I Think About The Word Ethics - 1489 Words

When I think about the word ethics the first thing that comes to mind is what is it, and what does it mean to me? Ethics itself is how one conducts themselves in what they deem is an appropriate manner. It is the basis of our moral decisions and makes us who we are as people and influences our choices. There are different components in ethics that consist of, acting out of duty, good intentions, consequences, utility or outcome of one’s actions and striving to be a virtuous person. The one that stands out the most and influences my behavior is virtue. Whether it is my thoughts or actions I try to remain virtuous in my behavior. Doing the right thing because that is what is morally right is how I make my decisions. I would rather go out of†¦show more content†¦Overcoming these vices and still maintaining a virtuous attitude shows true strength and virtuous character. This, I also believe, stands out as one of the important aspects of virtue. Even when difficult vices are set in front of you to choose along with the good, being virtuous would result in picking the right choice because it is simply that, the right thing to do. Augustine Aurelius, more commonly known by the name Saint Augustine, was quite astonishingly one of the most important and influential thinkers in history as we know it. Although he had extremely pessimistic views, his way of thinking towards contemporary political theory shaped his following and ideas into what is known about him today. â€Å"Many critics target Augustine s pessimism, arguing that his fixation on sin and longing for the heavenly city deny the value of this-worldly politics.†(Lamb, 2014) Born in Tagaste in 354, he was particularly exposed to varying cultures and religion. Living in North Africa throughout his childhood, he saw and recognized the coexistence of these cultures and religions around the time of Emperor Constantine. The edict of religious tolerance took the forefront around 1313, and this inspired him to search for the truth. He set out to reach this goal after examining and reading the works of Cicero. His exhortation to â€Å"love wisdom† was what sparked the inspiration of Augustine to explore different doctrines that were presented at the time of his life.Show MoreRelatedEthics : Ethics And Ethics851 Words   |  4 PagesJohn Berger who stated, â€Å"Without ethics, man has no future. This is to say, mankind without them cannot be itself. Ethics determine choices and actions and suggest difficult priorities† (Berger). His meaning behind that quote is simple. In this world is there a right and a wrong way of doing something? In this world, ethics determines our actions and the consequences that come about those actions, determining right and wrong. The real question is however, are Ethics black and white? Is what is â€Å"right†Read MorePersonal Code of Ethics Essay1533 Words   |  7 PagesPersonal Code of Ethics Having a personal code of ethics is very important to me since it defines who I am and what my beliefs are. My ethical code symbolizes who I am as an individual as a result of my moral, religious, intellectual and cultural upbringing. One of my greatest wishes is for my personality and actions to clearly define my code of ethics, without me verbalizing or someone else reading it on a document. Some questions that I would like others to ask and come up with theirRead MoreChristian Ethics : The Bible870 Words   |  4 PagesRyan DeHooge Mr. Ingram Christian Ethics 6 May 2017 Christian Ethics Summary By definition, ethics is the branch of philosophy dealing with what is morally right and wrong. As a Christian, ethics takes on a whole new meaning because it bases what is right or wrong on what the Bible teaches us. I have gained a lot of spiritual and Biblical knowledge this year in the study of Christian ethics. In class we discussed numerous teachings from the Bible in which Jesus shares God’s spiritual and moralRead MoreEssay on Virtue Ethics900 Words   |  4 PagesVirtue, when I hear that word I think of value and morality and only good people can be virtuous. When I hear the word ethics I think of good versus evil, wrong and right. Now when the two are put together you get virtue ethics. You may wonder what can virtue ethics possibly mean. It’s just two words put together to form some type of fancy theory. Well this paper will discuss virtue ethics and the philosophy behind it. Virtue ethics is a theory that focuses on character development and what virtuesRead MoreMedia Ethics Definition1554 Words   |  7 PagesDictionary defines ethics as moral standards and as a system of morals. Websters then defines moral as, of or dealing with right or wrong. Similarly, media ethics are moral standards that are applied to the media. An example of this is the Society of Professional Journalists Code of Ethics(1), a standardized list of items that members of the SPJ use as a guide in their strides to be effective journalists. In a similar manner, media