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The impact of workplace diversity in an organization
Racism in the workplace essay
Racism in the workplace essay
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Recommended: The impact of workplace diversity in an organization
Could you imagine being limited by something that has nothing to do with your skills or ability? If you look at the leadership positions of many of the world’s top companies, you will find few women occupying them. This distinction can also be related to the role of Hispanic people in companies. It is very obvious when one contemplates the number of Hispanic leaders versus White leaders. Something is preventing them from being successful in the top. Although many people believe that interracial conflicts are mostly a thing of the past, even though this is still projecting as an invisible barrier in one of the most prominent areas of life: the workplace. In the work place many people face different issues and conflicts. The biggest ones seen today are interracial conflicts among the employees and the supervisors. Some of this could be cause by stereotyping, prejudice, and interpersonal relations. These are major part of the problems that many individuals face in today’s society.
In the business world of today, there are many employers that claim to be "Equal Opportunity Employers". This means that the company pledges to its applicants that their employees are treated without regard to race, religion, sex, color, and age, and national origin, physical or mental disability (Equal Opportunity is The Law, 2009). This pledge includes employment, promotions, transfers, recruitment, compensation, and ensuring a work environment that is harassment free. In a small scenario that is in search of hiring a new manager the employee has interviewed a possible candidate that has all the necessary skills and background for the position. Nonetheless for some reason or another, his coworker feels that the individual may not be a good fit for the ...
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...P. A., Steele, C. M., & Davies, P. G. (2008). The Space Between Us: Stereotype Threat and Distance in Interracial Contexts. Journal of Personality and Social Psychology, 91-107. doi:10.1037/0022-3514.94.1.91
Ingrum, D. J., Berdahl, J. L., & Wagoner, B. L. (2009). Stereotypes of Latinos and Whites: Do They Guide Evaluations in Diverse Work Groups? Cultural Diversity and Ethnic Minority Psychology, 15(2), 158-163. doi:10.1037/a0015508
Rosette, A. S., Leonardelli, G. J., & Phillips, K. W. (2008). The White Standard: Racial Bias in Leader Categorization. Journal of Applied Psychology, 758-777. doi:10.1037/0021-9010.93.4.758
Vasilijevic, M., & Crisp, R. J. (2013). Tolerance by Surprise: Evidence for generalized Reduction in Prejudice and Increased Egalitarianism through Novel Category Combination. (A. Avenanti, Ed.) PLoS One, 8(3), 1-15. doi:10.1371/journal.pone.0057106
...r own unique ways.; however, the authors focus on different aspects of prejudice and racism, resulting in them communicating different ideas and thoughts that range from racial discrimination to stereotypical attitudes. The range of ideas attempt to engage the readers about the reality of their issues. The reality about a world where prejudice and racism still prevail in modern times. But when will prejudice and racism ever cease to exist? And if they were ever to cease from existence, what does that mean about humankind?
I am a small town, young African American girl. I know first hand how racial stereotypes can affect someone 's life in a negative way. In the essays “Living in Two Worlds” by Marcus Mabry and “Black Men and Public Space” by Brent Staples both authors explore the effects of racial stereotypes, using notably many similarities and differences throughout each essay.
Cañas, K. A. & Sondak, H. (2011). Opportunities and challenged for workplace diversity: Theory, cases, and exercises. Upper Saddle River: Pearson Prentice Hall.
Like the article “African American Women in the Workplace: Relationships Between Job Conditions, Racial Bias at Work, and Perceived Job Quality” Dina is being restricted from the opportunity to work in the modeling industry. The modeling workforce is plagued with institutionalized racism, which therefore hinders Dina from finding a job. Since institutionalized racism is dominant when Dina tries to find a job, this causes segregation amongst individuals of different races in the modeling workforce.
Shelton, J. N., & Richeson, J. A. (2005). Intergroup Contact and Pluralistic Ignorance. Journal of
The Web. 15 Jan. 2015. Izumi, Yutaka and Frank Hammonds. " Changing Ethnic/Racial Stereotypes: The Roles of Individuals and Groups."
In our global economy requiring functional and respectful relationships between nations, prejudice and stereotypes can be a destructive force both in the world and in individual societies, especially in diverse ones.
