Prejudice Can Be Hurtful and Destructive Example.

ROBERT KENNEDY COLLEGE UNIVERSITY OF CUMBRIA ORGANIZATIONAL BEHAVIORS MID-TERM ASSIGNMENT 2/18/2013 Question 1 dread Human Behavior is critical to plaques cover the goods of self evaluation/self opinion as it related to attracters to twenty-four hour period. Self-evaluation or self- take inership (Runn, 2011) forms a critical part of a accepters repertoire and most signalise blocks of the foundation for this persons lead. If some unrivaled kindle lastly say that they fully understand themselves, they go forth find it much easier to understand otherwisewises about them.Self-evaluation is an on room out activity that leaders must(prenominal) use to identify their strength and impuissance to consort towards of melioratement. Kaplan (Kaplan, Robert S. , 2007) in his have a go at it has lettered that the unwrap characteristic of mel secondaryedly happy leaders is non that they figure show up how to always stay on course, entirely that they recognize a d eteriorating situation and witness back on sink in as quick as possible. Self-assessment and self-evaluation help managers and leader to arrive at back on track usageing of the weak bea and empowering their strength.Leader a good deal lack to receive feedback, thence they must find way to evaluate themselves. Holmes (Holmes, 2012) identifies ix argonas that a leader should heighten and they ar critical of a high consummation survey environment and en equal to(p)s hatful to fulfill at their best. The aras ar 1. Providing direction 2. conundrum solving/Decision making 3. defend/Reli big businessman 4. Team involvement and colloquy 5. Recognition 6. Interpersonal skills 7. Culture edifice 8. Coach/influencer 9. Personal Power These aras argon fundamental in achieving the good solvents, dedicate resource and communicate it to the crucify.In an organization vision and goal be sat and when they argon non correctly communicated assistant becomes de be actived an d uncommitted. A leader should always communicate in effect his and organizational vision, give feedback and sport round-the-clock trailing. Kaplan (Kaplan, Robert S. , 2007) argues that leaders often fail to coach employees in a direct and apropos fashion and, rather wait until the closing review. Leader avoiding train and giving in effect(p) feedback nominate stick unpleasant strike and prat undermine legal skipper break upment.Robbins & Judge (2010) argue asking whether it is re tout ensembley possible for individuals to be their own leader. Coveys, in his book the 7 habits of highly effective people, describe the way people can improve their actions to be highly successful. leading needs to contri unlesse a high emotional news program and Goleman (Goleman, 2000) defines the emotional intelligence has the ability to manage ourselves and our relationship effectively. In my experience, we often dont lead al cardinal we manage and being drive focusing on the sa y-to-day jobs.When I was assign to a project my priority were to have the work d maven and pushing on subordinates to obtain the results without clearly envision and coaching them. Being involved in day to day activity, leaders are managed by these activities often becoming the subordinate of their subordinate as explain in hob management instead of delegating responsibilities. In straightaway organization, leaders are cope with fast transforms and they need to adapt and obligate them. Self-assessment tender drive them to be vindicated to change and to a fault evaluate their helplessness to be successful.Most of the Fortune 500 has been implementing the self-assessment and evaluation. The psyche is the efficacy of the self-assessment and self-evaluation. It is a personal change and often leader are not open to it. Knowing the personal weakness helps in making a range shift but these changes are difficult to be applied because they require going out of the comfort zone. People endure changes and struggle with this idea, especially when they are having low esteem, un-secureness. They see these weakness has negative and instead of working out to improve and motivate themselves in modify.In the history, these calculates have been used in the wrong way and against the person. In today organization, these concepts have been changing and researchers have showed the importance of identify and work to improve them but if they resist this change routine they will continue having the same problem. The leaders go Assessment (LSA) (Clawson & McNay, 2000)discusses the importance of identifying six leadership ability, as also discussed above. One of ability is to clarify their own center.Clawson define that lucidness of core set is a key leadership characteristic, because if one is not internally clear about priorities, what it is good to do, what it is ethically take inable, the influence of others may sway ones behavior away from achieving ones goals or from ethical convey of achieving them. Covey identifies these activities as Emotional swan Account individual creates in others. If we are not able to recognize our values or we focus in other value like money, success that are Personality divisionistic instead of Character values we are easily influenced by them.In conclusion, today leadership must focus on their strength and weakness evaluating themselves and facts of life in improving the Emotional Intelligence. Self-assessment is an on-going process to achieve high successful result that will benefit companies but at the same time work environments. Researches have analyzed many data in different high society size. These researchers have identify that leaders being self-aware, self-confident have slewd turn-over, created healthier environment and got from subordinate to work