The first article that I read was “Work Pressure Demands more Downtime than a Fleeting Week Off.” It was a very interesting take on how the world that we live in can become a place of pressure and breakdowns. The workplace and the home place no longer exist. The people that this study was conducted on became a product of their work and could no longer separate themselves from it. According to “Work Pressure Demands more Downtime,” “A 13-year study of four cohorts of investment bankers illustrates the long-term costs of ignoring our bodies’ need for respite … Around year four, they started to break down from overwork. Eating disorders, tics, sleep disturbances, anxiety and depression were commonplace. Most of them responded by pushing harder …show more content…
I think the idea of quotas is a very valid point. There needs to be something legally binding that will force companies to step up their game and become a more diverse workplace. I think it is sad that it has come to the point where ideas like this are being forced onto companies, though. According to “Gender Quotas feel Coercive but Appear to Work,” “[Deborah Hargreaves, founding director of the High Pay Centre] started off thinking that quotas weren’t the answer, but the pace of change [in the UK] is glacial,” she says. “Every board thinks that when it’s got one woman, that’s it.” This allowed me to reflect on what type of workforce I will be entering into as a woman in the next few years. I would like to live in a world where my rights and my capabilities as a woman are not questioned. Imagine a world where the topic of a woman making it to a high managerial position isn’t even news because it has become the norm, and it is just a part of society. That is the world I want to live in. An interesting quote in the article was “One German government minister has compared the forthcoming shake-up of German corporate culture to “swallowing a toad” (“Gender Quotas feel Coercive but Appear to Work”). I reflect on this thought and wonder what will be the designated moment or movement which will allow women to be truly equal in the workplace. In my opinion, quotas are only the first step. It is a milestone for women to be represented on boards or in a management position. However, just because they are present does not mean that they will be listened to, taken seriously, or
Throughout the world, discrimination in all forms has continued to be a constant struggle; whether it’s racial, gender based, religion, beliefs, appearance or anything that makes one person different from another, it’s an everyday occurrence. A major place that discrimination is occurring at is in the workplace. One of the largest problems discrimination issues is believed to be gender. Women, who have the same amount of experience as men are not getting paid at the same rate as men, these women also are equally trained and educated. According to the article Gender Pay, it was discovered in 2007 that a woman makes 81 cents for every dollar a man earns.(“Gender Pay”) . This shouldn’t be happening in today’s society for the fact the society lived in today is suppose to be more accepting. Men are viewed as being more popular, valuable and having higher powers than women. The Reason Discrimination is involved in the equal pay equal work is because of the significance it has to how some businesses pay their employees.
It has been proven that even by creating equal employment laws, one cannot ensure that woman will be treated fairly when being employed, especially in business. This equal treatment will not occur until enough men in power give the qualified women a chance to hold these positions. The business world will realize that women are capable of working alongside and over men in the business world.
Women face discrimination in the workplace. Discrimination is defined as a behavioral activity is exhibited in how people treat members of other groups and in the decisions they make about others. In chapter 3 Race and Ethnicity in the United States discusses how discrimination not only effects positions in companies it also affects pay rates. Income is drastically different when it comes to men and women and only gets worse for women who are minorities. These women have broken through the glass ceiling in their corporations. “In 1991 the Glass Ceiling Commission was formed to help women and minorities, fight their derrepresentation in the workplace”. With this article and with research that is being done women are starting to break the glass ceiling that is holding them down. Women account for only 2.2% of Fortune 500 companies CEO roles. The number is shockingly low, less than 15 companies have women CEO’s in the 500 companies we look at that best fit our country’s
furthermore, i believe women should not be oppressed in the working environment as they are only trying to seek the same opportunities as men,everybody should be treated equally and fairly. I have realised even in our society women are still looked down on and their appearance is always seen us more important than their knowledge in order for them to get on with their work. Even in our developed generation despite how much the Suffragettes fought for the equality of women in some the cabinet jobs women are still paid less compared to men. I believe the main gender inequality directly comes from the media as we are bombarded to believe women are fragile and
Sexism is a major factor in the workforce.Today male and female have a hard time breaking into the opposite gender dominated fields. This has happened because of the media, it has showed us that male have certain “right” jobs, as well as female. Female still dominate traditional female professions like cosmetology jobs are 92.9 percent women working them(Wolfe). If a man were to get into cosmetology they would most likely be judged for having that job, because we stereotype that they can't have a feminine job. Women have a harder time getting into high level positions. “Women make up only 21 of the S&P’s 500 CEOs,” (Berman). This has happened because the media has set in place stereotypes that it is wrong for women to have high level positions. It is getting better, in 2013 women chief financial officers increased 35 percent at large U.S. companies from 2012 (Frier and Hymowitz). The job market for men and women is still unfair but it is starting to get equal.
