Organizational Behavior: Stereotypes and Intercultural Relations Essay

This essay critically evaluates the statement about relying on stereotypes versus engaging with individuals from different cultures, within the context of organizational behavior. It begins by defining organizational behavior and highlighting the challenges posed by multiculturalism in the workplace, such as language and cultural barriers that can hinder effective communication and teamwork. The essay then presents differing viewpoints from scholars, some of whom argue that cultural diversity is essential for global business expansion and can foster innovation when managed effectively through strategies like emotional intelligence. Others express concerns about the disturbances and communication issues that can arise from multiculturalism, potentially impacting service delivery and organizational reputation. The essay also discusses the importance of anti-discrimination practices, skill-based hiring, and participative leadership styles to mitigate negative impacts. Ultimately, the essay concludes that embracing training and development, promoting open communication, and focusing on employee skills are better solutions than relying on stereotypes for managing diverse workplaces and achieving organizational success. Desklib provides access to similar solved assignments for students.

Running head: ORGANIZATION BEHAVIOR
Organization Behavior
Name of the Student
Name of the University
Author’s Note

1ORGANIZATION BEHAVIOR
Introduction:
The emergence of globalization has rendered radical change on the overall organizational
behavior and culture. Youssef-Morgan and Hardy (2014) opined that employees from diverse
cultural backgrounds and attitudes are associated with the business process. In order to expand
their entire business in various geographic boundaries the organization has to hire large number
of employees from different cultural as well as religious backgrounds and attitudes. Rendering
multiculturalism at the workplace is one of the most effective ways of grabbing global
customers. However, after implementing multiculturalism at the workplace numerous problems
are identified at the workplace.
This very specific study has focused to make a critical evaluation about a particular quote
“it is better to rely on stereotypes than to enter into a relation with someone from another
culture without any idea of what they believe in”. Before, analyzing this statement with proper
evaluation of opinion of numerous scholars, the study should provide in-depth overview about
the concept organizational behavior. Organization behavior is the study on how people at the
workplace tend to follow business cultures, values, ethics and beliefs. In order to be a part of a
business organization, every single employee has to follow organizational cultures and values.
Harmening and Lunz (2015) opined that due to the entrance of people from various geographical
and cultural backgrounds at the workplace, business experts have to face difficulties in
maintaining effective relation with them. In this kind of situation, the organizational managers
decide to avoid cultural diversity at the workplace.
This very specific study by using numerous organizational behavior theory and policy has
decided to evaluate critically about the essence of this statement. Numerous scholars having

2ORGANIZATION BEHAVIOR
specific knowledge and understanding on organization behavior has expressed their own opinion
regarding this very specific issue or statement.
Discussion:
Rhoads and Valadez (2016) stated that amalgamation of people from diverse cultural
backgrounds and attitudes have to face innumerable challenges in maintaining an effective
rapport with each other. The success of a business organization is highly dependent on the team
and its group performance. Individual performance can never meet business objectives and goal.
Therefore, the organizations in order to expand the wings beyond going regional market should
get effective group performances. Ravazzani (2016) emphasized that maintaining employee
relation with the people of different cultural background is very important for providing best
services towards reaching the business goal. While dealing with the people of different cultural
backgrounds as well as attitudes business managers have to face language barrier, psychological
barrier and cultural barriers. Being unable to make a proper interaction with each other
employees fail to share their thoughts and information regarding business process. Consequently,
the customer service is getting immensely affected. In this kind of situation, most of the business
experts avoid to render cultural diversity at the workplace. Human resource managers while
recruiting the employees focus on the language and cultural backgrounds and the applicants.
However, large numbers of eminent scholars have firmly protested on the statement
mentioned above. Courtois et al. (2014) opined that without rendering cultural diversity the
business experts would not be able to spread their business process in multinational countries. In
addition, Barak (2016) stated that employees from different cultural backgrounds and attitudes
can give effective performance. Business organization while maintaining a proper rapport among

3ORGANIZATION BEHAVIOR
the employees of diverse culture should follow some most effective organization behavior
theories. The theory of emotional intelligence believes that employees need to get emotional
support from the mangers as well as seniors in order to get motivated towards performances.
Brannen and Lee (2014) opined that in real business scenario, the employees have to face
numerous challenges in keeping up their performance level consistent. In other word,
maintaining customer satisfaction rate is a matter of major challenge for every employee. After
facing immense issues from the stakeholders, service providers get de-motivated in performing
well towards services. The theory of emotional intelligence believes that motivation, effective
communication, coordination are the major ways of getting good performances from the
employees. Therefore, with the help of using emotional intelligence theory the communication
gap raised at the workplace can be reduced.
Yogeeswaran and Dasgupta (2014) however has differed the point of view of this
eminent scholar. As per the opinion of this author employees have to face immense linguistic
barrier while sharing any personal affair with each other. On the other hand, business managers
cannot interact with those persons properly in order to know their workplace challenges due to
language issue. Ultimately, it leaves a major negative impact on the overall performance level of
the organization. Therefore, the statement “it is better to rely on stereotypes than to enter into a
relation with someone from another culture…” is quite justified to some extent. Ravazzani
(2014) pined on the other hand that global customers do not show their interest in purchasing
products and services when an organization is gender biased. In order to draw the attention of
global customers business experts have to render anti-discrimination act at the workplace.
Human resource managers should focus on hiring those employees who are enough skillful and

