Essay on Personality and Stereotyping Theories

712 Words Feb 2nd, 2014 3 Pages
Personality and Stereotyping Theories I. Introduction: Taking a leadership or management role in the workplace is inherently challenging. This is because it falls upon leadership to manage a wide variance of personalities and needs. This is why it’s important to develop a complete understanding of the various theories describing workplace behavior. In the case of this discussion, Personality Theory and Stereotyping Theory offer the opportunity for insight into management the specific workplace challenges of Anger Management and Conflict. II. Selected Topic: A. Personality Theory was selected for its versatility. According to Cherry (2008), this is a theoretical model in which a wide range of lenses can be used to …show more content…
This is less suitable to the present discussion than stereotyping theory because it doesn’t offer the same clear connections to personality theory. Here, the two are seen as directly interrelated because stereotyping theory appears to correlate to the trait dimension of personality theory. III. Application A. The two theories offer a substantial opportunity to improve conflict within the scope of my organization. Here, the IT department and the Sales department are at constant odds, a condition which can be attributed to their respective negative impressions of their counterpart departments. The stereotyping theory helps to explain some of that resentment. B. Examples: According to N Lorenz, K. (2007 ) Do pretty people earn more? careerbuilder.com: A study was conducted, it was found that attractive people earn about 5 percent more than do average-looking employees, who in turn earn 9 percent more than plain-looking employees. Thus, if an average-looking college graduate starts at $47,000, their good-looking friends start at $49,350, while their least attractive friends start at $42,770. Plain-looking employees may also receive fewer promotions than those awarded to their better looking colleagues. In my personal experiences in the scope of another organization, evidence suggests that negative

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