Stereotype Threat And Organizational Culture

Conceptual Framework

Given the context of these institutions, it is important to investigate how the external reputation and expectations of HBCUs affect the leadership approach and subsequently the organizational culture developed on these campuses. The adjacent chart represents the framework to be evaluated within this report. Following the introduction of this framework is an explanation of the key variables and the associate perspectives and issues therein.

Through this work, I would like to introduce the idea of organizational stereotype threat. Conceptually, I would like to understand the relation between individual stereotype threat, and the how individual leaders of institutions, determine the appropriate culture of their institution. Leveraging existing theories on stereotype threat and organizational culture, I theorize that individual stereotype impacts the decision leaders of HBCUs make with regards to organizational culture, and this culture, ultimately may impact the effectiveness of the institution. Through this work, I call this impact organizational stereotype threat.

Organizational stereotype threat as a concept is important in the context of HBCUs, because they are often seen as monolithic institutions, who receive the same reputation and engagement, regardless of effectiveness. This work is important because it

These negative perceptions may have unintended consequences for the institution and the types of decisions the presidents of these institutions make. “When people consider stereotypes that target their groups, their performance tends to suffer in the stereotyped domain.” (Inzlicht and Kang,