Business / Prejudice In Organisations

Prejudice In Organisations

Autor:  anasshami  09 November 2012
Words: 1071   |   Pages: 5
Views: 442


The case prepared by James Clawson and Bryan Smith was a good read. According to John Fernandez (1981), women and minorities create a serious malfunction in corporate operations. They both are not yet accepted as full members of corporate networks. Until they are, not only do they suffer, but so does the corporation. Behaviours in crucial interpersonal relationships that reflect racist and sexist attitudes still continues to seriously hamper many cases toward effectiveness and efficiency. The numbers continue to favour white males, and outspokenness by other groups tend to breed resentment.

It is difficult to work within a system and change it from below. If something is to change, the senior ranks will have to make it happen. Problems associated with clinging to long held prejudices will not go away unless and until practicing managers address the topic of prejudice and its impact on their business lives. Effective managers recognise, welcome, and manage diversity and variety in their work forces. People who understand prejudice and the dynamic's of change, manage them better in themselves and in others.


Prejudice according to the Oxford dictionary means, an unreasonable dislike of or preference for a person, group, custom, etc, especially when it is based on their race, religion, sex, etc. Allport (1954, 1979), provides a thorough and clear conceptualisation of the term prejudice. Historically, the word prejudice stems from the Latin noun praejudicium, meaning a precedent or judgment based on previous decisions and experiences. According to Allport (1979), prejudice can be defined using a negative component, as in "thinking ill of others without sufficient warrant", or incorporating a bipolar component, as in "a feeling, favourable or unfavourable, toward a person or thing, prior to, or not based on actual experience.

Both definitions include an "attitude" component and a &...

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