Stereotypes within a working environment

Stereotypes within a working environment

 A stereotype refers to a widely held belief that oversimplifies the image or an idea about a particular person or a thing. These are beliefs that are over-generalized and used by people to categorize others so that they can meet the expectations associated with a particular group. The stereotypes coming form of personality ability or preference and sometimes can incorporate how a group of people look. In this case, the manager has a view that is inclined towards different groups where she makes generalizations about people from a particular culture. An example of this case is when the manager can consider Asian people to be impressive when it comes to arithmetics and calculations. From this perspective, I disagree with the manager’s view because she does not appreciate diversity in a group within the workforce. She also believes that relying on stereotypes to judge people from different cultures can help her make an accurate evaluation. People’s stereotypes do not represent their personality because every individual has a strong point that they bring to the workforce. A stereotype can sometimes give a wrong representation making the manager lose on a talent that would have been useful to the company. It is, therefore, important to stay objective to an individual’s capability instead of relying on past experiences of stereotypes while judging their capability(Bolman and Deal, 2017). This perspective has several problems and, therefore, does not give the company an advantage because it eliminates different perspectives to an individual who can offer good services to the company. It does not have any merit because it only led to discrimination against individuals of a particular description. A stereotype should not be encouraged within a working environment, and a manager should not use it to determine the outcome of the employee relationship. It is therefore recommended that the manager should stay true to the codes of conduct for the company by remaining objective to the principles outlined for the success of the company.

 

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  1. Qn 2

In an organization, the boss does not provide motivation. Instead, they help the team motivated themselves.  The manager can assess their performance as well as their result.  Also, as a leader, the manager has to lead a team with motivation. If people are not motivated, some believe that the leader is to be blamed. Teams that are full of energy are successful. Managers can do this by performing team-building exercises and build a positive environment.  Quality appraisals to an employee help to motivate them. In the first situation, an individual believes that motivation cannot come from the boss. However, another person believes that people have to motivate themselves through the guidance of the boss, and if they are not motivated, the manager is to blame. In the first position, the GSC student believes that every individual is responsible for their self-motivation. This is a belief in people’s ideas that comes from inside, keeping them motivated in their duties. For instance, people have to have their own Motives of becoming successful, and therefore their Motives and dreams helped them to get motivated and stay true to their objectives in life (Ravichandar, 2019).  People motivate themselves, and their performance is likely to be better than those who are less motivated. On the contrary, the GSC student who believes that the manager is supposed to be blamed if people are not motivated identifies the role of a manager in the overall performance of the employees. The manager has the role of ensuring that people stay motivated so as to meet the objectives set by the organization. Nonetheless, these two strategies reconcile when it comes to the need for motivation in company success. The motivation can come from the manager or from an individual. The manager contributes to the success of the organization by encouraging the members to stay motivated so as to achieve the objectives of the company.

Qn 3.

 First Example:

 The first Theory is the classical bureaucracy, which is a model that requires all relationships and professional connections to be generalized in terms of their functionality and areas of specification (Business, 2019). The hierarchy starts from the person who is in charge of the entire organization such as the CEO as it goes down to the lowest person in an organization who has the list responsibilities. These levels are based on the responsibilities of individuals and the authorities that have to be followed in case an issue is to be addressed. Classical bureaucracy requires strong leadership who takes charge of the responsibilities such as a CEO who defines the mission and vision of the company. The main limitation of this Theory or model is that it does not give power to the people who are below the ladder in terms of responsibility.

Second Example:

The second example is the use of the pseudo teams model, where the organization operates collectively. The CEO of the firm works in conjunction with the vice president, second vice president board members as well as the officials in making decisions of the firm. The manager also works with the team leaders so as to guide the team to complete a project and give reports to the senior management. The utility of this model is when the organization would like to benefit from teamwork and collectivity or to address a case that requires efforts from many members of the organization. The main limitation of this model is that members do not take responsibility for their actions, and any individual can claim to be the leader of the group.

  1. Qn 4

 

  1. implementation of code of conduct

 

It is unethical to give employees an opportunity to break the law or to act against the set code of ethics. If the sixth sense allows any mischief, the employees should be warned and reminded of the existing codes of conduct that have to be maintained.

 

  1. implementation of internal security and safety

It is advisable always to take precautions when hiring new employees and to consider integrity for the new employees (Business, 2019). For those who are being hired, it is important to verify their background information so as to safeguard the organization from fraudsters for people with a questionable track record.

 

  1. sharing the existing views with the managers :

It is important for group members to give their views and report any doubt in regards to people diverting from the set rules and regulations. Such reports will help human resource management and other leaders within the organization to understand the potential risks and implement the necessary precautionary measures. This can help handle the situation and prevent deviant employees from causing harm to others.

References

Business. (2019). Six Models of Organization | Organizational Structure | Retrieved 3 November 2019, from https://www.scribd.com/document/32309585/Six-Models-of-Organization

Ravichandar, H. (2019). Dealing with deviant behavior. Retrieved 3 November 2019, from http://www.livemint.com/Leisure/N944cBcFGc2f6YgRkXvREP/Dealing-with-deviant-behaviour.html

Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.

Business, 2019).Ravichandar, 2019).Bolman and Deal, 2017).

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