Saturday, May 18, 2019
Employersââ¬â¢ Decision-Making based on Heuristics Essay
Employers in the United States, especially for those in the East coast or in the southern states, usually engender a common trend of judging their applicants based on some valuable attributes. In this case, the applicant is a Latino womanhood which seems to be enough to go the employers decision. Why? Objectively speaking, it is because of her race, her possible place of origin and its be givener implications. Such racial stoop in employer decision-making can be deconstructed into a flesh of heuristic aspects discussed in class. As a disclaimer, this paper strives to be objective and non-racist. It contains only fair or probable assumptions on the possible thought patterns of employers, which be not absolute and whitethorn be proven false.RepresentativenessA Hispanic (Latina), even with a Masters Degree, will not escape a social marker perpetrated by a widespread social awareness indirectly attributed to President Bushs insurance against illegal immigrants. The context her e is based on tough U.S. actions against border bollix upings from Mexico to America. American Border Guards are used to apprehending Latinos in flight, which is very much portrayed in the movie Babel (2006).Due to the significant occur of illegal cross border cases by Hispanics, our Latina applicant will be viewed as such, based on some of her physical attributes (skin color, hair, and accent). An employer who is minimally trained in psychology will surely make the stray of considering a Latina applicant as one of those people who illegally crossed the Mexican border into the U.S. old in the past. Moreover, what will influence the employers decision not to accept her is the U.S. Governments penalisation against those who harbor illegal aliens due to a number of government-declared risks terrorism, smuggling, human trafficking etc.AvailabilityThe employers bias against the Latina can be analyzed in terms of the availability of past memories regarding the hiring of Hispanic Amer icans. This employer may switch experienced the take for granted disadvantages of hiring Hispanics in the past. He/she may have hired someone like her in the past year, but was not very satisfied with her performance due to a number of assumed complications like, say, she goes home to Mexico everyday thereby crossing the border. This context is very much related to employers situated in New Mexico where a large bulk of the labor force actually reside in Mexico, and cross the border every day to show up for work.The employer may wish to avoid such border-crossing complications in the payroll so as not to arouse suspicion to the immigration authorities about keeping an alien in the companys workforce. The tender-hearted Resources Department may have collected a lot of business intelligence in the past years about a significant number of other employers hiring Hispanic Americans and the disadvantages they caused to their companies (an assumption only).If the disadvantages of a Hisp anic workforce become frequent, it will naturally affect the availability of not so good memories about hiring them. Assuming that Hispanic Women have this mean behaviour, the employer finds it impenetrable to avoid regressing to this statistical mean behavior. S/he may be thinking about the betting odds that this Latina woman will be so different from the rest. Of course, these ideas may be far fetched, but their world in the minds of biased employers is not impossible.Attribution and Anchoring/AdjustmentThe abovementioned idea assumptions on availability lead to the mannikin of the attribution heuristic. The employer, through availability and representativeness, may have created his/her built-in logic on hiring Hispanic Americans may cause immigration problems, therefore company trouble. This self-made logic can spread to the whole Human Resources Department, especially in this case that the other manager may call the shots. Human Resources may tend to raise its standards or be nchmarks for them, thus becoming racist in its employment policy. The whole concept of benchmarking and adjusting it for particular proposition behaviors is the meat of anchoring and adjustment. Assuming that employers have built the bias based on the above heuristics, they possibly could have preferences over other races (whites, Chinese, etc.) such that they lower the benchmark for the other applicants except Hispanics. This idea is supported by the fact that our Hispanic applicant has a Masters Degree in Marketing and is salve deemed unfit, even with a higher educational attainment.ConclusionsIt is no wonder that most reputable companies assume their Human Resources Department with people who have an objective awareness of human behavior across mingled origins and cultures. Recruitment committees are ideally made up of psychology graduates or behavioral science major league so they can objectively asses the fitness of applicants while limiting the determining factors of racia l, socio-political, economic bias. Also, the employers decisions should be bear on by a sense of long term integrity of the company by building the beat out mix of workforce from different races and origins, without biases and the mistake of overgeneralization.Referenceno author. (1997). Heuristic. Retrieved January 28, 2008, from http//www.sfb504.uni-mannheim.de/glossary/heurist.htm.Baron, J. (2000). The Effects of Overgeneralization on Public Policy. Retrieved January 28, 2008, from http//www.sas.upenn.edu/ force/overgen.pdf.Chapman, G. B. (2000). Incorporating the Irrelevant Anchors in Judgments of Belief and Value. Retrieved January 28, 2008, from http//heuristics.behaviouralfinance.net/anchoring/ChJo00.pdf.Hilgard, E. R. (2001). Introduction to Psychology. New York Harcourt Brace Jovanovich.
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