Project Report on Real Time Currency Converter

Question: Depict about the Project Report on Real Time Currency Converter? Answer: Points The principle point of this application is to use the C++ programming language for the usage of continuous cash change. The application is to be created to speak to dynamic functionalities as that of online money converters. The application can perform for concurrent money change by using on the web data source. This application additionally gives a Graphical User Interface to cash transformation and order line interface for information stream. Destinations The significant destinations of the application are represented as underneath: To execute constant money transformation To use QT standard C++ library work To actualize custom header document To bring an incentive from online XML datasheet To comprehend QT, HTTP convention support Execution of the undertakings The QT5 maker is used to interface C++ program for HTTP information association as it has a tremendous library work that can play out some exceptional capacities, which are impractical to execute by utilizing standard GCC library. In this application, www.ecb.europa.eu has been taken for gaining the cash data through on the web. In the advancement of this application, a Graphical UI has been made to count four diverse cash changes through online data source. For the testing and investigating reason for this application, Mingw has been used to play out the whole gathering process. Twist has been used to execute getdata () work from outside of program condition. Significant Techniques, calculations and apparatuses applied in the arrangement The significant methods executed for the structuring of this application is the production of a tweaked header document separated from the QT outer library asset record like Q application, Q Xml parser, XML question and so forth. Calculation: The calculation as beneath characterizes the primary usefulness of the application: on the off chance that first_currency_field = Null {set second_currency_field = Null } {set third_currency_field = Null } {set fourth_currency_field = Null } else { get first_currency_field = text () {set second_currency_field = first_currency_field * rate} {set third_currency_field = first_currency_field * rate} {set fourth_currency_field = first_currency_field * rate} } The devices sent for the improvement of this application are: QT IDE: For program structure and execution GCC Mingw compiler: For ordering C++ source code and C++ object code Twist: For getting to HTTP demands from cut off Determination of the Source Code The open class qtCurrconv() is utilized to change over information money into four unique types of cash. The private class processCurrencyConversion() is utilized to compute the other money esteem from the info estimation of cash. updateRate() class has been made to get information in a consecutive way. The parseXml() class is utilized to get information from www.ecb.europa.eus XML document. open: qtCurrconv(QWidget *parent = 0); ~qtCurrconv(); private: void processCurrencyConversion(); void updateRate(); void parseXml(QByteArray bytes); open spaces: void onFirstFieldEdit(); void onSecondFieldEdit(); void onThirdFieldEdit(); void onFourthFieldEdit(); void processNetworkReply(QNetworkReply*); Conversation of Performance and enhancement strategies This application has a dependable speed and precision while bringing information from online source to execute the constant transformations of money. It likewise has a Command line interface to give the data about getting of information from the source. The application has likewise ability for improvement with the help of QT maker IDE to limit the code multifaceted nature and gigantic lines of coding. Reference index Borchert, C., Schirmeier, H. furthermore, Spinczyk, O., 2012, September. Securing the Dynamic Dispatch in C++ by Dependability Aspects. InGI-Jahrestagung(pp. 521-536). Schaetz, S. furthermore, Uecker, M., 2012. A multi-GPU programming library for ongoing applications. InAlgorithms and Architectures for Parallel Processing(pp. 114-128). Springer Berlin Heidelberg. Shimobaba, T., Weng, J., Sakurai, T., Okada, N., Nishitsuji, T., Takada, N., Shiraki, A., Masuda, N. furthermore, Ito, T., 2012. Computational wave optics library for C++: CWO++ library.Computer Physics Communications,183(5), pp.1124-1138. Walmsley, M., 2012.Multi-strung Programming in C++. Springer Science Business Media.