professionals sometimes use their code of ethics as a device toRead MoreQuestions On Academic Integrity Seminar1710 Words   |  7 Pagesseminar I do honest work. The words in this exercise will be mine, unless other sources are clearly identified. Cameron Rudasill from Stevenson University 1. Do you think Greenspan is being realistic or naive about the possibility of business ethics? I believe that Greenspan is being realistic about business ethics. In the article, he says that we should achieve success through work that has honor. Most business men in today’s society are honest and have fair values in mind. But I think the smallRead MoreWho Is Born Having Anencephaly Condition?967 Words   |  4 PagesTwo years ago I could remember sitting in class as we discussed current topics that came on the news the night before. The topic of a baby who was born having Anencephaly condition stirred a controversial yet emotional debate. This is a condition where the rostral (head) end of the neural tube fails to close resulting in the absence of a major portion of the brain, skull, and scalp. In other words, the baby has ‘no brain’. The child was born having ‘frog-like’ features, protruding eyes, scaly skinRead MoreHow Critical Thinking and Ethics Affect My Life Essay994 Words   |  4 PagesHow Critical Thinking and Ethics Affect my Life? Heather H. Hubbard Bryant amp; Stratton College Philosophy 250 Mr. Christopher Schwab October 19, 2011 How Critical thinking and Ethics Affect my Life. For this paper I was asked how critical thinking and ethics will affect my career as both a student and a professional, in order to answer that question I must first answer the question of what is critical thinking and ethics. One thing that is certain about success in any and all aspectsRead MoreWhat Is Ethics Essay646 Words   |  3 PagesEthics is the study of right and wrong conduct. (Ruggiero, 2008) â€Å"Over the past few decades, a sizable industry has arisen to serve the demand for ready-made and even customized compositions and term papers. Many students presumably believe there is nothing morally wrong with the practice of buying one of these papers and turning it in to fulfill a course requirement.† (Assignment) Explanation to my friend on the matter: When someone decides to buy a term paper/essay they are buying words thatRead MoreThe Well Being Aristotle And Human Happiness1000 Words   |  4 Pagesexistence† (Nicomachean Ethics). When one thinks about happiness, these words said by Aristotle allow us to understand its significance. Through Aristotle’s teachings, he made it clear that the point of life is to be happy. Aristotle uses the word happiness as having to do with a person’s life as a whole, and not as the constant desire of wanting to experience pleasure (Aristotle’s Ethics). People tend view happiness as an emotion that is not long lasting, while it is really about accumulating the good

Corruption in the Indian Judiciary Free Essays

Judiciary is in some way at a higher pedestal amongst these three organs because it is the only mechanism to keep the executive and legislature within their jurisdictions by confining them not to abuse or misuse their powers. It controls, corrects or quashes the executive, however high it is, and even sets aside acts of the legislature if it acts contra-constitutionally. Judiciary is the guardian and final interpreter of the Constitution. We will write a custom essay sample on Corruption in the Indian Judiciary or any similar topic only for you Order Now It is a place of utmost trust as it is last resort for the people. It is not negated that corruption is non-existent in certain judicial systems rather it would be fair to say that in some countries corruption is nominal, infrequent and the result of individual, unethical behaviour. It is also evident from the words of the former Chief Justice of India S. P. Bharucha, when he grieved over the rampant corruption in the higher judiciary and brought to notice that around 20 percent judges of the higher judiciary are corrupt. Now the question remains; can the judicial accountability be trusted upon any more?Does the judiciary hold the same value, as it had earlier? Is the judiciary abusing its freedom? Can judges be permitted to do anything in the guise of ‘independence’? These are the questions which still remained unanswered. Judicial Corruption Corruption is the misuse of entrusted power for personal gain. In the context of judicial corruption, it relates to acts or omissions that constitute the use (or it is better to say ‘misuse’) of public authority for the private benefit of court personnel, and results in the improper and unfair delivery of judicial decisions.In corrupt judiciaries, citizens are not afforded their democratic right of equal access to the courts, nor do the courts treat them equally. The m erits of the case and applicable law are not paramount in corrupt judiciaries, but rather the status of the parties and the benefit judges and court personnel