Chapter 12 Stigmas in Organizations: Race, Handicaps, and Physical Unattractiveness

Unseen Injustice: Incivility as Modern Discrimination in Organizations

“…This process has various benefits: easing the cognitive burden, simplifying perception and judgment, and helping us make sense of an intricate social environment. Without social categorization, the complexity of person perception would be overwhelming (e.g., Devine & Monteith, 1999;Dovidio, Gaertner, & Bachman, 2001;Fiske, 2000;Jones, 2002;Operario & Fiske, 1998;Stone, Stone, & Dipboye, 1992).…”

“…Categorization of a person into a particular group often triggers stereotypes-that is, prevalent and overgeneralized knowledge, beliefs, and expectancies about members of that social category (e.g., Hilton & von Hipple, 1996;Jones, 2002;Miller & Turnbull, 1986;Stone et al, 1992). In short, stereotypes are the "cultural baggage" that social categories carry (Operario & Fiske, 1998: 40).…”

“…They allow perceivers to understand (often inaccurately) and make predictions about others, averting the onerous task of learning in-depth details about each individual encountered. Indeed, we tend not to seek further personal information after placing someone into a social category, instead basing impression formation largely on stereotypes associated with that category (e.g., Operario & Fiske, 1998;Stone et al, 1992).…”

Perceptions of Discrimination and Justice Among Employees with Disabilities

“…The presence of impairment leads individuals to be devalued in society through identification of the impairment as a stigmatizing mark (Major and O'Brien 2005). Categorization of an individual as disabled evokes culturally negative stereotypes and assumptions that are likely to guide interactions that others may have with the disabled person (Stone et al 1992). Various stereotypic characteristics are commonly attributed to individuals with disabilities, including a range of undesirable traits.…”

Workplace Discrimination Climate and Team Effectiveness: The Mediating Role of Collective Value Congruence, Team Cohesion, and Collective Affective Commitment

“…However, it becomes quite problematic to determine if aggressive acts are in fact due to prejudice; it is not so simple asking an individual whether or not he or she holds a prejudice against others of a particular group. Especially in organizational research that relies heavily on self-report methodologies, it is socially unacceptable to admit to prejudices (Stone, Stone, & Dipboye, 1992). As Brown (1995) pointed out, it is also virtually impossible to ascertain rationality in holding any kind of prejudice.…”