Discuss about the Organizational Behavior and Stereotyping.
“It is better to rely on stereotypes than to enter into a relationship with someone from another culture without any idea of what they believe in.”
From the above statement, it can be analyzed that it is essential to have a proper relationship with the other person at the time of sharing the feelings or communicating. If knowledge is not there then it cannot be possible to communicate effectively. If the person is not having proper information of the other person they should rely on stereotypes.
Stereotyping is considered as an image of a person in front of other person or a group. It can be also known as a thought which is widely accepted by the people. Stereotyping is related to the two aspects one if positive and another one of negative and these both give impact on the image of an individual. The impact which is analyzed is concerned with the reliance of a person. If the focus is given to an individual in the context of workplace then it is seen that stereotyping assists the managers to behave in a proper manner with the individuals. It is seen that there are various diversity factors that have an important role in stereotyping. It is related to culture, age and caste of the people (Lyons and Kuron, 2014).
Stereotyping is beneficial for the company as there are many workers who are from different background and have different values. So, it is important for the managers to focus on giving those statements which do not affect the feelings or hurt anyone who is working in the organization. So, in this paper, the focus will be given on the impact on companies just because of stereotyping.
It can be evaluated that the strong reliance can also give impact on the culture of the company and it is seen that it create conflicts between the people. In the recent scenario, it is seen that every company need the employees who are efficient and have knowledge in context to the activities of the company (Alvesson and Sveningsson, 2015).
If the company has recruited the employees who are talented then it can be possible to achieve success and conduct the activities in a smooth manner. It can be evaluated that human resource department also gives emphasis on considering those employees who are talented so that the culture of the company can be maintained and also performance can be enhanced. The human resource department gives emphasis on enhancing positive culture in the company that helps to minimize the inequality that takes place between the employees in the workplace (Bortolotti, Boscari and Danese, 2015).
Also, the focus is seen on the various concepts that will assist the employees to conduct the activities with more efficiency and dedication. If organizational theories are created or adopted by the company then it is seen that discrimination between the culture, religion, and age can be reduced. The organizational behavior theories help to focus on the ways in which people communicate with the other people in the company (O’Reilly et al., 2014).
It can be analyzed that they conduct the activities by considering the policies of human resources that are specifically made for the employees who are conducting their routine activities. It is seen that in companies it is seen that at the time of dealing with the people who are from different background it is important to consider the approaches which have a connection with stereotyping (Hogan and Coote, 2014).
It is also essential to consider the diversity management in the workplace so that the people who are from different background and have different values can conduct the activities in a right direction. It is seen that stereotyping has both negative as well as positive impact on the activities of the company. There are many limitations that can enhance the satisfaction of the customers or can create dissatisfaction with the services that are offered (Karyotakis and Moustakis, 2016). So this gives negative impact on the goodwill of the firm which is created in the market. If the Company has proper diversity management then it can also minimize the problems that take place between the employees and also between the employees and management (De Meulenaere, Boone, and Buyl, 2016).
When conflicts or disputes take place then it is analyzed that negative impact is seen on the activities of the company and also an effect on the overall productivity of the company. It is important for the company to focus on making plans so that performance can be managed by each and every employee who is working on a routine basis. It can be seen that it is not always beneficial to communicate with the employees who are from the same background. It is important to interact with each and every employee by not giving focus on the culture and background. Every company should consider diversity plans so that growth can be achieved (Lee and Kramer, 2016).
For example: it is seen that the companies try to promote the policies of the workers and the focus is given by the human resource department o make sure that equality can be maintained in the organization. Many times it is seen that it is difficult for the workers to rely on the people who are from a different background as it is seen that they create conflict between other people in the organization. This problem can be solved if the focus is given to diversity management and proper evaluation of policies is made so that employees can conduct the activities with proper care (Gebert et al., 2014).
Diversity policies can help the company to maintain a culture and also the employees will be treated equally without any discrimination. It is one of the effective strategies that should be considered by every organization so that growth can be achieved in the market. It is seen that there are many benefits of considering stereotypes culture in the company as it assists the top management to make positive culture and environment in the organization. There are many steps that should be considered by the company (Tong, Tak, and Wong, 2015). First is related to the promise that should be made in context to the language which will be used in the company.