Lucy Essay Essay

We as a whole understand that us people have a type of connection to gorillas and chimpanzees, however what developed us from them to turning out to be bipedal primates? In this paper I will teach you about the development of people, the enthralling disclosure of Lucy, an Australopithecus afarensis, and how her revealing of another species is so imperative to our headway. Lucy is our most seasoned, most complete human predecessor and it lead to a dubious change in our perspective on human causes. Lucy is a 3. 15 multi year old female primate, of the class Australopithecus, whose skeleton was revealed on November 24, 1974 by Donald C. Johanson and Tom Gray in the Hadar district of Ethiopia. Donald Johanson’s first revelation comprised of a couple of bits of a knee bone. He sent the issues that remains to be worked out Lovejoy, who was an anatomist and low maintenance scientific master. He at that point inspected the bone pieces and presumed that they seemed human, that the joint could â€Å"lock†, which implied the creature could walk upstanding. This was a significant revelation indicating an old bipedal animal. They named their disclosure, â€Å"Lucy† concerning the notable Beatles melody â€Å"Lucy in the Sky with Diamonds†, which played again and again as they commended their discoveries. While just 40% of the skeleton was discovered, this revealing of Lucy was intriguing and responded to numerous inquiries to our human advancement since it was the missing connection among chimps and the childhood of primates. The pioneers called Lucy, Australopithecus afarensis which represents â€Å"southern gorilla of the Afar region†. This class was probably the most punctual specie of primates; the group of bipedal primates additionally incorporates homo hablis and homo erectus. While Australopithecus and Homo species shift from various perspectives, the two primates share normal attributes that characterize them as a gathering. The most unmistakable of these attributes is bipedal velocity, which implies they could walk upstanding rather on being down on the ground like chimps. The specific and progressive qualities of Lucy is that she had a little skull, a bipedal knee structure, molars, and front teeth of human structure and size. Lucy’s skeleton demonstrates that her sort was bipedal by the state of her pelvis and the edge the femur takes from the hip attachment to the knee joint. From her abdomen down she was primate, and from her midriff up she was still gorilla, as her skull was as yet the size of a chimpanzee. Her cerebrum size differs in go from 365 to 385 cubic centimeters and had hand and engine cortex. Her species has a drawn out mouth, solid temple line, and a little brow. She remained around three and a half feet high and gauged 60-65 pounds. The guys were about double the females size running from four to four and a half feet tall. This species additionally had around 100-120 unique calls, hand motions and signals. This recommends a many-sided social and mating framework. Proof shows that she was presumably youthful yet completely develop when she passed on of normal causes. Her carcass is likely known to have sunk into a lake and more than a huge number of years, the lake evaporated, covered, and solidify her bones which in the long run fossilized them and saved them for us to find. The next year, again at the celebrated site of Hadar, Ethiopia, Donald Johanson’s group made the earth shattering disclosure of the fossilized survives from somewhere in the range of 13 people, known as the â€Å"First Family†. They accepted that around then, there was a mud slide that covered and executed huge amounts of these animals, in all age extend, from children to grown-ups, both male and females. This was accepted to be the most seasoned proof of human precursors living in gatherings. It had additionally given us significantly more comprehension of their way of life and living space. Lucy inhabited when the Hadar district was not a desert situation like it is today. Rather, it was believed to be progressively similar to a forests and savannah space. A. farensis, was not absolutely chimp but then not exactly human, is thought to have most likely lived in an assortment of environments. Having developed into being bipedal as an adjustment to living in the open territories, similar to fields with barely any trees. They were thought to take care of for seeds, berries, natural product, tubers, nuts and termites. The advantage of having the option to walk upstanding gave them the benefit of free hands to snatch food or convey their young, investigating high meadow, and building up a greater mind. Shockingly for them, they had long dry seasons with no downpour which made the food source rare. Without bipedalism we wouldn’t have the option to form into the primates that we have become. The Hardy Weinberg’s condition is significant for the idea of populace hereditary qualities. All together for Hardy-Weinberg’s balance of no advancement happening to work, the accompanying seven conditions must be met: no changes must happen so new alleles don't enter, no quality stream can happen, arbitrary mating must happen, everybody delivers a similar number of posterity, the populace must be huge so that there is no hereditary float, regular choice isn't happening, and all individuals are rearing in the populace. This condition doesn't work with people since we don't haphazardly mate. Generally people pick a companion who has constructive qualities that they like, which can incorporate character, taste, appealing, great with kids, insight, in some cases race/shading, tallness, humor, and so on. In Lucy terms they would need somebody who is a decent tracker, supplier, and keen however they wouldn’t get that alternative of being fastidious in light of the fact that they couldn’t make a trip far to choice their unconventional mate. Likewise, characteristic determination happens constantly just as transformations yet most are not destructive. So if you somehow managed to apply this to the A. afarensis, the lion's share would refute this condition. A. afarensis were likewise acceptable at instrument making. They utilized horns and bones as instruments however not as weapons, the same number of individuals however they did. Additionally, they would utilize some stone instruments that were known to be the breaking sunrise to human innovation. Their primary predators were â€Å"big cats†, for example, lions and panthers. They had practically zero security which made them simple prey. Panthers were superb climbers however they couldn't move just as chimps which made it difficult to get away. Likewise the lions are tolerant animals, so they would hold up under the tree until they would could down and afterward they would eat them. In the long run, the vigorous A. afarensis, a. boisei, a. robustus and a. aeithiopicus would go terminated however the gracile Homo Habilis, which was found 2. 