Question

The following question is from organizational behavior

Research results have shown that resumes, where candidates have ethnic-sounding names, are less likely to be called in for a job interview.  Use Bruner’s model to explain why this might be happening.  What perceptual biases might explain lower callbacks and interview invitations received for resumes with ethnic-sounding names?  

Answer 1

Bruner's model says that learners construct their own kind of information and knowledge by categorising and organising the data into a coding system. He says that the most effective way to develop a coding system is to discover a one rather than being learned by a teacher.

Following the same approach, many organisations also adopted this new learning where many managers and responsible people for the incharge of the resume and selection have developed some biases and cognitive thinking regarding some ethnic names having some meaning and biases attached to the same. For example some ethnic name or surname has some prejudice attached to itself like just for example someone might share a thinking that people having a Jewish surname are not better performers in the organisations. This thinking eventually leads to talking and everyone in the organisation starts to adapt this learning where the same person sharing such a surname if applied for the same job would be rejected because of a group think and learning basis where the surname code has created a thinking inside the mind that this person won't perform well. This eventually leads to false biases and wrong and unethical decisions.