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Prejudice in the Workplace
In basic terms, prejudice is an opinion that does not have a factual basis. In that regard, the same could include notions and beliefs (preconceived) about people belonging to a particular race or social group. Prejudice is defined by Daft, Kendrick and Vershinina (2010, p.489) as "the tendency to view people who are different as being deficient." Based on its very nature, prejudice could be harmful. Indeed, as Masters and Wallace (2010, p.290) point out, both discrimination and prejudice in the workplace could be destructive. For instance, the top leadership of an organization could perceive effective management as being tied to ethnicity, race, or even class. In such a scenario, those who do not belong to the 'proscribed' ethnicity, race, or class could be locked out of future promotions. Prejudiced employees could feel alienated and as a result, their productivity could suffer.
To begin with, I could personally reduce prejudice in my workplace by embracing diversity and encouraging others to also do...
This is more so the case given that as Banfield and Kay (2012, p.181) point out; prejudice could be sparked off by an individual's reaction towards superficial characteristics including but not limited to race and gender. In seeking to reduce prejudice, I could seek to learn as much as I can about the culture of a colleague. At a personal level, embracing diversity would help me understand, value, as well as respect individual differences and hence consequently establish quality interpersonal relationships with other workers regardless of their race, social class or even sexual orientation. As I have already pointed out, I would also invite my co-workers to embrace diversity. In the long-term, this could see prejudice gradually reduce at the workplace.
Secondly, I could personally seek to reduce prejudice in my workplace by discarding and ignoring preconceived notions that are not backed up by facts or credible research. I could also encourage my colleagues in the workplace to discard beliefs or notions which appear to be…
References
Banfield, P. And Kay, R., 2012. Introduction to Human Resource Management. 2nd ed. New York: Oxford University Press Inc.
Daft, R., Kendrick, M. And Vershinina, N., 2010. Management. Hampshire: Cengage Learning EMEA.
Masters, A. And Wallace, H.R., 2010. Personal Development for Life and Work. 10th ed. Mason, OH: Cengage Learning.
Mooney, L.A., 2011. Understanding Social Problems. 4th ed. Toronto, Ontario: Cengage Learning.
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