6 million years prior by Lewis Leaky, would proceed to turn into our precursors. In Africa, a portion of the creatures that depended on woods ceased to exist since it was excessively dry. For instance, during this period Lucy had vanished on the grounds that this species cannot get by in that circumstance. Yet, different species developed by investigating diverse dietary sources that were accessible in that time. For instance, many developed physical adjustments to munch on the new types of vegetation considered grass that colonized the deforested territory. The equivalent appears to have happened to our predecessors, who had recently depended on woodland nourishments, for example, delicate organic product. We simply continued advancing as the a large number of years passed by and adjusting to new situations. In this paper, as should be obvious, Lucy was a bewildering disclosure and was the missing connect to our childhood. This species was bipedal and primate starting from the waste, chimp like from the abdomen up. They were likewise more astute than chimps with their diverse hand and engine cortex, their instrument use, and cerebrum size. Without the steady idea and information on advancement happening, our species would have never of came to fruition yet we are exceptionally blessed for this revelation and to be who we are in this present reality.

Dr. Daniel J. Boorstin (1914- ) Holds Many Honorable Positions And Has

Dr. Daniel J. Boorstin (1914-) holds numerous fair positions and has gotten various honors for his prominent work. He is one of America's most famous antiquarians, the writer of in excess of fifteen books and various articles on the historical backdrop of the United States, just as a maker of a TV program. His manager spouse, Ruth Frankel Boorstin, a Wellesley graduate, has been his nearby partner. Conceived in Atlanta, Georgia, and brought up in Oklahoma, he got his college degree with most noteworthy distinctions from Harvard and his primary care physician's degree from Yale. He has spent a lot of his life abroad, first in England as a Rhodes Scholar at Balliol College, Oxford. All the more as of late he has been visiting educator of American History at the University of Rome, Italy, the University of Geneva, Switzerland, and at Kyoto University, Japan. He was the primary officeholder of the seat of American History at the Sorbonne, and was the Professor of American History and Institutions just as Fellow of Trinity College, at Cambridge University. He has been chief of the National Museum of American History and the Librarian of Congress Emeritus. He is an individual from the Massachusetts Bar and has provided legal counsel. He has gotten in excess of fifty privileged degrees and has been regarded by the administrations of France, Belgium and Portugal. In 1989 he got the Nat ional Book Award for Distinguished Contributions to American Letters by the NationalBook Foundation. Dr. Boorstin's numerous books incorporate the set of three The Americans: The Colonial Experience, which won the Bancroft Prize, The Americans: The National Experience, which won the Parkman Prize, and The Americans: The Democratic Experience, which won the Pulitzer Prize. His 1983 work, The Discoverers, a top of the line history of man's hunt to know the world and himself, was granted the Watson Davis Prize of the History of Science Society. His different works incorporate The Mysterious Science of Law, The Genius of American Politics, and The Republic of Technology. Likewise, he is the proofreader of An American Primer and the thirty volume arrangement The Chicago History of American Civilization. His books have been converted into twenty-five dialects (GBN Reviews, 1997). The majority of Dr. Boorstin's books are not composed as customary sequential chronicles. Rather, their concise sections investigate numerous divergent aspects of American culture. The subjects which he covers go from the new syntax, the ascent of the confection and the moon arrival, to the improvement of the money register(Minskoff, 1973). He doesn't relate those realities just on the grounds that they are themselves intriguing, entertaining and illuminating - however they are that, as well. He utilizes them all to help pose the inquiries that he endeavors to reply in the majority of his books: What has life come to mean and stop to intend to the late-twentieth century Americans? He impacts the world forever into a sort of national life account, reminding the individuals that they have made themselves what they are. Dr. Boorstin's most realized book is presumably The Americans: The Democratic Experience. The vote based system that is depicted in this book has little to do with greater part rule and minority rights. It is a full scale representation of present day America, which depicts not just the significant occasions that were imperative to the country's history, yet the innumerable and little-saw insurgencies, which happened not on front lines yet in individuals' homes, ranches, manufacturing plants, schools and stores. These upheavals make something astounding and remarkable of regular experience. He shows that the Americans have become a country which is held together by what its individuals purchase, the promoting they see, characterized by how they tally themselves and how others tally them, portrayed by the manner in which they depict their riches or neediness. The unlimited floods of property made by the American organization, the new uncertainty of proprietorship in a country of diver sified outlets, and the new vote based system of bundling, in which the wrapping of things regularly costs more than their substance, in Dr. Boorstin's words, indicate the more slender existence of things(Boorstin,1973). The mission for curiosity has brought, alongside its rewards, another bewilderment over what individuals truly mean by something new. The general concept of progress is dislodged by the pace of development. As per Dr. Boorstin, the entirety of that signifies the Democratic Experience.

