Using the Cultural Dimensions Explored in Module 1, Discuss Some of the Ways in Which Australian and New Zealand Citizens Are Members of Cultures or Clusters That Are Different from the Clusters in Indonesia (About 800

The rapid growth of globalisation and internationalisation of trade in resources, especially human capital, has made managerial of culture differences ever so important as to understanding the different variables (Hofstede G, 2010). In this paper, the Power Distance Index (PDI) of both Chinese and aboriginal traditional cultural value and belief in family, social life and workplace is going to be examined under the scope of Hofstede’s dimensions. To a truthful stereotype, both culture heavily emphasis upon power distance in a form of age-grade social hierarchy, the variance in its operation however made these cultures unique. The value and beliefs of Confucianism has embedded upon every aspect of Chinese life, putting emphasis upon power

Western women have traditionally been perceived as the inferior sex, or the domestic partner, subjected wholly to the private sphere, and stripped of legal rights and standing. Meanwhile, men are depicted as the breadwinner, the strong, masculine and dominant partner, who belongs primarily to the public sphere. These historic gender norms have been deeply imbedded within Australia’s social foundation, and although society has gradually shifted away from these roles, evidence suggests that this gender inequality still riddles the modern day workplace. Liberal feminist groups have embraced this issue, and have classified it as being a true barrier to achieving the ultimate gender equality goal. Consequently, these liberal feminists along

Use this section to provide your reader with brief information on the three concepts you selected (no need to explain the concepts in their entirety), why you selected these particular concepts, background information about the culture with which you identify, information about your interviewees and the culture with which they identify and anything that serves as introduction. This section should be detailed and brief – about ½ to ¾ of a full page.

Over the past few decades, great strides have been made by women in the workplace. This increased number in women in the workplace does not mean equality however. Even with equal qualifications and achievements, women are still not given all the opportunities that men have. The chapter in the textbook, “Gender at Work”, shows us more of these inequalities in the workplace. Such inequalities cause gender segregation of jobs and can be linked with the pay inequality in the labor force. Even in jobs that are predominantly filled by women, men earn more than women. Women are often stereotyped as being family focused and not as able to travel, therefore they tend to get passed up for promotions (Garson p.353). This invisible barrier that keeps women from moving up the executive ladder is referred to as the “glass ceiling” (Baxter and Wright p. 346). Women also tend to do more domestic work, or unpaid labor and caregiving. This extra unpaid work is referred to as “the third shift” and is largely rested on the shoulders of women (Gersel p. 352). Consequently, this seems to be one of the biggest things holding women back from taking on jobs that are normally considered male

Since women’s acceptance in the labour market the typical Australian family being ‘male breadwinner’ have been replaced by ‘dual income’ families where one partner works full-time while the other works part-time (Chesters 2011). As a result, there was an adjustment in the division of domestic labour where it became more equal as couples divide their time between paid and unpaid work (Chesters 2013). According to the Australian Bureau of Statistics (ABS 2009) gender roles in housework became more flexible whilst women participate in paid employment. Men would spend more time doing ‘core female’ domestic activities such as cooking and laundry and less time on outdoor activities such as home maintenance and lawn mowing (ABS 2009). In addition, men take on a greater role with regard to childcare where they spend more of their care time on play activities, these activities are normally done the same time as other activities (ABS 2009). However, some research has found that the ‘more dependent husbands are on their wives for income the less housework’ they would do in order to protect their masculinity (Baxter, Hewitt & Western 2009). Although there is hardly any difference in time spend on household work between full-time and part-time employed men it is is evident unemployed men spend only between 4 and 5 hours more doing housework as

Date: Thursday February 8, 2001 Work Place Roles Of Men and Women Compared in Today’s Society

Auburn is a suburb in western Sydney in the state of New South Wales Australia which had major changes that occurred over the years, the three major changes are transport population and culture.

In this paper I will begin by defining personal culture and national culture. After, I will then elaborate my own personal and national culture. I will continue to talk about the subject with the person that I have chosen for my cultural group, my mother, and I will identify her personal and national culture. Lastly, I will talk about my own personality and how it has a connection with my own natural culture; knowing this is important, it lets us know who we are, and how we act with people who are from different cultures.

If perceivers often observe a particular group of people engaging in a particular activity, they are likely to believe that the abilities and personality attribute required to carry out that activity is typical of said group. “Both within and across different cultures we find great consistency in standards of desirable gender-role behavior. Males are expected to be independent, assertive, and competitive; females are expected to be more passive, sensitive, and supportive. These beliefs have changed little over the past twenty years within the United States and apparently around the world as well” (Hetherington & Parke, 2016, Chapter 15). These general beliefs and stereotypes likely stem from observations of women and men in differing social roles. In the workforce, women are more likely than men to hold positions of lower status and authority. Conversely, men are less likely than women to be homemakers and are more likely to be employed in the paid workforce. Although these stereotypes hold true in some cases, in today’s society, they are being shattered almost daily. Women are now holding higher positions of authority in the workforce than ever before. In some cases, the woman is the sole breadwinner whilst some men are now taking the role of homemaker and stay at home

Being involved in the Reconciliation Action Plan working group has inspired and motivated my desire in developing mutual respect for Aboriginal and Torres Strait Islander cultures and values.

Having a brother in law who married a Japanese girl, Japan seemed a fitting choice for this assignment. The Japanese culture is a world apart from the United States literally and figuratively.

My understanding of the Aboriginal and Torres Strait Islander culture is that it was a very unique, structured and spiritual culture. They were the First National peoples of Australia and consisted of different family groups living in each territory; South West, Northwest, Kimberly, Fitzmaurice, North, Arnhem, West Cape, Torres Strait, East Cape, Rainforest, Gulf, Eyre, Northwest, Southwest, Riverine, Spencer and Tasmania. They moved around the territory systematically to preserve the land and its plants. They have many unwritten laws, customs and traditions as well as a deep connection with art and music. Due to the European settlers claiming their land a lot of their history has been lost and they are still struggling with the effect it has

To best compare and contrast my chosen CALD groups, the cultures of the Aboriginal and Chinese people, I focused my research and analysis on the dimensions of individualism vs collectivism and communitarianism.

Researchers have proposed a variety of explanations for systematic gender inequality in the workplace. Cultural benefits, the actions of male employees, the actions of the female employees, and the actions of the employer can contribute to intentional or unintentional gender discrimination (Ngo, Foley, Wong, & Loi, 2003). It has also been mentioned that women make less money because their work environment is generally safer than the stereotypical male work environment; childcare, cashiers, and secretary positions as opposed to firefighters, truck drivers and construction workers (Parcheta, Kaifi, & Khanfar, 2013). Perhaps the most dominant reasoning for women receiving less pay is the carrying over of biological roles into the workplace. Female employees often take time off to have a family, take care of a family, and are the primary caregiver of said family.

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).