Final Research Paper
Tanya
ANT 101: Introduction to Cultural Anthropology Final Research Paper
Different societies exist throughout the world and within these societies each society develops culture that works best for them. Within these cultures they pass all their acquired knowledge and traditions down from generation to generation. Nevertheless, each culture has their own way of life, own marriage beliefs, their own values and feelings on life and religious beliefs. Cultures tend to have their own way to run their government, and ways to keep their economy up to their standards. Most importantly in cultural anthropology it is imperative to value culture relativism. This is the view in which no culture is superior to other
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Meanwhile, the segregation of jobs by gender and other factors affect pay equity. A term used back in the 1980’s as a metaphor for the invisible and artificial barriers that blocked women and minorities from advancing up the corporate ladder to management and executive positions is called the glass ceiling (Hill, 2013). Louisville Women’s Careers Examiner argues “ Glass ceilings are still found in the workplaces, not only in the discrimination of pay scales, but also marked by sexual harassment, exploitation at work and as a feeling of insecurity in women due to conduct of the opposite sex” (Hill, 2013, p.33). Societal barriers that women tend to face are prejudice and bias, cultural, opportunity and attainment, gender, and color-based differences. Moreover, several other barriers women run into are governmental, business structural and internal businesses all of which have ramifications on their chances of success.
One of the best forms of family structures is polygyny which has been eroded through modernity and changes in culture. A unique culture, polygyny, particularly practiced in the Sub-Saharan Africa. According to Grey (2008), “Of the twenty-nine nations in the world classified as having high rates of polygyny, twenty-seven are located in sub-Saharan Africa, where the incidence of co-wives is ten times that found in other polygynous
In Sarah Bianchi-Sand’s article, she details the “glass ceiling,” or an unofficial boundary that prevents women and minorities alike from reaching their highest potential. Her work is meant to persuade readers that the glass ceiling isn't a myth, but a real and serious problem. Being the Chair and Executive Director of the National Committee on Pay Equity, Sarah has plenty of reason for wanting to persuade this topic. Her thesis effectively starts this process by laying out what is happening. “This theory is circulating widely among the press-perhaps because it is controversial and contradicts what has become rather boring to the media-but what remains are the real-life experiences of women and people of color- no real change in the wage gap and no improvement in the glass ceiling (Bianchi-Sand p.306). This thesis opens the door for Sarah to talk about and persuade her readers that the glass ceiling is no myth. By using ethos, pathos, and logos our Author persuades her readers that the glass ceiling is hurting business but can be raised.
The “Glass Ceiling” is known as an invisible barrier that stops someone from gaining more success. In this case it deals with women in the workplace, not being able to move up in a company. Even though no one knows who started the phrase, “A widely read Wall Street Journal story in 1986 popularized the term”(Napikoski). The “Glass Ceiling” has played a big role in women not being able to be
The United States is a country that has a plethora of ethnicities within it from African Americans, to Indians, and Chinese. However, these particular ethnicities that make up America are under what we call the Glass Ceiling. From CEO jobs in politics or in general professions that are predominately male withholds the glass ceiling method against minorities and women. However, this invisible glass that is holding women such as myself can be broken but not evenly no matter how great in rank your position will be there is no businesses in the United Sates of high caliber will have a woman in an equal office without answering to one or multiple men in a higher position. Survey finds 73% of female manages believe barriers to advancement still
According to the text book, the glass ceiling is a circumstance resembling an invisible barrier that keeps most women and minorities from attaining the top jobs in organizations regardless of their qualifications or achievements. For many years, men (white) have been "perceived as balanced individuals who are capable of making the right decisions and leading an organization toward success". However, women have been "perceived as emotional" beings and "less capable" of making sound decisions in the workforce. Society knows that women are nurturing by nature and prefer to raise their children at home. To compete in a professional environment with the opposite sex is like a lose-lose effect. For example, a single women with children who have more experience and education compete with a single white male for an executive position will be excluded because she is a female that have children, and may need time off from work in the future because of her children's needs (appointments, school conferences, sick child, and etc…). Unfortunately, women as well as minorties have
The gender wage gap is often a topic that is uncomfortable for many people to talk about, especially the managers of organizations. The idea that an organization bases their pay on the gender of their employees seems to be an out of this world concept, but it truly does happen all over the world. The glass ceiling would not be effective if the gender wage gap did not exist and create such a strong foundation for it to rest upon. The gender wage gap allows the company to create inequalities based on gender rather than the actual ability of the employee. Many researchers have described the glass as in important part of the gender wage gap because it too forms an invisible boundary between the men and women in the work place.
