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Impact of Stereotype Threats

   

Added on  2020-06-04

13 Pages4420 Words54 Views
Leadership ManagementProfessional DevelopmentReligionPolitical Science
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Impact of Stereotype Threats_1

Table of Contents1. What is stereotype threat and how can manger reduce it?......................................................32. What are some of the ways in which biases toward of stereotypes about women manifestthemselves in the workplace?......................................................................................................43. What is stigma and how does it influence the extent to which employees with disabilitiesare accepted by their co-workers?...............................................................................................54. What are the potential effects of job applicant’s having ethnic or religious signified in theirCVs?............................................................................................................................................65. Are gender quotas for boards of directors an effective way of increasing the representationof women in senior leadership positions?...................................................................................76. What are faultiness? How faultiness impact performance of diverse work group, and howcan diversity beliefs help to overcome this impact?...................................................................87. Are image of diversity or information about diversity initiatives in organisation recruitmentadvertising likely to be effective in attracting job applicants from under represented groups?.98. According to Vesico, Sechrist and Paolucci (2003), how can resistance to diversity bereduced in organisation.............................................................................................................10Reference.......................................................................................................................................1202
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1. What is stereotype threat and how can manger reduce it?Stereotype threat may be defined as belief that an individual can be judged and evaluatedon the basis of negative stereotypes or beliefs associated with race, caste, gender or age. Suchnegative thoughts are considered as stereotype threats (Ibarra and Petriglieri, 2016). Thesethreats influence the performance of organisation greatly because these threats directly attack theperformer's ability and confidence. Stereotype threats can be marked against individual's orentire group. The most prominent stereotype threats are associated with gender and race. Theimpact of Stereotype threats can vary depending upon the situational factors. Stereotype threatcan influence the individual's in following aspects: For individual's who have lower confidence level might suffer from anxiety when they had todeal with the stereotype threats. Such situation can reduce their efficiency and hence can affectthe overall results (Kulik, Perera and Cregan, 2016). Most of the time individuals associated with stereotype beliefs hesitate in engaging theparticular work related to that belief. For instance if some particular group is constantlybullied that they can not do presentation task, then it might great feeling of inferiority inthem and they might try to avoid making presentations. Stereotype threats may demotivate the individual's up to an extent that they even canchange their goals or the direction in which they were giving their extensive effort. It is essential for manager that organization does not influence by these stereotype threatsas it can degrade the performance of organization. There are various tools by which manager canmotivate the team members and can eliminate the impact of stereotype threats. Managers can motivate the team members by giving examples of role models within their team.Such approach will motivate other members that they can also break these stereotypes and canachieve the goals successfully. Stereotype threats gives the least impact when team membershave an example in front of them who has broken the stereotype (Roskes, Elliot and De Dreu,2014). 1.Regular motivational and encouraging sessions can help in declination of these threats.When team members respect each other and have feeling of dignity and respect for eachother they always ignore the participation of such threats in profession behaviour. 2.Managers must communicate with members that cultural and social diversity should berespected instead of transforming them into these threats. 03
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Managers should create a healthy and fair working environment so that instead of stereotypethreat environment individuals motivate and support each other work and encourages eachother's identity as well (Latu, Mast and Stewart, 2015). According to the author managing diversity the fir needed to create an environment for itsemployees in which all of them can be succeed. The stereotype threat has received a great deal inthe academic research attention. 2. What are some of the ways in which biases toward of stereotypes about women manifestthemselves in the workplace?There are various ways in which some people bias or act stereotype towards women andit throws an impact on the whole manifestation of themselves in the workplace. Some ways arediscussed as under:As per the descriptive bias female leaders need to stereotyped which have less potentialthan men. Further, on the basis prescriptive bias female leaders evaluated less favourablebecause leadership seen as a better fit for men as compared to women (Di Marco, Hoel andMunduate, 2018). One of the most common justification given to prefer male manager is thatemployees dislikes female managers. They can try to raise the voice on every single mistake of women so that they can be ableto throw a major impact on the authorities. If there is some issue and women are avoidingor cooperating with it, these stereotypes can try to interpret the women wrong that theyare adjusting with it. Instead of the fact that they are cooperating with it, they can raisethis as an issue. They can do this for throwing a positive impact of their own in the workplace. There are various cases when some employee biases or stereotypes any female employee in thework place and instead of controlling it, some other employees also take part in it and performsthe same (Seo, Huang and Han, 2017). Some act the same by requesting for help from the women employees. After the task hasbeen completed, they should give an appropriate credit to them and should be obliged.But rather than complementing them, they did not even mention that they have taken helpfrom them. So, they do it so that they can show the management that they are ableenough to perform tasks and they did not require any help of women employees. Also,they try to show that some how they work better than female employees. 04
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