Business scholars argue out that organizational culture plays a significant role in creating a bias-free structure. In my own opinion, I can argue out that members of a team play a vital role in shaping a non-bias organization. Psychologically, it's a person's role to create in him a mind that does not discriminate another fellow human being. As related to business, it's an individual who can appreciate other fellow workers or instead of different stakeholders in an organization. Similarly, the management board has a role to play in designing a bias-free society. In the 2010 Gender and Equality research in the United States, it was discovered that almost 40% of today business organization is involved in various incidents of bias and social discrimination.
In his article Psychology of Organization,' Yu-Chun argues out that influences in an organization lead to the expressed attitude that affects the relationship and performance of stakeholders in a group. Behaviors thus create room for discrimination in a given institution or preferably in a given corporate organization. In the business world today, the management team in a business society has been given a role to play in controlling the behavior of various workers. Research has it that psychology also plays a significant role in creating a good relationship between the workers without discrimination. Moreover, discrimination in an organization is being facilitated by the norms and culture that has been taking shape in the given institution for a long time. Thus, the management team has a role to ensure that the standards and values do not facilitate any discrimination among the members.
Factors for discrimination and bias in an organization
Research has it that attitude has been a factor promoting prejudice and bias in a business organization. An individual's belief will determine the kind of relationship that he or she creates with the workers he works within a given institution. In the article Psychology of Organizational Culture,' Yu-Chun ascertains that attitude is influenced by the behavior of a person hence practice is considered to be the motive behind lousy relationship among the workers and stakeholders in a given institution. Attitude eventually leads to discrimination among the workers in a business community (Yu-Chun, 2009, pg 78). In the recent past, cases of bias in the economic system have been reported. The instances of bias include color discrimination in different organizations in the United States. Thus, the attitude towards black people has led to the state of preferences among stakeholders in the United States.
Equally, individualistic culture in institutions leads to a state of discrimination and bias in an economic organization. According to psychology, individualistic cultures tend to over-rule the brain of an individual thus creating an ego in an individual's mind. Psychological statistics show that the ego controls an individual's perception and attitude towards other surrounding individuals. Therefore, individualistic culture plays another part in discriminating other people's opinions and views when it comes to decision making in an institution. On the other hand, norms that have been practiced in an organization contribute to the cases of bias and especially if the management team value and promote this kind of rules and values either directly or indirectly in the body
Behavior and Experiences in designing a free bias organization
In the recent past, organization directors have been instructed to stand firm when it comes to detecting and controlling the behavior of workers and stakeholders in an organization. Similarly, psychological sited that deals with guiding and counseling workers have been put in place to ensure that the practices do not affect the performance and development of a given business community. Thus, the management board and the directors should learn and understand the actions of various stakeholders in the given society; equally, the management team should learn to appreciate multiple efforts of workers. Through recognizing the efforts of the workers, they would have reduced cases of discrimination as the individuals will feel motivated in their workplace. The directors ought not to point fingers to underperforming workers as this will help promote discrimination in the workplace.
Also, individuals' past experiences should not contribute to shaping relationship among the workers in an organization. Negative past experiences will help create bad intentions or rather negative attitudes towards some people in the society. For instance, a worker who was sacked because of his skin color in a given company should not consider seeking another job in an institution that seems to be managed by a person who has same skin color as him. A person's performance in a current organization should not be based on his or her past experiences at the former workplace. Therefore, one can argue out that experiences play another role with it comes to bias and discrimination in an organization (Dobbin and Burrell, pg 108, 2016). Similarly, we should be aware that bias affects everyone regardless of their past experiences.
Most organizations are faced with challenges of discrimination and bias in the United States today. Thus, I am right to argue that prejudices in a business society are promoted by weak leadership in the same business community. As contended by Rollinson, the direction of behavior has contributed significantly to bias as it influences what a person desires to do and achieve within the organization. Most people today are dictated by their goals thus forgetting to care about the relationship they create with their fellow workers at the workplace. According to psychology, the direction of behavior creates a state of biases as every individual is forced to focus on his goals without minding their relationship of others. Thus, many economic societies are being affected regarding relation as people tend to chase their dreams.
