Adopting Appropriate Workplace Management Strategies Essay

Length: 6 pages Sources: 3 Subject: Careers Type: Essay Paper: #57661744 Related Topics: Hospitality Management, Scientific Management, Hospitality Industry, Career Assessment
Excerpt from Essay :

¶ … Beautyism in the Workplace

Beautyism is the tendency to use the physical appearance as the basis for making for giving rewards and promotions in the workplace. This is a judgmental criterion where the managers reward those people who look more attractive than any other person does. For this reason, only those who have the most desirable physical qualities end up getting ahead of those who are perceived otherwise. The physical attraction of individuals also stands to win them space in the public service since people are likely to approve those who seem to be of good looks. A mix of sexism and racism arises from this kind of treatment. Normally, managers make decisions about hiring candidates in the first thirty seconds after interviewing them. The resumes also play some role in the way people present themselves and how they define their professional aspirations.

Case in point

The manager made a mistake in choosing an employee because of physical attraction. The decision made this way was likely to cause more harm in the company's social work structure. The employees who possess high qualifications but are not well attractive in physical terms will feel unvalued. As a result, they will fail to respond positively to work. This mode of promotion demotivates instead of motivating, which is the main aim of the whole process of promotion. Promotion is meant to reward those employees who are loyal and well-prepared to serve. In all cases, the employees always wish to be made aware of the best that can happen in their lives. For instance, the people who are always at work wish to develop their career based on the merit and results (Blume, Baldwin & Rubin, 2009). In this case, this makes the option used by the manager unpopular.

Beautyism is always a subjective method of assessing performance. The common fallacy is that there is a direct correlation between the physical appearance and intelligence. This is not true. The truth is that people have other qualities that make them well able to do their work despite the nature of their physical appearances. The best way to assess and appraise workers is to use the qualifications and results that are traceable to their strengths. In the ordinary workplace, the employees always depend on the assessment done and the tasks that they are given. In all cases, employees must be given the best chances to carry out their duties diligently (Nkomo & Fottler, 2005). The concept may also perpetuate prejudice especially when employees perceive some form of favoritism on the way promotions are executed. This may mar the otherwise good workplace environment and relationship among employees.

Recommendations on Hiring

The hiring process in any organization needs to be done in such a way that makes all the parties involved have a fair chance to be handled appropriately. In this case, the managers' decision to bypass the qualified candidate and choose another one that is less qualified but who looks good should be reversed. This needs to be dome in order to ensure that the company ends up with the right candidates for the job (Weaver, 2008). There is every possibility for the creation of a team that will conduct recruitment on behalf of the manager. This team has to be composed of people who are well informed about the issues surrounding the human resource functions. The manager needs to be exempted from these duties since they are expected to perform other much more important duties that translate to positive gains within the management (Nkomo & Fottler, 2005).

Priciples and core values of a company determine the way employees carry out their duties. This is what the management ought to allow happening to have a safe work relationship with the employees. The current level of growth in all the companies depends on how well the employees are made to work together. A good manager has to be in a position to deal with the problems that employees face and be able to facilitate a favorable working relationship among them employees. They ought to play a unifying factor on them (Blume, Baldwin & Rubin, 2009).

The disadvantages of Beautyism

Beautyism prevents some other people from making their way to the appointive posts that they ought to have. It prevents them from managing their careers properly in the sense that the judgment and assessment of the input that they give to the work are being measured by what they might not have through beautyism. This mode of appraisal also denies the people a chance to get the best of the service that they would be handling. It is always expected that once the manager has set out to recruit some people on what to do, there ought to be given an opportunity to express their strength as intentions at work (Nkomo & Fottler, 2005).

Besides, beautyism permits vices such as sexism and racism to determine the fate of the employees. For this reason, important to have the people appointed through better objective methods. In the work assessment exercise, the aim is to establish a basis for rating the employees on their skills and the ability to deal with challenges that face them in a coordinated manner. Human resource managers always fight to have the best employees retained at the workplace. Therefore, they have to keep them by using positive incentives that can best represent the purpose for which they are treated. In the current times, the recruitment and promotion is a role that is left to professional bodies to conduct. The aim of this is to have the people leading the way with such kind of guidance that will translate to positive results within the organization.

The manager must realize that the effects of beautyism can be long-term (Nkomo & Fottler, 2005). For instance, when people go about their work establishing what needs to be done, the nature of the effect that the employees have on the results need to be put into consideration. For instance, the lesser the engagement the employees have with the managers, the better it is for the delivery of positive results. The problems come when the managers introduce personal feelings judgments on the physical appearances of the employees. This makes those whom this system does not favor to start developing ill feelings about the work they do (Weaver, 2008).

This must be avoided so that the same people to whom the management stands in charge of remain loyal and feel appreciated. The use of beautyism affects the way in which the employees bond at work. It is likely that those who have been favored by the system end up being separated from those who have not been favored. This means that the nature of the environment that surrounds these people has everything to do with the way they are treated. In most cases, the environment that people live in is characterized by their socialization relationship and the way they engage in it (Blume, Baldwin & Rubin, 2009).

It has always been the case with the employees to fall for what they see as the best method of associating with each other. In most cases, the management reserves the right to have all the right to offer employment promotions. They look at many factors, key among them is the ability to work best for the creation of a platform where each of the employees have the chance to present themselves in the best way possible. In this case, the management also gets to deal with any new issues that emerge. The management also needs to acknowledge the fact that each of the employees has the chance to self-develop and live to see the best of what to come from their professions (Nkomo & Fottler, 2005).

In the recent past, people have always relied on the positive influences that the people have to influence their lives positively. In this case, it is important to establish a good relationship between all the parties and the management. This is the norm for a management seeking to establish a good working relationship with its employees. It is also known that the people who have the ability to deal with each other's problems and correlate well, they manage to go through the issues of human resource relations well. In the current dispensation, the metrics of beautyism have changed to accommodate more judgment on the physical appearances (Weaver, 2008).

The managers have always wanted to be seen to be in control of the situation by advocating for an all-inclusive system of appraisal. Under beautyism, it is known that people fail to acknowledge the fact that they are all dependent on the natural gifting and that no much of it can translate to results that can be trusted. People judging others in terms of physical appearances must realize that…

Sources Used in Documents:

References

Blume, B.D., Baldwin, T.T., & Rubin, R.S. (2009). Reactions To Different Types Of Forced Distribution Performance Evaluation Systems. Journal of Business & Psychology, 24(1), 77-91. doi:10.1007/s10869-009-9093-5

Weaver, J.S. (2008). Comparing Leadership Competencies Among Senior Army Leaders. Germany: Lambert Academic Publishing

Nkomo, S., & Fottler, M. (2005). Applications of beautyism in human resource management (5th

ed.). Mason, Ohio: Thomson/South-Western


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