Organizational Behavior Essay: Stereotyping and its Impact on Culture

This essay examines the role of stereotyping in organizational behavior, exploring its impact on company culture, employee relations, and overall performance. It discusses both positive and negative aspects of stereotyping, emphasizing the importance of diversity management and the implementation of organizational behavior theories to mitigate conflicts and promote a positive work environment. The essay also highlights the significance of considering cultural backgrounds and implementing policies that ensure equality and inclusivity. Furthermore, it touches upon Maslow's theory as a means to motivate employees and reduce negativity associated with stereotyping, ultimately advocating for a balanced approach to managing diversity and fostering a harmonious workplace.

Running Head: Organizational Behavior
Organizational Behavior

Organizational Behavior
“It is better to rely on stereotypes than to enter into a relationship with someone from
another culture without any idea of what they believe in.”
From the above statement, it can be analyzed that it is essential to have a proper
relationship with the other person at the time of sharing the feelings or communicating. If
knowledge is not there then it cannot be possible to communicate effectively. If the person is not
having proper information of the other person they should rely on stereotypes.
Stereotyping is considered as an image of a person in front of other person or a group. It
can be also known as a thought which is widely accepted by the people. Stereotyping is related to
the two aspects one if positive and another one of negative and these both give impact on the
image of an individual. The impact which is analyzed is concerned with the reliance of a person.
If the focus is given to an individual in the context of workplace then it is seen that stereotyping
assists the managers to behave in a proper manner with the individuals. It is seen that there are
various diversity factors that have an important role in stereotyping. It is related to culture, age
and caste of the people (Lyons and Kuron, 2014).
Stereotyping is beneficial for the company as there are many workers who are from
different background and have different values. So, it is important for the managers to focus on
giving those statements which do not affect the feelings or hurt anyone who is working in the
organization. So, in this paper, the focus will be given on the impact on companies just because
of stereotyping.
It can be evaluated that the strong reliance can also give impact on the culture of the
company and it is seen that it create conflicts between the people. In the recent scenario, it is
seen that every company need the employees who are efficient and have knowledge in context to
the activities of the company (Alvesson and Sveningsson, 2015).
If the company has recruited the employees who are talented then it can be possible to
achieve success and conduct the activities in a smooth manner. It can be evaluated that human
resource department also gives emphasis on considering those employees who are talented so
that the culture of the company can be maintained and also performance can be enhanced. The
human resource department gives emphasis on enhancing positive culture in the company that
1

Organizational Behavior
helps to minimize the inequality that takes place between the employees in the workplace
(Bortolotti, Boscari and Danese, 2015).
Also, the focus is seen on the various concepts that will assist the employees to conduct
the activities with more efficiency and dedication. If organizational theories are created or
adopted by the company then it is seen that discrimination between the culture, religion, and age
can be reduced. The organizational behavior theories help to focus on the ways in which people
communicate with the other people in the company (O'Reilly et al., 2014).
It can be analyzed that they conduct the activities by considering the policies of human
resources that are specifically made for the employees who are conducting their routine
activities. It is seen that in companies it is seen that at the time of dealing with the people who
are from different background it is important to consider the approaches which have a connection
with stereotyping (Hogan and Coote, 2014).
It is also essential to consider the diversity management in the workplace so that the
people who are from different background and have different values can conduct the activities in
a right direction. It is seen that stereotyping has both negative as well as positive impact on the
activities of the company. There are many limitations that can enhance the satisfaction of the
customers or can create dissatisfaction with the services that are offered (Karyotakis and
Moustakis, 2016). So this gives negative impact on the goodwill of the firm which is created in
the market. If the Company has proper diversity management then it can also minimize the
problems that take place between the employees and also between the employees and
management (De Meulenaere, Boone, and Buyl, 2016).
When conflicts or disputes take place then it is analyzed that negative impact is seen on
the activities of the company and also an effect on the overall productivity of the company. It is
important for the company to focus on making plans so that performance can be managed by
each and every employee who is working on a routine basis. It can be seen that it is not always
beneficial to communicate with the employees who are from the same background. It is
important to interact with each and every employee by not giving focus on the culture and
background. Every company should consider diversity plans so that growth can be achieved (Lee
and Kramer, 2016).
2

