Table of Contents
Every manager knows that the people are critical in determining the success or failure of an organization. The performance of the organization is pegged on how well the organization manages, motivates, involves, develop, and engage its stakeholders. Little research has been done to illustrate the correlation between business performance and management practices. It is worth noting that many organizations have put up structures to ensure the management of the organization is well taken care of without compromising the needs of the workers. Despite, these efforts, there are still challenges that arise in workplace that emanates from workers. One of these challenges is the effect of classism. This paper shall explore the impact of classism on good management practices. It shall also address the different types of stereotypes that managers encounter among workers from low socio-economic brackets. The impacts of these stereotypes on workforce shall also be covered. The paper shall establish awareness strategy on how to counter each of the identified stereotypes so as to ensure smooth operation of the organization.
Socio-economic bracket is the tendency of individuals to classify themselves based on their wealth and income levels leading to segregations and classism in a society or a community. Due to their occupations and living standards, people behave in a defined manner which groups them in different socio-economic brackets even at work places. These groupings while in employment results into management challenges which may hamper labor productivity if not properly countered by the required management practices. This paper therefore focuses on the impact of socio-economic stereotypes on good management practices.
Classism refers to discrimination based on social class. It includes systems of practices and policies that are set in place to benefit the upper class at the expense of low-class citizens. Classism affects job satisfaction and the overall performance of an organization. Classism can also occur from down –to-up. In other it also entails discrimination and prejudice by low class members to higher class. Unlike other issues at workplace, classism is often ignored yet it affects the self-image of employees. Classism makes some employees to feel as ‘nobodies’ and other feel as ‘somebodies’.
A stereotype is a thought that is adopted about specific individuals or about certain ways of doing things. Many people in the middle-class believe that they got to their current position as a result of hard work, sweat, blood, and tears. In other words, they believe that one can escape poverty if they really set their minds to. This implies that the poor people continue to be poor because they have not tried hard enough to improve their circumstances.
The Low-Citizens Are Lazy
This stereotype has made workers in the low-class brackets to perceive themselves as the less endowed with skills. They have therefore resorted to help from welfare for financial help. This spreads the notion that the low-class citizens have weaker work ethics and are unmotivated. This stereotype has caused discrimination in the workplace as the poor people are being since as liability to the organization. Stereotype occurs when members of a specific social class are stigmatized by the rest of the workforce resulting into influenced performance at the work place. The most outstanding form of stereotype displayed at workplace is the competence discrimination based on individual’s socio-economic class. Persons of lower socio-economic class are often considered to underperform their duties as they are perceived to demand more training and upgrading of their skills.
Poor People Are Having Many Children So As To Collect More Welfare
There is a notion that the people from low socio-economic brackets are not working hard to change their dependence on welfare. This notion has made poor people to be perceived as losers rather than benefactors.
More Welfare And Public Benefits Slows Down Economic Growth Rates
This is a stereotype that has made managements to cut down on the public benefits given to the poor people. This stereotype has reduced the number of people from low socio-economic class. Continual discrimination affects the output of employees.
Socio-economic status has also been proven to contribute to work place bullying among employees. Employees of different ranks treat each other in respect to their social-economic classes. Those of higher status overburdening them who work under them and falls in lower socio-economic class. These bullying actions encompasses verbal threats, exposure to body harm and varied hostile reactions in by individuals at work place (Tracy, 2006). Such ill behavior from managers and other employees would germinate into work stress and eventually causing an employee to quit when they become unbearable. Unfortunately most of bullying experienced at work place originates from managers and supervisors who are in charge of different categories of employees.
Competence discrimination due to socio-economic status is a great determinant of labor performance in work place. Most employees who are considered less skillful resort to never improve their delivery of services as they struggle to remain employed from threat of being sacked at any identified mistake. Management has always been observed to hinder upward move of these employees as they overburden them to maintain organization’s productivity.
Work place bullying is another detrimental socio-economic discrimination experienced in workplace. It results into overworking of employees with lesser productivity achieved as their affectivity is hindered. Bullying among employees may result into segregations and lack of unified efforts of labor which hinders the management from achieving it predetermined goals
Strategies for combating such Stereotype
For stereotype 1: Poverty is not a choice but rather an aftermath of inequality and economic injustices. I do not believe that poor people choose to be lazy and keep depending on welfare for sustenance. It is very important to note that no one chooses to be poor and so poor people should not be discriminated that they are lazy. Poor people do not have weak work ethics and low level motivation than the rich. As a matter of fact, the low income earners work long hours than their wealthier counterparts. This implies that notion of laziness is misplaced.
For stereotype 2: encourage family planning and empower the poor to fend for themselves rather than depending on welfare. Children are a blessing from God and no one should be discriminated by the virtue of having many or few.
For stereotype 3: As a manager, it is very important to harmonize the compensation among employees. Ensure that everyone is rightfully paid for the job they do. Disparity in income distribution is work is one the reason for prolonged classism in work places.
The effects of classism can throw the entire organization into disarray. Employees need to work as a team with determination to achieve a common goal despite their economic differences. However, when the economic differences take as center stage, the overall performance of an organization is significantly hampered. Employees lose morale and trust on each other abilities. Socio-economic bracket is the tendency of individuals to classify themselves based on their wealth and income levels leading to segregations and classism in a society or a community. Due to their occupations and living standards, people behave in a defined manner which groups them in different socio-economic brackets even at work places. These groupings while in employment results into management challenges which may hamper labor productivity if not properly countered by the required management practices. This paper therefore focuses on the impact of socio-economic stereotypes on good management practices. As a manager, it is very important to harmonize the compensation among employees. Ensure that everyone is rightfully paid for the job they do. Disparity in income distribution is work is one the reason for prolonged classism in work places. Classism makes some employees to feel as ‘nobodies’ and other feel as ‘somebodies. This is very detrimental to the overall performance of the organization.