Gender Norms And Practices Within Private Organizations

In the fight for equality, it is obvious to defend against forms of sexism that are used for antagonization. However, chivalrous attitudes that cast women as weak and in need of men are often ignored. Social psychologists have studied the effects of benevolent sexism using experiments testing one’s performance shortly after being labeled as incompetent. Benevolent sexism is not a series of compliments, but rather a threat to one’s ability to think, learn, and perceive information. The workplace is an environment of which benevolent sexism occurs most often and one of which most are familiar with. Benevolent sexism in business does not allow men and women to achieve the same goals within the work place. Forcing an individual into a social role can limit them to only specific simple tasks that do not allow for maximum personal growth.

The research utilized an exploratory case study method through the application of various academic articles and significant statistical data in the development of the study. This study explicitly explores women working within all federal agencies of the government at different grade levels. In this research one classification system was reviewed, the Senior Executive Services classification.

Restifo, Roscigno and Qian (2013) introduced an exploration study that indicated evident holes that exist for women in light of gender and race. The center of the study was discrimination inside of the organization. The outcomes demonstrated that discrimination influences women's elevation to upper and senior executive/administration positions. African American women encountered a larger amount of discrimination, particularly with respect to executive level positions (Restifo et al., 2013).

In the public sector, gender segregation still accounts for a substantial portion of the gap (Mandel, Semyonov, 2014)

The media is currently largely responsible in creating and reminding people of the existence of gender roles and social norms, which consequently influences children. Aside from media, parents are the most responsible in the upbringing of their child. That being said, parents can choose to control what they teach their child and steer them away from the societal norms of certain gender roles, but they don’t have control over the media’s content. Sometimes, parents can’t help if they give their daughter a Barbie doll and their son a Batman action figure, because they don’t realize it and they themselves were raised to understand that girls are supposed to like this and do that and boys are supposed to like that and do this. It’s all a chain

p.248). Unfortunately, within corporate circles of old, women were suppressed from establishing themselves as authoritative experts within the professional world. This created an artificial concept that Cropf (2008) contends, “became a self-fulfilling prophecy” that fortunately has begun to deteriorate thanks to the historical precedence set by high-profile women the likes of Condoleezza Rice, Nancy Pelosi, and Hilary Clinton (Cropf, 2008, p. 248). Cultivating an atmosphere of professionalism became the focus of many a Public Administrator, which demands affirmation that existing advancements in professional equalities to do not engender race, religion, etc. in general do not give way to exemplar of

The issue necessitating this empirical study I the low representation of African American women in Philadelphia in positions of power and leadership. Within the private and public sector of organizations within city agencies and businesses, there is still little representation of women-owned or led agencies within the City even though special consideration is given to women-led organizations. There are two African

I trudged into this class the first day unaware that I was going to be hit in the face with the reality of social gender norms and how awful they are. It’s as if we’re put in a trance growing up that puts us in specific lanes that we need to stay in called gender norms one lane is titled “female” and the other is “male.” I was asked “What is a woman?” and the first few things that popped into my head were well long hair, breasts, makeup, and a vagina. None of these things are what should define a woman although a vagina is something a female is born with at birth. What I’ve learned so far has made me look at things differently or more like the right way. We fall into these roles that society developed throughout the years and we’re expected

The problem of gender inequalities was found to rest within traditional organizational cultures. As a result, the research provided evidence to suggest that workforce cultures do not operate in the same way for both males and females on issues, such as promotions and leadership opportunities. Forty two percent of the respondents acknowledged that among the barriers to female professional development in the UK police force were the traditional organizational barriers which saw men as more fit to the job than women. Further, 60 percent of the women respondents interviewed viewed themselves within the bottom of the police force hierarchy and saw themselves as overworked compared to their male

Gender, ethnicity, and race inequalities and the issues surrounding them in the workplace have been on the forefront of society’s mind for decades. The problem of inequality in the workplace has become one of the most important and vital issues in our society today. In order to understand fully the reasons for these inequalities, one must try to understand the factors that cause gender, ethnicity, and racial issues within the workplace, yet in this case, we will tend to focus mostly towards gender inequality in the workplace. One typically thinks locally

In fact, progress for women and minorities in terms of both pay and power has stalled or regressed at many of the nation's biggest companies. This inequality shapes perceptions about who can or should be a leader.” (Hymowitz, 2008) This statement shows applicable reasoning as to why it is necessary to have equal pay between women and men in the workplace. When a company decides they are going to pay someone less money solely based off their gender without regards to their experience, it is discrimination and therefore the company is no longer an equal opportunity employer. Such practices need to be banned so our nation can truly say that we are all equal. Women need to form an alliance to prevent such discrimination from occurring and force our government to prohibit inequality in companies.

Great discussion, you gave some good examples of gendered workplace norms. Piggy backing off your observation you made as a paralegal that most of the male attorneys operated as a litigator while most of the female attorneys work in family law. Speaking from my personal experience I preferred a female attorney to represent me during my divorce proceeding. In delicate situations I think some male attorneys may be a bit too aggressive. This aggressive behavior could be taken out of context and made into a male verses female conflict, which may not be in the best interest of a male seeking divorce. Being that in most divorce cases the women usually has the upper hand. Therefore having a female attorney may level the playing field because she can

Gender and race are often synonymous with one’s place in organizational power structure. Those individuals who occupy the top positions have a tradition in maintaining traditional rules and procedures related to hiring, seniority, and other personnel practices that work to their advantage and exclude others. A good example is that corporate policies and practices can subtly maintain the status quo by keeping men in positions of corporate power. Boards of directors, which are mostly comprised of men, sometimes perpetuate the status quo by selecting CEO’s who look like them. Other gender based barriers include behavioral and communication styles that differ vastly from the company’s norms and women’s lack of opportunity to gain general management and or line

In every organization you would find all types of the bases of power because they used Raven bases of power to make the organization a better place for employees. According to the research articles Raven bases of power inn organization had influences positive and negative effects on the organization. I would be defining the types of bases of power and how it has affected the organization. But in addition to that I would examine how gender has an effect on the different kind of power depending who is in charge or in control of the organization. I will explain how gender role has an impact on the bases of power by giving examples from the review articles about this effects.

Even though numbers are slowly rising in the United States, there are still more men in executive positions than women. According to one survey, female workers only made up 43% of legislators, senior managers, and senior officials whereas male workers made up 57%. In congress, congresswomen make up only 17% of representation compared to congressmen making up 83% (Ferrante, 2011, p. 312). Gender stratification is one explanation for the tremendous gap. Ferrante (2011) describes gender stratification as the unequal distribution of opportunities and resources amongst male and female employees. (p. 311) For example, male workers have an increased opportunity to receive a promotion than a female worker. According to Tinsley (2013), women are more likely to receive executive positions when a company is doing well, rather than when a company is suffering. Some companies stereotype that women workers will leave the workforce soon to bear children, limiting their chances of achieving executive status (Ferrante, 2011, p. 316).