“A stereotype is an individual’s set of beliefs about the characteristics or attributes of a group.” 21 Stereotypes are not always negative. For example, the belief that engineers are good at math is certainly part of a stereotype. Stereotypes may or may not be accurate” (Kreitner & Kinicki, pg. 188). In the case in point, the statement, “I am a perfectionist.” Was used against the applicants due to the fact that the statement made it seems as if, the applicant was incapable of delegating. Warns Joshua Ehrlich, dean of a master’s program in executive coaching sponsored by Beam Pines, a New York coaching firm, and Middlesex University in London” (Kreitner & Kinicki, pg. 202). The executives in this case, was stereotyping the applicants by having
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This insight made me think, maybe it was a reason those executives thought the way they did about that question, maybe applicants that answer that question inappropriately don’t last in the job if they do get it. Is it possible that past experiences played a role in the manner that the executives dealt with applicants whose answers were not satisfactory? Could their past employment experiences with employees that answered the weakness question unsatisfactory have any bearings on their actions? Shaw (1972) cited, as found by Webster (1964) “research which suggests that applicant appraisal by employment interviewers is a search for negative data. He theorizes that this phenomenon results from the reward system of interviewers, who are rarely praised for hiring good personnel but are subject to criticism for hiring misfits. Consequently, interviewers acquire an attitude of caution and a pronounced sensitivity to negative evidence”
This insight made me think, maybe it was a reason those executives thought the way they did about that question, maybe applicants that answer that question inappropriately don’t last in the job if they do get it. Is it possible that past experiences played a role in the manner that the executives dealt with applicants whose answers were not satisfactory? Could their past employment experiences with employees that answered the weakness question unsatisfactory have any bearings on their actions? Shaw (1972) cited, as found by Webster (1964) “research which suggests that applicant appraisal by employment interviewers is a search for negative data. He theorizes that this phenomenon results from the reward system of interviewers, who are rarely praised for hiring good personnel but are subject to criticism for hiring misfits. Consequently, interviewers acquire an attitude of caution and a pronounced sensitivity to negative evidence”