcome them (Reskin, 2000, 33-41). On the occasion of interviews with employers, one quickly discovers that it is a lack of information and guidance on the benefits of diversity in the company who is often at the root of the reluctance of breeders (Reskin, 2000, 33-41). Yet the presence of workers from lower socio-cultural contexts leads to more creativity in the company and the foreign workers facilitates contact with clients of foreign origin.

Discussion and Analysis

There is much attention within the stereotyping literature on wage disparities as well as variations in upward mobility. Although most concede that human capital deficits may account for some outcome differences, studies have consistently found that income and wage gaps, employment variations, and inequalities in promotion and authority attainment remain despite human capital controls (Cohn, Fossett, 1995, 89-92). Recent analyses suggest that sorting mechanisms, including discretionary decision-making and discrimination by employers and coworkers, may be partially responsible for stereotying. Research pertaining to hiring and promotion, downward race and gender mobility, and employment exits, for instance, suggests that discrimination, and specifically arbitrary and subjective decision-making within firms, may be key (Cohn, Fossett, 1995, 89-92). Several investigators conducted their analyses of racial and gender wage disparities, although ...