Sexual Harassment And Its Effects On Children - 1661 Words

Sexual harassment sounds like an adult issue, or something that is only a problem in a work environment. Most people won’t even hear it identified or defined until possibly in the later years of high school, or until they start their first jobs, but sexual harassment can start as early as elementary school. What’s worse is that children are unaware that the behavior is wrong, and so it just continues. A lot of people claim that educating children about sexual behavior is unnecessary, when it could help develop healthier future expectations of relationships with others around them, and create a safer learning environment for students. Sexual harassment is difficult to define, mostly due to the wide range of behaviors that are classified as sexual harassment. It could be a verbal suggestion, an unwanted picture being shown to someone, crude comments, or gestures, and, of course, it could be physical assault (Heritage, 1996). This difficult identification of sexual harassment leads to difficulty in presenting an education about it. In the end, any behavior that makes someone uncomfortable by someone else, in any sexual nature, should be treated as sexual harassment. The victim should feel safe enough to speak up about their discomfort, and an immediate stop should be put to the behavior. However, only nine percent of students’ report being sexually harassed when it happens, a low number when almost half of students are getting sexually harassed in middle and high school (AAUW,Show MoreRelatedThe Effects Of Sexual Harassment On Children1421 Words   |  6 Pagesatmosphere where children are supposed to receiv e education, both moral and fundamental, they get subjected to mental blows from their own community, either from male professors, school or university staffs, students as well as the teaching assistants in the form of sexual assaults. 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Safety And Health Of Human Resource Management Essay

Safety and health in human resource management Martha Mbugua East Centarl University Safety and health in human resource management Introduction Human resource management in any organization is responsible for various aspects that concern the employees. Safety and health is one aspect the human resource professionals oversee in any given workplace environment (Clarke, Ward, 2006).Human resource professionals have a significant role in ensuring safety and health for all employees in the organization. These professionals may not necessarily need to know the technicalities of health and security of the members of staff they are however expected to know when and how to use the resources at their disposal in ensuring health and safety for individuals in the workplace. Since the issue of security and health are in the human resource department, in almost if not all organizations, it is necessary for these professionals to understand how this aspect of the company takes place. They, therefore, need to address the following issues to help them deal with the responsibility of health and safety in the workplace. One is that they need to understand the responsibilities of managers, employers, employees and supervisors within the company towards health and security. The department also needs to ensure the implementation of policies for personnel management that make sure that every individualShow MoreRelatedContemporary Views and Theories on Motivation.1063 Words   |  5 Pages*What is human resource management? 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Supply Chain Management Walmart And Amazon Essay

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Amazon acts as a retailer, as a third party and as an agent in supply chain management while selling various products through online. The third party logistics (TPL) and fourth party logistics (FPL) act as a support system for companies to effectively formulate and manage their supply chain process. Walmart’s supply chain: When the ‘bricks and mortar’ store based retailing is considered, Walmart employs different methods of supply chain. Vendor management inventory is one of the methods run down by Walmart for an efficientShow MoreRelatedAmazon : A Fortune 500 E Commerce Company Essay1551 Words   |  7 Pages Amazon is a Fortune 500 e-commerce company based in Seattle, WA. It is one of the top companies that sells the most goods over the internet. In 1994, Jeff Bezos created Amazon with the idea of selling books online. Jeff Bezos was raised by his mother and stepfather, who was a Cuban immigrant that later adopted him. 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As a frequent shopper at Amazon for both school textbooks and electronics, I have been completely satisfied with my amazon.com transactions, and so felt that Amazon was a good fit for the organization IRead MoreService Supply Chain : Walmart1321 Words   |  6 PagesService Supply chain: Walmart has one of the largest supply chains in the world, it’s successfully delivering products to 200 million customers more than 11000 stores in 27 countries. The phenomenal growth of Wal-Mart is associated to its continued focus on customer needs and reducing cost through efficient supply chain management practices. In general, the step of SCM it follows are begins from suppliers who row materials, equipment’s and other ingredients to manufacturer, manufacturer use thoseRead MoreThe Strengths And Weaknesses Of The Three Companies1647 Words   |  7 PagesUse the value-chain template to identify the locations and nature of the strengths and weaknesses of the three companies Value Chain Walmart Amazon eBay Inbound logistics 1. Real time inventory data. strength 2. Own its truck fleet. It could be negative because it adds more department to be managed. Medium. 