derive from their decisions. In corrupt judiciaries, rich and well-connected citizens triumph over ordinary citizens, and governmental entities and business enterprises prevail over citizens. No civilised society can command the people’s confidence if the judicature’s verdict is privately purchased at a competitive price.Corruption and Indian judiciary A judicial scandal has always been regarded as far more deplorable than a scandal involving either the executive or a member of the legislature. The slightest hint of irregularity or impropriety in the court is a cause for great anxiety and alarm. In last one decade, there are a number of instances where a judge is found to be involved in corrupt practices. This demands a close look in these scandals because if judiciary itself gets corrupted who will judge others. Before taking these scandals we should know the current legal position on corruption as applicable on judges laid down in Veeraswami case. Veeraswami Case This case is important in many ways. This was the first case where corruption charges were alleged against a judge of higher judiciary. This case dealt with many issues viz. whether judge of a high court or Supreme Court is a ‘public servant’ or not; who is the sanctioning authority for prosecuting a judge of a high court or Supreme Court under the Prevention of Corruption Act, 1947; whether Prevention of Corruption Act, 1947 (hereinafter referred as Act) is applicable on judges or not etc. Before taking these issues in detail, let us know background of the case.The appellant had committed offence under section 5(2) read with clauses (b), (d) and (e) of section 5 (1) of the Act. On perusal of the charge sheet the special judge issued process for appearance of the appellant. The appellant thereupon filed a petition under section 482 of Cr. P. C. before the Madras High Court for quashing the prosecution. The Full Bench of the high court by a majority view has dismissed his case. However, in the view that the constitutional question involved in the case the high court granted certificate for appeal to the Supreme Court.A five judge Bench of the Supreme Court heard the matter and four judgments were delivered. Shetty J. authored the leading judgment, with Venkatachaliah J. , signing with him. B. C. Ray J. wrote a separate but concurring judgment. L. M. Sharma agreed to dismiss the appeal but differ on some issues. Verma J. dissented. RECENT EPISODES In the last one decade, a number of instances unveiled by media and other active organizations where judges were involved in corrupt practices, which show that how corruption has crippled Indian judiciary. Some of them are discussed hereafter;Justice Soumitra Sen’s Issue In an unprecedented move by the CJI, wrote a letter to the prime minister, recommending that the proceedings contemplated by article 217(1) read with article 124(4) of the Constitution be initiated for removal of Justice Soumitra Sen, Judge, Calcutta High Court. 25 This recommendation was made on the basis of suggestions made by an In-House Committee, in a report submitted to the CJI that Justice Sen be removed from the office. The Committee has in its report accused Justice Sen of breach of trust and misappropriation of Reciever’s funds for personal gain.The in-house committee found that Soumitra Sen did not have honest intention, since he mixed the money received as Receiver and his personal money and converted the Receiver’s money to his own use. The motion for his removal is not yet initiated. It is expected that the history will not be repeated. If it is repeated it would be a dishonor upon the Indian judiciary and its accountability. Cash-for-Judge Scam CJI Balakrishnan is the first Chief Justice of India who has granted permission to an investigating agency to register of a criminal case against judges of Punjab Haryana High Court. This is for the first time that power conferred by Veeraswami case is exercised by any CJI. He allowed the CBI to interrogate two judges of the Punjab Haryana High Court, Nirmaljit Kaur and Nirmal Yadav, in connection with the cash for- judge scam. A law officer sent Rs. 15 lakh to Justice Nirmaljit Kaur’s official residence and later claimed that it was meant for Justice Nirmal Yadav and had been delivered to Justice Kaur by mistake. Apart from these episodes there are few more instances where judiciary got shammed.Like, Justice Jagdish Bhalla, Chief Justice Himanchal Pradesh High Court was also traced in dealing with such mal-practices when he got a plot on nominal price by a land mafia, who was one of the parties to a case before him. In all above stated instances the judges, being a public servant, were alleged to be involved in corrupt practices even though the recourse of the Act was not taken. There is no justification as to why judiciary did not take recourse of the Act and went for process of removal under article 124, which is next to impossible. *** RTI solution has not been edited in keeping with the view of other legal essays. How to cite Corruption in the Indian Judiciary, Papers

