Case Study – WHY DAIRIES
Sad Justified assigning the role of market research coordinator to Rockwell because It gives her broader experience, and access to high profile work, which would enhance her career. Sad took the same path to the office of vice president of marketing; Rockwell thought this promotion was a demotion in “job status” and not a route to top management, and an implied assumption of racial inequality.
Sad obviously overestimated Rochester’s belief of moving to market research coordinator would be the same as his, and now Sad’s false “consensus effect” has threatened Rochester’s values and dedication to WHY Dawdles. Concept Complexity Complexity is the distinct role or identity that people perceive about themselves; to this point Sad did not see himself as stereotyping Rockwell because he did not view the promotion as a negative but rather a preparation for her future with the company.
The lack of communication in this case study shows everyone has their perception of things and If you do not open the lines to effective communication you can cause Issues within the organization. Self Concept Self-concept has a more varied effect on behavior and performance; Rockwell defined herself as a person who overcomes challenges, specifically her role controlling a reduce that directly affected WHY Dairies’ profitability. This “opportunity” resonated as a restriction In career growth and not an advance in her career in brand management. Ms. Bayport views this new Job that could hurt her career.
Without clarity on the position from Sad, Rockwell now examines her self-concept and defines herself as a “black woman with no future in brand management. ” Recommendations Sad and WHY Dairies must be aware of perceptual biases, and to do that, WHY Dairies must know that it exists. In Sad’s and Rochester’s situation, it is obvious that diversity awareness a necessary requirement. This process if implemented, attempts to Meltzer Localization, tens makes employees aware AT systemic Localization.
Discussion Questions Apply your knowledge of stereotyping and social identity: Within this case study both stereotyping and social identity came into play. The employee identified herself as a minority, feeling as if the Job offer was a negative due to her skin color and gender.
The employee further felt she was being stereotyped for being a woman due to the lack of communication from the vice president. If the vice president took the time to explain the reasons for the new Job offer and where he saw his employee’s future, it could have eliminated the feelings his employee felt.
What other perceptual errors are apparent in this case study: Perceptual errors that are apparent in this case study is the employee felt she was being discriminated against due to an experience at her previous employer. She made the assumption that the Job offer was a negative when in fact it was a positive. Another perceptual error was the vice president felt he communicated the promotion well to the employee, when in fact he was very vague in the Job offer. He could have explained the reasons behind the promotion, further explaining his previous position and his future goals for her within the organization.
What can organizations do to minimize misconception in these types of situations: In order to minimize misconception in stereotyping situations an organization must implement effective communication throughout the organization. Implementing programs such as diversity training for all employees, with additional training for supervisors to learn ways to maintain fair employment practices where employees feel comfortable. It is important that all employees are held accountable and if anyone, regardless of position, violates a policy that there are consequences to ensure employees have faith in the organization and its leadership.
