Discuss about the Organisational Behaviour for Services Technology and Management.
In this essay we would be discussing about how workers in an organisation gets affected by the stereotypes. Stereotypes can be seen as a similar set of characteristics that is relevant for group of people that represent similar features. In other words it can be seen as group of people that have same features. The performance of the workers in an industry depends upon the various factors, stereotype is one of them that either motivates the employees or lower their morale which affect the performance and growth of an organisation. This covers the culture in the organisation and the style in which managers maintain the relationship with the employees. The issue with stereotyping is that it don’t take characteristics of a person into consideration but assumes that a person would be perusing the same characterises as other people in the group are perusing. It can affect the organisation in a positive or a negative way that solely depends on the resilience power of an individual. There exist several other factors which affect the productivity of an organisation. Thus it’s better to remove the complexity in an organisational environment by identifying the problems so that appropriate solution could be taken. One of the factors is diversity among employees due to religion, culture, race, sex or ethnicity which lead to stereotyping among the employees (Hashim and Wok, 2014). Many organisations make sure that while communicating with the employees from different culture they do not hurt the culture of employees by speaking in wrong way. Stereotyping is good in some ways but strong stereotyping can lead to negative reflection in an organisation (McGoldrick and Arrowsmith, 2017). There exists several theor6ies in an organisation to avoid the stereotyping which would be discussed in later sections of the essay.
In an organisation, employees come from different background with entire different culture, norms and values. Thus to retain these employees in an organisation for long term the diversity factors should be resolved (van Veelen, et. al, 2016). This could be done by shaping the communications among the employees to prevent any conflicts due to stereotyping. This could be done by designing subsequent plans in order to increase the productivity. Plans cover the steps that need to be undertaken to remove the diversity behaviours among an organisation (Lottrup, Grahn and Stigsdotter, 2013).
The success of an organisation is controlled by human resources team of the company. They hire employees who are talented, from different regions which create a diverse culture in an organisation. In the research it was found that organisation gain momentum due to behaviour of an individual. Human resource department emphasizes on practising organisational theories in the company, to ensure that employees from different culture communicate easily (Patel and Biswas, 2016). Organisation behaviour is a study of how employees in an organisation interact with each other. Multinational companies work with people from entire different backgrounds in that conditions managers rely on stereotyping to communicate with them. Thus it is essential to develop a diversity management plan in a company, so that while working in an organisation no employees feel dissatisfied with the environment (Hyde, Harris and Boaden, 2013). Lack of diversity management strategies can affect the organisation by growing clashes between employees which affect the overall performance of the firm in a negative way. Along with the diversity management plan, motivation is one factor that improves the productivity. It smoothen the working environment so that they increase the efficiency of the employee. In a multinational company it is important to manage the diverse culture by managing the political scenario. The implementation of these theories provides solution to improve the diverse culture. The reason of diverse culture in an organisation is due to work allocation or responsibility given to employees in a team. Mangers face a problem while communicating with the employees of different culture (Duguid and Thomas-Hunt, 2015). The culture of an individual cannot be changed as it totally depends on what a person think and what is its behaviour.
There are various issues due to stereotyping. Ethical issue is when an individual work according to its own beliefs and thoughts that differentiate them at the work place. As people from different background have different thought process this creates conflict between the employees. Thus to avoid such situation every organisation organises training sessions teaching them about different customs so that they don’t hurt the employees by different religion. Every organisation focuses on degree of productivity by paying attention on individual performance and the quality of work. This could be attained by practising theories like equality among the employees or employee to employee relation. For example in an IT company expertise are hired from different countries with entirely different background for them these theories paly a useful role (Dolan, 2014). These theories help in bringing down the bias nature in the organisation by exploring all the dimensions that may create discrimination. Whenever there exists employment discrimination in the society this leads to decrease in work efficiency and demotivation to work in an organisation. Thus it is sometimes hard from mangers to know that actual value of an employees, as it judge the employee according to the group defined. The stereotyping leads to negative behaviour at the work place (Coccia, 2014). Other problem with stereotyping is that it decreases the morale to work as there is no motivation that could enhance their performance. Equality theory of motivation ensures that every employee is given equal rights. On the other hand Existence, Relatedness and Growth theory ensures that every employee fulfils its needs that are required to attain the growth in an organisation. This theory avoids discrimination among employees.