3. Highly automated distribution facilities. Strength. 4. Fast responsive transportation system strength 1. Accurate forecasting technology which reduced return unsold items to suppliers.Read MoreCostco s Market And Ahead Of Its Competitors1658 Words   |  7 Pagesbenefits. Distribution and Retailers Costco does not have distributors or retailers to supply its products to the end users. They do, however, have reseller who buy their products for their business and sell to the end user. For example, Costco’s business membership offers tax-exempt purchases to restaurant and small grocery store owners; they then sell those purchased goods to the end user. Primary Value Chain Activities Partnering with Vendors Costco’s competitive advantage is partnering with vendersRead MoreInformation Technology : An Adaptive And Innovative Organization Essay3545 Words   |  15 Pagessmart phone which help distribute important information from top level to bottom level management which in turn use all these useful information generated to make crucial decision making regarding the objective and mission of the organization itself. According to (Gartner,2013) linking technology to business strategy is a essential, because the impact technology plays in helping to drive financial, management and operational are tremendously effective, innovative and adaptive to affect businessRead MoreWalmart Swot Analysis1539 Words   |  7 PagesWalmart’s supply chain management has proved to be very effective, which has led the company to success. This case study analyzes the company’s strengths and weaknesses, and factors in what threats they face, as well as what opportunities that they can exploit. 3.4.1 Strengths Walmart is a very powerful retail brand that represents affordability. Their number one strength is their efficient supply chain network. They offer â€Å"Everyday Low Prices† and have a consistent level of inventory. Walmart achieves

Stereotyping and Roles in Leadership Positions

Question: Discuss about the Stereotyping and Roles in Leadership Positions. Answer: Stereotyping is the behaviour demonstrated by individuals wherein assumptions and conjectures are made about a certain group of people and applied to individuals since they belong to that particular group irrespective of their personal features and attributes. Stereotypes may be neutral, negative or positive (Wagner and Hollenbeck 2014). Though negative and positive stereotypes have been found to have a declining impact on organisational culture and behaviour, they can also provide with a learning experience at times for the individuals. There is a body of debate regarding the benefits and the problems stereotyping can bring about (Champoux 2016). The common notion is that stereotyping can be considered as a form of categorical thinking helping people to have a sense of the world. The present research essay discusses how stereotyping benefits employees in an organisation and the potential problems of stereotyping. The essay aims to highlight the impact stereotyping on organisational behaviour in a workplace. It compares and critiques the findings of relevant current developments in the research topic. A logical conclusion is drawn to summarise the key points of the essay and provide implications for future practices. According to DuBrin (2013) stereotype is the belief, thought and notion adopted about a certain group of individuals that may not be accurately reflecting the reality. It is, therefore, the inflexible and bias belief cropping up about a certain group of individual or person. Stereotypes are a representation of social classification, becoming a factor for prejudice attitudes. Judge and Robbins (2015) suggests that stereotype can be rightfully an exaggerated image of an individual or group of individuals, permitting very little individual differences and social variation, passed along by other individuals. Stereotyping comes from personal experiences, peers, family members and media. Individuals have a tendency to tag a label on others since it gives a feeling of safety or security. Being judgmental is how stereotyping works and forming conclusions based on unfair assessment is the undermining view. These conclusions are often mutually detrimental and erroneous. Nahavandi et al. (2013) stated that stereotypes are prevalent as people want to have some comical effects out of it and make a sense of the world. The world is a vast place, and therefore people tend to find ways to make the surrounding straightforward for better understanding. Stereotypes can help people to categorise individuals into boxes that are manageable, allowing one to develop an expectation about situations and individuals. Duguid and Thomas-Hunt (2015) opine that all workplaces are breeding grounds of stereotype threats. In the workplace, such practices are harmful as well as limiting. In the corporate world the high price that