Stereotyping and Roles in Leadership Positions

Question: Discuss about the Stereotyping and Roles in Leadership Positions. Answer: Stereotyping is the behaviour demonstrated by individuals wherein assumptions and conjectures are made about a certain group of people and applied to individuals since they belong to that particular group irrespective of their personal features and attributes. Stereotypes may be neutral, negative or positive (Wagner and Hollenbeck 2014). Though negative and positive stereotypes have been found to have a declining impact on organisational culture and behaviour, they can also provide with a learning experience at times for the individuals. There is a body of debate regarding the benefits and the problems stereotyping can bring about (Champoux 2016). The common notion is that stereotyping can be considered as a form of categorical thinking helping people to have a sense of the world. The present research essay discusses how stereotyping benefits employees in an organisation and the potential problems of stereotyping. The essay aims to highlight the impact stereotyping on organisational behaviour in a workplace. It compares and critiques the findings of relevant current developments in the research topic. A logical conclusion is drawn to summarise the key points of the essay and provide implications for future practices. According to DuBrin (2013) stereotype is the belief, thought and notion adopted about a certain group of individuals that may not be accurately reflecting the reality. It is, therefore, the inflexible and bias belief cropping up about a certain group of individual or person. Stereotypes are a representation of social classification, becoming a factor for prejudice attitudes. Judge and Robbins (2015) suggests that stereotype can be rightfully an exaggerated image of an individual or group of individuals, permitting very little individual differences and social variation, passed along by other individuals. Stereotyping comes from personal experiences, peers, family members and media. Individuals have a tendency to tag a label on others since it gives a feeling of safety or security. Being judgmental is how stereotyping works and forming conclusions based on unfair assessment is the undermining view. These conclusions are often mutually detrimental and erroneous. Nahavandi et al. (2013) stated that stereotypes are prevalent as people want to have some comical effects out of it and make a sense of the world. The world is a vast place, and therefore people tend to find ways to make the surrounding straightforward for better understanding. Stereotypes can help people to categorise individuals into boxes that are manageable, allowing one to develop an expectation about situations and individuals. Duguid and Thomas-Hunt (2015) opine that all workplaces are breeding grounds of stereotype threats. In the workplace, such practices are harmful as well as limiting. In the corporate world the high price that organisations have to pay for entertaining stereotyping include loss of customers and sales, poor morale, litigation, diminished profit and difficulty in retaining valuable employees. According to Appelbaum et al. (2016) stereotyping can lead people working in an organisation to mistreat other individual in a particular manner on the basis of preconceived notions about the group that the individual belongs to. Diversity factors, mainly race, culture, ethnicity, age, gender and religion, contribute to the predisposition of stereotyping exhibited in any organisation. Incorporating non-discriminatory practices in a workplace promotes acceptance of individuals who have different cultural backgrounds and creates an environment of openness, thereby eliminating negative effects. Leslie, Mayer and Kravitz (2014) highlighted that stereotyping can lead to low morale for the group or individual who undergoes stereotyping and the whole workplace can be made toxic. Employees facing criticism, comments that are negative have the tendency to lose motivation to perform well. Their interest in their job is gradually diminished, and they are marked as bottom performers. Low morale is often found among the worker facing stereotyping and in indirect manner impacts organisations to a great extent. Over time, the organisation faces productivity loss, hampering the whole culture of the organisation. The other two issues with stereotyping are poor working relations and legal tension. Since collaboration and teamwork are necessary for the success of all organisations, stereotyping acts as a barrier for effective team work. Group progress is impeded as employees tend to act on the basis of stereotyping they face instead of having faith and self-confidence and putting in the be st efforts. An employee is prevented from getting help and support from other employees due to personal differences arising from stereotyping. Team work, therefore, suffers