Half of all employees in the US alone are women and yet “only around five percent hold senior positions (Source 11)”. According to this, one can assume that out of all the employees in the US, only around three percent are women in senior positions, which is a small number of women. However, the representation of women in large corporations is bigger with twenty five percent as higher level managers (“Sexism in the workplace”). Small numbers of women in different kinds of jobs is still common in today’s jobs, even though some may consider the sexes to be equal. They are also underrepresented in blue collar jobs such as construction workers, precision production, and mine working. The cause of these small numbers could be because the employers of these jobs are sexist and the gender of the applicant matters when finding people to fill the jobs, but this is not always the case. Women could also not be applying for the blue collar jobs as well. They may not do this because they do not feel that they could stand doing the heavy duty work. Men could be convincing them that they could not last in the job, when in reality they most certainly
I understand that the lack of women taking a role as a leader in a company does not apply as a good example speaking that it is gender inequality but based on the ability of the person of taking the job. But on the other hand, there is no reason that could explain why women are getting less pay than men when they both are working for the same job.Which also mean that there is no rejection stating that there is gender inequality when it comes together speaking of the wage gap between men and women. Restating the argument that was made earlier, women earn 77 percent of what men earn for the same job. In this case, it explains that gender inequality is still occurring around us. It clearly demonstrates that men and women are getting treated differently. If both men and women are taking the same job and working at the same hour and having the same experience. What makes that women should take a lower pay than men when women are also giving all those hard work in the same job? The only answer to that question is that there is gender inequality. There are also other examples of gender inequality that occur around the world. For instance, in Saudi Arabia there is limited mobility for women. Where women have no right to drive a car or ride a bicycle on public roads. Also in Chile and Lesotho, women lack the right to own land. All deeds must include the name of a man, the husband or father, and if one of those man die,
For many decades, women have faced inequalities in the workforce. At one point, they were not allowed to work at all. Although women's rights have improved and are now able to work alongside men, they are still treated unfairly. According to the 2012 U.S. Census, women’s earnings were “76.5 percent of men’s” (1). In 2012, men, on average, earned $47,398 and women earned only $35,791. This is when comparing employees where both gender spend the same amount of time working. Not only do women encounter unfairness in work pay, they also face a “glass ceiling” on a promotional basis. This glass ceiling is a “promotion barrier that prevents woman’s upward ability” (2). For example, if a woman is able to enter a job traditionally for men, she will still not receive the same pay or experience the same increase in occupational ability. Gender typing plays a huge role in the workplace. It is the idea that women tend to hold jobs that are low paid with low status. Women are not highly considered in leadership positions because of social construction of gender. Society has given women the role of “caretakers” and sensitive individuals. Therefore, women are not depicted as authoritative figures, which is apparent with the absence of women in leadership roles in companies. Furthermore, sex segregation leads to occupations with either the emphasis of women in a certain job or men in a certain job. In 2009, occupations with the highest proportion of women included “secretary, child care worker, hair dresser, cashier, bookkeeper, etc.” (3). Male workers typically held job positions as construction workers, truck drivers, taxi drivers, etc. (3). Sex segregation represents inequality because the gender composition for these jobs depends on what ...
