Benefits of Relying on Stereotypes in Organizational Behaviour

This essay discusses the advantages and disadvantages of relying on stereotypes in organizational behaviour. It emphasizes the impact of stereotyping in the corporation and the importance of diversity management.

Running Head: Organizational Behaviour
Organizational Behaviour

Organisational Behaviour 1
Benefits of relying on stereotypes
An oversimplified image or a set of characteristics in which a relative number of
people have faith in. it can also be referred as a widely accepted thought about a particular
type of behaviour of an individual. The personal characteristics of an individual are not
involved rather it assumes the random facts about a person due to his/her presence in certain
group. There exists two stereotypes one is positive and the other one is negative, both can
play adverse effect in person’s life. The range of impact is related to the reliance of an
individual. If talking about an organisation stereotyping helps the manager in treating all the
employees in a specific way (Cresswell and Sheikh, 2013). There are certain diversity factors
that play an important role in stereotyping like the culture, ethnicity, age, gender and religion.
Stereotyping is useful in an organisation as there are various employees from different culture
so to ensure that no mistake is done by negatively hurting some relation. The strong reliance
on stereotyping negatively affects the culture of the company which can future cause’s
clashes between the employees. This essay basically emphases on the impact in the
corporation due to stereotyping (Lamont, Swift and Abrams, 2015).
In today’s era, every organisation requires expertise employees so they hire
employees who are talented. In order to hire brilliant employees organisation hire from all
over the world. The human resources department focuses on hiring the employees who are
more talented. The human resource team focuses on creating positive working environment
in the organisation than removes the inequalities from the workplace (Lottrup, Grahn and
Stigsdotter, 2013). This emphasis on building various theories that will help the employees to
work together by ignoring the discrimination on the basis of culture, religion and gender.
Organisation behaviour reflects the way in which an individual communicate with each other.
They work according to the human resource policies designed for the organisation. In case of

Organisational Behaviour 2
multinational companies they are dealing with people from different culture this is possible
only because the managers are following the approach of stereotyping.
Thus it is very important to take diversity management into the consideration as the
employees are from different background. Stereotyping is beneficial but it has negative
impact as well (Hyde, Harris and Boaden, 2013).
Certain limitations of stereotyping may result in making customers dissatisfied or sad by their
work. This reflects the growth of the company in negative manner as it affects the
productivity. If there is no proper diverse management in the firm it can lead to disputes
between employees. Disputes directly affects the productivity of an origination thus to
maintain the performance of the company a proper plan should be designed. It is not always
good to interact with employees of same culture but if one needs to expand the productivity
they should area the stereotypes and should interact with employees of all culture. This will
be beneficial for an individual as well as organisation (Lyons and Kuron, 2014). For any
modern corporation effective diversity plan need to be developed, so that competitive
advantages could be used. For example, in any multinational company they promote its
policies among all employees and the human resources department make sure that these
policies are followed and equality is maintained (Von Hippel, Sekaquaptewa and McFarlane,
2015) . Sometimes it is difficult to keep employees of totally different culture as they create
controversies in an organisation. This can be resolved by building strong diversity policies
and treat all the employees from different culture equally.
There are numerous advantages of using stereotype culture in an organisation as it
helps the manger to create positive environment in the company as well as among employees.
They take several steps, first by promising them not to make any remarks that would hurt
their culture or emotions. Secondly knowing about each employee’s background will help

Organisational Behaviour 3
manager to have a freely conversation with the employees after understanding their customs.
Also, by dealing with the employees from different country serotyping is beneficial as it
helps in understanding their point of view. People from different cultures follow different
rules and regulations (Lachman, 2015). Like any employee from China as its priority of being
on time. They focus on punctuality as the main component as being late in their company is
treated as cancelation of the deal. Similarly, different countries have different rules hence
stereotyping can resolve this issue as they understand the bio diversities in culture. They also
help the manager in finding all the missing data regarding the person. Additionally it helps in
organising to arrange all the information in a pre-defined sequence. It was observed that all
the stereotypes are based on the fact that they have certain errors that lead to misbehaviour in
an organisation. Various stereotypes categories are defined by an organisation but it is
difficult to assure that an employee would fit in a predefined category because every person
has different personality and behaviour (Duguid and Thomas-Hunt, 2015). Thus if a manager
is completely relying on the categories defined then he/ she might interpret wrong
information about the employee. Thus stereotyping somewhere makes the situation more
diplomatic as it is difficult for a manger to change the belief about an employee. If a manger
uses all types of stereotyping at the workplace it will create conflicts in the environment.
Manger need to take proper actions against the negative stereotyping otherwise it will reflect
harmful impact on the employees. If there is negativity in the environment it will somewhere
affect the working capacity of the employees. Thus a proper team work is required in an
organisation to avoid negativity. Considering a case in an organisation where gender
inequality exists, male employees do not ask women to solver certain issue as he thinks she is
incapable or peruse less knowledge (Dolan, 2014). This would affect the performance of
women’s by decreasing the confidence.

