, PYC3711
ASSIGNMENT 1 SEMESTER 2
2026
DUE AUGUST 2026
Prejudice, Stereotypes and Discrimination: An Analysis of Sczesny et al. (2006)
A. Definition of Prejudice and Example
Prejudice refers to a negative prejudgment or attitude toward an individual or group based on their
membership in a social category, without sufficient evidence or before considering actual
characteristics (Allport, 1954). It involves an evaluative component—positive or negative
feelings—that predisposes people to respond in a biased manner toward others.
An example of prejudice related to the central theme of Sczesny et al.'s (2006) article would be the
prejudicial belief that women are inherently less capable leaders than men. This is demonstrated in
their discussion of Schein's (1973, 1975) think-manager-think-male phenomenon, where attributes
ascribed to successful managers were significantly more correlated with descriptions of typical men
than women. This reflects a prejudicial attitude that devalues women's leadership potential before
any assessment of their individual qualifications or abilities.
B. Definition of Stereotypes and Example
Stereotypes can be defined as cognitive structures or mental shortcuts that contain beliefs about
the characteristics, attributes, and behaviours associated with particular social groups. They are
overgeneralised sets of assumptions that people hold about group members, which serve as
heuristics for processing social information efficiently. Stereotypes operate both consciously and
unconsciously, influencing perception, memory, and judgment.
An example of a stereotype relevant to Sczesny et al.'s (2006) article is the stereotype that
leadership competence is inherently linked to masculine characteristics. The authors note that
"gender stereotypes contain elements from all four components—traits, role behaviours,
occupations, and physical appearance" (Sczesny et al., 2006, p. 16). For instance, the stereotype
might include beliefs that leaders are assertive, dominant, and decisive—traits culturally associated
with masculinity—while feminine traits such as cooperativeness or sensitivity are stereotypically
viewed as less relevant to leadership effectiveness. This stereotype is activated not only by a
person's sex but also by cues such as masculine physical appearance.
ASSIGNMENT 1 SEMESTER 2
2026
DUE AUGUST 2026
Prejudice, Stereotypes and Discrimination: An Analysis of Sczesny et al. (2006)
A. Definition of Prejudice and Example
Prejudice refers to a negative prejudgment or attitude toward an individual or group based on their
membership in a social category, without sufficient evidence or before considering actual
characteristics (Allport, 1954). It involves an evaluative component—positive or negative
feelings—that predisposes people to respond in a biased manner toward others.
An example of prejudice related to the central theme of Sczesny et al.'s (2006) article would be the
prejudicial belief that women are inherently less capable leaders than men. This is demonstrated in
their discussion of Schein's (1973, 1975) think-manager-think-male phenomenon, where attributes
ascribed to successful managers were significantly more correlated with descriptions of typical men
than women. This reflects a prejudicial attitude that devalues women's leadership potential before
any assessment of their individual qualifications or abilities.
B. Definition of Stereotypes and Example
Stereotypes can be defined as cognitive structures or mental shortcuts that contain beliefs about
the characteristics, attributes, and behaviours associated with particular social groups. They are
overgeneralised sets of assumptions that people hold about group members, which serve as
heuristics for processing social information efficiently. Stereotypes operate both consciously and
unconsciously, influencing perception, memory, and judgment.
An example of a stereotype relevant to Sczesny et al.'s (2006) article is the stereotype that
leadership competence is inherently linked to masculine characteristics. The authors note that
"gender stereotypes contain elements from all four components—traits, role behaviours,
occupations, and physical appearance" (Sczesny et al., 2006, p. 16). For instance, the stereotype
might include beliefs that leaders are assertive, dominant, and decisive—traits culturally associated
with masculinity—while feminine traits such as cooperativeness or sensitivity are stereotypically
viewed as less relevant to leadership effectiveness. This stereotype is activated not only by a
person's sex but also by cues such as masculine physical appearance.