Organizational Behavior
For example: it is seen that the companies try to promote the policies of the workers and
the focus is given by the human resource department o make sure that equality can be maintained
in the organization. Many times it is seen that it is difficult for the workers to rely on the people
who are from a different background as it is seen that they create conflict between other people
in the organization. This problem can be solved if the focus is given to diversity management
and proper evaluation of policies is made so that employees can conduct the activities with
proper care (Gebert et al., 2014).
Diversity policies can help the company to maintain a culture and also the employees will
be treated equally without any discrimination. It is one of the effective strategies that should be
considered by every organization so that growth can be achieved in the market. It is seen that
there are many benefits of considering stereotypes culture in the company as it assists the top
management to make positive culture and environment in the organization. There are many steps
that should be considered by the company (Tong, Tak, and Wong, 2015). First is related to the
promise that should be made in context to the language which will be used in the company.
If proper policies related o language is used then it can be easy to reduce the statements
that can affect the feelings of others. Next is related to the knowledge of the background of the
people that should be considered by the managers as it can help to communicate with the other
employees and can understand their feelings. It is also evaluated that at the time of dealing with
the employees who are from a different culture it is important to follow the rules and regulations
which are related to the culture and background of the people (O'Neill, Beauvais, and Scholl,
2016). It is important for an individual to consider the rules and regulations for the people who
are a different background so that growth can be achieved in the organization. It is seen that
employees who are conducting their routine activities in New Zealand give more priority on
being punctual in the organization. They follow the policies of punctuality and reach in their
workplace before time. If the employees are not punctual they can sometimes face the issue from
the customers of canceling the deal.
Also, it is seen that people who are from different countries consider different rules so
that issue can be resolved and they can have proper knowledge of diversities in the workplace.
3

Organizational Behavior
This can also help the managers to gain information about the people and information which is
received is gathered in a proper manner. It is seen that stereotypes have the issue with the
behavior of the people. So, the manager should focus on the categories of stereotyping so that
wrong information or interpretation cannot be made of an individual.
It is also seen that stereotyping also makes the situation complex sometimes as it is
difficult for the manager to understand the belief of a person. If the manager focuses on all types
of stereotyping then it can create conflict in the workplace. Also if there is proper teamwork then
negativity in the workplace can be reduced and success can be achieved by the company (van
Veelen et al., 2016).
To reduce such type of situation in the workplace it is important for the manager to focus
on the theories of Maslow theory. This theory can help the employees to be motivated and if they
are motivated then stereotyping can be reduced in the company. Maslow theory focuses more on
basic needs of the employees so it is important to enhance the motivation by offering basic needs
so that activities can be conducted in a smooth manner.
So, it can be concluded that stereotyping has both negative and positive aspect in a
workplace. It is important to create a positive environment so that gap among the employees can
be reduced and the information of the employees can be gathered easily. Also stereotyping can
act as a barrier in the workplace so to reduce it Maslow theory should be considered so that
activities can be conducted in a right direction and with proper efficiency.
4

Organizational Behavior
References
Alvesson, M. and Sveningsson, S., 2015. Changing organizational culture: Cultural change
work in progress. Routledge.
Bortolotti, T., Boscari, S. and Danese, P., 2015. Successful lean implementation: Organizational
culture and soft lean practices. International Journal of Production Economics, 160, pp.182-201.
De Meulenaere, K., Boone, C. and Buyl, T., 2016. Unraveling the impact of workforce age
diversity on labor productivity: The moderating role of firm size and job security. Journal of
Organizational Behavior, 37(2), pp.193-212.
Gebert, D., Boerner, S., Kearney, E., King Jr, J.E., Zhang, K. and Song, L.J., 2014. Expressing
religious identities in the workplace: Analyzing a neglected diversity dimension. human
relations, 67(5), pp.543-563.
Hogan, S.J. and Coote, L.V., 2014. Organizational culture, innovation, and performance: A test
of Schein's model. Journal of Business Research, 67(8), pp.1609-1621.
Karyotakis, K.M. and Moustakis, V.S., 2016. Organizational factors, organizational culture, job
satisfaction and entrepreneurial orientation in public administration. The European Journal of
Applied Economics, 13(1), pp.47-59.
Lee, Y. and Kramer, A., 2016. National Culture, Organizational Culture, and Purposeful
Diversity and Inclusion Strategy. In Academy of Management Proceedings (Vol. 2016, No. 1, p.
11858). Briarcliff Manor, NY 10510: Academy of Management.
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).
O’Reilly III, C.A., Caldwell, D.F., Chatman, J.A. and Doerr, B., 2014. The promise and
problems of organizational culture: CEO personality, culture, and firm performance. Group &
Organization Management, 39(6), pp.595-625.
5

Organizational Behavior
O'Neill, J.W., Beauvais, L.L. and Scholl, R.W., 2016. The use of organizational culture and
structure to guide strategic behavior: An information processing perspective. Journal of
Behavioral and Applied Management, 2(2).
Tong, C., Tak, W.I.W. and Wong, A., 2015. The impact of knowledge sharing on the
relationship between organizational culture and job satisfaction: The perception of information
communication and technology (ICT) practitioners in Hong Kong. International Journal of
Human Resource Studies, 5(1), p.19.
van Veelen, R., Otten, S., Cadinu, M. and Hansen, N., 2016. An integrative model of social
identification: Self-stereotyping and self-anchoring as two cognitive pathways. Personality and
social psychology review, 20(1), pp.3-26.
6