organisations have to pay for entertaining stereotyping include loss of customers and sales, poor morale, litigation, diminished profit and difficulty in retaining valuable employees. According to Appelbaum et al. (2016) stereotyping can lead people working in an organisation to mistreat other individual in a particular manner on the basis of preconceived notions about the group that the individual belongs to. Diversity factors, mainly race, culture, ethnicity, age, gender and religion, contribute to the predisposition of stereotyping exhibited in any organisation. Incorporating non-discriminatory practices in a workplace promotes acceptance of individuals who have different cultural backgrounds and creates an environment of openness, thereby eliminating negative effects. Leslie, Mayer and Kravitz (2014) highlighted that stereotyping can lead to low morale for the group or individual who undergoes stereotyping and the whole workplace can be made toxic. Employees facing criticism, comments that are negative have the tendency to lose motivation to perform well. Their interest in their job is gradually diminished, and they are marked as bottom performers. Low morale is often found among the worker facing stereotyping and in indirect manner impacts organisations to a great extent. Over time, the organisation faces productivity loss, hampering the whole culture of the organisation. The other two issues with stereotyping are poor working relations and legal tension. Since collaboration and teamwork are necessary for the success of all organisations, stereotyping acts as a barrier for effective team work. Group progress is impeded as employees tend to act on the basis of stereotyping they face instead of having faith and self-confidence and putting in the be st efforts. An employee is prevented from getting help and support from other employees due to personal differences arising from stereotyping. Team work, therefore, suffers in here. Accepting or allowing the stereotypes to occur and the resulting consequences can lead to legal tension in an organisation. An individual affected by such negative practises may sue an individual who undertake such activities. The failure to enforce and implement fair practices and policies can be a burden for the organisation. Successful lawsuits have an impact on the organisation as it is financially draining. An environment where there is the constant ripple of negative stereotypes may give rise to a threat to targeted group individuals aspirations to become future leaders. Individuals who undergo stereotypic discrimination have fewer chances of selecting a leadership role in an organisation in subsequent tasks. Related to the individuals weak leadership aspirations, the individual may show weaker intentions to undertake the task. Such issues arise mainly when gender stereotyping is prevalent. It is often perceived that intensions and aspirations of women in a workplace are weaker when compared to male counterparts. The detrimental impact of stereotyping on aspirations has more to it than sheer willingness to combat difficult challenges, a feature of leadership in competitive organisations (Miller 2014). Dipboye and Colella (2013) found that men and women who initially gave good performance on a certain task diverged in the succeeding preferences for taking up a difficult task that had op portunities for rewards. Womens repugnance for uncertainty and difficulty make them forgo challenges, limiting their aspirations. Stereotyping holds the potential to diminish aspirations through self-handicapping (Baker 2014). Rather than giving best effort and defeating risks, individuals who are victims of stereotypes may come up with alternate explanations for having a low-grade performance. Psychological issues are cited as the reason for the lack of desired success. Stereotyping threat may lead to lowered desire among employees to get feedback and be open to constructive criticism. For example, among managers, stereotyping predicts indirect feedback requesting on uncertain indications to determine performance. Feedback discounting can also be a result of discounting, whereby the motives of providers of feedback are under questions. Since direct feedback is essential in order to have improvement in work performances, avoiding it limits the achievements of the organisation over time. Stereotype threat has an impact on the amount of trust that employees have towards actual as well as potential employers. Brink and Nel (2014) studied organisational case studies and found that implementing any policy opposed to explicit policies based on stereotyping heightens discomfort and distrust among the employees. Eliminating discrepancies can enhance leadership and build a sense of trust that encourages employees to excel. In organisations where employees talent is revered, individuals facing challenges and complexities may fail to realise their career aspirations and leadership potentials, thereby increasing the chances of failure. Bar-Tal et al. (2013) examines the possible downstream aftermath of stereotype on organisational performance. As per the author, stereotypically masculine features like rationality and assertiveness are related to high performers. Stereotypes preaching that men have a higher level of comfort in taking risks give them an added advantage over women in matters of entrepreneurial