in here. Accepting or allowing the stereotypes to occur and the resulting consequences can lead to legal tension in an organisation. An individual affected by such negative practises may sue an individual who undertake such activities. The failure to enforce and implement fair practices and policies can be a burden for the organisation. Successful lawsuits have an impact on the organisation as it is financially draining. An environment where there is the constant ripple of negative stereotypes may give rise to a threat to targeted group individuals aspirations to become future leaders. Individuals who undergo stereotypic discrimination have fewer chances of selecting a leadership role in an organisation in subsequent tasks. Related to the individuals weak leadership aspirations, the individual may show weaker intentions to undertake the task. Such issues arise mainly when gender stereotyping is prevalent. It is often perceived that intensions and aspirations of women in a workplace are weaker when compared to male counterparts. The detrimental impact of stereotyping on aspirations has more to it than sheer willingness to combat difficult challenges, a feature of leadership in competitive organisations (Miller 2014). Dipboye and Colella (2013) found that men and women who initially gave good performance on a certain task diverged in the succeeding preferences for taking up a difficult task that had op portunities for rewards. Womens repugnance for uncertainty and difficulty make them forgo challenges, limiting their aspirations. Stereotyping holds the potential to diminish aspirations through self-handicapping (Baker 2014). Rather than giving best effort and defeating risks, individuals who are victims of stereotypes may come up with alternate explanations for having a low-grade performance. Psychological issues are cited as the reason for the lack of desired success. Stereotyping threat may lead to lowered desire among employees to get feedback and be open to constructive criticism. For example, among managers, stereotyping predicts indirect feedback requesting on uncertain indications to determine performance. Feedback discounting can also be a result of discounting, whereby the motives of providers of feedback are under questions. Since direct feedback is essential in order to have improvement in work performances, avoiding it limits the achievements of the organisation over time. Stereotype threat has an impact on the amount of trust that employees have towards actual as well as potential employers. Brink and Nel (2014) studied organisational case studies and found that implementing any policy opposed to explicit policies based on stereotyping heightens discomfort and distrust among the employees. Eliminating discrepancies can enhance leadership and build a sense of trust that encourages employees to excel. In organisations where employees talent is revered, individuals facing challenges and complexities may fail to realise their career aspirations and leadership potentials, thereby increasing the chances of failure. Bar-Tal et al. (2013) examines the possible downstream aftermath of stereotype on organisational performance. As per the author, stereotypically masculine features like rationality and assertiveness are related to high performers. Stereotypes preaching that men have a higher level of comfort in taking risks give them an added advantage over women in matters of entrepreneurial efforts for creating new and novel business ideas. Moreover, stereotypical anticipations that womens orientation is relational, may have an impact on how the approach towards them is. Another noteworthy domain of organisational performance where stereotypes make a mark is a negotiation. Negotiation is known to all as a decision-making process between interdependent parties over any matter of allocation of resources. Negotiations have a competitive component producing stereotyping threat. A significant non-performance result of stereotype is the tendency of individuals to have reduced engagement with work. Employees can distant themselves from people causing such stereotyping in order to maintain self-esteem. A person is often found to perform poorly and detach himself from work out of fear of proving the stereotype true. The individual, therefore, suffers a feeling of powerlessness. Individuals who are stigmatised gradually reduce the concern they have towards work and the care and devotion they give. Disengagement has an impact on motivation. If employees facing stereotyping are engaged with work and receive negative feedback, it is highly injurious to self-esteem (Kosakowska-Berezecka et al. 2016). Fiske (2016) contradicts the destructive impacts of stereotyping by stating that there are some benefits of stereotyping too that we often tend to overlook. Such practices may be useful in cases when an employee is in a new situation, and the situation demands fast decisions to be taken and quick judgements to be done. For example, if an