“Debate: Diversity Management Topics”

Title: Managers can take active steps to reduce the negative effects of perceptual problems and

biases in organizations

An organization is market by the perceptions of its employees that they put forward while

interpreting and judging their environment. Perception is basically defined as the,

“Process by which people interpret the input from their sense to give meaning and order to the

world around them”.

It has been seen that various perceptual problems arises through perceivers’ knowledge and

biasing attitude. Often the characteristic of the target and the situation also affects perception. The

main perceptual problems arising in any organization include sexual harassment (for both genders),

race discrimination, career progression and hidden dealings etc. Such biased issues lead to faulty

decision making and dissatisfaction among the employees. The majority of the top management

members consider themselves as the ruling power over every decision to be made in the organization.

As quoted by Paul Brunton,

“Every discussion which is made from an egoistic standpoint is corrupted from the start and

cannot yield an absolutely sure conclusion. The ego puts its own interest first and twists every

argument, word, even fact to suit that interest.” 

 Many examples of perceptual problems can be seen prevailing in the companies among less

educated staff, women, older people and minorities especially. They are seen to be set one step behind

while making necessary decisions; in formal and informal discussions; in recruiting processes; while

granting incentives and awarding promotions etc. The minorities are seen to be treated biasedly

without considering its negative effects on the company’s production and progress.

Managers within an organization have an authority to handle such issues and devise strategies

to nullify the negative effects of such perceptual problems and biased behavior and fight them back by

promoting equality and diversity. They can do so by practicing following steps:

 Firstly, the managers should educate the employees and provide proper regarding diversity.

 The managers need to have a self-insight of their perceptual skills and abilities while solving

perceptual issues.

 They have the right ability to analyze the situation. They have the proper knowledge of the

layered infrastructure comprising of varied organizational culture and the employees of varying

cultures, races and gender etc. They can better know the needs, thinking and motivational

entities of their employees.

 Managers have the ability to motivate, inspire and lead their people. They can do so educating

the work force with diversity policies and equality. They can properly guide the employees by

thorough training for avoiding perceptual issues.

 Managers can predict the abilities of its employees and thus know how better one is or can

perform. They can award incentives, promotions etc. for the talented ones, whether they are

among minorities or not.

 They must take the authority of hiring people regardless of their race, culture, gender, age or

disabilities.
  They must deal and solve the perceptual issues and direct them for justified conclusions to

higher authorities and executive committees.

As a matter of fact, currently many of the organizations, either local or international, are going

through diversity changes. Every company has sensed the need of removal of the perceptual biasing

issues and is trying their level best to promote healthy working environment. It has been that the

companies having perceptual issues are going through more turnover ratios which thus result in less

employee satisfaction. Present world is the world of knowledge at one’s door step. Every person is

well aware of his/her abilities, expertise, importance and need. Every employee needs a job

satisfaction and justice and equality in his/her profession.

The importance of manager’s role can be well identified through their power of controlling the

working environment and the perceptions of its employees. It is highly suggested that they must

acknowledge their importance in fighting back such biased issues and promote equality among their

employees. They must devise diversity and equality policies and educate every employee so that there

runs no prejudiced behavior among the organization. The managers must take active parts in removing

all such issues starting from the top management and then cascading down the lower staff ones. The

managers hold the power of educating other’s minds to provide a biased free working atmosphere. As

quoted by Robert Anton,

“We all only see that which we are trained to see.”