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加拿大红鹿市论文怎么写:感知扭曲

感性的扭曲会导致歧视,但也有可能发生的是,感知扭曲也会使人的注意力偏离实际的歧视,尤其是在工作场所的每一个问题都被视为歧视的情况下。例如,考虑一下在工作场所,每个人都是如何看待事物与现实的。感知是现实,雇主和管理者也将因此拥有自己的现实构建。他们没有选择,因为他们必须在这样一个环境中工作,在这样的环境中,许多不同的人聚在一起,他们每个人都只有自己的现实来指导他们。虽然对现实的感知本身并不是一个问题,但当员工的感知进入一个可能不再与现实相联系的领域时,就会被认为是扭曲的(Becker, 2010)。例如,种族刻板印象的一个主要的多样性问题导致了扭曲。这是对现实的另一种看法,即使刻板印象被雇主理解为非法和不道德的,他们最终可能会有歧视。

加拿大红鹿市论文怎么写:感知扭曲
另一方面,也有一些情况下,雇员可能会把对他的每一项负面制裁视为歧视和骚扰。现在在这种情况下讨论歧视的问题是,雇主和雇员都不能被经验证明到底发生了什么(拉尔森,2015)。雇员可能认为他们的观点是正确的,雇主可能认为他们是对的。这种扭曲的认知导致了他们只会在彼此的观点上酝酿问题。在这样的背景下,工作场所的实际歧视可能会被忽视。雇主和雇员可以一起处理这种情况(Huczynski和Buchanan, 2013)。例如,雇主面临投诉时,他们可以与人力资源或工会或其他一些真正理解员工关系的中立党派合作。这可以帮助员工克服他们被歧视的感觉。一个适当的处理歧视问题的系统可能已经就位。从长远来看,这也会帮助雇主对他们所采取的行动有更好的感觉。在歧视的背景下的一种看法不应简单地被排除,而且必须采取某种形式的行动,以确保这些问题在未来不会成为巨大的问题。

加拿大红鹿市论文怎么写:感知扭曲

Perceptual distortions can lead to discrimination, but it could so happen that perceptual distortions can also take one’s focus away from actual discrimination, especially in the context where every issue in the workplace is approached as discrimination. For instance, consider how in the workplace every person is focused on seeing things with their reality. Perceptions are reality, and employers and managers will hence have their own construction of reality as well. They don’t have a choice as they must work in an environment where many diverse people come together and each of them will only have their reality to guide them. While the perception of reality is not itself an issue, it is when the perception of employee crosses into an area where it might no longer connect to reality, then it could be said to be distorted (Becker, 2010). For instance, one of the major diversity related issues of racial stereotyping causes distortion. This is an alternate view of reality where even if stereotyping is understood by employer as being illegal and unethical, they might end up discriminating.

加拿大红鹿市论文怎么写:感知扭曲
On the other hand, there are also situations where an employee might view every negative sanction placed on him as being done by way of discrimination and harassment. Now the problem in discussing discrimination in such a situation is that neither the employer nor the employee can be empirically validated as to what exactly happened here (Larson, 2015). An employee might hold that their view is right, and the employer might believe they are right. This distorted perception leads to situations where they are brewing issues of one another’s viewpoints only. Now in such a context, it could become possible that actual discriminations in the workplace might get missed. The employer and employee can come together in handling such situations (Huczynski and Buchanan, 2013). For instance, where the employer is faced with a complaint, then they can work with the HR or Union or some other neutral party who genuinely understands employee connects. This could help employee get over their perception that they are discriminated. A proper system to handle issues of discrimination could be in place. In the long run, it will also help the employer feel better about the form of actions they are taking. A perception in the context of discrimination should not simply be dismissed, and some form of action must be taken to ensure such issues will not become huge in the future.