In the present scenario the organisations are growing at a robust pace. Due to this the organisations have formulated many rules and regulations and guidelines to control and given the internal and external environment and its relevant aspects (Christina, et.. al, 2014). Various diversity practices are also adopted in regard to this inevitable changes happening in the organisations.
The system of caste and creed is not a deciding factor of the quality possessed by the employees. The talent and the innovative mind are given the preference to understand the different behaviours prevailing in the environment. These situations are deeply analysed and examined. The extraordinary ideology and skills are infused inside to stimulate the environment. Previously the scenarios were the profession was male dominated but now the situation is different the females are more involved than male. This creates the sense of equality among the employees and no partiality or biasness is followed to keep this in justifiable manner. The free space for self-practicing and analysis is given to evaluate the mistakes and resolve the issues at individual level (Patel and Biswas, 2016). Training is an on-going process which is continuously infused among the employees as and when the new opportunities are available. A regular feedback is received from the employees to ensure their individual performance level. Therefore, after an in-depth analysis the implementation of theories as described and other similar theories is possible only when the right needs are targeted and benefits are reaped out from such theories. At the corporate level the motivational aspect and its attitude to traverse among the different levels needs to be addressed (van Veelen, et. al, 2016). The manpower should be highly motivated and full of enthusiasm so that the maximum output can be achieved. Different personalities are born with different attitude. A careful scrutiny of an individual is done along with the reason for such examination. Henceforth, critical steps and measures shall be laid down to revamp the existing structure of the organisation so that a positive vibe and environment can be created (Waterson, 2017).
Thus it can be concluded that stereotyping in an organisation as both positive and negative impacts. It is true that in an organisation there are people from different culture so there is based of proper diversity management in an organisation to avoid conflicts between the employees. There are various theories which are developed to avoid stereotyping in an organisation and create a positive culture which would increase the productivity. It was perceived that all the stereotypes are built on the fact that they have certain faults that lead to misbehaviour in an administration (Mirza, 2017). Various stereotypes categories are defined by the company but it not possible to assure that a member would fit in a predefined category since every soul has different personality and behaviour which cannot be matched in a defined category. Thus stereotyping makes the situation problematic for the managers to customize the thinking and belief of an individual as they use all types of stereotyping at the workplace which creates conflicts in the environment.
References
Christina, S., Dainty, A., Daniels, K. and Waterson, P. (2014) How organisational behaviour and attitudes can impact building energy use in the UK retail environment: a theoretical framework. Architectural Engineering and Design Management, 10(1-2), pp.164-179.
Coccia, M. (2014). Structure and organisational behaviour of public research institutions under unstable growth of human resources. International Journal of Services Technology and Management, 20(4-6), pp.251-266.
Dolan, K. (2014) Gender stereotypes, candidate evaluations, and voting for women candidates: what really matters? Political Research Quarterly, 67(1), pp.96-107.
Duguid, M.M. and Thomas-Hunt, M.C. (2015) Condoning stereotyping? How awareness of stereotyping prevalence impacts expression of stereotypes. Journal of Applied Psychology, 100(2), p.343.
Hashim, J. and Wok, S. (2014) Predictors to employees with disabilities’ organisational behaviour and involvement in employment. Equality, Diversity and Inclusion: An International Journal, 33(2), pp.193-209.
Hyde, P., Harris, C. and Boaden, R. (2013) Pro-social organisational behaviour of healthcare workers. International Journal of Human Resource Management, 24(16), pp. 3115-3130.
Lottrup, L., Grahn, P. and Stigsdotter, U.K. (2013) Workplace greenery and perceived level of stress: Benefits of access to a green outdoor environment at the workplace. Landscape and Urban Planning, 110, pp.5-11.
McGoldrick, A.E. and Arrowsmith, J. (2017) 5 Discrimination by age: the organizational response. Revival: Ageism in Work and Employment.
Mirza, M.S. (2017) Manage disruptive organisational change. HR Future, 2017(Feb 2017), pp.18-21.
Patel, D. and Biswas, U.N. (2016) Stereotyping of Effective Male and Female Leaders: A Concomitant of Gendered Workplaces. Journal of the Indian Academy of Applied Psychology, 42(1), p.53.
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.
Waterson, P. (2017) Patient Safety Culture and Organisational Behaviour. In Patient Safety Culture (pp. 70-93). CRC Press.
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