Organisational Behaviour 4
Other issue with stereotyping is that it demotivates the individual by lowering the
morale that makes the working environment toxic. If a person works with low morale the
productivity of an organisation decreases and it is very difficult for a manager to motivate
them to get the desired output (Wood, et. al, 2012).
There are various theories in an organisation discussing about the theory of equality
to that motivates a person to perform good and achieve productive output. According to the
stereotypes the department head can differentiate two employees according to their
behaviours and provide opportunities related to them. On the other hand, discriminating an
employee from other create a negative environment at the workplace (Andersson, Jackson
and Russell, 2013). Another policy that is employee to employee policy provides basic
amenities to every employee. This includes all the safety measures as well as social needs of
an employee by focusing on steps to enhance the self-esteem of an individual. Using
stereotype technique creates difficulty for the manager in fulfilling the relatedness needed by
an employee. Constantly differentiating employees on the basis of stereotypes have adverse
effect on employees which in turn degrades the performance of staffs.
Thus to avoid this misconception following steps need to be undertaken at the
workplace that would help employees to work in a positive environment by overlooking the
issues of diversity. This could be done by building policies that do not support stereotype
environment or treating employees unequally. Apart from the organisational policies, the
government of each country has designed various laws regarding inequality or discrimination
on the basis of age, sex or disability in an employee. Organisations should make sure that
these policies are followed to avoid the diverse culture at the work place (Alter, et. al, 2010).
On the other hand training sessions should be organised by expertise from mangers as well as
employees to provide them knowledge about the all religions and meeting should be
conducting between people of different culture so that they get to know each other and avoid

Organisational Behaviour 5
stereotyping. Strict feedback should be taken to ensure that everyone respect each other at the
workplace by removing the differences caused due to adverse culture.
It can be concluded that serotyping has both advantages and disadvantages in an
organisation as it promotes to avoid the diverse culture at the workplace. They assure to
create a positive environment and removing the gap between employees caused due to
different culture. It is beneficial as it helps in organising the information of employees in a
defined manner. There are many restrictions of stereotyping in an organisation that may
result in creating a deadly environment at the workplace. It endorses discrimination in the
workplace which degrades the performance of an employee. Stereotyping act as barrier for
mangers as it becomes difficult for them to motivate the employees and increase their
productivity. In this report various ways are discussed to remove stereotyping by creating
policies and rules. These policies assist supervisors to avoid stereotyping by creating a
positive working environment, which in turn promotes and supports diversity among
employees.

Organisational Behaviour 6
References
Alter, A.L., Aronson, J., Darley, J.M., Rodriguez, C. and Ruble, D.N. (2010) Rising to the
threat: Reducing stereotype threat by reframing the threat as a challenge. Journal of
Experimental Social Psychology, 46(1), pp.166-171.
Andersson, L., Jackson, S.E. and Russell, S.V. (2013) Greening organizational behaviour: An
introduction to the special issue. Journal of Organizational Behavior, 34(2), pp.151-155.
Cresswell, K. and Sheikh, A. (2013) Organizational issues in the implementation and
adoption of health information technology innovations: an interpretative
review. International journal of medical informatics, 82(5), pp.e73-e86.
Dolan, K. (2014) Gender stereotypes, candidate evaluations, and voting for women
candidates: what really matters? Political Research Quarterly, 67(1), pp.96-107.
Duguid, M.M. and Thomas-Hunt, M.C. (2015) Condoning stereotyping? How awareness of
stereotyping prevalence impacts expression of stereotypes. Journal of Applied
Psychology, 100(2), p.343.
Hyde, P., Harris, C. and Boaden, R. (2013) Pro-social organisational behaviour of healthcare
workers. International Journal of Human Resource Management, 24(16), pp. 3115-3130.
Lachman, V.D. (2015) Ethical issues in the disruptive behaviours of incivility, bullying, and
horizontal/lateral violence. Urologic nursing, 35(1), p.39.
Lamont, R.A., Swift, H.J. and Abrams, D. (2015) A review and meta-analysis of age-based
stereotype threat: Negative stereotypes, not facts, do the damage. Psychology and
aging, 30(1), p.180.

Organisational Behaviour 7
Lottrup, L., Grahn, P. and Stigsdotter, U.K. (2013) Workplace greenery and perceived level
of stress: Benefits of access to a green outdoor environment at the workplace. Landscape and
Urban Planning, 110, pp.5-11.
Lyons, S. and Kuron, L. (2014) Generational differences in the workplace: A review of the
evidence and directions for future research. Journal of Organizational Behavior, 35(S1).
Von Hippel, C., Sekaquaptewa, D. and McFarlane, M. (2015) Stereotype threat among
women in finance: Negative effects on identity, workplace well-being, and
recruiting. Psychology of Women Quarterly, 39(3), pp.405-414.
Wood, J., Zeffane, R., Fromholtz, M., Wiesner, R., Morrison, R. and Seet, P.S.
(2012) Organisational behaviour: Core concepts and applications. Milton QLD: John Wiley
& Sons Australia, Ltd..