Review of the Article 'Sex Stereotyping Managerial Positions'

In the book…. shows sexism in the role of the gender in the topic of occupations. First, the text shows an interview where a woman and a man are asked about where they work; the man is a reporter and the woman is a housewife. Instead of giving the woman a profession, the book gives her a role that is the classic job for a woman. Although, in the rest of the page are more occupations with women included, the assignments that the book present are the stereotype roles, for example doctor, waitress, and

I would like to start by mentioning that there may be decision making abilities and cultural differences that are affected by gender. Women are usually expected to be nurturing and less aggressive than men. Under attribution theory (ORGB), female managers may be less likely to attribute their success to their own abilities. It is not hard to guess that management may end up not having an entirely accurate assessment of a woman’s skills due to her modesty in that area.

place brings negative consequences to their positive traits and limits their independence, rights and opportunities to succeed like man do.

Since the 1990s, advancement towards gender equality has slowed for three main reasons: people's attitudes, occupations, and the gender age gap (Scarborough, 2018). Data was collected to figure out if gender equality played out in management by examining three major factors: women's representation in management, the occupational gender segregation among managers, and the gender wage gap across managerial positions (Scarborough, 2018). It was found that women's representation in management positions is at an all-time high with 4.5 million new jobs created since 1980, women obtaining a majority of them. However, with the increase of women's representation in management, there has been an increase in occupational gender segregation of managers. In 2010, it was discovered that there were female-dominated and male-dominated occupations with female managers concentrating in people-centered caring skills and men concentrating in production-centered skills (Scarborough, 2018). Keeping in mind these issues from the past, it is also critical to recognize the challenges we face

In a lot of areas, males are the ones who are supposed to earn money for their families and do the tougher jobs. They “fit the cultural stereotype of leadership better than women, [and] have better access to leadership roles and face fewer challenges in becoming successful in them” (Women in the workplace seen as less qualified and capable leaders than men). This shows how the gender norms for men causes them to be more successful than women in general. In Europe, “this masculine leadership stereotype is weaker now than it was in earlier years” (Women in the workplace seen as less qualified and capable leaders than men). Only just recently, women have finally been able to do harder and more rewarding jobs. This is because the country they were born in had been following a stereotypical pattern in regards to their specific

Discrimination can be expressed in many different ways, which n no matter can be very hurtful to a person. Discrimination itself means making a distinction in favor of or against, a person or thing based on the group, class, or category to which that person or thing belongs rather than on individual merit (Merriam-Webster). One way of expressing discrimination is denying one a job because of his/her race or gender, or treating others unfairly because of his/her race or gender. Discrimination can lead to quitting a job, and possibly doing something harmful to oneself or to the aggressor. Different ways of discrimination occurs very often in the workplace. The most common would be, sexism against women; because men are the more dominant

Historically, women are viewed inversely than men when it comes to managerial positions. Moreover, having the belief that women differentiate in skills and abilities from men constitute a sex-role stereotype (Brown, 1984). Furthermore, women of different ethnicities are also treated very differently.

A psychologist by the name of Dr. Jessica L. Cundiff has contributed to numerous conference talks over gender stereotypes of women. In 2010, Dr. Jessica published a book on her research- based sex roles and the psychology of women. Based on Cundiff’s job history, one can conclude that she has engaged with woman. For example, the author named Theresa Vescio is a psychologist that focuses on researching on power, sexism, racism, heterosexism, and ageism. Therefore, the people that are allowed to speak is mostly females. The majority of Cundiff’s articles are concentrated on women’s issues, such as sexual harassment. For example, Cundiff’s Gender Stereotypes Influence How People Explain Gender Disparities in the Workplace illustrates how gender

This essay will focus on the obstacles of aspiring female leaders in Fortune 500 companies, seek to understand these, and propose that there are critical steps to pursue for development and advancement. There is an abundance of research that has been conducted on the cause or causes of why there are a disproportionately smaller number of women in middle and upper management levels. The obstacles that have been widely cited as causes of lower rates of female managers from this research include desire for work-life balance, criticism of gender role behavior, lack of support from higher level management and lack of sponsorship or mentorship opportunities, level of motivation to attain a position of power, direct and indirect discrimination,

For instance, to support the first argument, research should be conducted on women leaders of specific cultures, Smith and Reed initially presented statistics related to female employment. For instance, in the United States approximately 50% of management positions are held by women (Smith & Reed, 2010). Despite the growth in the number of women leadership roles, gender biases continue to exist. For example, in Pakistan women rarely receive support to become leaders because of the belief that they should be at home (Smith & Reed, 2010). As in the previous scenario, these biases are often the result of cultural norms/beliefs, therefore, differences within leadership structures will exist within each subgroup. Smith and Reed (2010) conclude this argument by emphasizing that a greater understanding of women’s leadership influence within each subgroup would “unleash the potential of all citizens in promoting national economic health and prosperity” (p.

Throughout this literature review paper research will help address current pay inequalities, the inequalities of leadership positions, and stereotypes among women within the workforce. Though many feel the inequalities of women within the workforce have improved today, which they have compared to 5 to 10 years ago, there still needs to be major adjustments. This research is needed to pinpoint what is necessary and who, what, when, where, why, and how is to blame. It is not always the organization to blame for these inequalities or stereotypes between women within the workforce. Women themselves must be looked at as a contributing factor as well. Why? Because woman tend to feed off what others are “insinuating” about their gender/sex,

For a long time, American society has believed that women like men have skills and qualification to work. Despite this connotation, I postulate that there exist barriers to women in leadership positions prompting us to think otherwise. More than one-third of Americans believe that women are less interested in top leadership positions as compared with men, 42% contend that women are not confident enough to pursue top positions and more than 45% believe that there are few women with apt qualifications to hold top leadership positions in 500 Fortune Companies in the world (Rockefeller Foundation, 2011).The low rates of women representation in top management is a puzzle as recent studies have suggested that women’s participation in corporate leadership would result to positive social dynamic (Cristian, Ross, & Uribe, 2013). It is reasonable to contend that gender inequality is stubbornly rooted across the 500 Fortune Companies’ top leadership ranks in different parts of the

Gender roles and gender stereotypes have existed since the time when we all left and exited our mother’s womb. “Congratulations, you are pregnant!”, which is then followed by “is it going to be a baby girl or a baby boy”. Why is that sex and or the identity of a person in relation to gender is so important to our society, that the first thing people would usually ask when finding out one’s pregnant is the gender of the baby? One reason is that gender has played a huge and significant role in how a person acts and behaves in our society. We were programmed and influenced from a very young age about our perception of how men and women should behave in our society. However, is it socially and morally acceptable, today in 2017, to simply have a one-way view on gender and their roles in our society, especially in workplaces? What do we really expect from men and women in workplaces? Unfortunately, gender disparities in workplaces especially for women still exist. Although it may not be represented straightforwardly by individuals, it is certainly and commonly still present to this day.

Gender and leadership? Leadership and gender? A journey through the landscape of theories start off by giving a statistical summary of percentages of women in higher echelon position in the workforce. With this information in the intro, the article quickly highlights the limited representation of women in exclusive positions in Fortune 500 companies. Next, the paper examines multiple theories why this problem exists in the workforce. The four theories examined are biology and sex; gender role; causal factors; and attitudinal drivers (Appelbaum et al, 2003, p. 44).

Gender in Management: An International Journal Vol. 26 No. 3, 2011 pp. 220-233 q Emerald Group Publishing Limited 1754-2413 DOI 10.1108/17542411111130981