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res series of obstacles, among which stereotype and prejudice are most remarkable.The significantly constructive element of stereotype is cultural differences. Fiske(2000) asserted that culture channels stereotyping and prejudice, through the way of defining who constitute 'us' and 'them'. Richard(2004) suggested that under inner environment of organizations,a negative result in terms of employees' performance would be produced if this organization find it difficult to handle moderate degree of heterogeneity,and even more negative outcome would be revealed related to successful risk taking and proactivness operating if a high level of diversity management was required. Further,Gomez-Mejia and Palich(1997) found that cultural diversity plays a negative role to slow down production synergies.Cox and Blake(1991),on the other side,admitted the toughness of managing diversity ,but there is an emphasis on the positive effect which, however,enable organizations to manage many other types of difficulties as long as they successfully address the resistance brought by cultural diversity.

Stereotype,prejudice and generalization

Stereotype: A fixed, commonly held notion or image of a person or group, based on an oversimplification of some observed or imagined trait of behaviour or appearance. ( media-awareness.ca)

As it defines,stereotype is a take-for-granted assumption for a group of people which is oversimplified,inaccurate and often derogative .It is usually accompanied with prejudice in terms of a person's ability and personality. Plous(2003) noticed that stereotype is closely related to prejudice,and sometimes they act as generalization or overgeneralization which mostly are considered to be negative.Also,based upon stereotype and generali- zation,there is a negative attitude------prejudice followed towards certain social groups(Fiske,1998).From the above views,people often stereotype or prejudge others if they have no or less perception of certain individuals, those prejudice were based on the else's generalization, however,which might not applicable for everyone,but this is an invulnerable response.

Main impact of stereotype and prejudice in workplace

Generally,it can be argued that stereotype is considered as a poor manner particularly when involving in HRM in workplace,however it is salient and problematic in organizations where diverse background labour force coexist.Bielby(2000) argued that people often rely on stereotype and are unaware of how it shape their perceptions and behavior.And also it is uneasy to have people achieve the insight of an individual without relying on stereotypes.Employees are often lied in situation which bias emerged, while the leader of organization tend or to allocate assignment according to their preference rather than a justice and objective evaluation,and such preferences probably are based on the stereotype on disadvantaged group. It is arbitrary and subjective of decision makers and the human resource systems are highly vulnerable to the preferences affected by stereotyping (Bielby,2000).

Stereotypes is a main cause of discrimination.Researchers divided two types of stereotyping------descriptive and prescriptive stereotypes,when descriptive stereotyping distort observers' behavioral impressions, thus reinforce discrimination,and prescriptive stereotypes serve as standards used to evaluate others' behavior(Reskin,2000).H