Stereotypes and Prejudes
Stereotype and prejudice and the main obstacle for successful cultural diversity management
Introduction
Recent years witnessed the prevalent phenomenon of cultural diversity within organizations ' labor force. However,not all of them are currently fully utilized under the imperfect management by organizations. It will be argued that one of the main obstacles would be stereotype and prejudice acted by leaders and managers in organizations.Stereotype as well as prejudice acted negatively as a mental and physical attitude towards individuals especially those who are in disadvantaged social group.
This study focus on the issues led by stereotype and prejudice in workplaces,the basic principle of the stereotype working in organizations, and the crucial implications given to managers and organizations as well. In the mean while, other research field related will be expected for further study related to this research.
Literature review
Diversity and equal opportunities
Diversity is conducted within organizations while differences are valued and respected.But when it comes to equal opportunities, it means that no matter what gender,race,sexual orientation or other categorizations individuals are belong to ,they will be equally treated (Bratton & Gold,2007). First and foremost,equality policies emerged longer than diversity,the former mainly concerned social justice and is regarded for the sake of social discrimination eliminating.But the limitation is that many individual characteristics are not counted in workplace resourcing decisions (Leopold,Harris,Watson,2005).
Diversity management,however,was gradually realized based on the critique of equality policy while people found that social group-based difference will be neglected and devalued(Kirton&Greene,2005). Also, failure was found by Liff(1999)who maintained that when equal oppor- tunities is not the equivalent of equal outcomes,individual differences should not be denied and constrained.
Diversity
Introduction
Recent years witnessed the prevalent phenomenon of cultural diversity within organizations ' labor force. However,not all of them are currently fully utilized under the imperfect management by organizations. It will be argued that one of the main obstacles would be stereotype and prejudice acted by leaders and managers in organizations.Stereotype as well as prejudice acted negatively as a mental and physical attitude towards individuals especially those who are in disadvantaged social group.
This study focus on the issues led by stereotype and prejudice in workplaces,the basic principle of the stereotype working in organizations, and the crucial implications given to managers and organizations as well. In the mean while, other research field related will be expected for further study related to this research.
Literature review
Diversity and equal opportunities
Diversity is conducted within organizations while differences are valued and respected.But when it comes to equal opportunities, it means that no matter what gender,race,sexual orientation or other categorizations individuals are belong to ,they will be equally treated (Bratton & Gold,2007). First and foremost,equality policies emerged longer than diversity,the former mainly concerned social justice and is regarded for the sake of social discrimination eliminating.But the limitation is that many individual characteristics are not counted in workplace resourcing decisions (Leopold,Harris,Watson,2005).
Diversity management,however,was gradually realized based on the critique of equality policy while people found that social group-based difference will be neglected and devalued(Kirton&Greene,2005). Also, failure was found by Liff(1999)who maintained that when equal oppor- tunities is not the equivalent of equal outcomes,individual differences should not be denied and constrained.
Diversity
Bibliography: Bielby,W.T.(2000) Minimizing workplace gender and racial bias. Contemporary sociology. 29(1) 0094-3061 Cox,T.H Foster,C. and L.Harris.(2009). From equal opportunities to diversity management.In:Leopold,J. and L.Harris. ed. The strategic managing of human resource. 2nd edition.London.England: Peason education limited,publishers,pp:129-151. Fisk,S.T.(1998).Stereotype,prejudice and discrimination In D.T. Gilbert. S.T.Fiske&G.Lindzey (Eds),The handbook of social ppsychology (4th ed.Vol,1,pp,357-411).Oxford:Oxford University Press. Fiske.S.T(2000).Stereotyping,prejudice,and discrimination at the seam between the centuries:evolution,culture,mind and brain.WILEY,30(3),P299-322.. Fiske,S.T.(1993) Controlling other people:The impact of power on stereotyping. The American psychologist. 48 0003-066X Gold,J.(2007) Human resource planning.In:Bratton,J Guinote,A.,&Fiske,S.(2003).Being in the out group territory increases stereotypic perceptions of outgroups:Situational sources of category actiration.Group process and intergroup relations,6(4),323-32. Kamp,A.(2004).Diversity management in a Danish context:Towards a multicultural or segregated working life? Economic and industrial democracy 25(4) 0143-831X. Kersten,A.(2000). Diversity management dialogue,dialectics and diversion. Journal of organizational change management 13(3) 0953-4814. Kirton,G.,A.-M.Greene. ed.(2005).The dynamics of managing diversity: a critical approach. 2nd ed.Oxford, England: Elsevier Butterworth.Heinemann. Liff,S.(1999).Diversity and equal opportunities:room for a constructive compromise? Human resource management journal 9(65) 0954-5395. Richard,O.C.(2004).Cultural diversity in management, firm performance,and the moderating role of entrepreneurial orientation dimensions. Academy of management journal. 47. 0001-4273. Shaw,E.A.(1972). Differential impact of negative stereotyping in employee selection. 25(2) 0031-5826. Syed,J.(2007).Employment prospects for skilled migrants:A relational perspective.Human resource management review 18(34). 1053-4822. Thomas,D.C(1995) Responses of employees to cultural adaptation by a foreign manager. Journal of applied psychology 80(1) 0021-9010 Treven,S and U.Treven(2007) Training in diversity management