employee does not have any prior experience of communicating with a senior member who holds an esteemed position, the employee can stereotype his senior to be reserved and formal. The approach to the employee would, therefore, be respectful, and the response would be appropriate, gaining him a positive impression. Mujtaba, Cavico and Seanatip (2016) support the positive impact of stereotyping by stating that it is a process of simplifying the environment in an organisation so that the understanding of the overall environment is less complex. It enables one to put people into categories, allowing the formation of expectations about individuals. Workin g in the organisation is, therefore, easier and predictable. Czopp, Kay and Cheryan (2015) brings into focus the aspect of positive stereotyping and states that positive stereotyping is the representation of contradictory confluences. Positive stereotypes are favourable belief and notions about groups. Stereotype is the picture we make in our mind representing a strange connection between reality and facts and the subjective analysis of the individual. A multifaceted duality of depersonalisation and favouritism is represented through positive stereotyping, and the implications of positive stereotyping in an organisation are mostly positive. A rich pool of evidence suggests that positive stereotyping has some psychological benefits for the group members faced with such practices; however, a growing body of research tries to indicate that there may be pervasive and profound negative impacts as well. The authors argue that positive stereotype improvers negative impression about one group. For example, self-promoting women employee in an organisat ion may act in a manner that puts focus on positive female stereotypes linked to dependence and communality for maintaining others positive impressions of them. Women who have the ability to demonstrate these stereotypes of gender may be getting advantages in an organisation under suitable conditions. Shih, Young and Bucher (2013) argue that group members who are a target of stereotyping mat at times exhibit well-being and increased performance with implicit reliance on the outcomes of stereotyping. For instance, upon subtly activating positive stereotyping, a boost in the work-oriented performance is experienced within the arena of stereotyping. Though stereotypes have always been known to have a negative impact on organisations, recent analyses put forward dissimilar approach and highlight the benefits of communication stereotypes in workplaces. There have been many examples where stereotyping has been made as the weapon for coming out of a difficulty and turning the situation in favour of the organisation. The underlying implication is that on one side is personal gain and on the other side is honesty. A reason why stereotypes exist is to scapegoat another individual so that the blame can be transferred easily and justification can be provided easily. Undesirable situations can, therefore, be avoided by employees at workplaces that may have otherwise led to miscommunication and conflict (Kalokerinos, von Hippel and Zacher 2014). Spencer, Logel and Davies (2016) conducted a study to investigate the relationship of managers stereotypes and employment decision-making. The study was conducted to establish the nature and kind of decision-making manager display at work and how stereotyping affects colleagues. The stereotypes exhibited by managers had both negative and positive impact on prejudicial perceptions. Positive stereotypes, describing employees to be hardworking, diligent and helpful led to positive decisions. Motivation is the underlying principle as these employees get motivated to work with more efforts for being under the good impression. Being in the good books has always been the goal of all employees, and this is further made easy through positive stereotyping of managers. Poor performers are also motivated to get into the category of valuable employees as they strive to make a difference through their work and efforts. Finkelstein, King and Voyles (2015) comment that though stereotypes have always been known to have a negative impact, there are some points of positivity about stereotyping too. Stereotypes at times guide and shape out attitude towards others, coming from different cultures and races. Stereotypes give us awareness of differences and the urgency to have a proper understanding of different values and norms existing in the world regardless of the assumptions we make. In this method, one learns to take part in communication and social interaction and verify the beliefs held. Stereotypes can be helpful when an employee of an organisation approaches individuals with different culture as he is provided with a restrained and refrained state of mind saving him from potential cultural and social blunders. Social experiences in an organisation can also become more organised through classification of people and situations