Consequences of Social Categorization and Social Identity Theories

1929 WordsJul 20, 20158 Pages
Consequences of Social Categorization and Social Identity Theories Vernon Smith BA426 Managing Cultural Diversity vsmith003@regis.edu Consequences of Social Categorization and Social Identity Theories Introduction In the modern world, workforce diversity has developed to be among the most imperative elements. Many organizations including Apple Inc. and all over the world have employed diversity managers to help develop effective workforce diversification (Podsiadlowski et al., 2013). The increased interest in workforce diversity is not surprising. As organization move to develop organizational structures including teams and groups as well as multinational workforce, effective communication within diversified workforce becomes…show more content…
According to Bell (2012), the most probable outcomes of in-group favoritism in jobs is the hiring, promoting, and rewarding of members of the particular group by peers belonging to the same group. The exclusion of the members of the out-groups, the minority out-group members are sidelined while the members of the dominant group will be favored. In most cases, the members of non-dominant out-groups are minorities and women, social categorization often work hostile to them by negatively affecting their opportunities for jobs, promotion, attaining high-status job positions among other advantages that are open to men as well as for the Whites (Podsiadlowski et al., 2013). Non-whites and women mostly have insignificant power in the organization thus any favor they may get is less probable to disadvantage the members of in-groups. The existence of in-group bias where people will likely select demographically similar individuals is a clear presentation of favoritism, which can be damaging for any organization. The behaviors of the members of these two groups are often judged differently. For instance, a white who shows of being in charge is seen positively while a black which shows the same is seen as oppressive (Bell, 2012). With in-group favoritism, the minorities and women are at high risk of facing extreme discrimination in organizations, which could hamper their opportunity to
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