Stereotypes in Culturally Diverse Organizations: Merits and Demerits

This essay analyzes the statement 'it is better to rely on stereotypes than to enter into a relationship with someone from another culture without idea of what they believe in' in the context of culturally diverse organizations. It evaluates the merits and problems associated with stereotyping and the need for proactive managerial intervention with special sensitivity to cultural, ethical, and social concerns.

Organizational Behaviour
Essay: “It is better to rely on stereotypes than to enter into a relationship with someone from
another culture without idea of what they believe in.”
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Introduction
Organizational behaviour is a complex domain that inter connects several diverse
relationship (Luthans, Luthans & Luthans, 2015). Theories of organizational behaviour as
leadership theories, motivational theories, work theories and many more are applied across
organizational setting. Every organization comprises of complex range of relationship amongst
various individuals. In culturally diverse organizations they are more complex and diversified
where employee relationship need to be coordinated. While culturally diversified organization in
today’s globalized environment offers various potentialities there remain a number of threats as
well (Østergaard, Timmermans & Kristinsson, 2011). Some employees in culturally diversified
organization feel that, “it is better to rely on stereotypes than to enter into a relationship with
someone from another culture without idea of what they believe in”. This statement has several
associated merits as well as demerits once applied across organizational setting. The scope of
this analysis deals with analysing the above statement with proactive managerial intervention
with special sensitivity to cultural, ethical and social concerns.
Analysis
Globalization has made customers accessing business opportunities from around the
world. With such prevailing opportunities can only be taken in case there are culturally
diversified employees present (Colquitt et. al., 2011). The above statement of the essay will first
evaluate the merits and then problems associated with the statement. While an organization is
expanding or growing to become multinational and recruiting culturally diverse employees there
might be several challenges faced. Such organization might select to work in an ethnocentric
cultural framework. Within ethnocentric cultural framework, perception regarding various
aspects remains selectively focused. This cultural setting help transfer work procedure, work
culture and business etiquettes from the home country of the multinational. In this case the
company chooses to maintain stereotypes rather than indulging into relationship with another
(McShane & Von Glinow, 2013). Merits of this stereotyping are formation of a social identity or
a corporate identity. With stereotyping an organization’s member has to undertake less mental
effort and is also able to enhance social identity. It allows making a quick judgment as well as
decision. This attribute is highly useful when dealing with situation in a foreign country of crisis.
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It allows simplifying characteristics of the surrounding. When an organizational member does
not stereotypes then he is bound to face more complex situation of analysing nature or thinking
pattern of another, which might not be applicable. Through stereotyping at least a manager
within the organization can categorize groups with predictable outcomes. When a manager
stereotypes then he is able to address some social and ethical concerns. For example, a manager
of an American company in China might feel that it is appropriate to interact with subordinates
in a friendly manner. While this behaviour might be seen in a negative manner by Chinese
employees, at least some Americans working in the organization will feel its benefits (Maon,
Lindgreen & Swaen, 2010). They are more likely to rely on the manager’s decision and feel him
to be a part of their social group. Stereotyping has several benefits as some organization might
want their organizational culture to act as a role model. They might feel that their organizational
culture can create a distinct brand identity from its social behaviour. For example Tommy
Hilfiger is well-known fashion brand throughout the world for its American image. These
organizations are proud of the social identity and wants individuals to recognize them according
to their attributes.
Organizational theories require work to be divided and subdivided within employees and
staffs which makes up a team (Alvesson, 2012). Working in a team involves communications,
shared commitment, participation and so on. In case of stereotype organizations, individual
within teams are reluctant to enter into relationship with one another. The primary demerit
associated with the statement is that stereotyping might hinder the process of working within
team’s altogether. When managers or individuals within a team are stereotypes, then they are
more likely to form a judgment against one another. An American business set up in China with
stereotype culture might not accept Chinese culture in a positive manner. There can be
misguided judgment regarding persons that act differently within the organization (Leung et. al.,
2008). A proactive manager can realize the discrepancies and bridge the gap however in case a
manager is not able to view the difference in behaviour then there might be ethical as well as
social challenges. Ethical challenges might arise as the manager treats one employee in one
manner and another employee, who is similarly committed in another manner. Long term ethical
challenges within an organization might lead to changing of the overall organizational culture
leading to formation of groups, halo effect and in the end employee dissatisfaction. A manager,
who is more understandable towards one group compared to another might experience diverse
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reactions and productivity levels within the group, it can in-turn hamper overall management
performance. Employee dissatisfaction is a grave issue and has to be tackled as in globalized
world; employees are viewed as most essential resources for the organization (Ofori, 2009). Such
an organization with internal challenges can over longer period of time experience isolation from
its customers, once they become aware of cultural issues. Another major problem of stereotyping
is that manager might assume that same group of people might share similar ideals and
personality traits. Within a culturally diversified Chinese organization where Americans are
employed, a Chinese manager might view all Americans to be casual and not serious with senior
managers. Chinese culture is contrasted different compared to that of American culture with
various discrepancies and distinction between their behavioral trends. One might view another’s
culture in a negative manner altogether if prevalence of stereotyping is present. However,
managers or employees who believe and practice stereotyping need to understand that a people
from similar culture might not think or feel the same (Huey Yiing & Zaman Bin Ahmad, 2009).
Stereotype has been regarded as a prejudice and can lead to distress within individuals. This
characteristic is regarded as a negative personality trait and can lead to racial motivation within
an organization. This unethical behavioral trait can offend employee engagement as some
employees might feel disregarded or being disrespected as comparison to others. A manager
might make employees from a certain cultural background feel demotivated in case he continues
to being stereotype in nature. Evaluating merits and challenges of stereotypes it can be
understood that stereotypes is a perception and can affect workplace considerably. Merits of
stereotypes can be debated against its challenges, as merits are considerably lesser. Stereotypes
can exists in various factors it can be related to culture, gender, perception and many more. Most
integral type of stereotyping exists across cultural factors within workplace. With globalization
cultural diversity is increasing by leaps and bounds where organizations have to cater to
diversified to respond to various cultural issues. In absence of cultural diversification within
organization, an organization is bound to face multiple types of challenges, which will re quire
intervention of senior level managers. Proactive managerial intervention can significantly
diminish special sensitivity to cultural, ethical and social concerns. In presence of stereotype
managers problems in regards to situations need to be dealt with proactive managerial
intervention. In absence of managerial intervention, challenges within employees might remain
deep within the organization. Special sensitivity to cultural challenges can create an
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organizational culture that is not matched with current prevailing work cultures across global
organizations. Therefore, it is best to take managerial intervention and adhere to varied cultural
framework to be able to apply further theories of organizations.
Conclusion
The above analysis states that it has become imperative to adapt culturally diversified
organizations. Culturally diversified organization can only allow catering to diversified set of
customers. Managers hence need to devise strategies aimed at minimizing stereotypes within
organizations such that employees can work with each other without many barriers. Stereotypes
have been continuously declining in this globalized world as it enables criteria to work within
teams for better productivity achievements. Therefore it can be debated that stereotyping is not
beneficial in global environment where cultural complexity exists not only amongst employees
but also amongst customers. Hence, in order to cater to diversified customers, employees need to
be culturally diversified in order to understand their needs in a better manner.
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Reference Lists
Alvesson, M., 2012. Understanding organizational culture. Sage.
Colquitt, J., Lepine, J.A., Wesson, M.J. and Gellatly, I.R., 2011. Organizational behavior:
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Leung, A.K.Y., Maddux, W.W., Galinsky, A.D. and Chiu, C.Y., 2008. Multicultural experience
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