Earlier in the course, you examined the importance of a diverse and inclusive culture. An inhibitor to this type of culture can be found through personal biases, which people often have without even realizing it. Individuals and organizations can help create a better culture by first acknowledging these biases and then taking steps to address them. It is important for managers to examine their own thoughts, behaviors, values, and biases to ensure they set a precedent for others.
In this Discussion, you will have the opportunity to analyze a time when your personal biases affected your choices. Based on this analysis, you will decide whether you would act differently if faced with a similar situation in the future.
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To prepare for this Discussion:
Identify a time in your professional life when your preconceptions or biases affected your behavior or decisions.
BY DAY 3
Post an analysis of the impact of bias on your professional behavior. In your analysis, do the following:
Describe the situation and the assumptions you made.
Did these assumptions turn out to be accurate?
Identify the impact(s) of your assumptions on you and/or your behaviors, on others, or on the organization.
- Examine what you would—and would not—do differently if faced with a similar situation in the future.
Essay Answer
Personal Bias
Student Name:
Institution Affiliation:
Course:
Date
My Personal Bias
As a work experience in the hospital with fellow team members, I was asked by my supervisor to pick out the team that I would lead during the entire work week. Although my teammates were equally qualified and diversified, I unconsciously picked a majority of the male population who I thought would be more agile and adaptive in a stressful environment. Additionally, I chose them because they conformed to my similar opinions and interests. At the time, I thought this choice was relevant and clever, especially in the ever-busy environment of the hospital that is prone to pressure and indifference. However, this was inaccurate and resulted in a more toxic work environment.
Impact on my Behavior, Others, and the Organization
In hindsight, my assumptions of gender bias first affected my engagement with my male and female coworkers. My preference to work with the male gender severely resulted in the female population losing trust in having open communication with me, which, in the long run, has severely increased anxiety during my interactions with them. On the other hand, the team that I worked with, who majorly conformed to similar opinions, resulted in decreased creativity within the workplace, which generated a tense work environment for the rest of the workers. In addition, for the organization, this gender bias negatively results in a toxic work environment without open and transparent communications, thus affecting employee engagement and poor job performance (Panda et al., 2022).
What I Would Have Done Differently
In the future, I would firstly allow every team member to choose their team without the opinions of others anonymously. Inclusion in team decisions improves engagement, satisfaction, and open communications (Mazzetti & Schaufeli, 2022), which will simultaneously confront the gender gap and improve engagement and satisfaction. In addition, I would challenge my stereotypical gender bias by wisely making my judgments by working on evidence and reputation rather than depending on gender opinions. For instance, I will choose my team based on skills and abilities instead of conformity and gender. By doing so, I will encourage creativity that is present with diversity within the group while avoiding the creation of discrimination and a toxic work environment. I would not change considering qualified individuals and would still embrace diversity.
References
Panda19, M., Pramanik20, S., Paswan21, T., & Raj22, A. (2022). Does Gender Bias Exist in The Organizational Culture? A Literature Based Study. CONTEMPORARY ISSUES IN MULTIDISCIPLINARY SUBJECTS: VOLUME-2, 126.
Mazzetti, G., & Schaufeli, W. B. (2022). The impact of engaging leadership on employee engagement and team effectiveness: A longitudinal, multi-level study on the mediating role of personal and team resources. Plos one, 17(6), e0269433.
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