Management

i have group presentaion and my part is to do  scholarly journal  and recources that are required about these questions so i need two pages

 

Stanley’s – Human Resources employee in “Corporate Human Resources”

Ted Shelby – Human Resources manager “Boss of Stanley” in “Corporate Human Resources”

Claude Gilliam – Reassigned to the Technical Manpower Development Section.

Kerry – college of ted

 

How is the concept of self-fulfilling prophecy illustrated I the story?

African American’s were taking the aptitude test for The Company that felt white people in position of power believed that they were going to fail. And in the self-filling prophecy they themselves believed that there might be some truth in that. And in turn fail because of this belief and not because of there skills or ability. That is the concept of self-fulfilling prophecy.

 

 

How might the lessons of this story apply to affirmative action?

 

The lesson of the story is that companies have to make a real effort to bring more workforce diversity. Workforce diversity boosts productivity,builds a space for creativity, and many other important workforce activities. Affirmative action should benefit those who “tend to suffer from discrimination, especially in relation to employment or education. In order to have workforce diversity there must be a conscious effort in creating a space where minorities can feel confident in their abilities and skills for the company, instead of letting the self-fulfilling prophecy to take effect and hinder their opportunities for socio-economic mobility.

 

 

 

Can environment really influence behavior as much as this story suggest?

 

The story suggested that they had the test/assessment in their home college, and that they excelled and that “quite a few of the young people were not passing the test, some even with top scores. “ Yes, environment does influence behavior in many ways. As Context Dependent Memory recalls, our memory changes depending on what environment we are in. Having a cold and frigid building, one that many impoverished people of color have never been to can make a dramatic effect, coupling with the fact that there are stereotypes and prejudice that diminish the capability of participants in their self-esteem.

 

Godden and Baddeley wanted to study the effect of the environment on recall and the effect of retrieval cues. The specific aim was to see if there was better recall when the recall environment was the same as the learning environment

 

This was also proven in this case

 

First of all, he pointed out, the testing usually took place at regional headquarters located in major metropolitan center. These, especially in the South were newer, imposing structures appointed in the décor favored by The Company: crisp and businesslike (also, some felt, cold and impersonal). So it was into this environment that The Company bought potential recruits from those small historically black college, putting them through several hours of rigorous test. And by and large, they failed.

 

How does the fundamental attribution error apply to this story?

 

The belief that Ted thought that Claude was coaching African American candidates with aptitude test providing that they have been passing and even having some of the highest test scores. “Fact is, the tests don’t seem to require much knowledge at all just a certain kind of ability.” said by Claude

 

 

The fundamental attribution error, also know as the correspondence bias or attribution effect, is people tendency to place an undue emphasis on internal characteristic to explain someone else’s behavior in a given situation, rather than considering external factors, It does not explain interpretations of one’s own behavior, where situational factors are more easily recognized and can thus be taken into consideration.

 

So

Devaluation process

Socialization process

Equity Theory

 

 

Integrated understanding of relevant OB concepts & their application to the case

Workforce Diversity-  Workforce diversity refers to the important similarities and differences among the employees of organizations.

“The issue of workforce diversity has become increasingly important in the last few years as employees, managers, consultants, and the government finally realized that the composition of the workforce affects organizational productivity. Today, instead of a melting pot, the workplace in the United States might be regarded as more of a “tossed salad” made up of a mosaic of different flavors, colors, and textures. Rather than trying to assimilate those who are different into a single organizational culture, the current view holds that organizations need to celebrate the differences and utilize the variety of talents, perspectives, and backgrounds of all employees” From the book.

 

“Tests?” Stanley was surprised. “Why, I though everyone knew that tests aren’t valid for, um, minorities.”

 

IQ tests are culturally biased since they show differences between minority groups

National norms are unfair, since Caucasian kids are compared to Caucasian kids and African Americans or Hispanic kids are compared to Caucasian kids.

Minorities may not be culturally ready to take the test

White people testing African Americans results in depression of scores

 

http://www.psychpage.com/learning/library/intell/biased.html

 

What is an Aptitude Test

The definition of aptitude is an innate, learned or acquired ability. It is part of the psychometric tests at the assessment centre (the other part being personality tests, personal abilities, attitude and more). Aptitude tests are mainly made to assess intelligence and knowledge.

https://www.jobtestprep.co.uk/whatisaptitude.aspx

 

 

The primary dimensions of diversityare those factors that are either inborn or exert extraordinary influence on early socialization. These include age, race and ethnicity, gender, physical and mental abilities, and sexual orientation. These factors make up the essence of who we are as human beings.

 

Secondary Dimensions of Diversityinclude factors that matter to us as individuals and that to some extent define us to others; however, they may be less permanent than primary dimensions and can be adapted or changed. These include educational background, geographical location, income, marital status, military experience, parental status, religious beliefs, and work experience.

 

Valuing diversity is not just the right thing to do for workers; it is the right thing to do for the organization, both financially and economically.One of the most important benefits of diversity is the richness of ideas and perspectives that it makes available to the organization. Rather than relying on one homogeneous dominant group for new ideas and alternative solutions to increasingly complex problems, companies that value diversity have access to more perspectives on a problem.

 

A Stereotype is a generalization about a person or a group of persons based on certain characteristics or traits. Many managers fall into the trap of stereotyping workers as being like themselves and sharing a manager’s orientation toward work, rewards, and relating to coworkers.

 

Stereotypes can lead to the even more dangerous process of prejudice toward others. Prejudices are judgments about others that reinforce beliefs about superiority and inferiority.

 

 

 

 

 

 

This whole case was looking for diversity for their corporation. And how the corporation was skewing the favor of non-color applicants.

 

Use of multiple, scholarly references, with references cited in the presentation