efforts for creating new and novel business ideas. Moreover, stereotypical anticipations that womens orientation is relational, may have an impact on how the approach towards them is. Another noteworthy domain of organisational performance where stereotypes make a mark is a negotiation. Negotiation is known to all as a decision-making process between interdependent parties over any matter of allocation of resources. Negotiations have a competitive component producing stereotyping threat. A significant non-performance result of stereotype is the tendency of individuals to have reduced engagement with work. Employees can distant themselves from people causing such stereotyping in order to maintain self-esteem. A person is often found to perform poorly and detach himself from work out of fear of proving the stereotype true. The individual, therefore, suffers a feeling of powerlessness. Individuals who are stigmatised gradually reduce the concern they have towards work and the care and devotion they give. Disengagement has an impact on motivation. If employees facing stereotyping are engaged with work and receive negative feedback, it is highly injurious to self-esteem (Kosakowska-Berezecka et al. 2016). Fiske (2016) contradicts the destructive impacts of stereotyping by stating that there are some benefits of stereotyping too that we often tend to overlook. Such practices may be useful in cases when an employee is in a new situation, and the situation demands fast decisions to be taken and quick judgements to be done. For example, if an employee does not have any prior experience of communicating with a senior member who holds an esteemed position, the employee can stereotype his senior to be reserved and formal. The approach to the employee would, therefore, be respectful, and the response would be appropriate, gaining him a positive impression. Mujtaba, Cavico and Seanatip (2016) support the positive impact of stereotyping by stating that it is a process of simplifying the environment in an organisation so that the understanding of the overall environment is less complex. It enables one to put people into categories, allowing the formation of expectations about individuals. Workin g in the organisation is, therefore, easier and predictable. Czopp, Kay and Cheryan (2015) brings into focus the aspect of positive stereotyping and states that positive stereotyping is the representation of contradictory confluences. Positive stereotypes are favourable belief and notions about groups. Stereotype is the picture we make in our mind representing a strange connection between reality and facts and the subjective analysis of the individual. A multifaceted duality of depersonalisation and favouritism is represented through positive stereotyping, and the implications of positive stereotyping in an organisation are mostly positive. A rich pool of evidence suggests that positive stereotyping has some psychological benefits for the group members faced with such practices; however, a growing body of research tries to indicate that there may be pervasive and profound negative impacts as well. The authors argue that positive stereotype improvers negative impression about one group. For example, self-promoting women employee in an organisat ion may act in a manner that puts focus on positive female stereotypes linked to dependence and communality for maintaining others positive impressions of them. Women who have the ability to demonstrate these stereotypes of gender may be getting advantages in an organisation under suitable conditions. Shih, Young and Bucher (2013) argue that group members who are a target of stereotyping mat at times exhibit well-being and increased performance with implicit reliance on the outcomes of stereotyping. For instance, upon subtly activating positive stereotyping, a boost in the work-oriented performance is experienced within the arena of stereotyping. Though stereotypes have always been known to have a negative impact on organisations, recent analyses put forward dissimilar approach and highlight the benefits of communication stereotypes in workplaces. There have been many examples where stereotyping has been made as the weapon for coming out of a difficulty and turning the situation in favour of the organisation. The underlying implication is that on one side is personal gain and on the other side is honesty. A reason why stereotypes exist is to scapegoat another individual so that the blame can be transferred easily and justification can be provided easily. Undesirable situations can, therefore, be avoided by employees at workplaces that may have otherwise led to miscommunication and conflict (Kalokerinos, von Hippel and Zacher 2014). Spencer, Logel and Davies (2016) conducted a study to investigate the relationship of managers stereotypes and employment decision-making. The study was conducted to establish the nature and kind of decision-making manager display at work and how stereotyping affects colleagues. The stereotypes exhibited by managers had both negative and positive impact on prejudicial perceptions. Positive stereotypes, describing employees to be hardworking, diligent and helpful led to positive decisions. Motivation is the underlying principle as these employees get motivated to work with more efforts for being under the good impression. Being in the good books