Similarly, research has it that there is no equity supervision of workers by the management board in today business community. Achievement values and productivity of workers is highly biased when it comes to monitoring by the management. Equity is not enhanced by the top managers thus creating discrimination in a given organization (Joey, 2014). Some workers tend to be discriminated when maybe supervised harshly, or more supervision attention is directed to them. In my recent research also, the ranking of the best-performing workers in organizations is much biased thus creating a state of close relationship in the body.
Promoting talents and behavior monitoring
I at this moment recommend that the management team in an organization has the role to play in recognizing talents of everybody and after that promoting them. Similarly, behavior monitoring and control in a group will help eradicate behaviors that encourage discrimination. I believe that talent promotion and recognition will help create a good relationship between the stakeholders or instead workers and the top leadership in that business society. It will help in the whole decision making of all the participants in the film. On the other hand, it is advisable for the top management to control and monitor the behavior of their workers. Equally, monitoring behaviors will help control discrimination cases in the organization. Similarly, practices that create a state of discrimination should be eradicated as quick as possible. Any worker who has ill intentions of color discrimination and gender bias should be eliminated from the given business company.
According to psychology, a guidance and counseling site should be established within the business companies for the workers. As psychology scholars argue, attitude is created in one's mind, and one's attitude towards someone is created in their minds(Zedeck and American Psychological Association, pg 49, 2011). Thus, adverse attitudes affect the relationship between various stakeholders in the society. It is therefore recommended to counsel and guide individuals with wrong perspectives within the organization. Research has it that biases are highly promoted by bad attitudes towards each other. The management team thus has a role to play in guiding and counseling of these individuals.
Similarly, ranking various positions should also be done openly and transparently. Promoting the openness in ranking should be done through consideration and views from the stakeholders. In regard with this, decision making ought to be inclusive to encourage the excellent relationship between the management and the workers. In some cases today, male workers are complaining a lot as the female workers are being developed at a high rate. Supporting one gender is the act of being bias in an organization. Thus, the management team should consider doing a lot of consultations before promoting somebody in an organization to eradicate discrimination of other workers.
The norms and values of individuals should be favorable to the working condition of workers in the organization. The management board should work towards ensuring that culture and rules do not affect the well being of others in the team. For instance, the religion of an individual should not change his or her relationship with another worker as this will be regarded as bias and discrimination. In the modern world today, religion and skin color have contributed a lot to biases in organizations. Research has it that most business organizations are being biased concerning creed and skin color. It is, therefore, the role of directors and business managers to put in place measures to eradicate this kind of discrimination. Culture and individuals norms should not affect the performance of stakeholders in a business organization.
As discussed above, it has become hard for business organizations to create a free bias organization. There are various incidents of bias as related to gender and equality in many groups in the United States. Also, as argued above, culture and attitudes are the major factors that promote a state of biases. It is the role of guidance and counseling team to ensure negative attitudes within individuals are minimized. I have hope that the recommendations above will help to design a Bias-free organization. Equality and equity as discussed above will help to create the excellent relationship between stakeholders and management board as discussed above. If the above recommendations are taken into consideration, then designing a bias-free organization will be achieved.
Bellingham, R. (2001). The manager's pocket guide to corporate culture change. Amherst, Mass: HRD Press.
Dobbin, F., Kalev, A., Burrell, L., & Bohnet, I. (2016). Diversity: Most programs don't work. Here's what to do about it. (Harvard Business Review, 94, 51-74.)
Joey, H. J. (2014). Everyday bias: Identifying and navigating unconscious judgments in our daily lives.
YU-CHUN, L. (2003). Individual diversity and psychology in organizations. Hoboken, NJ: John Wiley.
Zedeck, S., & American Psychological Association. (2011). APA handbook of industrial and organizational psychology: Vol. 1. Washington, D.C: American Psychological Association.
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