Research Paper on:
Workplace Stereotyping and Discrimination

Unformatted Sample Text from the Research Paper:
recognized that the nation is on the brink of significant cultural changes and that the workplace is currently undergoing a transformation. Loden and Rosener recognized that there were  six basic assumptions that were often supported by the dominant culture in many workplace settings. These included: 1. Otherness is a deficiency. 2. Diversity poses a  threat to the organizations effective functioning. 3. Expressed discomfort with the dominant groups values is oversensitivity. 4. Members of all diverse groups want to become and should be  more like the dominant group. 5. Equal treatment means the same treatment. 6. Managing diversity requires changing the people, not the organization culture (Loden and Rosener 28).  These misperceptions can be recognized in the two examples provided. These examples both consider the relationships between cultural diversity and intercultural interactions within the workplace and the way  in which these six assumptions manifest themselves in these interactions. The first workplace setting considered is a Department of Human Services foodstamp and AFDC office. There are  two teams of workers that provide services, and are comprised of social workers and clerks who provide information about services, accept and process applications for services and provide for immediate  care needs for individuals in need of public welfare services. In the area where this office is located, a number of Hispanic people have required the services of a  translator, but until recently, the office could only provide limited bilingual support. As a result, the county hired a Hispanic social worker in order to address the language needs  of monolingual Hispanic citizens. At the time of the hiring, it was recognized that the office itself was also in need of an additional social worker, and it