Discuss about the Organizational Behaviour and Management for Sterotype.
Organizational behavior is an important aspect of an organizational management that is a multifaceted phenomenon. Organizational culture is an important cultural aspect of an organization that determines interpersonal relationship within an organization. Prejudice and discrimination arise where there is a negative perception of one’s culture or believes. A uniform organizational culture assists the management to solve problems that arise from judging other employees based on their outward appearance. Stereotype refers to the negative perception that is developed by an individual or group of individuals against other people, a group or their behavior. There are some positive attributes of using the stereotype as the basis of the interpersonal relationship. Relying on stereotype as a means of judging or interrelating with others within an organization is linked to a number of problems within an organization. There is need to develop policies that reduce the use of stereotype as a basis for determining interpersonal relationship within an organization. The following paper explores merits and problems of the statement below on stereotype on judging an interpersonal relationship.
“It is better to rely on stereotypes than enter into a relationship with someone from another culture without any idea what they believe in”. Discuss the merits and problem of this statement.
The above statement indicates the relying on a stereotype is better than a relationship with an individual of unknown beliefs and culture. This implies that of interpersonal relationship between persons with stereotype perception within an organization as compared to those individuals that their culture and beliefs are unknown. The statement brings the culture of stereotype perception and its implications within an organization, especially on interpersonal relationships.
Rely on the stereotype within an organization has several merits that need proper consideration and understanding. Relying on stereotype explains the cultural effect on an organization.
Firstly, the statement indicates the advantage of using stereotype for quick judgement of a person based on their physical appearance. Relying on stereotype indicates personal explains the culture an individual that is important in an organization. A known belief defines the level of relationship within an organization as compared to a relationship with employees whose beliefs are unknown. The stereotype is one way of determining behaviours of an individual within an organization that can also be connected to organizational culture. This can be effective that those individuals that their beliefs or culture are unknown and need proper understanding before an interrelationship (Hughes, Clegg, Robinson & Crowder 2012, pp 487–502).
Secondly, the statement gives the benefits on stereotypic perception on determination of interpersonal relationship as oppose to individuals of unknown culture. This implies that stereotypes perception determine individual interpersonal skills as many people will always rely on personal beliefs that they know about others. The interpersonal relationship within an organization can be determined based on the stereotypes as this will gives the general information about their beliefs and behaviour. Interpersonal skills are important for communication and teamwork and this is based on the beliefs about employees as perceived by others. This, therefore, will determine the level of engagement as compared to that individual that their culture is unknown. Despite the negative beliefs that may surround the stereotypes, the explanation of individual behaviour is a recipe for engaging those individual while an individual with unknown character, behaviour or culture raises caution before interpersonal relationship within an organization (Cox, Abramson, Devine & Hollon 2012, pp 427–449).
Thirdly, the statement gives the connection between specific behaviour as recipe for responding to a situation. According to the statement stereotype perception explains the reasons for a specific behaviour of an individual that is important for a quick response within an organization. Stereotype enables faster response to situations that organizational behaviours especially those situations where an individual culture is known. Explains the differences between groups of individuals within an organization can be understood easily based on the stereotype view of that individual. In addition, the organization management can make a quick review of an individual. An individual with whirred behaviours can be evaluated based on stereotype perception (Skapinker 2016).
The statement may cause negative implications within the organization resulting into prejudice. Relying on stereotype may lead to social classification and hence prejudice as compared to other considerations that determine the interrelationship within an organization. The stereotypes determine the overall perception that may be developed about individual leading to the classification of those individuals. This classification problem is most likely to lead to organizational disunity that is arising from prejudice. Relying on stereotype poses discrimination challenges within an organization. A study by Fiske and Lee (2008) shows various scenarios where stereotype has resulted in prejudice hence organizational problems.
Another problem with the statement is a negative response to organizational behaviour. Stereotype makes negative perception about an individual or a group of individuals within an organization leading to conflict with the organization (Tilcsik 2011, pp 586–626). The statement shows the cultural different effect on the interpersonal relationship within an organization and this has implication on the beliefs that may result in differences within an organization. An example of a scenario, a female employee managing male employees shows conflict resulting from the stereotype as male employees may see her as incapable of management. Some individuals may also see her as bossy and independent creating negative organizational culture problems (Inzlicht, Tullett & Gutsell 2012).
According to the statement stereotype perception has negative effects on the organizational work environment. Stereotype perception brings the cultural conflict within an organization leading to since the general perception contradicts the real organizational issues. Workplace environment culture is influenced by a number of factors that include beliefs and behaviours and this is affected by stereotype perception. For instance, developing stereotype perception of an individual’s culture or behaviour makes the workplace environment unbearable. For instance, an individual whose dress code match certain culture may raise stereotype perception within an organization leading to conflict about that individual’s behaviour. The make the statement has potential problems within an organization (Helge, Sheehan, Cooper & Einarsen 2010).
