The purpose of this qualitative phenomenological study is to gain understanding of the lived experience of stereotyping amongst minority (African American, Hispanic American, Asian American and etc.) low and mid-level managerial men and women. Stereotyping is defined as a social or contextual experience based in human, group, or individual interaction. Stereotyping; its influences on organizational culture (to include leadership); and organizational member attitudes and morale within organizations were examined. This study builds upon concepts of stereotyping and prejudice, social identity theory, in-group/out-group social comparison theory, and leader/member exchange (LMX) theory. The population studied consisted of individuals who experienced stereotyping in diverse organizational environments and settings. Research was conducted using a non-probability purposive sample of 17 lower and mid-level managers (11 women and 6 men) who experienced stereotyping during their careers or during career development. During the interview process and subsequent data analysis, the principal themes identified and developed from the study were concerned with: awareness of the phenomenon; emotions experienced by the participants; organizational relationships; and credibility through performance. Analysis showed that research participants were keenly aware of stereotyping when it occurred in the organizational environment; that strong emotional responses were the result of stereotyping; relationships in the organizational environment were damaged by stereotyping; stereotyping created a barrier to trust; communication between organizational members was hindered by stereotyping; and dyadic relationships were hindered by persistent individual, supervisory and organizational tendencies toward stereotyping.
|Subjects||Social research; Management; Organizational behavior|
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