Cultural Differences Faced By American Women In Managerial Positions

Today’s management in the workforce is composed of all types of people verses thirty years ago when white males held a majority of upper-management positions in companies. These positions are now held by a mixture of ethnic back grounds and women who hold just as many if not more management positions then men. Just by looking at the changes in management demographics shows how important it is for people to understand cultural competency in the workplace. Dr. Roosevelt Thomas Jr. (1999) stated, “Diversity is the collective mixture of whomever we have in our workforce characterized by their differences and similarities” (p.11). Managers and supervisors must understand the characteristics of a diversity mature individual; they also need to be

Upon reading about Kelly’s assignment and the problems that she faced while being chosen to work in Japan, it seems as though she along with her family had a difficult time adjusting to the different culture and customs that working overseas can bring. Kelly was selected by a process known as expatriate selection, which is the “selection of personnel for overseas assignments” (Deresky, 2014, p. 278). Her boss believed that due to her performance in her regular domestic setting, she would prove that she would do well while working abroad. However, it seems as though her boss may have overlooked certain cross-cultural factors that are important for international business matters.

“Diversity” is another value I discovered in my internship site. My internship was at the ISC (International Student Conferences), and it was interesting to work with people that were not American. The co-workers I worked with were from China, Korea, and Japan. My supervisor was from China, the other intern was from Korea, and the previous Executive Director was from Japan. I found it fascinating how different it was to work with them and learn from their culture, compared to what I learned in my textbooks and courses at FIU. Sometimes, answers are not always in books. The Executive Director, before he left, was someone that was secluded in his office and did not bother to interact with myself compared to the rest of the members of the office. Japanese bosses behave differently towards those from lower-level positions, and this was something I learned from one of my courses at FIU. But, I never thought that the experience was going to be as big of a culture shock as I thought it was. Now I am more prepared to work with people that may don’t like to interact with others because

The second is the movement of many global department’s heads to western countries to learn and experience working and business styles to be adopted in Nomura’s policy. Lastly, the company emphasises more about workplace equity such as man and woman. It obviously shows that women have working capability and also career growth like men.

The importance of understanding cultural, ethnic and gender differences by managers and professionals in a business setting is essential to make the work environment comfortable. In every culture there are basic standards of thinking, and acting and these cultural differences strongly influence workplace values and communication. What may be considered acceptable and natural in the workplace for one person may be unacceptable for another person. People from diverse cultures bring new ways of thinking, creativity and language skills needed to survive in today’s work force. In many

I have a question: when you think of a successful business owner, who do you think of, a man or a women? Unfortunately, when most people think of a success they automatically think of a man because society has instilled in us that men have the most power. There has been improvement already made towards business women, but unfortunately working women still do not have equal rights. Regina Blaszczyk said in the last sixty years there has been revolutionary changes in the status of business women. Between the end of World War II and 1995, women have entered the workforce with larger numbers and have also come in with managerial positions in American corporations( “Women in Business A Historical

In any society, how we see ourselves and how others treat us depends on many factors. Race, ethnicity, and cultural background are identifiers of individuals. Most people have confronted prejudice based on these identifiers, either personally experiencing discrimination or knowing someone who has. Beyond ensuring organizational compliance with a country’s anti-discrimination laws, it is incumbent upon managers to support diversity in the workplace and to be culturally competent.

After doing research on gender inequalities around the world, I realized how bad a lot of countries are to women. Looking at the countries that have gender inequalities, I can see why they are not moving towards sustainability. In this essay, I will be providing detailed examples of how different countries treat their women and wives.

Most people in the United States of America, and many in other countries, are very familiar with Disney Land, in California and the long standing boat ride through Walt Disney’s vision of a world coming together as children from across the globe sing “It’s a small world.” In no other place are these four powerful words more prominent than in the shrinking world of business today. As the world’s corporations seek to expand their brands to the far reaches of the planet, diversity in the work place is becoming copious with people from differing personal beliefs, religious beliefs, nationalities, races, sexes, and genders. It is; therefore, of absolute importance that every person develop a strategy that will enable him/her to embrace strong and professional relationships with each and every person within the organization regardless of their differences. It is the intention of this paper to explore Geert Hofstede’s Cultural Dimensions Model and to determine how interpersonal relationships with a coworker, who happens to be a native of Japan, can either be positively or adversely affected.

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kforce no longer a contested issue for some modern societies like some developed and developing countries. However, in some undeveloped countries or traditional places, stereotyping still exists, there are some thoughts are still connecting with women, they think that women’s bourgeois is to give birth to babies and to perform household chores while men act as bread earners. There is a Chinese saying describing men count the workplace as their home and women count their home as their workplace. Men are here to fight for their career desperately but women count their home as their lifelong workplace. It is hard to refresh the thinking of people about women enter the workforce because they have been brainwashed for their entire lifetime. It would be better to give education on new generations to interpret the theme of gender fairness and anti-gender discrimination. This should be the most feasible way to change the thoughts on women’s abilities alike men and stop stereotype on women. However, it seems that some developed and developing countries are likely and willing to solve the problems of women’s entry to workforce, in the surface part of it, it really shows that modern societies are willing women to enter the workforce but according to Shirley Chisholm-the first African American congresswoman, she has pointed out that in America, women has only occupied 2% of managerial positions while for the remaining 98% of the managerial position are occupied by men. (Chisholm, 1969)

Gender inequality is incredibly prevalent in business. Women have more obstacles than their male counterparts to avoid, beginning before they even start their career. Inequality is present in our schools and even more present in the companies women work for. Social views and expectations of women have ill effects on their children, spouses, the corporations that they work for, and surprisingly even their male coworkers. We see evidence of inequality in business schools, management, the board of directors and even CEO's of companies that we, as a society respect. In a study done at a New Zealand business school, female staff reported that they felt that they were at a disadvantage compared to their male counterparts. They reported feeling like promotion was very difficult, and even impossible in some situations, to obtain. Women with families felt as though their role as mother or wife may have been a contributing factor to this feeling of inequality because of the idea that "the ideal work norm is a childless man". In New Zealand universities, women hold only 24% of senior academic positions (Reilly, A., Jones, D., Vasquez, C.R., Krisjanous, J). even before women start their career they are met with vast under-representation and as they continue throughout their life as a businesswoman it is likely that they will not see an improvement on this inequality. In 2011, out of 99 Brazilian companies, only 37.4 percent of them had women on their board of directors, if you break

According to Kristoff & Wudunn (2009), “women aged fifteen through forty-four are more likely to be maimed or die from male violence than from cancer, malaria, traffic accidents, and war combined” (pg. 61). Although people assume that acts of violence caused by men toward women are a sign of hatred, I disagree. I disagree because in many societies women commit crimes against other women. In Nicholas Kristoff book, “Half the Sky” he connotes that many acts of violence are not caused by hatred, but the perception that women are second class citizens in their communities and cultures. Due to the influence of communities and cultures, acts of violence escalate due to gender discrimination. Gender Discrimination is an international problem that affects many women worldwide but is particularly a problem in India.

Historically, in many countries, women have been considered to belong to the lower and weaker section of society. In the Indian culture as well, there is ongoing discrimination against women and it is inclining day by day. The female section has to face a lot and different types of discrimination – at home, in schools, in colleges, while using public transport, and even at the workplace. In this article, my intention is to elaborate upon gender discrimination against women at the workplace.

Course: HRMG 5000 Managing Human Resources Term: Summer, 2011 Paper #1: Women in Business Student: Daphne Westerlaken – van Westen Contact information: daphne.van.westen@fluor.com University: Webster University Leiden Instructor: Arthur De La Loza