To begin with, the workforce today is skillfully controlled by males who seem to not be afraid to climb the ladder of success. Women are seen as overbearing, domineering, and self-seeking if they wish to promote themselves as well as most men do. The partaking of women in the mainstream workforce is endlessly increasing. They are largely employed in health industry such as doctors, attorneys, investors and other working industries. However, they have minimal presence in engineering and manufacturing industries. In comparison to women, the top professional posts are generally held by men. This might be due to the fact that men who are already at decent position at work desire to appoint men at the same or higher positions within the same job. This means men are more willing to give other men a chance then a women. Occupations that require physical strength are also generally controlled by men. In general, men are believed to be physically stronger than women. Gender inequality is most commonly found at places of work. Very often they are denied of equal pay or fair pay. Even in business environments, women have to face numerous challenges. The Glass Ceiling Effect is also believed a reason for discrimination against women. Glass Ceiling Effect discuss is the invisible barrier that obstruct a women to rise to higher position in spite of having qualities on the basis of education, capability and tract records. Even women who work
As we performed our research methods, starting by asking several ladies about the questions on our survey, we were surprised that 5.6% of the females that were asked the questions, believed glass ceiling still exists nowadays and that it affects them professionally, however the other 44.4% of the women who answered our questions, had similar responses, acknowledging it was a problem that affected women years ago but that times have changed and it has been proven that we all have the same capacities. For example, most of the people interviewed had a boss or a superior, when we asked them what was the gender of their superior, the response was very balanced between women and men, proving the equality we are living in. The Majority of the women
The role of the glass ceiling is acting as invisible barriers that kept women from achieving a higher position or leadership roles as men. This metaphor makes women to believe that if they pass the ceiling or barrier full of expectation, then they will obtain an equal level of jobs and position as men. However, women are facing more obstacles than the glass ceiling measure for attaining leadership roles. One general obstacle that women often face is gender discrimination. For example, in the article where Allice H. Eagly described president Richard Nixon discriminate women for erratic and emotion being as compare to men. The gender discrimination is what resistance women for most jobs opportunity and high wage but it has the positive effect on men to have high wage, fast promotion and superior qualification.
The concept of “glass ceiling” is that women often face an invisible barrier in the workplace that they can no longer receive pay raises and/or promotions whereas their male counterparts would and continue to do so, thus creating the inequality between men and women in the workforce. This is obviously visible with certain positions, such as CEO that as of 2008 there is only 15.7% of women who hold that position. There are many reasons for the glass ceiling, gender and social expectations are the main reasons. The society is constantly evolving, usually for the betterment of the society, so as the result the rights for women are improving and on par with the men’s rights and how they should be treated everywhere, including in the workforce.
