Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
Prejudice
Reducing Prejudice in the Workplace
All forms of prejudice exist in the workplace, with some more apparent than others. Leaders recognize the potential scenarios where prejudice and bigotry can fester and grow, and often define counterattack strategies to these problems by bringing greater involvement and ownership of team success (Kirby, Richard, 2000). Prejudice blinds peers, superiors and subordinates from the inherent valuable contributions of employees regardless of their race. And prejudice is very expensive as well, costing companies literally billions of dollars a year in lost productivity, lawsuits and missed market opportunities (Piche, 2004). The intent of this paper is to define key strategies for reducing prejudice in the workplace.
Strategies for Reducing Prejudice in the Workplace
Leaders who excel at reducing prejudice arte inclusive and seek to gain everyone's buy-in to corporate vision, mission and value direction. One of the most effective strategies for reducing prejudice in the workplace is to practice inclusive management where every member of a team has the ability to contribute and gain recognition for their efforts (Klein, 1980). To personally reduce prejudice in the workplace, the most effective...
This redefines their identity and shows that you and the company that excellence is the only aspect of work that really matters. In managing a diverse team, the most effective strategy is to completely shift the focus away from race, color, creed or ethnic background, even age, gender or sexual preference, and refocus on excellent performance. Excellent performance in any organization is all that matters. Doing all one can to recast an organizational team into one focused first on performance and excellence of effort can and does any focus on prejudice (Kirby, Richard, 2000).
Second, if I was running a team I would make it clear that comments that connote prejudice and bigotry are the talk of losers -- and I would not tolerate any losers on teams I manage. Being careful to not say this to the offending person in front of anyone else, I would pull them aside and tell them their comments are dragging down the team's performance, and if they can't change their attitude they will be gone. I would then begin to document the offending person's performance and tell them I am doing this, and they need to change the perspective. If they could not, they…
References:
Kirby, S.L., & Richard, O.C. (2000). Impact of marketing work-place diversity on employee job involvement and organizational commitment. The Journal of Social Psychology, 140(3), 367-77.
Klein, G.D. (1980). Beyond EOE and affirmative action-working on the integration of the work place. California Management Review, 22(4), 74.
Piche, V. (2004). Immigration, globalization and cultural diversity: New challenges for the 21st century. Labour Capital and Society, 37(1), 210.
Shih-Hsueh, C., & Kleiner, B.H. (1998). Race discrimination in the workplace. Equal Opportunities International, 17(3-5), 85-88.
As the definition by Black's Law Dictionary emphasizes, prejudice simply means, at least in part, a "partiality" for one reason or another. It seems reasonable to posit that most human resource directors as "partial" towards candidates with superior qualifications in preference to those who do not possess such qualification, just as it is reasonable to posit that a job candidate with a proven track record would likely be a
Role of Women in Leadership Leadership is a role that has been male-dominated for centuries, as a result of the patriarchal society in which the West has been situated. However, with the advent of the women's movement in the 19th century, the role of women in leadership began to expand. Women abolitionists came to the fore, women suffragists emerged, women's rights advocates surfaced and finally the Feminist Movement under leaders
Over time, these coping mechanisms would not only reinforce to the overweight individual that they do not fit these stereotypes but also, might change the perception of those around them. Other coping mechanisms that women could use that endure weight discrimination at work include encompassing the concept of impression management, which is when the individuals, in this case the overweight victims, would influence the perceptions of other people about
Introduction Three big trends impacting the workplace are 1) the effects of the #MeToo Movement and the need to implement policies to protect workers against sexual harassment, 2) the role that AI is playing in the workplace and the impact it is having on issues such as worker privacy, and 3) the problem of politics and how there may be gaps between the type of culture the administration wants to cultivate
Gender equality establishes the concept and attitude of unbiased and impartial allocation of corporate resources and prospects involving men and women. It establishes equality for men and women in terms of opportunity in social circles. But the corporate world is based on certain gender norms and stereotypes of role provisions. Hence these roles have made certain divisive identities (Sharma, & Sharma, 2012). The social norms of women being the
Workplace Key Functional Areas of HRM The entire aim of the human resource management function is to augment the personal and joint productivity of the employees and deliver stellar results for the organization. The key components of a human resource management are: Retention Development Succession But in the past few years, human resource characteristics are becoming more complicated and broad to say the least. Simultaneously, the focus has been on the fact that human resource practices