“The Confidence Gap” article by Katty Kay and Claire Shipman, two successful journalists, is based on a contrast of self-assurance between male and female (58). In this article, authors compare the psychology of men and women in all aspects of life. Women being sufficiently skilled tend to focus on their work by following standards without getting diverted however, indicate lack of confidence by not requesting additional rewards. From the history of being obedient to the rules of society, women have changed their present completely by almost taking half the work force in the industry, making the world move in their direction (58). But still, men get more promotions and are paid more and we look up, to the management chart of a work place, it's hard to find the female staff at the upper levels. Many observers came up with different observation for this which is true to some extent but what is more accurate is women’s drastic lack of confidence (58). Kay and Shipman share their experience to explain the concept of lack of confidence, how educated and experienced Kay was and yet when she had to make a move in journalism she had second thoughts. Shipman shares her experience for the same dilemma (58). In comparison to men, the level of confidence in …show more content…
Linda Babcock, David Dumming and Ehrilinger write about how women lack confidence and summed up with the conclusion how this made them not want to pursue future opportunity (60). Ehrilinger Points the discovery of Hewlett-Packard indicating how perfection effects the feeling of confidence in women. Flipping to the other side of the coin, Brescoll said that confidence in men “go into everything just assuming that they’re awesome and thinking, Who wouldn’t want me?” (qtd. in Kay and Shipman 60). Anderson further told how confidence is as important as competence. He says how confident people work well at a job that they are not actually too good in
In the 2015 ‘New York Times’s’ article ‘Madam C.E.O., Get Me a Coffee‘, Adam Grant and Sheryl Sandberg made an observation on a woman’s position in a company. According to them, even in the 21st century gender stereotypes are alive and well, and are still used to undermine women. In the article, it is stated that in a workplace women are expected to help out without expecting anything in return, while the same is not only not applicable to men, but when they actually do contribute they are showered with praise and rewards. This biased behaviour is still vigorous mainly due to the deep-rooted belief that women are more nurturing and communal, and, therefore, less ambitious and results-oriented than men. This stance conventionally reduces women
It is primarily evident that a lot of amendments have been made in the field of employment to achieve a sense of work place equality for men and women. However, there is the understanding that the topic of inequality and inequity is still persistent in contemporary society. It is manifest that there are a numerous amount of barriers that females endure in the workplace environment, and this binary is occurring because of their gender roles. This paper’s intent is to recognize that the concept of gender stratification experienced in the occupational spectrum causes the downward social mobility for females. The focus of this paper is to further investigate the argument that women in the workplace are still facing numerous amounts of impediments,
Andi Anderson (Kate Hudson) is a beautiful, young, and successful writer who maintains a “How-To” section in “Composure” magazine. Her dream is to “write about things that matter, like politics and the environment, and foreign affairs- things I’m interested in.” (How To Lose A Guy In 10 Days, time stamp 02:00). She knows that the only way she will eventually be able to write about subjects she’s passionate about is to be successful in writing her superficial “How-To” section in the magazine.
Within the 8 years, Valerie was a manager of a department store and a corporate recruiter for Lechmere retail stores. In her time recruiting, she found herself interviewing primarily men who were her parents ages, had more education than her, and more experience. Valerie expressed that she found herself being intimidated by the task because she felt a shift in power. While Valerie was the interviewer and held the power, society taught that the man who was older and more educated should hold the power. During interview, there were times when men turned on their charm in hopes of winning over Valerie. As a women working in recruiting, Valerie had to set aside her insecurities and keep control of the interviews. Many times even when women rise to higher power positions there come insecurities that they may not be good enough, smart enough, or experience enough. The mental disconnect is one the biggest trouble women face in the work force because a sour thought can change a person’s personality rapidly and in turn affect their overall work output. One anecdote that Valerie shared that when it came to firing employees she had a way of always sending the ex employees out with a smile on their face, thanking her for the experience. She noted that if one of the men who do the job, people would leave the room angry and resentful. “I guess I just have a way with people that they don’t”, Valerie
Professor Martine Haas, Organizational Behavior, Cornell University, gave an example of a woman named Vignette who was giving presentations and had to monitor herself in a male dominated setting. She avoided raising her voice at certain times in order not to sound too assertive because she is a woman. Vignette hasn't been the only female or woman who has been faced with this situation. Aside from this type of impression management, there have been many circumstances where many successful women hesitate to take full credit for their success and accomplishments. They often feel insecure, attribute their accomplishments to something other than their own efforts such as luck and often get thrown into a state of paranoia that people will doubt their competency. This is known as the "imposter syndrome."
Unfortunately, even today, women are still trying to prove themselves equal to men in many ways. The “glass ceiling” is perhaps one of the most familiar and evocative metaphors to surface from the 20th century. This expression has been used widely in the popular media as well as in official government reports. The image suggest that although it may be the case now that women are able to get through the front door professional hierarchies, at some point they hit an invisible barrier that blocks any further upward movement. “Below this barrier, women are able to get promoted; beyond this barrier, they are not”. Such a situation can be considered a limiting case for a more general phenomenon: situations in which the disadvantages women face relative to men strengthen as they move up executive hierarches. “Traditional approaches to recruitment, organization and job design, performance management and promotions are often designed in ways that are more suited to men than to women. This is what creates the glass ceiling”. Beyond the limit of job titles, the glass ceiling also creates a pay difference between men and women performing the same work requirements.
