Question

1. It is a command that when HR managers hear the term stereotyping, they start thinking about discrimination and harassment concerns. Many cultural and generational differences take stereotyping over the line to discrimination. For example, The new Chinese accountant, Zhu Li, who eats culturally authentic meals could be an easy target for someone who wants to make fun of his heritage and his ethnic cuisine choices. That is probably no intended harm in the nickname, but unless someone asks Zhu, no one will know if he finds it unpleasant or no. Chances are that Zhu may see that ethnic joking around offensive like other people.

2. The attribution process is basically understanding the causes of events or behaviors. In real life, attribution something we do every day. usually without any awareness of the underlying processes and biases that lead to our conclusions.

For example, working at offices on a typical day, you probably do various attributions about your own behavior as well as that of the people around you. When you didn't prepare a good project, you might blame one of your managers. When your co-worker does a good project you might attribute his good performance to luck. Ignoring the fact that he has excellent working habits.

3. Impression Management, the process that people control the impressions of others, represents an outstanding role in inter-personal behavior. All sorts of organizations consist of individuals with a variety of personal characteristics; therefore those are important to control them effectively. Recognizing the behavior manner of any of these individual characteristics, interactions between them, and interpersonal relations are on the basis of the impressions given and taken. And, understanding one of the important determinants of individual social relations benefits to gain a large insight into human beings. Impressive management also creates an excellent working environment.

Do you agree with the post above? why?

Answer 1

Post 1) here, we are discussing about stereotyping and there are situation where some people make fun of heritage and ethnic choices of other people. Such things should be reviewed and here, before making any fun or entertainment, people should ask the opposite person and take agreement from him or her. That could show more courtesy and the opposite person will not be embarrassed and will not feel unpleasant, hence, we should make fun in a way that will not create disturbance on the opposite people. Hence, I agree with the post that if Zhu has feeling that ethnic jokes is offensive, then other people must not do fun or jokes with such ethnic points.

Post 2) we must understand the causes of each behavior, success and failure. As that could help us to take next challenges and we could understand various critical factors that will help us to reach success or get better results in an activities, however, due to attribution process, here, we could tell that due to luck a particular received good performance, we could blame others as if the work not performed correctly, here, some essentials are we should look at the underlying processes and list the root causes why work is not performed well. Hence, I agree with the post.

Post 3) Impressions management is crucial in work place, here, we put impression on others and take impression from others, as we like to build connectivity with good people, we like to recognize some good efforts, hence, we should control impressions management in productive way, it should not be mingled with favoritism, as here, we do compromising with the works or job and favor people as to maintain personal benefits. Hence, I agree with the post.