Merits and Problems of Stereotyping at Workplace

Running head: STEREOTYPES 0
Organisational Behaviour

STEREOTYPES 1
Merits and Problems of Stereotyping at Workplace
This essay focuses on the all the merits and issues of the Stereotyping at Workplace
and it could be used in the establishment of the effective organizational behavior. Its
emphasis upon the why stereotype is better than relying on the people from the different
culture and believes. With the changes in economic conditions, each and every organization
needs to expand its business on the international level to grow with the faster rate. A
stereotype could be defined as the set of intents and characteristics of the significant number
of people who belongs to same group and culture. In an organization, the stereotype is
defined as the group of people having the same thoughts and understanding in their working
process. It is observed that if people having same thoughts, believes, culture and
understanding works with a team then they are more tend to deliver better output than they
would have delivered to the individual. With the ramified changes in economic and
organization culture, stereotypes could be positive and negative for the organizational
behavior (Schaller, et al. 2017). The stereotype could lead to the development of the
management perception to treat the group of employees and people with the same
understanding, values, perception, and beliefs. By using stereotypes, management of
organization could easily customize their products and services offering in the market. The
diversity in the organizational culture is based on the religion, age, ethnicity, gender, race and
other factors which may contribute to the stereotyping in organization behavior. This essay
will articulate the intents and characteristic of stereotyping adoption of organizational
behavior which may not only increase the overall efficiency of the business but also eliminate
the international challenges and issue while expanding business on an international level
(Schaller, et al. 2017).
It is analyzed that in this ramified economic business factors, the hiring of talented employees
has grown with the drastic rate. The HRM department focus on the hiring of experts
employees irrespective of the fact whether they belong to particular culture or region.
Therefore, increased diversity in the business may result in several types of issues and
challenges in business such as communication problems, teamwork issues and culture issues
(Wong, Wan, and Gao, 2017).
The main purpose of HR department is to focus on hiring talented employees and motivate
them to work under one standard culture by implementing organizational behavior theories

STEREOTYPES 2
and training program irrespective of their thoughts, believes, culture and understanding.
Organizational behavior could be defined as the study of the individual working, reaction and
the way they communicate within the group. The organizational behavior not only assists in
implementing effective HRM policies and program but also increases the overall efficiency
of the organization at large. The main problem related to stereotype is related to its
misapplication in the processing system of organization. It increases the dissatisfaction in the
employees and less efficient job performance (Kotni, and Karumuri, 2018). It also increases
the insensitive job behavior of employees which may destruct the value chain activities of the
organization. If the proper stereotype is not used then it will not only hamper the job
performance but also increase the overall cost of production of business. Ultimately, it will
negatively impact the business performance of the organization. Diversity in the work culture
could be managed by the proper organizational policies program and implement the effective
organizational culture. If proper stereotype function is used then it will not only result in
increased competitive advantage but also increases the overall output of the business. It could
be evaluated by using the real example, Wesfarmers, a retail store chain, working in
Australia, made HR policies which focus on the diversified work culture. It promotes people
from different culture and belief to work and learn together. In the recent case, Wesfarmers
hired more than 20% women employees to promote diversity in its business. This
organizational behavior of Wesfarmers not only increases its work condition but also
strengthen the brand image of the company at large (Scheffer, and Heckhausen, 2018).
In context to the merits of the stereotyping in the business functioning of the organization, it
could be inferred that stereotyping is beneficial for the managers to work effectively and
develop positive mindset for the new employees. It will assist them to ensure that other co-
workers are feeling comfortable and not making any insensitive remark about their work. The
stereotyping work culture also emphasis upon the management focuses and organizational
policies that need to be more clients oriented. The managers of the company use stereotyping
to evaluate their thoughts believes, culture and understanding work. It assists them to
formulate effective team which will eventually result in the creation of synergy (Kenrick,
2017).
In case if the company wants to expand its busienss on the international level, then by using
the stereotype, the manager could focus on hiring employees from that particular culture. It is
analyzed that if the organization sets its business in other nation then instead of migrating
experienced employees in particular country, it should focus on hiring employees from that