Definition. Schaufeli’s (as cited in Truss, Delbridge, Alfes, Shantz, & Soane, 2014, p. 26) ideas on employee engagement can be explained by using the Job Demands-Resources (JD-R) model. Job demands and availability or lack of resources, both job and personal, either contribute to or deter employee engagement, this is illustrated by the JD-R (Truss et al., 2014). On the positive side, according to Truss et al. (2014) job and personal resources “foster engagement in terms of vigor (energy), dedication (persistence) and absorption (focus)” (p. 26). An employee who has the resources needed to do their job is better equipped to do the job and thereby better able to perform their job (Truss et al., 2014). Employees who are better able to meet job
Equality for all sounds like a simple concept for everyone to live by, but it seems that even in today’s society around the world women are lacking the equal rights they deserve. Ever since we can remember in our history, women have always received the short end of the stick when it came to their rights. Right to vote, right to a job, right to equal pay, and the list can go on and on. There have been many attempts for women to receive the same rights as men, but not all have been successful. This is especially true in the workforce. The workforce is the main issue when it comes to equal rights for women in today’s society. Women have been mistreated in the working environment and have affected them socially, but throughout all of this there have been attempts to stop it.
Work place or occupational stress refers to any form of restrain that is experienced when there is no match between job demands and the output of the worker. The article ‘Occupational stress’ aims at showing ways in which stress people get from their work place affect them and what causes the stress. This condition may encompass many conditions that include maladaptive behavior, psychological disorders, cognitive impairment, as well as emotional strain. These conditions lead to poor performances at work, injuries, or biological reactions that in turn may compromise the health of the employee.
Workers don’t have enough leisure time, and that affects their lifestyle seriously. Lucas points out 25% of employees always work straight from the morning into the evening and approximately 50% of people eat lunch at their workplace. Also, 40% of employees have to keep staying in touch after they have already worked for long hours. Based on those statistics, we can tell employees can’t leave from the workplace even though they’re on their break. In “Work-life balance holds the key,” Kristine Yang states that a 27-years old copywriter died after working for 30 consecutive hours. Employees need to balance the time of work and the time of rest. Sometimes, they need a relaxation in order to get away from the intensive workload. If they don’t pay attention for work-life balance, that might lead to some serious issues such as the copywriter. Therefore, Lucas wants us to consider more seriously about taking a break after working for a long
The goal on gender equality and impact of gender discrimination varies from country to country, depending on the social, cultural and economic contexts. Anti-discrimination laws have performed a critical role in expanding work place opportunities for women, yet they are still denied full equality in the workplace. Even though they can now secure powerful professional, academic and corporate positions once reserved for men, the ever present glass ceiling still deters the advancement of large segment of the female workforce (Gregory, 2003). Interest in the careers of females remained strong among both scholars and practitioners. Women have made considerable progress in entering the managerial ranks also but not at the highest levels. However, the promotion of women who hold top management positions increased only slightly during the last decade (U.S. Department of Labor, 1992). Shrinking gender differences between men and women in job related skills and aspirations may not reduce employer discrimination that is rooted in the belief that women’s emotions prevent them from managing effectively (Kanter, 1977). Stumpf and London (1981) identified criteria that are commonly used when decisions are made about management promotions. The specified job-irrelevant criteria, such as gender, race and appearance, and job-relevant criteria, such as related work experience, being a current member of the organization offering the position, past performance, education and seniority.. The central question is whether the hiring, development, and promotion practices of employers that discriminated against women in the past have been remedied or continue in more subtle forms to impede women’s advancement up in the hierarchy
Late 1980's: work stress received increasing attention in I/O research, theory, and practice Balancing work and family lives received increasing attention.
Everyday, there are workers who come home from their jobs with a high amount of health issues. Headaches, aching muscles, exhaustion, and many more health issues have workers wondering why this is happening. All of these symptoms can be linked to stress in the workplace. Job stress has become more of a problem than ever before. Numerous studies show that job stress is the major source of stress for American adults and that it has escalated progressively over the past few decades (“Workplace Stress,” 2004).