in a method in which they can be easily remembered. Therefore stereotypes are useful as one enters a diversified workforce with people from different race, place and language. The gap in learning and experiences is therefore filled up. The above discussion reviews the positive implications of stereotyping in organisations and examines the stereotyping threat in organisations. Stereotyping is the method of mentally organising viewpoints about an individual or group of an individual based on scattered information. It works by ignoring unexpected information about the individual or group. Dispensing characteristics based on typical experiences is the key feature of stereotyping. It can be concluded from the above discussion, upon undertaking reflection, that there are positive as well as negative impact of stereotyping in an organisation. Stereotyping can protect an individual from sources of anxiety. One is given a sense of worth through designating own grouping as standard and designating others to be inferior. Stereotyping can enable a person to determine whether he possesses the abilities and characteristics of the members of the group he belongs to. It may serve purposes for supporting motivations and providing l ogic for the behaviour exhibited by others. Myriad opportunities are also present for such practices to have the pernicious effect on targeted individuals in any organisation. Given the absolute ubiquity of assessments in an organisation putting a focus on bottom-line performance, attempts to reduce stereotyping practices need to have their foundation on active efforts to diversify workforce, manage stereotypes, have provision for adequate staff training and shape the culture of organisations in methods that nurture adaptive credence. References Appelbaum, S.H., Wenger, R., Buitrago, C.P. and Kaur, R., 2016. The effects of old-age stereotypes on organizational productivity (part three).Industrial and Commercial Training,48(6), pp.303-310. Baker, C., 2014. Stereotyping and women's roles in leadership positions.Industrial and Commercial Training,46(6), pp.332-337. Bar-Tal, D., Graumann, C.F., Kruglanski, A.W. and Stroebe, W. eds., 2013.Stereotyping and prejudice: Changing conceptions. Springer Science Business Media. Brink, L. and Nel, J.A., 2014. Experiences of stereotyping among individuals employed in selected South African organisations.Journal of Psychology in Africa,24(6), pp.513-519. Champoux, J.E., 2016.Organizational behavior: Integrating individuals, groups, and organizations. Routledge. Czopp, A.M., Kay, A.C. and Cheryan, S., 2015. Positive stereotypes are pervasive and powerful.Perspectives on Psychological Science,10(4), pp.451-463. Dipboye, R.L. and Colella, A. eds., 2013.Discrimination at work: The psychological and organizational bases. Psychology Press. DuBrin, A.J., 2013.Fundamentals of organizational behavior: An applied perspective. Elsevier. Duguid, M.M. and Thomas-Hunt, M.C., 2015. Condoning stereotyping? How awareness of stereotyping prevalence impacts expression of stereotypes.Journal of Applied Psychology,100(2), p.343. Finkelstein, L.M., King, E.B. and Voyles, E.C., 2015. Age metastereotyping and cross-age workplace interactions: A meta view of age stereotypes at work.Work, Aging and Retirement,1(1), pp.26-40. Fiske, S.T., 2016. Prejudice, Discrimination, and Stereotyping. Judge, T.A. and Robbins, S.P., 2015.Essentials of organizational behavior. Pearson. Kalokerinos, E.K., von Hippel, C. and Zacher, H., 2014. Is stereotype threat a useful construct for organizational psychology research and practice?.Industrial and Organizational Psychology,7(3), pp.381-402. Kosakowska-Berezecka, N., Besta, T., Adamska, K., Ja?kiewicz, M., Jurek, P. and Vandello, J.A., 2016. If my masculinity is threatened I wont support gender equality? The role of agentic self-stereotyping in restoration of manhood and perception of gender relations.Psychology of Men Masculinity,17(3), p.274. Leslie, L.M., Mayer, D.M. and Kravitz, D.A., 2014. The stigma of affirmative action: a stereotyping-based theory and meta-analytic test of the consequences for performance.Academy of Management Journal,57(4), pp.964-989. Miller, K., 2014.Organizational communication: Approaches and processes. Nelson Education. Mujtaba, B.G., Cavico, F.J. and Seanatip, T., 2016. Managing Stereotypes toward American Muslims in the Modern Workplace through Legal Training, Diversity Assessments and Audits.Journal of Human Resources,4(1), pp.1-45. Nahavandi, A., Denhardt, R.B., Denhardt, J.V. and Aristigueta, M.P., 2013.Organizational behavior. SAGE Publications. Shih, M., Young, M.J. and Bucher, A., 2013. Working to reduce the effects of discrimination: Identity management strategies in organizations.American Psychologist,68(3), p.145. Spencer, S.J., Logel, C. and Davies, P.G., 2016. Stereotype threat.Annual review of psychology,67, pp.415-437. Wagner III, J.A. and Hollenbeck, J.R., 2014.Organizational behavior: Securing competitive advantage. Routledge.