Glass ceiling is defined as an intangible barrier within a hierarchy that prevents women or minorities from obtaining upper-level position (Merriam-Webster online, n.d.). The barriers range from interpersonal and intrapersonal factors such as discrimination against women applicants, stereotype against women, sexual harassment, assumed household responsibilities, and the ‘old boys club’. ‘Old boys club’ is a term for male-only activities such as high-priced golf course, sporting events, and private fraternities where the members socialize and exchange information that is sometimes crucial for job advancement (Lang, 2011). These barriers put women at disadvantage in a lot of ways. Women are not only perceived as less qualified but are also hindered from receiving information and opportunity to improve their work performance. These barriers are deeply rooted in the organizational culture that it sometimes not be seen as a problem by
In the workforce today many people still believe that woman are subjected to certain jobs. Such jobs include: secretaries, nurses, and cashiers. These jobs aren’t exactly corporate or high paying positions. A “glass ceiling” is encompassing woman, and preventing them from attaining promotions beyond a certain position. According to “Understanding Psychology” by Robert S. Feldman, women make up 29% of the science and engineering jobs in the United States educational institutions, however they occupy only 15% of the positions at the top 50 research
The concept of glass ceiling emphasizes situations in which individuals (typically females and other minorities) are unable to advance and attain a higher management level position in their professions, due to invisible barriers and subtle biases in the workplace. The imperceptible nature of glass ceiling highlights such partialities, as it occurs because of the “culture” of a workplace rather than explicit discrimination. Thus, glass ceiling may not be a matter of simply one’s race, but more so the kind of “comfort, chemistry, relationships and collaborations” (Kimmel and Holler 2011) that exist in the workplace. While there may be many reasons to why glass ceiling occurs, it is primarily due to the unconscious effort by members of a company to maintain the existing atmosphere of a workplace.
The majority population of Mali is Muslim and according to their bible, men are allowed to marry as many as four wives. However, in the time of the research, the amount of wives was limited to only to two due to the high cost of living. The article focused on two ethnic groups, Bamanan and Fulani. The Bamanan are agriculturalists, requiring more hands and additional labour in the form of wives. Whereas, the Fulani community was identified as cattle herders. There is however less polygyny practiced here because of a drought that wiped out live stock (hence less wealth/resources to provide for many wives) and the Fulani did not focus on farming and so didn’t have a need for additional hands. The role polygyny plays in both group is a strategy of unity living and collective co-operation. However, the Bamanan group was seen to be more collaborative and Fulani more competitive with other wives. Fulani women view additional wives as a risk of compromising her status while the Bamanan wives recognize the benefits of working together. Bamanan women will welcome a new wife as a way to help in reproducing and will consider that child her own; on the other hand Fulani will
The glass ceiling effect is also considered a probable contributor to the gender wage hole or income disparity. This effect suggests that gender affords full-size dangers toward the pinnacle of task hierarchies which emerge as worse as someone’s career is going on. The time period glass ceiling implies that invisible or artificial obstacles exist which save you ladies from advancing within their jobs or receiving promotions. These barriers exist notwithstanding the achievements or qualifications of the girls and still exist when different characteristics which might be activity-applicable which include revel in education and abilities are managed for. The inequality consequences of the glass ceiling are extra ordinary inside higher-powered or higher income occupations with fewer girls keeping those styles of occupations. The glass ceiling impact also indicates the constrained probabilities of women for profits increases and promotion or development to extra prestigious positions or jobs. As ladies are prevented via these artificial obstacles
As a pre-business major at the University of Arizona, the topic of gender discrimination in the workplace hits close to home for me, as I know I will be joining the work force as a businesswoman once I graduate from college. Historically, women struggled to earn their rights, including the right to own property, the right to vote, and now they struggle to earn the right to equal pay. This struggle for equal pay as well as acquisition of higher roles within the workplace is known as the glass ceiling. The glass ceiling “refers to the invisible barrier that many women face as they advance through the ranks of their chosen professions but are able to progress only so far before being stymied in their efforts to reach the upper echelons” (Chisholm-Burns). One recent legislative act involving this issue is Pao v. Kleiner Perkins, in which Ellen Pao filed a lawsuit against her employer, Kleiner Perkins Caufield & Byers, claiming she was a victim of gender discrimination in the workplace. The lawsuit started in 2012 and ended on March 27, 2015, when the jury of the San Francisco County Superior Court ruled in favor of Kleiner Perkins. Through the analysis of the cases of specific women who have been treated unfairly in the workplace, inequality in the workplace will be revealed, as adding a personal element to the controversy adds credibility to the issue and proves that it does exist. The cause/effect technique will also be used to look at some of the root causes of gender