Sexual Orientation Assorted Qualities May Be An Organization Achievement Variable, By Considering Office Hypothesis, And Asset Reliance Essay

Findings and Conclusion: This research shows that women are still unrepresented in top management globally. The difference in performance of the companies in the same country and same industry implies that diversity serves a competitive differentiator. Certain companies focus on gender diversity and others focus on ethnic and racial diversity but no company in the top quartile focus on both. Companies which have greater diversity are able to attract top talent, improve internal and external customer satisfaction, improve decision making and hence improve

In this article Anderson and Hansson explore the behavioural differences between women and men in managerial positions and propose explanations for the differences and similarities. The authors used data gained through questionnaires of public managers, that measured their leadership style, decision making styles, and motivation profile as to eliminate any effects of organizational differences on leadership behaviour. This investigation employs three dimensions of leadership behaviour – leadership style, motivation

Please note that although the testing of the bank reconciliation provides further audit evidence over management’s

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

Sexual orientation is “the clear, persistent desire of a person for affiliation with one sex rather than the other”, otherwise known as sexual preference. (http://medical-dictionary.thefreedictionary.com) Prejudice against lesbians, gays, bisexuals, and transsexuals (otherwise known as LGBT people) remain widespread in American society. LGBT people have always been a target for discrimination. Like other forms of prejudice, this discrimination is based on a hostile attitude toward a specific group and in this case minority. The current strides in the controversy of the legalization of the same sex marriage is a prime example of this discrimination. Sexual orientation prejudice

However, more attractive and more qualified women may not be hired for the sole fact that the employer doesn’t want to deal with sexual harassment cases due to the amount of men in the workplace. A female in a position of power in the workplace may be seen as a tyrannical, bossy leader. Although, a man in the same position is seen as an assertive, and driven to help the

This myth has been perpetuated throughout history and in result; we have barriers such as the glass ceiling in existence. If we were to pull up a list of the Board of Directors for any given company, the probability of it being a predominately male group is high. This notion alone shows how companies have continued to dwell in olds days where men are considered more capable than women. The Glass ceiling effect has continued to place barriers against women endeavor in achieving success in their careers and participation in their work place. Women have not been able to realize their potential in their work places since they are not offered equal chances as compared to their men counterparts who enjoy great opportunities in organizations. The fact that an organization is ran by men, may cause an adverse effect on the performance of men. Obviously, a man thinks differently than a woman. It is likely that a decision made by men only is likely to ignore the interests of women in the organization. This creates a domino effect because it affects the woman’s performance in business since they only get limited chances to learn, and limited job assignments that will enhance their skills. Hence, low or limited skills and experience will lower their overall

As the student affairs profession develops, it is important to remain aware of how students and their identities are evolving. Higher education is constantly evolving, which is why it is extremely important to take sexual orientation identity and its influence on student development into account. In this paper, I will explore Fassinger’s (1998) sexual orientation identity model and provide an analysis of the theory. I will also share my findings from three interviews with students who are in different stages of sexual identity formation. Finally, I will address how knowledge of Fassinger’s Model and sexual identity development can inform the work of student affairs educators in creating more inclusive college and university environments.

I found it sad that people had to hide their sexually identity in order to keep a job. It must have been a struggle for psychiatrist to have to deal with a client who battle with homosexuality because in all actuality they knew the information they were giving was not really how they felt about gays. I found it strange how Mr. Spiegel waited until his wife was decease to come out to his family that he always had a desire for men.

As Lucas’ intent to exemplify this concept he states, “Whenever a group is operating in a cultural framework, or referential structure, in which men are more highly esteemed than women, any given male member with otherwise identical status characteristics” (466). Within this passage we are able to connect gender to the unit of analysis by evaluating the institutions framework and to what extent does gender influence the hiring process on leadership positions. Some of the attributes of gender are:

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

Managers should be mindful of assuming that women have greater family-work inconsistencies than men, and that this can impact their views of women’s suitability for promotions. Companies should make an effort to create a business culture where family diversity is respected and valued. Companies that permit the family-work conflict bias to exist stand the chance of being looked upon by outsiders as discriminatory (Hoobler, 2011). Organizations must be trained to identify and value gender variations. Performance evaluations and promotion choices should be based on a person’s performance at work and not linked to possible family-work issues.

This research paper will take a symbolic interactionist perspective to contrast the different leadership prejudices of men and women in the workplace. The age-old debate of inequality for women in executive position will now be examined through online periodicals that show gender stereotypes in the workforce, different strategies men and women use to break the glass ceiling of the workplace, a focus on the interactions and reactions of a male Chief Executive Officer (CEO) versus a female CEO, leadership prejudices among women and women, and various studies regarding leadership of men and women. Because of stereotyping, very little focus is on men within the workplace. However, research shows that male workers face stereotyping as well as

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

These factors emphasize on the male attitudes towards women as the “weaker sex” and that they were expected to work in certain areas for certain task only. In addition, (Frank, 2001) also indicate that for example that Chinese woman prefer a male manager. Living in Malaysia as a multiracial country, we agreed that it is true that not only the Chinese but in general that most of our people prefer a male than the female manager in working environment. In order to overcome this situation, the advantage of networking is possible. However the culture exists restrain the women managers from entertaining their business associates in private clubs or on the golf course. It is more known as the men’s field to suit this type of socializing. Because of such exclusion, women managers have limited opportunity to socialize with influential executives who could help their career development.