There are multiple kinds of prejudice, including racism, sexism, ageism, sexual prejudice, and weight prejudice, to name a few (Nelson, 2009). As people become aware of stereotyping, there is an increased awareness of the relationship between stereotyping and prejudice. Researchers often distinguish between implicit/subtle prejudice and explicit/blatant prejudice. This distinction refers to how prejudice is activated cognitively and manifested in the individual. Sometimes prejudice is unconscious and can be triggered by certain stimuli. This is considered a subtle prejudice. Other times, people have conscious awareness of prejudice, which results in a blatant behavioral display (Crisp & Turner, 2007).Select a type of prejudice.Find three articles that study this type of prejudice and synthesize the information relative to the prejudice. Include the research question each author was attempting to answer. Explain whether the kind of prejudice you selected is most often blatant or subtle and explain why. Use the current literature to support your response.Describe two potential impacts of this type of prejudice on individual behavior or relationships when exhibited blatantly and exhibited subtly. Use the current literature to support your response.Explain three ways to reduce this type of prejudice (whether blatant or subtle) and justify your response using the current literature.

What is a job analysis?What data collection methods do I-O professionals use to conduct job analyses?Why are job analyses important?What are three best practices for conducting job analyses effectively?How do I-O professionals use job analysis data to help organizations and their clients to improve important functions related to human resources management? Discuss a minimum of five different human resources functions.