The Correlation Between Employee And The Gender Type Of The Job

Gender stereotypes are one of the most common encountered on a daily basis. The infamous ‘Glass Ceiling’ still exists in many areas of the professional world, restricting valid promotions simply based on gender. This type of concept can be verified by looking at comparative weekly wages of other professionals in a variety of industries. Most people will generally see female dominated occupations, such as nurse, teacher and secretary as requiring feminine personality traits and physical attributes for success; whereas male dominated occupations such as doctor, lawyer, and business executive are seen to require male personality traits for success (Sanderson, 2010, p. 344).

“Stereotypes are categories that constrain and shape what a person believes about, and expects from, other people” (Bartlett 1910). The workplace is one of the most active environments for women to be stereotyped against. Women are judged in ways such as being weaker than, and not as active as a man. This can be a problem for a woman in a male dominated occupation by making them feel, or seem, not as valuable as a man. For example, women in the police field will face the struggle of being seen as weaker, gentler, and to submissive to fight crime compared to men. This type of behavior leads to women not receiving much earned promotions, and having more struggles applying to male dominating jobs.

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.

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.

Today women with their smartness, grace and elegance have conquered the whole world. They with their hard work and sincerity have excelled in each and every profession. Women are considered to be more honest, meticulous, and efficient and hence more and more companies prefer hiring women for better performance and result.

Over the last several decades, the landscape of employment has changed. Many positions that used to be designed for males have now opened to the female population. Being a female no longer holds the same stigma as it did; the hormonal, weepy woman, who sat in the corner wringing her drenched, lace handkerchief. The one who couldn't make a decision on which beau to dance with at the ball.

The current paper presents a critical analysis of the Hogan Personality Inventory (HPI), as it will be utilized by practitioners of Industrial Organizational Psychologists, based on the scholarly reviews from the Mental Measurements Yearbook. A description of the standardization sample and presentation of validity and reliability evidence of the HPI and the applications of HPI is included. The pros and cons of using the HPI as a practitioner of I-O Psychology are explored. The quality of the test is examined and is discussed as being a good tool for organizations seeking to reduce business costs by identifying individuals for hiring, promotion, and training and to reduce turnover.

In today’s world, we see gender biases that still exist in today’s jobs and careers. The music business is one of the few businesses that are still dominated by males and this number isn’t showing any prominent growth

Scroggins, Thomas, and Morris (2009) is a meta-analysis of the validity and practicality of using personality tests in employment selection. According to Scroggins, Thomas, and Morris (2009), personality tests using the Big Five can predict job performance; identify specific traits associated with a particular profession; job and training proficiency; performance motivation; career success; and organizational commitment. Additionally, personality tests combined with cognitive ability test reduce adverse impact; thereby, enhancing the validity of employment selection process (Scroggins, Thomas, & Morris, 2009). Specifically, the variety of items within the NEO PI scales allows organization to match job candidates with a particular job based on personality traits, for example, a salesman (Scroggins, Thomas, & Morris, 2009).

This, unlike the French university study, has controls involved in the experiments which included randomized, controlled and blind experiment’s. During this study there were two teaching assistants, one was a female and one was a male. During this study the two teaching assistants were perceived as their actual genders by their students on an online course and then the teaching assistants were perceived as the opposite of their real gender by their students in a different online class. The result of this study showed regardless of the actual gender of the teaching assistant , the teaching assistants that were perceived as males by the female students were rated higher than the teaching assistants perceived as females. The male student ratings of the two teaching assistants showed little to no difference regardless of the teaching assistants gender. This study also shows that male teachers have an advantage when job seeking at universities compared to female

For example, as Sarah Rutherford divulges in her article, women are stereotyped to be “more apologetic and less confident in their management styles compared to their male counterparts” (327). On the other hand, males are perceived as “better negotiators, strong leaders and great problem solvers” (Hamori-Ota 238). These two stereotypes reveal how more positive attributes are linked to males compared to females in relation to managing a company. However, more individuals are now focused on support of females in management positions and their qualities are being acknowledged. For example, women are recognized as better communicators “with their ability to handle unfamiliar, uncertain and sensitive social situations in the business world” (Rutherford 328). Overall, hiring personnel need to grasp the concept that in particular situations, varying management strategies can be successful, so the differing personalities, approaches and qualities each gender possesses can enhance the business. Although some companies hold onto the stereotype that one gender prevails over the other, the differing male and female management styles are complementary; therefore, beneficial to the business world as a whole.

Many of the women stereotypes evolve from the social misconception females belong at home. These views can impact a woman’s potential to gain status, power and in turn a higher income. The term glass ceiling illustrates this unseen barrier, immobilizing and disempower women in the work place. Female gender stereotypes paint women inadequate for handling tough ‘manly’ jobs. Women also lack the apparent positive male characteristics of aggression, domination, and self-confidence (Gender Stereotypes 2015). However, a female who does possess these positively acclaimed male attributes are torn down and are not acclaimed as

A study on the implicit and explicit occupational gender types, Sex Roles, “Occupational gender stereotypes are activated when men and women are considered to be more suited for certain occupations based on stereotyped characteristics and temperaments” (White and White 2006). Matheus represented the following examples, “a stereotypically feminine job would be associated with attributes such as nurturing, caring, and being sensitive to the needs of others and a stereotypically masculine job would be associated with attributes such as decisiveness, coldness and toughness” (Matheus 2010). Nowadays, women are usually seen in the workforce as secretaries and nurses. Meanwhile, most doctors and construction laborers are men. In addition, Anker points out that “Occupational segregation by gender is prevalent in most if not all countries” (Anker 1998). “Women and men work in different fields and within fields at different levels” (Anker 1998). Diekman and Wilde explained that “men’s concentration in leadership and other high power roles led to the assumption that men have “agentic characteristics” such self-assertion and dominance and women’s concentration in subordinate and caretaking roles lead to the assumption that they have “communal characteristics” such as being kind and supportive (Diekman and Wilde 2005).

Sexual harassment discourages women in the workforce and some employers take advantage of that discouragement for their benefit. Finn claims that physical appearance and clothing are a common form of discrimination against women (n.pag.). Finn argues how an employer will hire an attractive woman simply because she would increase the business’s revenue than another qualified mediocre woman (n.pag.). Women obtain jobs based on their exterior appearance rather than their intellectual capability of executing a challenging task. The employer makes an assumption based on gender without giving women the opportunity to prove their strength (Finn n.pag.). Women were never given an opportunity to receive a higher paying job because jobs were reflected as dangerous or difficult for women (Kulow 385+). Nadler and Stockdale claim that women are viewed as competent, but individuals who are both competent and likeable are most likely to be promoted (281+). However, women are constantly segregated to lower paying jobs (Kulow 385+). As a result, women experience great difficulty in receiving promotions because of their stereotypical appearance of being the weaker sex.

Unfortunately, regardless of a woman’s educational experience, it does not seem to make a difference when competing with a male in the workplace. Teachers, nurses, secretaries, and waitresses are stereotypical jobs that are affiliated with strictly women. These jobs are thought of as being “feminine” or not challenging enough for a man. Although, as for the men that do choose to take on these types of jobs, they are known to make at least 12% more than women with the same work experience. The stereotypical jobs that men are typically associated with are doctors, lawyers, policemen, and chief executives. Based on this research, it seems as though men have more power and gain more respect in society. What causes these absurd stereotypes, and why are women seen as incapable of performing the same difficult tasks as men? Although this question may never be answered, but there are many facts pointing to the reality of the matter (McCoy).