There are great women who work each day in the public and private sector. Some of those women were pioneers of the Women’s Movement before there was a Women’s Movement. Bette Davis is quoted as saying, “When a man gives his opinion, he's a man. When a woman gives her opinion, she's a bitch.” (Ramsdale, 2014). Another more recent pioneer was a part of the Women’s Movement. Hillary Rodman Clinton is quoted as saying, “I suppose I could have stayed home and baked cookies and had teas, but what I decided to do was to fulfil my profession, which I entered before my husband was in public life” (Ramsdale, 2014). The trouble with empowerment is not that it is ineffective; the trouble lies in the miscommunication of the message that causes dysempowerment.
The root causes of Disempowerment can be viewed through a lens focused on affronts to the dignity of one or more of the players on the team. When the receiver of the message views comments, directions, actions, or body language to be disrespectful, empowerment is compromised (Smith, 2000, p. 101). The weight of the damage may not be easily weighed at the time of the perceived indignation. The impact varies greatly based on the gravity of the event and the witnesses to the affront who feel a likeness to the person who was impacted (p. 101). It is discussed by Dayne Smith, “Women at Work: Leadership for the Next Century” (2000), that different demographics and groups may be more vulnerable to the affronts, and based on their world views may be more or less impacted by a perceived affront (p. 101). Therefore, as leaders one must always be mindful of their actions and the message such actions are sending. An assumingly innocuous statement or action may cause a downward spiral t...
... middle of paper ...
...ntify areas of concern within their personal communication style and within the organization. Additionally, by providing training of cultural, gender and demographic differences in communicating within a diverse workforce, feed changes within the organization. Training management staff to recognize the differences in perceptions will minimize the likelihood of incidents reoccurring. Lastly, by making amends to individuals or groups who have felt minimized by perceived inappropriate behaviors, management can identifying the error(s) and work to rebuild a working relationship of trust, respect, dignity and equal value of worth for all employees.
Works Cited
Ramsdale, S. (2014). 28 Empowering Quotes From Women Who Kick Ass. Marie Claire.
Smith, D. M. (2000). Women at Work:Leadership for the Next Century. Prentice Hall, a Pearson Education company.
Women faced multiple challenges to establish themselves as equals to men throughout history however, this would have never been possible if not for social progress movements to eliminate gender barriers. Consider the statements of “that is woman’s work” and “that is man’s work”. First, imagine the year is 1920; what vision instantly comes to your mind in what was woman’s work and what was man’s work? Now, fast forward to current day; what instantly comes to mind in consideration of what is woman’s and man’s work? The comparison of the differences of 1920 and 2014 is night and day. Crystal Eastman, a socialist feminist, observed that the 19th Amendment was an important first step but that what women really wanted was freedom and equality. She was campaigning for the equivalence of women in social, political, cultural, and economic status. In the essay titled "Now We Can Begin," she laid out a plan toward this goal that is still relevant today and shared her vision of life that she wanted for herself and women across the nation. (Eastman)
...n” has become very antiquated, and purposeless in a world where women have more and more opportunities for equal advancement, affirmative action, etc. It is interesting, however, to note that the ideas of “spheres of influence” still persist, though somewhat altered.
“Feminism is both an intellectual commitment and a political movement that seeks justice for women and the end of sexism in all forms” (Baptiste). Just as in the past, feminism continues to act as a controversial issue among men and women. In the 1960’s, women finally addressed workplace inequity and created woman organizations to achieve equality. In the early 1960’s, the Equal Pay Act and the Civil Rights Act set a milestone for women’s progression towards work equality. Though women have made great leaps towards true equality, women still face many challenges and continue to be categorized as the subservient gender.
In today’s times, women are more equal to men than they ever have been, even though differences like the wage gap exist. However, the rights of women have come a long way since even as little as a hundred years ago. How is this possible? Women have fought – and won – against the inequalities that they have faced. Powerful women like Carrie Chapman Catt, Ida Wells-Barnett, and Jane Addams who fought diligently during the Progressive Era in order to close the vast gap between men and women. It is because of these women, and so many others, that so many reforms came about since the Progressive Era.
Women, in the past decades, have undergone a revolution. They have earned the right to vote and the right to be a man’s equal under the law. They have confronted the obsolete values of male superiority. They have even manage to destabilize the firm belief that only men could be in power. Despite these accomplishments, women have also made a point that we are not equal, simply, men aren’t superior to any women.
