Introduction
In today’s society we encounter many differences in the people around us. Whether based on culture, gender, ethnicity, or age these factors all have some stereotypes attached to them. In our paper, we will discuss stereotyping, both thoughtful and non-thoughtful. We will also address stereotyping in an organization. Our society can be split up into many various groups by gender, race, or even by traits. The world consists of both men and women, blacks and whites, Democrats and Republicans, all who live their own distinct way of life. “Stereotypes are qualities perceived to be associated with particular groups or categories of people (Schneider, 2005).” We stereotype other people all the time because of gender, race, color, and we usually do not even realize it. Stereotypes are so widespread and used so often that they seem to be a natural behavior for human beings. The purpose of this paper is to give a clear explanation on stereotyping. We will evaluate the cognitive (thoughtful/non-thoughtful) approach that suggest putting people into categories is necessary in the thought process that surely sets the presidents of stereotyping.
In the last 20 years our society has experienced in explosion of research and theories in stereotyping. Most information has been learned from using the difference between relatively non-thoughtful and relatively thoughtful thinking processes (Weegner, Clark, & Petty). The present research shows both thoughtful and non-thoughtful thinking leads to the same stereotypic judgments. The journal we examined concentrates on the process of stereotyping and the different amounts of thinking, it involves. For the most part, automatic processes have been studied as means by which stereotypes influence perception and judgment.

Non-thoughtful
Non-thoughtful stereotyping may be most related to how we see stereotyping in society most generally, where stereotypes can be viewed as judgmental heuristics that are relied upon by social perceivers whenever they lack the ability or the inclination to think more extensively about the unique personal qualities of outgroup members (Weegner, Clark, & Petty). According to this approach stereotyping usually happens more often when the person’s feelings about the target subject is minimal in their thinking process is low. This prediction is backed by many factual research studies. While this type of stereotyping mostly takes place in a negative manner, there is something known as thoughtful stereotyping.
Thoughtful
“Social perceivers” are engaged in effortful thinking about target-relevant information” (Weegner, Clark, & Petty). This type of stereotyping can be used positively, as it involves actual information before making judgments about someone. Research also shows that stereotypes arise when an individual is engaged in effortful thinking about a target subject. When a person thinks about the information they are given, analyze it with their existing knowledge, examines its legitimacy and importance, then tries to put all the information into an intelligible and excusable overall impression (Schneider, 2005). The ultimate question is why do we stereotype? As stated in an article by Nicole Russom, “Stereotyping is a short-cut for our brain to process information about people and groups. It is something our brain does automatically to help us to categorize and to make sense of the world. And while this makes sense from an information processing point of view, there are some situations where stereotyping can work against us” (Russom, 2013). This is where the negative and positive aspects of stereotyping take place. There are many reasons why people form stereotypes. Cognitive efficiency is one explanation. This occurs once a person has categorized a group and no longer needs to consider information about each individual member. Stereotyping also satisfies people’s needs to understand and predict the social world. Individuals feel as if they no longer have to imagine what a person is like or will do if they have formed a stereotype.
There are some important factors that some people have trouble distinguishing when differentiating between to stereotyping, prejudice, and discrimination. Although all apply to social behaviors people develop towards one another their meanings are completely different. Prejudice means prejudgment, and is an attitude about another person based on his or her perceived membership in a group. We use our attitudes of prejudice to manage our approach avoidance behaviors. Negative attitudes of prejudice usually result in avoiding a particular person, place, or thing. Stereotyping is cognitions or beliefs. People use stereotypes to categorize others in ways that are overly simplistic based on group membership. Discrimination is behavior based on stereotypes and prejudice. If a person has negative attitudes or beliefs about a perceived group, he or she might act on those beliefs or attitudes in situations like hiring a new employee, or selling a person a house in a particular neighborhood.
Stereotypes in the World of Business
Stereotyping has become customary in the world of business and management. It seems like the business world has created a monstrous machine that we all get into a categorized into the smallest details. With such a diverse business world, it is destined that most individuals will work alongside the one of a different race, culture, religion and gender. Thus, stereotyping will most likely occur when working in such a diverse environment. In an organizational structure frame of reference, managers tend to engage in stereotypes more often than others, because managers have so many other responsibilities, stereotyping assist in make quick decisions (Arvey & Campion, 2007). Negative perception views of employer through stereotypes usually restrict the person’s ability to contribute to the company.
Gender Inequality
Gender equality is a big concern when it comes to the workplace for both men and women. In the past, women have experienced historical inequality, not only socially, but as working professionals. Women are usually the ones that would raise the children, cook, and other household chores. At an early age we experienced this inequality. Boys are dressed in blue, while girls are dressed in pink. Boys get cars and trucks to play with while girls get Barbie dolls. Boys get chores like mowing the lawn and taking out trash, while girls do the dishes and laundry. Women have even been excluded from specific jobs like doctors. Research and studies have shown both men and women have negative stereotypes about women being effective doctors (Arvey & Campion, 2007). As well, to be a great mother, you have to commit a lot of time and energy, so therefore you have less time and energy for work, did you cannot do a great job. That being said, a woman who is a mother is usually not offered opportunities for advancement, which is very disturbing to women. This creates what we call a halo effect.