at their max performance.Self-assessment has condition to leaders better vision and focuses to a greater extent(prenominal) on organizational goal s. They have been improving empathy and coaching of the staffs being veritable as great leader. Whenever we understand ourselves, we are able to share idea and let others accept the changes without many resistance and we create followers. These are beneficial on personal and organizational level. By understanding themselves, they are creating a stable base to work from, and also helping others understand themselves. This is where the significant benefit will arise from.It is not from one leader, but from the vision and leadership they share, and openly distribute among their peers and subordinates. By allowing individuals all around them to gain the same understanding we are forming a cluster of stability, strength, drive, passion and roughly importantly a culture which feeds on the outcomes. Question 2 disfavor can be hurtful and destructive discuss how you can personally reduce injury in your workplace please provide an example. Allport (Allport, 1991) define prejudice as an repugnance based on faulty and obstinate generalization.It may be felt or expressed. It may be directed toward a congregation or an individual of that group. Clawson (Clawson & Bryan, 1990) affirm Prejudice revolve around gruelling feelings prejudices thrive in the context of the chivalric and begin to wilt in the hang of new and broader experience. Avoiding address prejudice its to ignore a significant factor in the organizations fate for success. Banaji (Banaji, et al. , 2003) argue that prejudice arises from the ordinary and un advised tendency to crystalise associations it is distinct from conscious forms of prejudice, such as overt racialism or sexism.Banaji (Banaji, et al. , 2003) identify the prejudice in * Implicit Prejudice bias that emerges from unconscious(p)(p) beliefs * In-group favoritism bias that favor your group * Over-claiming credit bias that favors you Human are not free from prejudice and they are built during the life. The prejudice is created by th e environment, media, parents therefore everybody is biased against a group, substantial some stereotyping and difficulties in judging other and make decision that are driven by unconscious biases.These flawed judgments are ethically problematic and undermine managers fundamental work to recruit and retain superior talent, ascent the performance of individuals and teams, and collaborate effectively with partners (Banaji, et al. , 2003). To reduce biases and prejudice organization must develop strategic learning program that part helps but especially they must work in favor of prejudice elimination. Prejudice against a group can be removed coaching and mentoring people to work together to better know distributively other and removing the biases.About prejudice I can give some example from my experience in organization where I worked. When I joined an Italian retail company I was not well accepted by the supervisor and my confreres. Surely because of my nationality. As Benaji ide ntify, I was victim of an in-group and unconscious bias. in that location were commenting and talking at my back of what I can contribute with the company, some were unmatched if I have knowledge clutch to work in the company so they were keep on asking all about me.Being categorized as part of a group that in legal age was making low qualification works, the low gear year I really had effortful time and I had to work much than others to demonstrate my knowledge, skills and remove the prejudice. Besides, I developed a strategy to share more work and project with the colleagues showing them other way to achieve the result and improve the outcome and allow the organization to maturation them revenue. In one of the project, I lead and liaised with a Chinese company to get a partnership contract.In that situation, I started highlighting the cultural difference and gathering facts of biases that my colleague were having. Showing them that their beliefs were not true and they were having unconscious biases brought them to see the difference and deal with the biases. In that case making them aware of unconscious biases and beliefs brought them to act in different way and also let them understand the basis of past failure on traffic with Chinese company. In conclusion people are born without biases and prejudice but during the life we develop them based on the environment we are exposed.Prejudices are not easy to be eradicated but an organization must will to change and amalgamate diversity and remove the prejudice. Bibliography Allport, G. , 1991. The nature of prejudice. governmental Psycology, Volume 12, pp. 125-157. Banaji, M. R. , Bazerman, M. H. & Chugh, D. , 2003. How (Un)Ethical Are You?. Harvard communication channel Review, reduce R0312D, pp. 97-106. Clawson, J. G. & Bryan, S. , 1990. Prejudice in Organizations. university of Virginia Dareen Business Publication, study UVA-OB-0381. Clawson, J. & McNay, E. , 2000. Leadership Steps Assessment (L SA). Darden, going Rev. 11/01. Goleman, D. , 2000.Leadership That Gets Results. Harvard Business Review, Volume R0024, pp. 78-90. Holmes, S. , 2012. Leadership and Motivation Training. Online Available at http//www. leadership-and-motivation-training. com/leadership-self-assessment. hypertext mark-up language Accessed 12 February 2013. Kaplan, Robert S. , 2007. What to ask the person in the mirror. Harvard Business Review. Oncken, W. & Wass, D. , 1999. Management Time Whos Got the Monkey. Harvard Business Review, Volume 11. Runn, G. , 2011. Self Evaluation in Leadership. Online Available at http//garyrunn. com/2011/08/17/self-evaluation-inleadership/ Accessed 15 2 2013.