The principal of empowerment lies in the capability of a woman to control her own purposes. Previously in the 70’s, being an empowered women wasn’t an option. They didn’t have equal capabilities such as education to achieve literacy, health and equal access to resources and opportunities such as employment with same wage as men. However, to use those rights, skills, resources, and opportunities to make deliberate decisions such as providing through management opportunities and involvement in political organizations, weren’t an option either. Also women wanted to live without the fear of pressure and violence threw out those historical times. Because the stereotype for women was the proper place for them to be was home while men worked to provide for his family. These boundaries have made men the guardians of what has been taught and understood concerning gender and the placement of men and women in society. However, this perspective has changed over the years. Women have now stepped outside of those powerless limits of domesticity and have now been recognized as gender equality. Women today in society now have strengthen opportunities for a proper education, assurance for sexual and reproductive health and rights, abolish gender discrimination in employment by decreasing women’s dependence as a house wife as an employment, increased women’s share of seats in
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
In the American society, we constantly hear people make sure they say that a chief executive officer, a racecar driver, or an astronaut is female when they are so because that is not deemed as stereotypically standard. Sheryl Sandberg is the, dare I say it, female chief operating officer of Facebook while Mark Zuckerberg is the chief executive officer. Notice that the word “female” sounds much more natural in front of an executive position, but you would typically not add male in front of an executive position because it is just implied. The fact that most of America and the world makes this distinction shows that there are too few women leaders. In Sheryl Sandberg’s book “Lean In,” she explains why that is and what can be done to change that by discussing women, work, and the will to lead.
In a quest for equal rights with their male counterparts the feminist movement has opened new opportunities for women in many societies around the world. (Golombisky 90). Feminist’s are pioneering the way for women’s rights, challenging long standing cultural beliefs, creating greater access to education and the political arenas, and initiating change for new ideals. (Golmbisky 90) Many of the once male dominated fields of the workforce now include women based upon the efforts of individuals and a plethora women’s groups and organizations. (Golombskiy 93).
Lean In: Women, Work and The Will To Lead, by Sheryl Sandberg, addresses how women can achieve professional achievement and overcome the lack of leadership progress that has been absent over the past few years. Sandberg uses personal experience, research and humor to examine the choices that working women make everyday. She argues that women can achieve professional goals while still being happy within their personal lives. She argues this by going into detail about what risks to take, how to pursue certain professional goals and how to overcome struggles such as balancing a family and a career. All through Lean In, Sandberg uses the fourth dimension of interpersonal effects through a Narrative to show her indicated stance on gender construction, she includes examples of marked forms as well as cultural gender expectations within communication.
Women's activism has brought and is continuously causing changes in the country that are more liberating and emancipating of the women's rights and place in the society. With the help of brave, bold, and principled women, the status and roles of women in the nation have become more meaningful. Indeed, the 20th century was a turning point in the lives of many women. This was the time when women battled against the oppressions brought by patriarchy through crusading for the promotion of their civil rights, sexual freedom, and pursuing careers which were once forbidden to them.
Wilson, Marie C. Closing the Leadership Gap Why Women Can and Must Help Run the World. New York: Viking Adult, 2004. Print
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 ...
Throughout history, women have remained subordinate to men. Subjected to the patriarchal system that favored male perspectives, women struggled against having considerably less freedom, rights, and having the burdens society placed on them that had been so ingrained the culture. This is the standpoint the feminists took, and for almost 160 years they have been challenging the “unjust distribution of power in all human relations” starting with the struggle for equality between men and women, and linking that to “struggles for social, racial, political, environmental, and economic justice”(Besel 530 and 531). Feminism, as a complex movement with many different branches, has and will continue to be incredibly influential in changing lives.
The focus of The Women’s Liberation Movement was idealized off The Civil Rights Movement; it was founded on the elimination of discriminary practices and sexist attitudes (Freeman, 1995). Although by the 1960s women were responsible for one-third of the work force, despite the propaganda surrounding the movement women were still urged to “go back home.” However the movement continued to burn on, and was redeveloping a new attitude by the 1970s. The movement was headed by a new generation that was younger and more educated in politics and social actions. These young women not only challenged the gender role expectations, but drove the feminist agenda that pursued to free women from oppression and male authority and redistribute power and social good among the sexes (Baumgardner and Richards, 2000).