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Academic Summary EssayIn the article, How unethical are you? , Banaji et al. (2003) analyse four factors that result in unethical decision taken by managers Implicit forms of prejudice, bias that favours ones deliver pigeonholing, a tendency to over claim credit, and conflict of interest. The authors believe that the implicit prejudice is an un informed judgment which originates from unintentional tendency to create relationships in the past. The implicit bias brings about social and economic make which may eliminate capable people from doing the right job. Another reason is a tendency that benefits members of a group. This happens when those in minority are treated differently and less supported by the larger group only because they are a small group. Unaware exaggeration of their avouch talents is another influencing factor in which individuals rate themselves highly competent and exaggerate ones own cooperation in the group. Wide ranging opinions is the next factor decl ared by the authors which can also distort coming to a fair decision.See more stateless satire essayA bias in which there is tendency toward people with the same or similar idea causes disagreements and lead to unintentional immoral attitudes. Banaji et. al claim that by putting the apprised mind into use and paying more careful attention, managers would be able to confine the power of their conscious mind. They propose collecting data, shaping the environment, and broadening the decision making as the three main solutions to organize conscious techniques. Banaji et. al point out that one way to decrease unintentional tendency is company information and making organized decisions.Moreover, they believe that implicit tendencies can be created by key signs in the environment. In order to reshape the existing bias, the person can put himself in an opposite place in which the typical bias is being doubted. Expanding decision-making is another solution proposed by the authors which is achieved by disregarding your own identity when making decisions that may benefit specific groups of people more than others. Finally the authors state that managers who believe that they are unbiased must question the hypothesis that they are objective.