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Organizational Behavior - Essay Example

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This paper talks that one of the greatest challenges of the modern job market is the dominance of the principles of bias. To avoid bias at work is a great job for any employee. Though the majority of employees claim that they do not have any biases, they have. …
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Organizational Behavior
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"Organizational Behavior"

Download file to see previous pages Thus, some biased individuals cannot perform at the highest level, because of their own prejudices. Actually, biases are too powerful triggers of negative energy and emotions. Moreover, employees can be exposed to biases of the managers and employers. In the result of this type of biased context and relations, qualified people can be excluded from their future successful careers or effective performance at work. There are two main categories of biased people. The first group holds a stronger implicit bias and another group of people are less biased. It is possible to differentiate and claim that there are 2 main types of biases: a counter intentional and unconscious bias. In accordance with this classification, even the person with good intentions, reputation and many other positive traits can let his biased ideas and intentions go. Managers are responsible for prevention of biases. For example, they can motivate an employee's performance, involve a superior character of employee's developments and cooperate with employees effectively at different levels. There is a famous case Thomas v. Kodak where an implicit bias was identified. The court claimed that they identified "subjective evaluations which could easily mask covert or unconscious race discrimination" (Banaji, Bazerman & Chugh, 2003). In this case we can consider a corporate liability and creation of a stable basis for prevention of potential biases in the future. One of possible ways out of dealing with biases is the Implicit Association Test. A person can reveal his hidden biased beliefs if he passes this type of test. For example, he can think about association triggered in his head, when he looks at the words connected with images of different people. Data obtained in the result of tests processed...
This paper stresses that cognitive loading implies a large number of ethical issues concerning the use of the faking warning. Whether it is a breach of professional ethics or not is a challenging question. Personal issues should be considered and biases can be revealed in the process of test's application. On the basis of obtained results, it is possible for the managers of the organization to define levels of biases classification. However, it is possible to introduce a certain degree of coaching in the Company and conduct further research on various biases. In other words, even if the cases of biases in the organization are identified, it is possible to develop possible strategies to deal with them. It can be claimed that not always application of Item Response Theory may be helpful in identifying biased persons who provided faked answers. In the majority of cases, IRT is based on a mathematical model and the relationship between test-takers' levels on the personality trait being measured and their ability to choose different types of response of a certain personality test item.
This report makes a conclusion that biased prejudices exist in the modern organizations. The basic sources of prejudices and biases are racism and sexism. A person can be biased either intentionally or not. It is relevant to identify a biased nature of a potential employee to foster the organization's progress. Modern society and media pervert moral judgments of people and there is no one to be blamed for biases, but only people. We have developed the world we live in. We have created conditions for biases development and it is on our behalf to deal with social prejudices biases. ...Download file to see next pagesRead More
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