If proper policies related o language is used then it can be easy to reduce the statements that can affect the feelings of others. Next is related to the knowledge of the background of the people that should be considered by the managers as it can help to communicate with the other employees and can understand their feelings. It is also evaluated that at the time of dealing with the employees who are from a different culture it is important to follow the rules and regulations which are related to the culture and background of the people (O’Neill, Beauvais, and Scholl, 2016). It is important for an individual to consider the rules and regulations for the people who are a different background so that growth can be achieved in the organization. It is seen that employees who are conducting their routine activities in New Zealand give more priority on being punctual in the organization. They follow the policies of punctuality and reach in their workplace before time. If the employees are not punctual they can sometimes face the issue from the customers of canceling the deal.
Also, it is seen that people who are from different countries consider different rules so that issue can be resolved and they can have proper knowledge of diversities in the workplace.
This can also help the managers to gain information about the people and information which is received is gathered in a proper manner. It is seen that stereotypes have the issue with the behavior of the people. So, the manager should focus on the categories of stereotyping so that wrong information or interpretation cannot be made of an individual.
It is also seen that stereotyping also makes the situation complex sometimes as it is difficult for the manager to understand the belief of a person. If the manager focuses on all types of stereotyping then it can create conflict in the workplace. Also if there is proper teamwork then negativity in the workplace can be reduced and success can be achieved by the company (van Veelen et al., 2016).
To reduce such type of situation in the workplace it is important for the manager to focus on the theories of Maslow theory. This theory can help the employees to be motivated and if they are motivated then stereotyping can be reduced in the company. Maslow theory focuses more on basic needs of the employees so it is important to enhance the motivation by offering basic needs so that activities can be conducted in a smooth manner.
So, it can be concluded that stereotyping has both negative and positive aspect in a workplace. It is important to create a positive environment so that gap among the employees can be reduced and the information of the employees can be gathered easily. Also stereotyping can act as a barrier in the workplace so to reduce it Maslow theory should be considered so that activities can be conducted in a right direction and with proper efficiency.
References
Alvesson, M. and Sveningsson, S., 2015. Changing organizational culture: Cultural change work in progress. Routledge.
Bortolotti, T., Boscari, S. and Danese, P., 2015. Successful lean implementation: Organizational culture and soft lean practices. International Journal of Production Economics, 160, pp.182-201.
De Meulenaere, K., Boone, C. and Buyl, T., 2016. Unraveling the impact of workforce age diversity on labor productivity: The moderating role of firm size and job security. Journal of Organizational Behavior, 37(2), pp.193-212.
Gebert, D., Boerner, S., Kearney, E., King Jr, J.E., Zhang, K. and Song, L.J., 2014. Expressing religious identities in the workplace: Analyzing a neglected diversity dimension. human relations, 67(5), pp.543-563.
Hogan, S.J. and Coote, L.V., 2014. Organizational culture, innovation, and performance: A test of Schein’s model. Journal of Business Research, 67(8), pp.1609-1621.
Karyotakis, K.M. and Moustakis, V.S., 2016. Organizational factors, organizational culture, job satisfaction and entrepreneurial orientation in public administration. The European Journal of Applied Economics, 13(1), pp.47-59.
Lee, Y. and Kramer, A., 2016. National Culture, Organizational Culture, and Purposeful Diversity and Inclusion Strategy. In Academy of Management Proceedings (Vol. 2016, No. 1, p. 11858). Briarcliff Manor, NY 10510: Academy of Management.
Lyons, S. and Kuron, L., 2014. Generational differences in the workplace: A review of the evidence and directions for future research. Journal of Organizational Behavior, 35(S1).
O’Reilly III, C.A., Caldwell, D.F., Chatman, J.A. and Doerr, B., 2014. The promise and problems of organizational culture: CEO personality, culture, and firm performance. Group & Organization Management, 39(6), pp.595-625.
O’Neill, J.W., Beauvais, L.L. and Scholl, R.W., 2016. The use of organizational culture and structure to guide strategic behavior: An information processing perspective. Journal of Behavioral and Applied Management, 2(2).
Tong, C., Tak, W.I.W. and Wong, A., 2015. The impact of knowledge sharing on the relationship between organizational culture and job satisfaction: The perception of information communication and technology (ICT) practitioners in Hong Kong. International Journal of Human Resource Studies, 5(1), p.19.
van Veelen, R., Otten, S., Cadinu, M. and Hansen, N., 2016. An integrative model of social identification: Self-stereotyping and self-anchoring as two cognitive pathways. Personality and social psychology review, 20(1), pp.3-26.
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