4ORGANIZATION BEHAVIOR
competent towards the services. Skill should not be judged as per cultural backgrounds and
attitudes.
Rašticová and Senichev (2014) stated that amalgamation of multiculturalism at the
workplace creates immense noise and disturbance within the organization. Being unable to share
thoughts and views at the workplace organization has to face immense challenges in delivering
the services within proper time. In this kind of situation, the business experts fail to maintain
image and reputation. Rice and White (2015) opposed that organizations in order to maintain a
proper organizational structure and behavior can implement motivational theory at the
workplace. In order to motivate the employees towards services organization should implement
several plans and policies. Implementation of reward and recognition policy is highly important
in order to motivate the employees towards services.
The employees having linguistic barrier can receive effective training and development
session with the help of which both the service providers and service users can get equal benefits
and facilities. On the other hand, language competency makes a good bond among the
employees. They can easily share effective business strategy and policy within the organization
for reaching the peak of success. Large numbers of business organizations tend to focus on using
autocratic form of leadership style while making effective business decision. In order to use this
specific kind of leadership style the business managers do not wish to take collective decision at
the workplace by involving employees. Automatically employees show their reluctant attitude in
showing their reliable approach towards the services.
Barbusse (2015) stated that business managers with the help of making an effective
participative form of leadership style take collective decision. As a result, employees get enough

5ORGANIZATION BEHAVIOR
scope in showing their point of views. After gabbing language competency the people from
diverse cultures and attitudes do not have to face challenges in sharing their own opinion. As a
result, the entire organization would be able to share a systematic rhythm in proceeding towards
success. This very specific author has opined that being stereotype is not a solution for avoiding
organizational disturbance. Rice and White (2015) in addition, providing effective training and
development session to the employees is one of the most effective ways of maintaining effective
relation even with the people of diver cultural backgrounds and attitudes.
Conclusion:
The study has provided detailed overview about the statement based on organizational
behavior. Various conspicuous scholars have shared their various opinions regarding this
statement. While dealing with the people of different cultural backgrounds as well as attitudes
business managers have to face language barrier, psychological barrier and cultural barriers.
Being unable to make a proper interaction with each other employees fail to share their thoughts
and information regarding business process. As a result, the business managers avoid in hiring
people from different cultural backgrounds and attitudes. The organization may have to face
immense challenges in rendering organizational profit. Being unable to share thoughts and views
at the workplace organization has to face immense difficulties in delivering the services within
proper time.
However, after evaluating the point of views of several eminent scholars it can be
concluded that being stereotype into a relation is not the solution for an individual business
experts in avoiding organizational hazards. Rather the managers should implement proper
training and development session based on which the employees would get the scope of

6ORGANIZATION BEHAVIOR
improving their communication skill as well as professional competency. Both the customers and
the service providers need to share a good rapport with each other in order to render
organizational efficiency. In order to motivate the employees towards services organization
should implement several plans and policies. Implementation of reward and recognition policy is
highly important in order to motivate the employees towards services. However, it is quite
evident that employees from diverse cultural backgrounds can grab the attention of global
people. Therefore, business experts can focus on the skills and competency level of the
employees.

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Reference List:
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Barbusse, A., 2015. Multiculturalism in Leadership. Findings and Analyses of Affects.
Brannen, M.Y. and Lee, F., 2014. Bridging cultural divides: Traversing organizational and
psychological perspectives on multiculturalism. The Oxford Handbook of Multicultural Identity,
pp.417-437.
Courtois, M., Delroisse, S., Herman, G., Desmette, D., Iweins, C. and Stinglhamber, F., 2014.
Suppression and justification processes to reduce in-group bias in a multiculturalism diversity
context. Revue Européenne de Psychologie Appliquée/European Review of Applied
Psychology, 64(6), pp.279-288.
Harmening, D. and Lunz, M.E., 2015. Increasing diversity in the workplace: first-year results of
a 10-year prospective study. Laboratory Medicine, 27(1), pp.25-27.
Rašticová, M. and Senichev, V., 2014. Multiculturalism at Czech universities as a predictor of
diversity work place. The case of students from former Soviet Union. Acta Universitatis
Agriculturae et Silviculturae Mendelianae Brunensis, 59(7), pp.325-336.
Ravazzani, S., 2014. Multicultural Workplace: A Challenge to Internal Crisis Communication?.
In CCI Conference on Corporate Communication 2014.
Ravazzani, S., 2016. Exploring internal crisis communication in multicultural environments: A
study among Danish managers. Corporate Communications: An International Journal, 21(1),
pp.73-88.

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Rhoads, R.A. and Valadez, J.R., 2016. Democracy, multiculturalism, and the community college:
A critical perspective (Vol. 1081). Routledge.
Rice, M.F. and White, H.L., 2015. Embracing Workplace Diversity in Public
Organizations. Diversity and Public Administration: Theory, Issues, and Perspectives, p.298.
Yogeeswaran, K. and Dasgupta, N., 2014. The devil is in the details: Abstract versus concrete
construals of multiculturalism differentially impact intergroup relations. Journal of Personality
and Social Psychology, 106(5), p.772.
Youssef-Morgan, C.M. and Hardy, J., 2014. A positive approach to multiculturalism and
diversity management in the workplace. In Perspectives on the intersection of multiculturalism
and positive psychology (pp. 219-233). Springer, Dordrecht.