has always been the goal of all employees, and this is further made easy through positive stereotyping of managers. Poor performers are also motivated to get into the category of valuable employees as they strive to make a difference through their work and efforts. Finkelstein, King and Voyles (2015) comment that though stereotypes have always been known to have a negative impact, there are some points of positivity about stereotyping too. Stereotypes at times guide and shape out attitude towards others, coming from different cultures and races. Stereotypes give us awareness of differences and the urgency to have a proper understanding of different values and norms existing in the world regardless of the assumptions we make. In this method, one learns to take part in communication and social interaction and verify the beliefs held. Stereotypes can be helpful when an employee of an organisation approaches individuals with different culture as he is provided with a restrained and refrained state of mind saving him from potential cultural and social blunders. Social experiences in an organisation can also become more organised through classification of people and situations in a method in which they can be easily remembered. Therefore stereotypes are useful as one enters a diversified workforce with people from different race, place and language. The gap in learning and experiences is therefore filled up. The above discussion reviews the positive implications of stereotyping in organisations and examines the stereotyping threat in organisations. Stereotyping is the method of mentally organising viewpoints about an individual or group of an individual based on scattered information. It works by ignoring unexpected information about the individual or group. Dispensing characteristics based on typical experiences is the key feature of stereotyping. It can be concluded from the above discussion, upon undertaking reflection, that there are positive as well as negative impact of stereotyping in an organisation. Stereotyping can protect an individual from sources of anxiety. One is given a sense of worth through designating own grouping as standard and designating others to be inferior. Stereotyping can enable a person to determine whether he possesses the abilities and characteristics of the members of the group he belongs to. It may serve purposes for supporting motivations and providing l ogic for the behaviour exhibited by others. Myriad opportunities are also present for such practices to have the pernicious effect on targeted individuals in any organisation. Given the absolute ubiquity of assessments in an organisation putting a focus on bottom-line performance, attempts to reduce stereotyping practices need to have their foundation on active efforts to diversify workforce, manage stereotypes, have provision for adequate staff training and shape the culture of organisations in methods that nurture adaptive credence. References Appelbaum, S.H., Wenger, R., Buitrago, C.P. and Kaur, R., 2016. The effects of old-age stereotypes on organizational productivity (part three).Industrial and Commercial Training,48(6), pp.303-310. Baker, C., 2014. Stereotyping and women's roles in leadership positions.Industrial and Commercial Training,46(6), pp.332-337. Bar-Tal, D., Graumann, C.F., Kruglanski, A.W. and Stroebe, W. eds., 2013.Stereotyping and prejudice: Changing conceptions. Springer Science Business Media. Brink, L. and Nel, J.A., 2014. 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Age metastereotyping and cross-age workplace interactions: A meta view of age stereotypes at work.Work, Aging and Retirement,1(1), pp.26-40. Fiske, S.T., 2016. Prejudice, Discrimination, and Stereotyping. Judge, T.A. and Robbins, S.P., 2015.Essentials of organizational behavior. Pearson. Kalokerinos, E.K., von Hippel, C. and Zacher, H., 2014. Is stereotype threat a useful construct for organizational psychology research and practice?.Industrial and Organizational Psychology,7(3), pp.381-402. Kosakowska-Berezecka, N., Besta, T., Adamska, K., Ja?kiewicz, M., Jurek, P. and Vandello, J.A., 2016. If my masculinity is threatened I wont support gender equality? The role of agentic self-stereotyping in restoration of manhood and perception of gender relations.Psychology of Men Masculinity,17(3), p.274. Leslie, L.M., Mayer, D.M. and Kravitz, D.A., 2014. The stigma of affirmative action: a stereotyping-based theory and meta-analytic test of the consequences for performance.Academy of Management Journal,57(4), pp.964-989. Miller, K., 2014.Organizational communication: Approaches and processes. Nelson Education. Mujtaba, B.G., Cavico, F.J. and Seanatip, T., 2016. Managing Stereotypes toward American Muslims in the Modern Workplace through Legal Training, Diversity Assessments and Audits.Journal of Human Resources,4(1), pp.1-45. Nahavandi, A., Denhardt, R.B., Denhardt, J.V. and Aristigueta, M.P., 2013.Organizational behavior. SAGE Publications. Shih, M., Young, M.J. and Bucher, A., 2013. Working to reduce the effects of discrimination: Identity management strategies in organizations.American Psychologist,68(3), p.145. Spencer, S.J., Logel, C. and Davies, P.G., 2016. Stereotype threat.Annual review of psychology,67, pp.415-437. Wagner III, J.A. and Hollenbeck, J.R., 2014.Organizational behavior: Securing competitive advantage. Routledge.