Ethnocentrism takes place when an individual perceives their culture, religion, and general belief system as superior to that of others. That leads many people to develop negative attitudes towards others to such an extent that they no longer appreciate cultural diversity (Taifel, 2010). In many cases, some actions or behavior exhibited by a person belonging to a different social standing becomes demonized, and small matters trivialized because an ethnocentric person. When a person disregards another on the basis of their conflicting ideologies or belief systems, it becomes less easy for members of society to get along well.
In the recent past, I found myself judging a Muslim woman by the way she was dressed. She was dressed in a long black dress that is commonly known as “abaya” complete with a headscarf. Immediately I saw her, what came into my mind was terrorism, and I thought to myself that our country is safer if she or any other Muslim was not allowed to stay. Her physical appearance made me think that out country will be a lot safer if only we had my religion being practiced. It dawns on me now that I disregarded her religion and thought of mine as better than hers.
Sometimes people cannot help but think of how better they are more than others (Bethlehem, 2015). About what is going on around the world on matters of terrorism and the politics of the day, I would easily pass for a hero if I came out strongly condemning the presence of Muslims in this country. The bottom line is that society has given room to too much stereotyping so much so that innocent citizens are perceived as dangerous even when they are most warm and humane people in our communities.
People sharing the same work space bring on board different perspectives and attitudes, and that is especially true when comparing the Baby Boomers and Generation Y groups. These two groups present a wide range of talent, but both are different and unique in their independent rights. Generation Y is often seen as exhibiting poor work ethics while the Baby Boomers are considered workaholics (Hellriegel & Slocum, 2011). But all the same, their differences are informed by the fact that they both belong to different generations that have been shaped by technological influence as well as the stability or lack of it that emanates from their upbringing and young adult life.
Baby Boomers have exhibited an attribute of being dedicated and loyal to their work. Most of them stay in one job for long, and that gives them the chance to use their experience not only to their benefit but also for their employers. They have developed their skills and in most cases work for long hours because they are concerned with delivering what is expected of them regardless of the pay (Gravett & Throckmorton, 2007). Baby Boomers also expect to be respected because they believe in courtesy. Best of all, they are better off communicating with other staff members or even bosses on a face to face platform.
Generation Y, on the other hand, is considered technology savvy kids and are inclined to digital technology (Gravett & Throckmorton, 2007). They are great risk takers who are often jumping from one job to another in search of a comfort zone that allows them multitask and do several things at the same time. They are said to be very impatient as they are on the move looking for instant gratification. Generation Y would rather they communicate with others using platforms that do not require their physical presence. Despite the differences between Baby Boomers and Generation Y, organizations can find a way of complimenting the two groups and create a work environment that accommodates them.
References
Bethlehem, D. W. (2015). A Social Psychology of Prejudice. New York: Psychology Press.
Gravett, L. & Throckmorton, R. (2007). Bridging the generation Gap: How to Get Radio Babies, Boomers, Gen Xers, Gen Yers to Work Together and Achieve More. Franklin Lakes: The Career Press.
Hellriegel, D. & Slocum, J. W. (2011). Organizational Behavior. 13/e. Belmont: Cengage Learning.
Tajfel, H. (2010). Social Identity and Intergroup Relations. Cambridge: Cambridge University Press.
