Stereotypes Paper

“A stereotype is an individual set of beliefs about the characteristics or attributes of a group” (Kreitner & Kinicki, 2013). In this case, based on the definition, we can clarify that the interviewers are stereotypes, and the interviewees are the group who are believed to have some certain characteristics or attributes. There are four negative stereotypes that are fueling recruiters’ perceptions and they are: sex-role stereotypes, age stereotypes, racial and ethnic stereotypes, and disability stereotypes. Stereotypes are cruel, for the reason that, they prevent us from seeing people as individuals with unique skills and characteristics. Stereotypes are practically always negative, or have a negative effect on the person stereotyped. A sex-role concept is a set of shared expectations
A meta-analysis involving over 52,000 people showed that age was unrelated to task performance, creativity, and performance in training workshops (Kreitner & Kinicki, 2013). Older workers with negative self-perceptions of aging show declines in verbal fluency and self-rated memory over time independent of sociodemographic factors, physical health, mental health, and medication use (Robertson & King-Kallimanis, 2016). Older adults with positive perceptions of aging, namely feelings of positive control, exhibit improvement in verbal fluency. (Robertson & King-Kallimanis, 2016). Job seekers from culturally diverse backgrounds continue to experience racism and discrimination when it comes to employment, known as racial and ethnic stereotype. Racial and ethnic stereotypes are particularly problematic because they are automatically triggered and lead to what researchers call micro aggressions (Kreitner & Kinicki, 2013). Micro aggressions are subtle offensive comments directed at a minority or another non-dominant group. For example, if a person does not understand a culture, but sees