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Women discrimination at work
Women discrimination at work
Organizational citizenship behaviour at SAS institute
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Differential Consequences and Rewards of Organizational Citizenship Behavior for Younger and Older Workers
Employees are increasingly pushing back retirement leading to an older and higher proportion of older employees in the workplace. In fact, the SHRM Workplace Forecast (2013) released by The Society for Human Resource’s listed the generation gap as a top future workplace trend. In addition, women are to becoming more and more a part of today’s workforce. However, both older individuals and women remain highly stereotyped groups.
A majority of workplace stereotypes toward older adults and women are unfounded and serve as unfair hurdles towards these groups. A common stereotype of elder individuals is that they are less innovative than their younger peers. As a result they are often excluded from innovative-related tasks. However, a meta-analysis by Ng and Feldman (2013) found this to be false; in fact, they posit that work experience has the potential to increase innovation. Such inaccurate perceptions may lead to these groups to loose out on opportunities such as job offers or promotion consideration.
Stereotypes are the knowledge, beliefs, and expectancies that an individual uses when forming perceptions about different social groups (Hamilton et al., 1990). They are used to describe what individuals should be like. The qualities ascribed from the descriptive stereotypes are used to form a societal prescription of how certain groups of people should act (Prentice & Carranza, 2002). These prescriptive stereotypes are particularly problematic in the workplace as they lay the norms for how specific groups should behave. When individuals go against such norms, negative reactions are often revoked for behaving counterstereoty...
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...helan, J. E. (2008). Backlash effects for disconfirming gender stereotypes in organizations. Research in Organizational Behavior, 28(0), 61-79.
Schroeder T., (2010), Explaining Organizational Citizenship Behavior: A Critical Review of the Social Exchange Perspective, Department of Organizational Behavior Weather head School of Management Case Western Reserve University
Scruton, R. (2007, October). Altruism and Selfishness. American Spectator. pp. 38-40.
Spitzmuller, M. (2008). Organizational citizenship behavior: A review and extension of its nomological network. The SAGE Handbook of Organizational Behavior: Volume One: Micro Approaches, 1, 106.
Trethewey, A. (2001). Reproducing and resisting the matter narrative of decline Midlife professional women’s experience of aging. Management Communication Quarterly, 15, 183-236. doi: 10.1177/0893318901144005 2001
Sullivan K. E. (2008). Ageism and the contact hypothesis: The effects of work-related and non-work-related contact on age-related stereotypes (Masters thesis). The University of Texas at Arlington, ProQuest, UMI Dissertations Publishing, 20081460808.
Stereotyping is a generalized view or preconception of attributes or characteristics possessed by, or the roles that are or should be performed by, members of a particular group (Cook & Cusack, 2011). This paper will go over the ways that stereotyping effects people in a negative way and how stereotypes is common. This paper will explain this through subsections that include gender, image, culture, and place of origin. I will focus on how one can simply look at someone and already have a certain image portrayed about that person without actually knowing him or her. It’s very common to stereotype because people associate a particular social group with certain attributes, characteristics, and roles (Cooks & Cusack, 2011, p.15)
The term “ageism” is not easily understood by most of the population because of its acceptance as normal behavior due to the ingrained attitudes that most people develop in their youth, but health care workers must fully embrace the term within their profession in order to avoid becoming a contributor to the historical prevalence of prejudices and discrimination. The term ageism is defined by Klein and Liu (2010) as “the discrimination of individuals based solely on age” (p. 334). “Ageism is a social construct that is internalized in the attitudes, beliefs, and behaviors of individuals” (Klein & Liu, 2010, p. 334). Robert Butler, a well-known gerontologist, coined the term “ageism” citing that the discrimination and prejudice associated with this term is often based on the lack of a person’s experience with older people (Ferrini & Ferrini, 2013, p. 6). Ferrini and Ferrini (2013) refer to the strong influence that cultural beliefs and attitudes as well as a person’s current age influence the perception of aging (p. 6). Everywhere within society there are influences that encourage ageist attitudes such as media conveyances through movies, books, television, greeting cards, magazines and the Internet (Ferrini and Ferrini, 2013, p. 6). These negative connotations related to growing older begin to influence all people at a very young age and therefore impact their attitudes as they make career decisions. This has directly impacted the number of health care providers who specialize in geriatrics as well as the attitudes of those who do provide services for older adults. These false perceptions and negative attitudes are currently impacting the q...
Besides that, the negative stereotype that depicts women as incapable, less intelligent, and uneducated adversely hinders job opportunities for women including the process of hiring, promotions, and wages. These negative perceptions about women are implanted in our society, causing potential employers to have the same stereotypical perspectives about women, and not wanting to hire or promote them to a higher position. According to the statistics from “Today’s Workplace,” less than sixteen percent of Fortune 500 corporate officers are women, and less than two percent of Fortune 500 and 1000 CEOs are women (Dodds). This statistic vividly shows these deep-rooted stereotypes pose serious challenges to women’s career advancements. Employers are
Robbins , Stephen P. and Judge, Timothy, A. Organizational Behavior. Upper Saddle River, New Jersey. Prentice Hall. Pearson Custom Publishing. 2008 Print
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Robbins, S. P., & Judge, T. A. (2007). Organizational Behavior (12th ed.). Upper Saddle River, New Jersey, United States of America: Pearson Prentise Hall.
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Rego, Amernio, Leal, Susana and Miguel Cunha. (December 2011). “Rethinking the Employees' Perception of Corporate Citizenship Dimensionalization.” Journal of Business Ethics. Vol. 104(2): pp. 207-218.
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Organization citizenship behavior has been emerging as an interesting topic for any organization these days. Katz and Kahn (1996) were the first people to identify this kind of autonomous behavior in workplace. The term Organizational Citizenship Behavior (OCB’s) was first coined by Dennis Organ and his colleagues (Cf. Bateman & Organ, 1983; Smith Organ, & Near, 1983). Organ (1988: 4) defined Organizational citizenship behaviors as “individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the effective functioning of the organization. By discretionary, we mean that the behavior is not an enforceable requirement of the role or the job description, that is, the clearly specifiable terms of the person’s employment contract with the organization; the behavior is rather a matter of personal choice, such that its omission is not generally understood as punishable.” Organizational citizenship behavior occurs when the individuals in organization implicitly go beyond the formal boundary of work required to do by him/her. Organization citizenship behavior can also be said to be the choice of individual to work beyond any limitation or expectations of their employers for the overall betterment of the organization. This is completely voluntary action and the employee’s work beyond the expectation of their organization. Organization citizenship behavior is gaining much attention in today’s organizations as it has several positive implications on the organizations. Organization citizenship behavior makes the employee more committed to the organization willingly and helps in promoting overall health of the organization. The employee...
Osland, J. S., Kolb, D. A., Rubin, I. M., & Turner, M. E. (Eds.). (2007). The organizational behavior: An experiential approach (8th ed.). Upper Saddle River, NJ: Pearson Prentice Hall.
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