Prejudice in the Workplace in Basic Terms,

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 the same.

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 erroneous. For example, there could be an erroneous belief that people from race A are lazy. It is however important to note that no research has been made to back up such an assertion.

The same could therefore be more of a myth than a reality. Thus in an attempt to personally reduce prejudice in the workplace, I would be weary of such prejudiced assumptions. Next, it does help to always keep in mind that we are all different, that is, we all have different tastes and preferences. In that regard, there exists a need to respect the preferences of others.

Thus in an attempt to reduce prejudice in the workplace, I would seek to respect other people's free will and right to make choices. I recognize that as a result of their religion, upbringing, or culture, decisions colleagues make could differ from the ones I make. Keeping an open mind in such a case would therefore be prudent. Further, it is also important to note that given the counterproductive effects of prejudice in the workplace, I could personally lobby for the introduction of workplace diversity training.

Diversity training in the opinion of Mooney (2011,.