Gender and Culture Conflicts at Work

Conflict is human nature; it practically unavoidable. Whether it is at home or in the professional world, we as individuals must communicate or interact on a daily basis by some shape or form with other individuals in order to get anything accomplished. One employee alone does not or could not make an organization successful. In reality, these constant interactions are more than likely going to lead to some type of conflict at one point or another in our lives. Griffin and Moorhead define conflict as “a process resulting in the perceptions of two parties that they are working in opposition to each other in ways that result in feelings of discomfort and/or animosity” (Griffin & Moorhead, 2014). It has been determined that conflict can

Gender relations - Do stereotypical mind-sets around gender relations lead to gender inequality in this workplace? Do work structures disadvantage women? Is there an alignment of managerial attributes with gender stereotypes, such that male attributes of competitive spirit and technical competence are given

Conflict is part of our human disposition; consequently, it is customary within organizations. “Left unanalyzed and unchecked, it can be a destructive force that consumes time, money and human resources. Learning the various ways that people resolve conflict and expanding their conflict resolution styles can lead to better results” (Sadri, 2012). Within organizations employees have personal beliefs, styles and attitudes, and backgrounds that at times can cause disagreements, inconsistencies and ultimately, conflict. It is the intent of this paper to examine the archetype of conflict as an

This same occurrence can happen between male and female management personnel that can’t seem to see eye to eye and have issues that lead to conflict. According to (Conflict Management Modes and Leadership Styles) “most individual characteristics have an impact on the instruments analyzed, for example: younger managers are more task-oriented, while older managers are typically relationship- oriented and avoid conflicts, women are more collaborative and avoid conflicts less and men tend to use the accommodating mode more than women. “Rather surprisingly, according to our survey, women appear to be more

Women treat men with equal respect, whereas men do not. “Women tend to be receptive to both men and women in superior roles, found a 2014 study titled A Man’s (Precarious) Place. Men, on the other hand, were more likely to be threatened by women in superior positions and were more assertive with female leaders, according to the study.”(Kirkham 2015). Elyssa Kirkham states that women are more willing to receive input from men. This capability creates diversity within the workplace. Diversity leads to more talent within the workplace, an advantage for companies determined to strive. Pallab Dutta, of Demand Media, states, “Access to a larger talent pool is one of the biggest advantages of having an employment recruitment policy that values diversity.”(Dutta 1). This diverse environment leads to more talent, which results in “creative solutions for problems and better organizational productivity”(Dutta 1). Having employees that can endorse equality, accept both men and women’s input, is key to success within a business. Without it, a companies who do not support equality will not thrive. This acceptance towards both men and women creates a positive atmosphere within the workplace. This positive energy, that women acquire, inspires motivation within employees which results in an increase of business

It is equally important to consider that communication as a central dynamic that influences all ongoing interactions during conflict resolution. Traditionally, most women has learned to act within gender roles at work such as, caring , taking backseat, or not taking credits and being silent (MichelleMotivateME, 2013). On the other hand, most men try to control the situation, avoid conflict, make everything go as they wish to be. This relates to the imbalance of power the the society has created. Thus, when women try to overcome or act against these gender roles and speak up or ask for their rights, miscommunication happens. Some messages are perceived incompatible due to interpersonal factors, the facilitator needs to know the reasons that behind the conflict; to

Over the last ninety years, women have battled to become equal with men in all aspects of life and work (Parcheta, 2013). Male domination and power has become the social assumption as gendered occupations and beliefs have been projected throughout society as the status quo. Though challenging, this status quo is still present. Women have manufactured huge developments in career and education training, but equal treatment to a man, pay, and promotions in the workplace still escape them. Sociologists have documented that gender is not mainly a role or identity. It is an institutionalized system of social practices for constituting people as two different categories; male and female, and organizing relations of inequality around that difference (Ridgeway & Correll, 2000). In categorizing gender as a social construction, differentiations between males and females help to develop gender difference.

To conclude, the issue of gender inequality in the workplace should be addressed and affects females in many aspects. First, gender inequality in the workplace gives women lower wages compared to men no matter the skill. Second, women face the loss of many job opportunities to men because of the lack of encouragement in these fields. Third, women never get the benefit of the doubt when it comes to positions or promotions in jobs. This treatment is absolutely ridiculous and the workforce should start to enforce equality to both genders on a day to day

For several decades, gender inequality in the workplace has been a problematic topic for discussion. In terms of higher management and pay, some may agree to disagree that women are getting the shorter end of the stick. There is a significant difference in the salary and positions women are obtaining in large companies or corporations. Does that stir up the question, what is it that men are doing better than women? Or are women lacking certain qualities required to achieve these certain rights and opportunities? The preference towards a certain sex is the primary cause of gender discrimination, however, it is important that the theories of each party are understood and why it is present in the workplace today.

It is now the year 2017, and there is still inequality in the workplace; there are jobs that are geared toward specific genders, and there is still a pay difference between men and women. There are many great reasons why gender equality should be in effect in the workplace. Not only is it morally fair to have the same opportunities available to both genders, but equality also stimulates the economy, the national economic growth, and productivity. There are many positive outcomes with equality in the workplace but there is still conflict, mainly from the heads of companies when it comes to hiring of the employees. The decisions made on hiring should not be swayed to a gender, but unfortunately, sometimes it is. The positives and

In the workplace there is both a gender and ethnic gap. One may say that there is more focus on the difference in the work habits of men vs. women, than ethnicity. Where in truth, there is an issue when it comes to women and men in the workplace. Men are thought to dominate most positions of authority and managerial positions in an office environment. Most women are looked over for positions not mainly because of them not being qualified, but because of non-work related commitments and issues that many women face due to having families.

When discussing inequality between genders, it is difficult to overlook opportunities that are withheld from women do to preconceptions of their ability to handing work that is traditionally practiced by men. "Many women report that men tend to dominate in mixed-gender work groups" (Distelhorst 24). Utilizing assertive characteristics in combination with sound judgment is important for proper leadership. According to Distelhorst, the ability to express one 's opinion is limited in business settings by the level of authority employees hold (26). As such, the ability of women to thrive in an environment described by Distelhorst is questionable. On the contrary, men may be expected to possess more positive

People’s biggest concern will be the salary when you are looking for a job. But if the salary can be associated with gender, nobody will be blind to this serious situation. Since the record in 1960, women's income has been lower than men, the lowest time only 58.9% of the money earned by men, until 2009, women earn money is still only 77% of men. With the passage of the Lily Ledbetter Act which introduced by the president Obama in 2009, does gender help or hinder women in the workplace? The results of the research are regrettable to tell you that no, it didn’t improve the situation.

There is a controversial debate going on about whether men and women are equals at the office. Some companies believe that they are treating men and women fairly with no gender bias and equal pay. Others know that these big companies are getting treated unjustly in many different ways in the workplace. Therefore, men and women aren’t getting equal treatment at work because women aren’t getting taken as seriously as men and women’s salaries are much lower than men’s.

We deal with conflict on a daily basis, whether it is in our personal lives or professionally. Learning how we, as individuals, best approach conflict resolution will allow us to become better mediators in managerial positions. Also, taking into consideration the different types of conflict resolution styles will help us learn what those individual needs are and gain a better understanding of where the perspective their concerns come from. Managing conflict styles, understanding why conflict occurred, how to move forward, how conflict is perceived, coping with conflict and communication are extremely important in understanding the journey to a positive outcome where conflict is concerned.