Identify two relevant psychological theories that will support your future action plan and describe how each of these can be applied to address the problem you described in Milestone One. You will also discuss how the perspectives of psychologists in different subject areas can inform how you approach your problem in preparation for your action plan.


Bias is a common occurrence in workplaces today. Despite many laws requiring institutions and workplaces to be fair in the treatment of their employees when it comes to general treatment, hiring, recruitment and promotions, it is not yet working as the vice is still widespread. Bias applies in cases where employees in the workplace receive unfair treatment due to things like gender and racial discrimination and ethical background among other things. It is basically the unfair and unappreciatable treatment of employees in the workplace by either the employers or fellow workmates (Remtulla, 2010).

When it comes to bias, there is really no good out it. It is unacknowledged as it comes to addressing the issues in the workplace. Bias leads to limitations of experiences with other individuals which result into problems in the workplace. This is because they keep people out of personal circles and limits people with assumptions (In Clarke, 2015). It can be brought out through actions and statements that touch at other people’s personal lives with the intention to deem them.

However, this does not mean that bias in the workplace cannot be addressed. Through psychological understanding and appreciation, it can be reduced if not totally eliminated. This is because the aspect of discrimination is psychologically inborn and can be controlled through understanding and impaction of the effect it causes to those exposed to it. Therefore with research and development of theories explaining the perspective of workplace bias, this trend can be reduced and a conducive workplace environment created (Levinson, 2012).

Research has greatly developed theories that explain bias in the work-place as a transional element being carried forward from the past. Therefore making the people in the workplace understand that bias is a far gone and analog way of thinking and understanding of other people cultures, it is very easy to shed it off. It can therefore be reduced by educating people to respect and appreciate each other in the workplace (Remtulla, 2010). With this understanding, they will view each other as equal and there will be no room to discriminate against each other.

In addition to this, all members in workplace should be informed of the impact bias has on the people’s skills and experiences in the workplace. They should be made to understand that bias makes people to recoil back and do not exploit their potentials in the workplace due to the feeling that they are not being appreciated. This directly reduces the productivity of such individuals which results to poor performance in the general workforce. Therefore it is good to teach people in the workplace to respect and appreciate each other in the workplace in an effort to maximize their production and services in the organizations they are working in (In Clarke, 2015).

Furthermore, ethics should be applied in the workplace for the bias aspect to be eliminated. With application of ethics there will be creation of respect as it comes to gender and races in the workplace (Levinson, 2012). Everyone in the organization will take it as a responsibility to uphold each other’s spirit in the workplace in ensuring equality.

In conclusion, bias in the workplace is a major drawback in the society and the overall working environment. It limits motivation and personal experience with other people. This makes it hard for people to exploit their potential to maximum and even leads to some quitting due to the feeling that they are not well treated. Therefore understanding the psychological impact of bias in the workplace will be the best crucial step in its reduction (Remtulla, 2010).



Remtulla, K. A. (2010). Socio-cultural impacts of workplace e-learning: Epistemology, ontology and pedagogy. Hershey, PA: Information Science Reference.

Levinson, J. D., & Smith, R. J. (2012). Implicit racial bias across the law. Cambridge: Cambridge University Press.

In Clarke, S. (2015). The Wiley-Blackwell handbook of the psychology of occupational safety and workplace health.




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