Another problem with the statement is on the negativity of judging an individual based on a stereotype about that an individual. Appearance is not the basis of judgment when determining relationship between employees within an organization. The outward appearance of employees is a negative basis for judging employees’ relationship within the organization. The organization behaviour and linking them to stereotype perception does not reflect the real character of an individual hence no basis for understanding individuals. This is a negative implication of judging employees on the basis of their appearance or behaviour hence a problem of stereotype in an organization (Logan, King & Fischer-Wright 2009).
There are several theories of organizational behaviours that can explain the behaviour of many employees. Some of these theories include situational approach, administrative theory and neoclassical theory. Firstly, situational approach is a theory that tries to explain the interrelationship between various systems and the environment as these systems determines behavior of employees in contrast to outward appearance. Secondly, administrative theory brings the management principles to explore the behavior of employees within the workplace. Thirdly, Neoclassical theory connects the behavior of individuals and their relationship as the basis of workplace organizational behavior (Xianbo, Bon-Gang & Sui 2015, pp 85-133).
There are many management interventions that can prevent problems arising from stereotype issues within an organization. Firstly, development of common organizational culture and values is key to solving stereotype perception. An organization with common beliefs or culture has an influence on the behaviour of employees leading to limited negative cultural perceptions. In addition, an organization that has uniform specific culture reduces the ability of employee and management to discriminate others on the basis of their appearance or their beliefs. Therefore, the management needs to develop common beliefs systems that are embraced and uphold at all times (Nier, Bajaj, McLean & Schwartz 2012, pp 1–12).
Anti-discriminatory policies that reduce prejudice and negative perception arising from the stereotype are essential. The organization needs to develop policies that discourage stereotype within the organization as it gives rise to a conflict of culture. In addition, the organizational policies need to comply with cultural safer practices that reduce negative implication cultural conflicts. There is need to reduce all ways that can give rise to negative organizational behaviours with the organization. Many organizations currently develop and implement practices that bring respect and cultural harmony with the organization. These policies should form the basis of organizational behaviour and management that distinguish how management relates to its employees. Moreover, anti-discriminatory policies should encourage positive values of the organization to employees as means of reducing any negative perception (Burman & Evans 2008, pp. 22–27).
Conclusion
In conclusion, there are many demerits of the stereotype uses as the basis for determining the interpersonal relationship. Some of the merits of stereotype used in an interpersonal relationship include can be used for quick determination of situation, tries to explain the basis of some an individual character or behaviour and stereotype perception can be used to culture an individual. Stereotype within an organization has negative implications that need to be avoided and these include prejudice, workplace cultural conflict, has a negative implication on workplace environment and the statement may trigger a negative response within an organization. In addition, there are some interventions that can be used to reduce the problem of the above statements.
References
Burman, R. & Evans, A.J. (2008) Target Zero: A Culture of safety, Defence Aviation Safety Centre Journal, pp. 22–27. Available at https://www.mod.uk/NR/rdonlyres/849892B2-D6D2-4DFD-B5BD-9A4F288A9B18/0/DASCJournal2008.pdf [Retrieved on 6th February 2016]
Cox, W.T. L.; Abramson, L.Y.; Devine, P.G. & Hollon, S.D. (2012) Stereotypes, Prejudice, and Depression: The Integrated Perspective (PDF). Perspectives on Psychological Science, vol.7, no.5, pp 427–449. doi:10.1177/1745691612455204
Fiske, S.T. & Lee, T. L. (2008) Stereotypes and prejudice create workplace discrimination. In Brief, Arthur P. Diversity at Work. New York: Cambridge University Press. pp. 13–52. Available at https://books.google.com/books?hl=en&lr=&id=8edJmBsyRHwC&oi=fnd&pg=PA13
Helge, H., Sheehan M.J. Cooper, C.L. & Einarsen S. (2010) Organisational Effects of Workplace Bullying in Bullying and Harassment in the Workplace: Developments in Theory, Research, and Practice. CRC Press pp 512. Available at https://www.crcpress.com/Bullying-and-Harassment-in-the-Workplace-Developments-in-Theory-Research/Einarsen-Hoel-Zapf-Cooper/p/book/9781439804896
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Inzlicht, M., Tullett, A.M. & Gutsell, J.N. (2012) Stereotype Threat Spillover: The Short- and Long-Term Effects of Coping with Threats to Social Identity. In Inzlicht, Michael; Schmader, Toni. Stereotype Threat: Theory, Process, and Application. New York, NY: Oxford University Press. p. 108. Available at https://books.google.com/books?id=o1JBcAv3f14C&pg=PA108
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Tilcsik, A. (2011) Pride and Prejudice: Employment Discrimination against Openly Gay Men in the United States. American Journal of Sociology, vol.117, no.2, pp 586–626. doi:10.1086/661653
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Xianbo, Z., Bon-Gang, H. & Sui, P.L. (2015) Theories of Organizational Behavior. Enterprise Risk Management in International Construction Operations pp 85-133. Available at https://link.springer.com/book/10.1007/978-981-287-549-5
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