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Related Concept Videos

Stereotypes, Prejudice, and Discrimination02:55

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Humans are very diverse and although we share many similarities, we also have many differences. The social groups we belong to help form our identities (Tajfel, 1974). These differences may be difficult for some people to reconcile, which may lead to prejudice toward people who are different. Prejudice is a negative attitude and feeling toward an individual based solely on one’s membership in a particular social group (Allport, 1954; Brown, 2010). Prejudice is common against people who...
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When we hold a stereotype about a person, we have expectations that he or she will fulfill that stereotype. A self-fulfilling prophecy is an expectation held by a person that alters his or her behavior in a way that tends to make it true. When we hold stereotypes about a person, we tend to treat the person according to our expectations. This treatment can influence the person to act according to our stereotypic expectations, thus confirming our stereotypic beliefs. Research by Rosenthal and...
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The Stereotype Content Model (SCM) was first proposed by Susan Fiske and her colleagues (Fiske, Cuddy, Glick & Xu, 2002; see also Fiske, 2012 and Fiske, 2017). The SCM specifies that when someone encounters a new group, they will stereotype them based on two metrics: warmth—or that group’s perceived intent, and how likely they are to provide help or inflict harm—and competence—or their ability to carry out that objective. Depending on the warmth-competence...
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The confirmation bias is the tendency to focus on information that confirms our existing beliefs and ignore information that is inconsistent with our expectations. For example, if you think that your professor is not very nice, you notice all of the instances of rude behavior exhibited by the professor while ignoring the countless pleasant interactions he is involved in on a daily basis. Have you ever fallen prey to the confirmation bias, either as the source or target of such bias?
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In- and Out-Groups01:31

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People all belong to a gender, race, age, and social economic group. These groups provide a powerful source of our identity and self-esteem (Tajfel & Turner, 1979) and serve as our in-groups. An in-group is a group that we identify with or see ourselves as belonging to.
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Often, psychologists develop surveys as a means of gathering data. Surveys are lists of questions to be answered by research participants, and can be delivered as paper-and-pencil questionnaires, administered electronically, or conducted verbally. Generally, the survey itself can be completed in a short time, and the ease of administering a survey makes it easy to collect data from a large number of people.
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Understanding racism in the workplace.

Quinetta Roberson1

  • 1Department of Management, Broad College of Business, Michigan State University.

The Journal of Applied Psychology
|January 30, 2023
PubMed
Summary

This section introduces "Understanding Racism in the Workplace." It highlights the importance of addressing racial discrimination and its impact in professional environments.

Area of Science:

  • Workplace Psychology
  • Organizational Behavior
  • Social Justice in Employment

Background:

  • Racism in the workplace is a pervasive issue impacting employee well-being and organizational effectiveness.
  • Existing research often fails to capture the multifaceted nature of racial discrimination in professional settings.

Purpose of the Study:

  • To introduce a special section dedicated to understanding the complexities of racism in the workplace.
  • To provide a foundational overview of key themes and research directions in this critical area.

Main Methods:

  • This section serves as an introduction and does not involve specific empirical methods.
  • It synthesizes existing knowledge and outlines the scope of the special section.

Main Results:

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  • The introduction sets the stage for a deeper exploration of racism's various manifestations in the workplace.
  • It emphasizes the need for comprehensive strategies to foster inclusive and equitable work environments.

Conclusions:

  • Understanding racism in the workplace is crucial for creating healthier and more productive organizations.
  • This special section aims to advance scholarly and practical insights into combating racial bias at work.