Many often justify discrimination through the means of statistical evidence, claiming that groups that are stigmatized deserve their treatment by citing negative attributes about them. However, this paradox is frequently unresolved to even those who realize the fallacy in discrimination. Several researchers in social psychology, including Galen V. Bodenhausen and Jennifer A. Richeson, have offered potential reasons behind this happening; “It should come as no surprise that individuals’ attitudes and stereotypical beliefs affect the way intergroup interactions unfold. Indeed, individuals who harbor negative stereotypes about the group membership of their interaction partners often display behavior that conforms to their stereotypical beliefs”(Bodenhausen & Richeson, 361). This shows how those discriminated against are likely to adapt to their societal status, and thus often behave according to their respective stereotypes. From this, one can begin to infer that this paradox is a reinforcing cycle, and that prejudice forms as a result of discrimination. Building upon this trend, in the final chapters of the text, a Peters reflects on the trends and results derived from Jane’s exercises, and how it related to the act of discrimination itself; “But even more pernicious, [the exercise] also illustrates how the results of discrimination tend
In an ideal world, every person is treated equally when it comes to getting a job, advancing in his or her career and being treated fairly in the workplace. Unfortunately, discrimination still exists in hiring, firing and promotions; and the diversity of the workforce regrettably can cause hostility in the workplace when individuals do not appreciate and respect the differences among themselves and their co-workers.
...tes is known as the melting pot of the world. This country is the home of many different cultures from many different areas. Cultural competency in the workplace is an issue that everyone needs to understand. By understanding the characteristics of a diversity mature individual, employees can focus on developing themselves to hold a management position in the future, and be able to relate to other cultures in the organization. Companies continue educate their staff on affirmative action, and what it takes to manage a diverse group. These companies want to supportive workplace behaviors in the organization to help achieve the bottom line, increase stockholder value.
The oppression that African American individuals endured for years, is still being practice with racial discrimination and prejudice. One strength of identifying as African American is the increase of belongingness that gave me the ability to share and live amongst individuals with the same physical appearance and in some cases, the same obstacles. However, this was not always the case. Growing into an adult gave me the advantage to travel and meet other African Americans that I believed shared some of the same historical and ethnic background. In this time period I was introduced to what is called within-group differences, which is the differences among the members of a group (Organista, 2010). Wanting to be around individuals that I believed to have a common core with was one of my flaws, but while traveling with individuals that I thought was like me I experienced that I had nothing in common with some of my travel friends. One of my friends stated that we had nothing in common with each other, because of our different social economic status, education and employment. At first I was offended, however, after taking psychology of ethnic groups in the United States there was a sense of understanding that not all individuals that look alike, are alike. This assumption that all groups function
This competition is not going to go away; it is only going to increase, as American companies continue their scramble for markets. The point to remember is that, at the same time, they are scrambling for the best talent they can find, and searching for ways to get the best from the employees they now have (Fernandez, 1991). That is at the core of the business rationale for thinking about diversity. Managers must be clear about this--companies must make it a priority to create the kind of environment that will attract the best new talent and will make it possible for employees to make their fullest contribution (Fernandez, 1991).
Most people find stereotypes to be obnoxious, especially when they have to do with sensitive subjects like gender or race. “Stereotyping is a generalization about a group or category of people that can have a powerful influence on how we perceive others and their communication behaviors” (Floyd, 61). Because they underestimate the differences among individuals in a group, stereotyping can lead to inaccurate and offensive perceptions of other people. Although stereotypes are prevalent in almost every society, becoming aware of our perceptions of others, as well as differentiating between both positive and negative stereotypes can help us overcome those stereotypes.
Moreover, this equivalent opportunity concept in workplace diversity is aimed for guaranteeing that business organizations make the most out of the difference from workforce varieties rather than to losing ability which may help the businesses to be more proficient and effective. Workplace diversity carries with the heterogeneity that should be sustained, developed and acknowledged as method for enriching organizational effectiveness in this modern society (Henry & Evans, 2007). In order to make sure organizations achieve the diversity goals, businesses should take the appropriate actions to boost culturally diverse employees. Thus, businesses need to gain progress toward multiculturalism, which should incorporates to avoid employees ' impression of the degree of separation and bias, the equal rewards and punishment, the openness of critical information, and the chances for employees to stepping up for their career goals in future (Brown, 2008). Truly, develop and implement multiculturalism in the workplace is not an easy thing to do for businesses. It needs a certain numbers of policy and regulations to follow and adjust before businesses or organizations are actually considering diversity. Also, work diverse group come from people that has different ages, ethnicity, and sexual orientation working together to form a multicultural workplace. There are some
There is no doubt that the business world is changing rapidly and that many factors are also simultaneously interacting. Perhaps these factors are created by cultural diversity.