Understanding Stereotyping in Organizational Behavior
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 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).
Potential Issues with Stereotyping in Organizational Behavior
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 nation. If company migrate experienced employees to the new country then it will destruct the real outcome when the migrated employees work with the newly hired employees due to the difference (Green, et al. 2017).
In addition to this, for instance, if the company is expanding its business in Asian countries then it could take advantage of labor efficiency to increase the overall productivity. The efficiency of employees and working hours allowed as per the Asian countries guidelines are liberal than the western nations. If management migrates its experienced employees to the Asian countries to manage the work up there then due to their different understanding and lack of understanding on the cultural factors, it may destruct the value of the organization. therefore, by using proper stereotypes, management of the company could deal with the employees in context with thoughts, believes, culture and understanding work. It will also reduce the insensitive behavior of the employee towards the particular culture. Stereotypes also increase the overall output of the business and focus on promoting the employees to deliver the best results by working with a team. It assists in setting the teammates and process work employees who could work together and deliver the best results by collaborating each other’s (Sunyoto, Ghozali, and Purwanto, 2017).
However, with the changes in economic, the stereotype has resulted in the increased discrimination in the job hiring process of employees. It might impact the organizational brand image on the international level. It is the myth to determine that particular group of persons will fit the defined stereotype category. Each and every person has their own understanding and divergent thinking. Therefore, it may be hard for the management to determine the exact stereotype for the particular group of person. The inappropriate stereotype may result in non-effective strategic planning and process. It may destruct the designed value chain activities and also impact the organizational behavior in a negative manner (Schaller, et al. 2017). For instance, if management focuses on the stereotype aspects in the work process of the organization then if company find the failure to get the proper collaboration the employees in the stereotyped group then it will not only destruct the business process system but also result to the insensitive behavior of employees. In addition to this, stereotype workings also result in the Toxic environment which may demotivate other employees as well (Stoyanov, 2017).
Real-world Examples of Stereotyping Implementation
Therefore, in this demotivating situation like this, management could follow several motivational theories to eliminate the work issues and problems arise from the stereotype working. Maslow theory of motivation focuses on the motivating the employees by satisfying their basic needs and demand. It allows employees to deliver the best results. Similarly to that, ERG theory also put emphasis on divided basis needs of actualization and focuses on satisfying employees to meet their targets (Manor, NY, 2010). The need of employees, reliance on their working and safety need are the major parts which need to be satisfied by management to motivate employees. The self- esteem and self-actualization is the major part of the ERG theory. These different types of theories of the organizational behavior assist management to make effective use of resources to motivate employees. It also mitigates the possible issues and work problems in determined approach (Bridgman, Cummings, and Ballard, 2017).
However, there are several action plans which could be undertaken by the management department of the organization to mitigate the stereotype issues and problems such as implementing strong diversity work policies, setting proper training and development program and develop employees based organizational culture. Managers need to ensure that each and every employee should endeavor towards achieving their set targets and must follow collaborative work culture (Güss, Burger, and Dörner, 2017).
Now in the end, in order to conclude, it could be inferred that stereotyping has several merits and demerits which needs to be taken into account by the management to implement effective management diversify program. The stereotyping assists management to increase the overall work diversity and increase the overall business outcomes. It sets positive work culture and increases the overall outcome of the business. The Maslow theory and ERG theory will assist management to positively increase the overall outcome of the business and motivate them to perform better.
References
Bridgman, T., Cummings, S. and Ballard, J.A., 2017. Triangulating Maslow’s Hierarchy of Needs: The Construction of Management Studies’ Famous Pyramid. In Academy of Management Proceedings (Vol. 2017, No. 1, p. 14177). Briarcliff Manor, NY 10510: Academy of Management.
Green, P.I., Finkel, E.J., Fitzsimons, G.M. and Gino, F., 2017. The energizing nature of work engagement: Toward a new need-based theory of work motivation. Research in Organizational Behavior.
Güss, C.D., Burger, M.L. and Dörner, D., 2017. The Role of Motivation in Complex Problem Solving. Frontiers in psychology, 8(2) p.851.
Kenrick, D.T., 2017. Self-Actualization, Human Nature, and Global Social Problems. Society, 54(6), pp.520-523.
Kotni, V.D.P. and Karumuri, V., 2018. Application of Herzberg Two-Factor Theory Model for Motivating Retail Salesforce. IUP Journal of Organizational Behavior, 17(1), pp.24-42.
Schaller, M., Kenrick, D.T., Neel, R. and Neuberg, S.L., 2017. Evolution and human motivation: A fundamental motives framework. Social and Personality Psychology Compass, 11(6). p, 45-53
Scheffer, D. and Heckhausen, H., 2018. Trait theories of motivation. In Motivation and action (pp. 67-112). Springer, Cham.
Stoyanov, S., 2017. A Theory of Human Motivation. CRC Press.
Sunyoto, Y., Ghozali, I. and Purwanto, A., 2017. Analysis of Auditor Performance by Using Covariance Based Structural Equation Modeling: A Study of Public Accounting Firms in Indonesia. European Research Studies, 20(3A), p.524.
Wong, I.A., Wan, Y.K.P. and Gao, J.H., 2017. How to attract and retain Generation Y employees? An exploration of career choice and the meaning of work. Tourism Management Perspectives, 23, pp.140-150.
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