According to Metz (2011), women are being deprived of opportunities and being squeezed out of organisations due to preconceptions about their dedication to a long term role, based on outdated gender stereotypes. In general, women experience higher rates of harassment at work, compared to men(McLaughlin, Uggen and Blackstone 2012).
Men can do things that need a lot of handy dangerous work such as building houses, establishing electricity, and lifting furniture. A small part of women can do the things that men can, but not everyone. In an article “Why Men Still Get More Promotions Than Women”, the writer named Herminia Ibarra said that “Our interviews and surveys alike suggest that high-potential women are over mentored and under sponsored on their male peers—and that they are not advancing in their organizations. Furthermore, without sponsorship, women not only are less likely than men to be appointed to top roles but may also be more reluctant to go for them.” If we’re so different from each other, why is it that women must be good at everything when men don’t. I believe that’s why intelligence is dependent on people’s
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.
This conversation shows how men and women communicate, but it doesn’t explain everything? Tannen provides us with her theory of genderlect styles to apply this information not only to our professional lives but also our everyday lives.
There exists a disparity in the communication phenomenon between men and women. This disparity according to scholars can be attributed to the male dominance in the society today and relationship tensions between couples. A study on cross-sex conversations showed that, when men and women engage in a friendly conversation, they do so as equals but they do not play the same roles in the communication. Women tend to ask more questions and likely to utter utterances that encourage responses from the other speaker. Men, on the other hand, are more likely to interrupt their partner’s conversations and make direct opinions and facts to control or dominate the conversation. Thus, the communication phenomenon between men and women is strikingly distinct.
For several decades now, women have struggled with equality in the workplace. “Men are told to think like a woman and women are told to act like a man” (Valian, 1998). However, this advice often reinforces gender schemas and stereotypical qualities such as sympathy for women and assertiveness for men. While these pigeon-holes are often exaggerated, research shows that gender characteristics do indeed exist, and they play a very powerful role in the workplace.
Based on an experiment done by two psychologist who are Toni Schmader, a psychologist from the University of British Columbia, and colleague Matthis Mehl, a psychologist from the University of Arizona, who up with an innovative way to study the reason to why the gender gap for women and men is so big. The device they used is it the Electronically Activated Recorder was placed on a few test subjects to see how they would converse with a person of the opposite gender or the same gender of different races. These two psychologists found out that when women talk to men, they already feel a certain discouragement when the other gender talks about work but when talking to the same gender, women tend to be more engaged into the conversation. Based on this study case, people of different genders even in the same settings, there seems to be a stereotypical aspect judging them to make them want to not be the person who they are but instead a different
stereotypes have laid down habits of thinking that allow us to automatically expect less from women, to underestimate their abilities and their work, to categorize each successful woman as an exception. Research has shown that both men and women are prejudiced against women. In studies that do find gender-based differences in the evaluation of work, that difference is usually in favor of men. The tendency to undervalue women and what they can do is so powerful that an influx of women into an occupation or profession is enough to lower its status in the eyes of observers.
The book excerpt Conversation Style: Talking on the job by Deborah Tannen discusses about different styles of communication between the genders. Tannen outlines about differences in conversation styles used by men and women at their workplaces and daily lifestyles. She claims that most of the time problems and tensions between men and women arise because of differences in conversational styles of each gender. The book focuses on research in gender communication in the working world perspective. I agree with Tannen’s claim about gender differences in conversation styles and how it affects relationships, workplace issues and daily life.
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.
In the process of going through an American Sign Language (ASL) interpreter training program, one cannot help but notice a substantial gender gap. For every fifteen females, there are (perhaps) one or two males. Research has suggested that females make up around 85% of the ASL interpreting field (RID, 2014). Does this significate gender differential have an effect on clientele message? This paper hopes to explore that precise question. Through the course of this paper, I will uncover the differences in communication styles between males and females. Additionally, I conducted a survey of interpreters as well as clients in order to gain insight into the possible effects this differential has on clientele. The online qualitative survey allowed me to compare and contrast responses from a small sample of interpreters and clients. The most significant information I gathered related to awareness. Interpreters, it seems, are aware that their gender impacts the client’s message and are taking steps to remedy that. I plan to explore some of these potential solutions within this paper.
In the article “Talk in the Intimate Relationship: His and Hers” by Deborah Tannen, you will begin to see and discover the differences in conversation between men and women. Discussed throughout this paper are the importance of metamessages, an overview of Tannen’s article, whether Tannen is fair in her article toward both men and women and whether I agree with Tannen’s article as well as experiences of my peer’s and myself.
Two of the most prevalent forms of communication styles are direct and indirect communication; these two communication styles impact how members of a culture interact with each other (Morreale & Pearson, 2008). According to Craddock (2002), Kierkegaard, regarded direct communication, “as the mode for transferring information and considered it totally appropriate to the fields of history, science, and related disciplines” (p. 70). Direct communication can be defined as, “speech that specifically states and directs an action. When someone hears direct speech, they know immediately what needs to be done. There is no question about who is in charge, and usually no need for discussion” (Gaddis, 2006, p. 11). On the other hand, Kiergaard believed that, “the indirect was the mode for eliciting capability and action from within the listener, a transaction that did not occur by giving the hearer some information” (Craddock, 2002, p. 70). Unlike direct communication, “a indirect style of speech is not typically authoritative, rather it encourages input from the listener” (Gaddis, 2006, p. 11). The direct and indirect communication styles are often used in different fields, disciplines, and industries ranging from education, workplace, literature, and entertainment, to church services (Morreale & Pearson, 2008). For example, the population relies on the news media as the main source of information and the basis on which they form their opinions and voting decisions” (Fog, 1999, p.
The concept of gender denotes the distinction between culturally driven and created roles of masculinity and femininity. These specific and normalized attitudes and behaviors transcend and effect how differently men and women live their lives. Based on society’s continual re-enforcement of such gender stereotypes, we see an on-going dilemma of gender inequality. Though some may argue that men experience gender inequality, this seems to exist on a much more invasive level for women. As of recently, the awareness of gender inequality in the workplace has increased. With the fight for equal pay and equal respect, society is already making strides towards the equality of women. With that being said, one aspect of gender inequality that seems