Effects of Workplace Discrimination on Employee Performance
Human resource managers face challenges while attempting to provide equal opportunities for all employee in the workplace. Ideally, a workplace that has diversities benefits from creativity and innovations that result from the variety of talents in the workplace. A prejudice in the workplace includes sex, sexual preference, age, color, religion, and disabilities (Denissen, Saguy, 2014) Discriminations in the workplace occur because of factors such negative stereotypes about people of specific traits, personal test and preferences, and inability to understand personal conflicts. It also emanates from a lack of respect to diversity, excessive leisure time, skepticism of complaints, poor recruitment procedures, and poorly trained employees. Analytically, most of the causes of discriminations of all types in workplaces revolve around the role of human resources managers. For example, employees with adequate training understand the discriminations laws and can easily cope with other employees. The failure of the human resources managers to administers enough screening for the employees result in unlawful practices of discriminations in the workplace (Sperino, 2013) Additionally, excessive leisure time in the workplace is the genesis of all vices in offices. Often, human resource managers do not monitor the employees during their leisure time. As a result, the employees tend to engage in discussions that promote discriminations because of gender, ethnicity, and religion. The topic for study seeks to narrow down discriminations in a workplace to the effects of the subject on the employee performance. The entire work is a study of workplace environment and giving attentions to the effects discriminations as a contemporary issue in management.