Send the link below via email or IMCopy
Present to your audienceStart remote presentation
- Invited audience members will follow you as you navigate and present
- People invited to a presentation do not need a Prezi account
- This link expires 10 minutes after you close the presentation
- A maximum of 30 users can follow your presentation
- Learn more about this feature in our knowledge base article
Do you really want to delete this prezi?
Neither you, nor the coeditors you shared it with will be able to recover it again.
Make your likes visible on Facebook?
You can change this under Settings & Account at any time.
Transcript of Business
• Commend your corporate culture; and
-Identify areas for developement
• Add value to your organisation.
The perceptual process
(McShane et al., 2013).
occurs when we assign characteristics to an identifiable group and automatically transfer them to anyone who we deem a member of that group (McShane et al, 2013).
awareness of, openness to and respect for views and practices across the globe;
capacity to empathise and behave effectively across cultures;
ability to process complex information in or about novel environments; and
ability to comprehend and reconcile intercultural issues using multiple levels of thinking
AREAS FOR DEVELOPMENT & RECOMMENDATIONS
-Help raise awareness
-Minimise negative outcomes
We are here to:
Selective attention and emotion marker response
Perceptual organisation and interpretation
Attitudes and behavior
Stereotyping isn't always 'bad'
Rather than trying to prevent the activation of stereotypes, we should learn how to minimise their application.
1. Awareness of perceptual biases
3. Meaningful Interaction
Bargh, J. A. and Chartrand. (1999). The unbearable automaticity of being. American Psychologist, 54(7), 462 – 479.
Bargh, J. A. and Ferguson M. J. (2000). Beyond Behaviorism: On the Automaticity of higher Mental Processes. Psychological Bulletin, 126(6), 925 – 945.
Beechler, S. and Baltzley, D. (2008). Creating a global mindset. Chief Learning Officer, 7(6), 40 – 45.
Black, S. J., Mobley, W. H. and Weldon, E. (2006). The mindset of global leaders: Inquisitiveness and duality. Advances in Global Leadership, 181 – 200.
Fiske, S. T. (2002) What we now know about biases and intergroup conflict, the problem of the century. Psychological Science, 11(4), 123 – 128.
Gill, G. (2012, January 4). Avoiding Stereotypes in the Workplace. Retrieved from http://www.hrvoice.org/avoiding-stereotypes-in-the-workplace/
Kanahara, S. (2006). A review of definitions of stereotypes and a proposal for a progressional model. Individual Differences Research, 4(5), 306 – 321.
Levy, O., Beechler S., Taylor, S. and Boyacigiller, N. A. (2007). What we talk about when we talk about ‘global mindset’: Managerial cognition in multinational corporations. Journal of International Business Studies, 38, 231 – 258.
Macrae, C. N. and Bodenhausen, G. V. (2000). Social Cognition: Thinking Categorically About Others. Annual Review of Psychology, 51, 93 – 120.
Mayhew, R. (2012, July 19). How to Reduce Workplace Stereotyping. Houston Chronicle. Retrieved from http://smallbusiness.chron.com/reduce-workplace-stereotyping-11114.html
McShane, S., Olekalns, M. and Travaglione, T. (2013). Organisational Behaviour: Emerging Knowledge, Global Insights. (4th ed). North Ryde, NSW: McGraw-Hill Australia.
Schneider, D.J. (2004). The psychology of stereotyping. New York, NY: Guilford.
Queenslander or NSW
Thank you for listening.
Facilitate improvement of your employees' self-awareness
Johari Window constructive workshop
Encourage interest in other cultures and work styles
regular reassignment of work groups
We differentiate people by tending to assign more favourable characteristics to people and groups we deem more similar to our own, while assigning more unfavourable characteristics to 'the unknown'.