Stereotyping in an Organisation: Impact on Workers and Productivity

This essay discusses the impact of stereotypes on workers in an organisation and how it affects productivity. It covers diversity management, organisational behaviour theories, and the importance of motivation in a diverse workplace.

ORGANISATIONAL BEHAVIOUR

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Stereotyping in an organisation
In this essay we would be discussing about how workers in an organisation gets
affected by the stereotypes. Stereotypes can be seen as a similar set of characteristics that is
relevant for group of people that represent similar features. In other words it can be seen as
group of people that have same features. The performance of the workers in an industry
depends upon the various factors, stereotype is one of them that either motivates the
employees or lower their morale which affect the performance and growth of an organisation.
This covers the culture in the organisation and the style in which managers maintain the
relationship with the employees. The issue with stereotyping is that it don’t take
characteristics of a person into consideration but assumes that a person would be perusing the
same characterises as other people in the group are perusing. It can affect the organisation in
a positive or a negative way that solely depends on the resilience power of an individual.
There exist several other factors which affect the productivity of an organisation. Thus it’s
better to remove the complexity in an organisational environment by identifying the problems
so that appropriate solution could be taken. One of the factors is diversity among employees
due to religion, culture, race, sex or ethnicity which lead to stereotyping among the
employees (Hashim and Wok, 2014). Many organisations make sure that while
communicating with the employees from different culture they do not hurt the culture of
employees by speaking in wrong way. Stereotyping is good in some ways but strong
stereotyping can lead to negative reflection in an organisation (McGoldrick and Arrowsmith,
2017). There exists several theor6ies in an organisation to avoid the stereotyping which
would be discussed in later sections of the essay.
In an organisation, employees come from different background with entire different
culture, norms and values. Thus to retain these employees in an organisation for long term the
diversity factors should be resolved (van Veelen, et. al, 2016). This could be done by shaping

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the communications among the employees to prevent any conflicts due to stereotyping. This
could be done by designing subsequent plans in order to increase the productivity. Plans
cover the steps that need to be undertaken to remove the diversity behaviours among an
organisation (Lottrup, Grahn and Stigsdotter, 2013).
The success of an organisation is controlled by human resources team of the
company. They hire employees who are talented, from different regions which create a
diverse culture in an organisation. In the research it was found that organisation gain
momentum due to behaviour of an individual. Human resource department emphasizes on
practising organisational theories in the company, to ensure that employees from different
culture communicate easily (Patel and Biswas, 2016). Organisation behaviour is a study of
how employees in an organisation interact with each other. Multinational companies work
with people from entire different backgrounds in that conditions managers rely on
stereotyping to communicate with them. Thus it is essential to develop a diversity
management plan in a company, so that while working in an organisation no employees feel
dissatisfied with the environment (Hyde, Harris and Boaden, 2013). Lack of diversity
management strategies can affect the organisation by growing clashes between employees
which affect the overall performance of the firm in a negative way. Along with the diversity
management plan, motivation is one factor that improves the productivity. It smoothen the
working environment so that they increase the efficiency of the employee. In a multinational
company it is important to manage the diverse culture by managing the political scenario.
The implementation of these theories provides solution to improve the diverse culture. The
reason of diverse culture in an organisation is due to work allocation or responsibility given
to employees in a team. Mangers face a problem while communicating with the employees of
different culture (Duguid and Thomas-Hunt, 2015). The culture of an individual cannot be
changed as it totally depends on what a person think and what is its behaviour.

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There are various issues due to stereotyping. Ethical issue is when an individual work
according to its own beliefs and thoughts that differentiate them at the work place. As people
from different background have different thought process this creates conflict between the
employees. Thus to avoid such situation every organisation organises training sessions
teaching them about different customs so that they don’t hurt the employees by different
religion. Every organisation focuses on degree of productivity by paying attention on
individual performance and the quality of work. This could be attained by practising theories
like equality among the employees or employee to employee relation. For example in an IT
company expertise are hired from different countries with entirely different background for
them these theories paly a useful role (Dolan, 2014). These theories help in bringing down
the bias nature in the organisation by exploring all the dimensions that may create
discrimination. Whenever there exists employment discrimination in the society this leads to
decrease in work efficiency and demotivation to work in an organisation. Thus it is
sometimes hard from mangers to know that actual value of an employees, as it judge the
employee according to the group defined. The stereotyping leads to negative behaviour at the
work place (Coccia, 2014). Other problem with stereotyping is that it decreases the morale to
work as there is no motivation that could enhance their performance. Equality theory of
motivation ensures that every employee is given equal rights. On the other hand Existence,
Relatedness and Growth theory ensures that every employee fulfils its needs that are required
to attain the growth in an organisation. This theory avoids discrimination among employees.
In the present scenario the organisations are growing at a robust pace. Due to this the
organisations have formulated many rules and regulations and guidelines to control and given
the internal and external environment and its relevant aspects (Christina, et.. al, 2014).
Various diversity practices are also adopted in regard to this inevitable changes happening in
the organisations.

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The system of caste and creed is not a deciding factor of the quality possessed by the
employees. The talent and the innovative mind are given the preference to understand the
different behaviours prevailing in the environment. These situations are deeply analysed and
examined. The extraordinary ideology and skills are infused inside to stimulate the
environment. Previously the scenarios were the profession was male dominated but now the
situation is different the females are more involved than male. This creates the sense of
equality among the employees and no partiality or biasness is followed to keep this in
justifiable manner. The free space for self-practicing and analysis is given to evaluate the
mistakes and resolve the issues at individual level (Patel and Biswas, 2016). Training is an
on-going process which is continuously infused among the employees as and when the new
opportunities are available. A regular feedback is received from the employees to ensure their
individual performance level. Therefore, after an in-depth analysis the implementation of
theories as described and other similar theories is possible only when the right needs are
targeted and benefits are reaped out from such theories. At the corporate level the
motivational aspect and its attitude to traverse among the different levels needs to be
addressed (van Veelen, et. al, 2016). The manpower should be highly motivated and full of
enthusiasm so that the maximum output can be achieved. Different personalities are born
with different attitude. A careful scrutiny of an individual is done along with the reason for
such examination. Henceforth, critical steps and measures shall be laid down to revamp the
existing structure of the organisation so that a positive vibe and environment can be created
(Waterson, 2017).
Thus it can be concluded that stereotyping in an organisation as both positive and
negative impacts. It is true that in an organisation there are people from different culture so
there is based of proper diversity management in an organisation to avoid conflicts between
the employees. There are various theories which are developed to avoid stereotyping in an

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organisation and create a positive culture which would increase the productivity. It was
perceived that all the stereotypes are built on the fact that they have certain faults that lead to
misbehaviour in an administration (Mirza, 2017). Various stereotypes categories are defined
by the company but it not possible to assure that a member would fit in a predefined category
since every soul has different personality and behaviour which cannot be matched in a
defined category. Thus stereotyping makes the situation problematic for the managers to
customize the thinking and belief of an individual as they use all types of stereotyping at the
workplace which creates conflicts in the environment.

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