Advantages
Stereotyping does have its advantages, because it makes comprehending easier since it allows us to keep consistency. It is a simple way of organizing and remembering information about other people. Also, it reduces the amount of cognitive effort we need to make when generalizing information about a person or group. It is easier to deal with an outrageous amount of stimuli if we use stereotypes (Macintosh, 2010). It also enables us to respond quickly and appropriately when we meet new people. Lastly, it can provide us with a sense of belonging to a group, because of our shared beliefs about people in other groups. Here is an example. If a car dealership manager is looking to hire a new salesman, that person who is young, motivated and fresh will get the position compared to another candidate who is older, and married with children. The manager believes that it will be easier to bring on board a person. Jan and shredding rather than a person older and more engaged with family life. They had the job responsibilities that come along with it. This fact the manager’s assurance that it is more fitting to rely on stereotypes rather than bring on board someone of another culture.
Disadvantages
The advantages of stereotyping are extremely limited. The issue arises when we wrongfully stereotype, and in particular when we “speed read” others, depicting inaccurate images because we see only what we want our eyes to see (Weegner, Clark, & Petty). This leads us to make assumptions about others we know very little about them. It may also encourage us to make mistakes when given a small amount of information. Stereotyping can also affect what we remember and forget about other people. In general, it leads us to view members of opposite groups in a negative way, leading to prejudice and discrimination (Schneider, 2005). The results are groundless outcomes. According to an article tilted Stereotyping Has Long Negative Impacts, negative stereotypes can have continuing psychological effects on people who experience it. It also states, research studies show people are more likely to be aggressive after they have faced prejudice in a given situation. They are also more likely to exhibit a lack of self-control. People who have faced prejudice may also have trouble making rational decisions. Another factor resulting from negative stereotyping could be a decrease in confidence levels (Kemick, 2015). This is also known as the golem effect which implies that a person will behave in a more negative manner when people have lower expectations of them (Arvey & Campion, 2007). For example, all psychologists are not quiet and mild, and all athletes are not barbaric and social.
Stereotyping can bottleneck, a company during hiring interviews, when the person conducting the interview makes impulsive discriminations that are usually incorrect, which are based on appearance, sex, race, educational background, and age. For example, black men are viewed as dangerous and lacking real knowledge, and they (we) face large amounts of discrimination every day. More than likely, the interviewer will block out the persons creativity, ambition, sense of instability, and the most critical, that person’s contribution to the organization.
If stereotyping is implemented in mixed management, it will turn into the largest obstacle in expanding and building skills and an organization by not taking advantage of individual’s abilities, and such prejudices feels a business person’s spirit (Arvey & Campion, 2007). The organization can really suffer because higher management does not know all, and cannot do all things. A stereotypical assumption referring to economic\social class demolishes everything that an organization is working towards, including its profits.
Conclusion
In conclusion, the cognitive approach alone does not give us an understanding of stereotyping. However, it does set in place the fact that through our natural thought processes, we do categorize which leads to stereotyping. also focuses on the significance of the targeted individual and the target group. Stereotypes can cause great damage and can have a bad effect on an individual insight or as a whole group. Both thoughtful and non-thoughtful stereotypes lead to the same judgments. There is no “pure” culture anymore due to today’s demographics, and work environment. Even though stereotyping is man’s natural way of categorizing people, and it does have its advantages. When applicable, it should not be used as a standard platform when making recruitment decisions for a job position. An effective interview with lesson the subjective element in the interview process. Stereotyping in an organization structure is not just making fun of coworkers, it promotes rejection and outcasts. It also makes whoever is stereotyping appear very ignorant. Stereotyping creates barriers to communication in work environments and should be avoided. Works Cited
Arvey, R., & Campion, J. (2007). A Summary and Review of Recent Research. The Employment Interview:, 35, 287-322.
Green, L. (1998-99). Virginia Commonwealth University, Perspectives on Multiculturalism. Retrieved from Ferris State University: www.ferris.edu/jimcrow/links/VCU.html
Kemick, A. (2015, August 12). Stereotyping Has Lasting Negative Impacts. Retrieved from U.S. News & World Report Website: http://www.usnews.com/science/articles/2010/08/12/stereotyping-has-lasting-negative-impact
Macintosh, Z. (2010, August 11). Negative Stereotypes Stick With You. Retrieved from Live Science Web site: www.m.livescience.com/8480-negative-stereotypes-stick.html
Russom, N. (2013, July 12). What do people say about you? The pros and cons of stereotyping. Retrieved from HR Daily Community Web site: http://community.hrdaily.com.au/profiles/blogs/what-do-people-say-about-you-the-pros-and-cons-of-stereotyping
Schneider, D. (2005). The Psychology of Stereotyping (1 ed.). Guilford Publications Inc.
Weegner, D., Clark, J. K., & Petty, R. (n.d.). Not all stereotyping is created equal: Differential consequences of thoughtful versus nonthoughtful stereotyping. Personality & Psychology, 42-59.