Behavior Observation: Gender and Stereotyping

Prejudice, discrimination, and stereotyping are important topics at the cause of debating within social psychology. A stereotype is a generalization about a group of people, in which certain traits cling to all members, regardless of actual individual variation (Akert, Aronson, & Wilson, 2010). As humans, people assign objects and individuals into categories to organize the environment. Individuals do this for not only organization, but also survival. Is stereotyping inevitable? That is the question; according to Devine (2007), it is, but Lepore and Brown (2007) have to disagree. Devine believes that “stereotyping is automatic, which makes it inevitable.” On the other hand, Lepore and Brown are not convinced that stereotyping is

1st Step - Workers should put their grievance, preferable in writing, to their immediate line manger. Where the grievance is against the line manger the matter should be raised with a more senior manger. If the grievance is contested the manger should invite the worker to attend a hearing in order to discuss the grievance and should inform the worker of his/her statutory right to be accompanied depending on the nature of grievance. The manger should respond in writing to the grievance within a specified time (e.g. within five working days of the hearing or, where no hearing has taken place, within five working days of receiving written notice of the grievance.

When he gets offered a job at the University of Washington he develops a special interest in stereotype threat when he sees the minority students underperforming despite have equal or higher SAT scores upon entering the college. This is when he really develops his interest in stereotype threat and with fellow colleagues develops a group of experiments to explore more about this topic. In the first three chapters of this book Steele sets the stage for the coming experiments, and delves into the process of showing us how stereotype threat negatively affects our lives.

1. Dovidio, J. F., & John, M. (2013). Stereotype. In P. L. Mason (Ed.), Encyclopedia of race and racism (2nd ed.). Farmington, MI: Gale. Retrieved from http://proxy.lib.ohio-state.edu/login?url=http://search.credoreference.com/content/entry/galerace/stereotype/0?institutionId=4358

Unfortunately, many workplaces have utilized the colorblind approach that emphasizes peoples’ similarities rather than their differences, in order to “treat everyone the same.” The rhetoric behind these tactics are that differences lead to problems between one another, marginalized groups must assimilate into the dominant culture, individual culture must be abandoned, and that there are absolutely no biases at play, although this only leaves marginalized employees more untrusting of their straight, white, male coworkers. Colorblindness also allows those who perpetuate microaggressions to be excused from holding accountability for expressing offensive beliefs and biases. Those offended may ultimately leave their job or their performance will decline. During recruitment, heterosexist and racial biases determines who is “qualified” (218). Companies who adopt a colorblind tactic have very low retention rates because although overt, prejudicial instances may be addressed, covert ones are ignored and deemed as

Dehumanization is defined by the way in which one labels those who are different from them. When one person chooses to dehumanize another, they are essentially developing an enemy image of that person or people group. This negative image eventually becomes a stereotypical lens through which the oppressing person views that other person or group. Unjustified feelings of animosity, anger, and fear directed toward the group can follow and even lead violence (Maiese, 2003, p.2). An example of this is demonstrated through the way in which the company stereotyped the

The leadership has a routine with regards to responsive administration. For instance, it is conceivable a staff part can work a little while and never trade any correspondences with the administration to the point that a critical issue presents. Be that as it may, once

The procedure to follow if an employee wishes to raise a concern is as follows:

The Human Resources Director should establish some guidelines or a set of policies to resolve the situation. The guidelines should include acknowledging the situation, communication from employee's, and a solution to the problem. In this case, the situation is about negligence and it is important for the director to understand the whole situation. Therefore, the staff needs to honest, so the director will know how to handle the situation. It is important for the director to be attentive to their staff during any situation or problem (Fallon & McConnell, n.d.). There should a good line communication about the situation between all employee's involved in the matter. While communicating with each individual, the director should gain a better understanding

A case study conducted by Ana Nunes and Mark Bendick considers a research basis for controlling bias in business hiring. In the beginning of the case study, the two authors start by talking about stereotypes and their prevalence in society today. Through their own research, they have found that stereotypes have been used over several years, influencing perception and evaluations in employment decisions, such as hiring. This results in those in a stereotyped group being treated more poorly when they step outside their

When social psychologist Claude Steele began writing about the problem of stereotype threats in the 1990s, many other researchers began to do the same thing. Steele offered that when members of certain groups can be stereotyped in a negative way, they will be seen “through the lens of diminishing stereotypes and low expectations” (1999, p.44). According to Kassin, Fein, and Markus, stereotype threat is defined as “The experience of concern about being evaluated based on negative stereotypes about one’s group.” Steele concluded that stereotype threat can be achieved in two ways: reactions to “threat in the

Our textbook defines stereotypes as “an individual’s set of beliefs about the characteristics or attributes of a group” (Kreitner, R., & Kinicki, A., 2013, p. 188). The group that Worldwide Panel LLC is producing negative stereotypes on is their candidate pool. The negative stereotype they are generating is based on how a candidate answers the question regarding what their weaknesses are. After the candidate answers this question, Worldwide Panel LLC places their candidates into one of two groups. Any candidate that fields this question well or as expected, is placed in what we will refer to as the accepted group. On the other hand, they place candidates who do not field this question in the manner that they expected in another group, the unaccepted group. In order to be hired, one would need to be part of the “accepted” group.

Towards the end of the article the authors discuss one main issue that involves the spreading of the “unfortunate by-product” stereotype (Lindinsky 621). As explained, this means that once our minds are fixed on these typecast that are associations with certain categories it becomes easier to comply with. In other words, having a pre bias judgment about a certain person or group can sometimes makes us aware of that particular culture and help us understand culture boundaries. The assumption is that a positive stereotype is an effective way to compliant

This paper will assess my personal experience with prejudice in the workplace, including the implications of the situation to the organization in terms of its stakeholders, reputation, and its legal responsibilities. Furthermore, I will analyze the negative effects the discriminatory behavior had on morale and functioning of coworkers and employees. Lastly, I will recommend three action steps that I would have taken as a manager to avoid the situation, in addition to three steps to render the situation.

Stereotypes are a part of everyday life. They help us differentiate and categorize to make quick decision on a person's character; however, stereotyping can be misleading or incorrect resulting in false judgment and mistreatment. In the workplace, this can show to be especially heinous. Stereotyping is a preconceived notion that all members of a group are the same, and behave in the same way. This act of judging others based on perception can cause many problems; especially when linked to the work environment.