For many years, it has been apparent that men and women are treated unequally in the work field. Men are commonly seen to be chosen over a women for promotions and job hiring; nonetheless, it has been said that women and men both bring different characteristics to the workplace that are great for business when combined. Not only women believe this inequality is unfair, but there has also been men to say this as well.
Organizationally, in the male dominant industries, the persistence of gender bias, stereotyping and discrimination are the contributions to gender inequality in the workplace. Are women less qualified than their male counterparties are? A management-consulting firm, Bain & Co. conducted a research (2013) revealed the issue, which impedes the promotion progress for female relate to their male counterparties. Intentional and unintentional bias established the preconceived notion of men over a woman in the corporate setting. The capacity of women is overlooked, in the business world where long dominated by male, the appointment or promotion opportunities are more likely given to males simply to maintain the male dominant culture (Wright E
The modern world displays how realistic this concept of hidden potential within a society is. These stereotypes between genders have established a world of assigned roles. As well, the possibility for a more productive society when speaking to the issue gender inequality and productivity in the business world goes unknown. Gender identification thus has the ability to determine occupations of individuals within a system. The article titled Gender Inequality in The United States Today acknowledges that “women today make up almost 60% of U.S. college students and earn the majority of doctorates and master’s degrees” however, there are “large disparities in the number of women managers” as compared to men (Ferro 2). Although a larger portion of
Women have experienced a historic situation of inequality in the social as well as professional aspects. Women were normally the ones that would take care of children, do the chores in the house, and in rural areas; they would work in the field with the rest of the family. However, today’s women have become more self-sufficient and independent from the predominant male figure within every historical family. Gender inequality in the workplace is becoming less common; yet, gender is a factor that affects men and women. Especially women have been subjected to a historical discrimination that has influenced society to decide which job is more suitable for women than men. However women have confronted and tried to break down the barriers that impede them from doing the same work as men. Many countries have employed rules that favor gender equality, and they have thrived monumentally; not only in the business part, but socially too; these rules or laws have also transformed the mentality of men in countries where “machismo” is part of the culture. Women and men should be given the same kind of job without any discriminatory distinction, and the same average wage for the same comparable job; because even though it complies with the civil right of every individual male or female, it gives place to more development and shrinks even less the wage gap in society.
The percentage of boys estimating consensus was 63.78%, which was slightly higher than the percentage of girls--60.71%. The 3.07% was consistent with the hypothesis, but it was too minor to prove the validness of the hypothesis. Nevertheless, it was noticeable that the percentage of the estimated consensus for boys in every scenario was above 50%, while the lowest percentage of the false consensus is 38.10% created by girls in the second scenario. The hypothesis was formulated based on the research of the level of self-esteem for females and males, but the self-esteem level was not evaluated in this research because of its complexity and abstractness. Thus, the future research should integrate accurate measurement of self-esteem to test the correlation between false consensus bias and self-esteem of females and males. Withdrawing a larger sample with equal gender distribution would also be an approach for more precise
Throughout history, women have been regarded as of lesser value than men particularly in the public sphere. This is the result of gender stratification. Gender stratification refers to the issue of sexism, “or the belief that one sex is superior to the other” (Carl et al., 2012, p. 78). The theory that men are superior to women is essential to sexism. The negative consequences of sexism has led to the pursuit of successful careers by some women, normally considered as masculine, as something to avoid. Possible reasons for this could be they may be seen as less desirable as mothers or spouses in the private sphere.
In other areas of employment such as the health care sector, trade and entertainment, statistics show that women have better opportunities to showcase their abilities to contribute to the development of the economy. However, it is clear that the overall unemployment rate among women is much lower than that of men. Gender in the workplace is such an important area that relevant policies must be put in place to address these issues, if globally, we are to achieve a social balance of income distribution between males and females. Women have been a victim of common stereotypes that discourage them from occupying jobs compared to their male counterparts. This research paper therefore aims at examining the critical issues that contribute to these common trends of gender occupation in different sectors of the economy.
Writh noted that despite women becoming increasingly active in economic activities they are still under-represented when it comes to senior management position. She supported this argument by pointing out that 40% of the labour force comprise of women. However, when it comes to top management position; only 20% are women (Writh 2001). This is as a result of a number of barriers which prevent women from function effectively. Family responsibilities, stereotypes that have led to gender discrimination, are perhaps the most notable factors. Despite this negativity women can still perform exceptionally well as senior managers; especially if effective work/life balance initiatives are undertaken.
While women continue to make progressive strides toward equality, few have risen to the highest positions-leading companies to the new millenium (Andorka, 1998). Fortunately, women can now demand equal treatment in their respective organizations as a result of the aforementioned changes in history.