Whether it occurs in the home, at work, or many other places, human beings maintain relationships everywhere they go. People have different types of relationships. A person keeps a relationship with their mother, pastor, friend, and boss, but those relationships are all different. There are many different elements to analyze when discussing a relationship. Many factors are involved, such as amount of time spent, amount of intimacy, types of activities participated in, and dependability of the relationship.The first type of relationship a person typically has, are ones that are formed within a religious setting, such as a church, temple, or synagogue.
The amount of time spent within this relationship varies depending on how much type an individual devotes to his or her religion. However, the amount of intimacy is usually very high, as one divulges most, if not all, of their personal problems and issues. The relationships formed within the religious setting is usually dependable in that one can rely of the people within the religious circle for advice and counsel, through the bond of a common faith. One participates in limited activities within this relationship, ones that are exclusive to activities that are in the religious setting, such as church bake sales and Sunday mass.Secondly, another type of a common relationship are formed within a club setting such as athletics and parties.
The people one encounters in these types of settings may be very close to them, but only within the boundaries of a club. For example, two people on a football team may shed blood, sweat, and tears for each other, but not necessarily be the best of friends after the season. In sports, the time spent with each other is usually a lot, a couple of hours every day at the very least. The amount of intimacy shared within athletics is not always abundant.
The information shared between usually shared between teammates stays within the boundaries of the particular sport in which they are participating. Likewise, dependability is not required for purposes other than those related to athletics. For example, a football player can depend on his teammates to block for him in the game, but not to pay off his mortgage. Activities shared with teammates are most often limited to athletic practices, games, and gatherings related to the particular sport.In comparison to athletics, party fri...
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...huge factor. Nobody knows and cares for a person better than their family. Likewise, when someone is trouble or needs some advice, the family is usually the most dependable people to go to. One's family will help them get through mostly everything. From monetary problems to marital problems, one's family will always be there for a shoulder to lean on.
Activities shared within a family are just about anything that is family-related, like a nightly dinner or family reunions.Throughout one's life, many types of relationships are developed, each with their own guidelines and elements. It is impossible for a person to go through life withouthaving at least one type of relationship. Even hermits like the Unabomber had relationships here and there. He had teachers, family, friends, and co-workers, just like the rest of the population. Whether it occurs at someone's workplace, church, school, or in their home, people maintain relationships wherever they go. Just as there are many factors involved, such as amount of time spent, intimacy, types of activities, and dependability of the relationship, all different types of relationships are a necessity for one to live a normal, healthy life.
The gap between men and women produce three important concepts that reason the difference. First is the discussion of the better leader- men or women? It has been studied that women approach their followers with an interactive style with the encouragement of sharing power and information with others, participation, and self-worthiness to others. On the other hand, men have a consistency to be more task-oriented in their leadership styles and emerge in short-term conditions. The simple claim that women are just different than men, can be argued with the idea that men have effective traits for leadership. Women are less likely to negotiate and as a leader, this leads to lack of communication. And as discussed, leadership’s main ingredient is communication. Without it, nothing gets across to followers, and nothing is reciprocated to leaders. As a leadership position becomes larger and larger, (such as a CEO’s leadership position) there are fewer and fewer women holding these positions. The biggest question is why? Generally, females and males share the leadership values, work equally as hard to accomplish their goals, and react accordingly. Society plays a huge role in the gender gap. Some jobs aren’t even offered to women because of their gender and women
The relationship between the husband and wife seems initially to be perfect. They both show each other expressions of love. There is understanding, harmony, financial security, and good communication between them. The couple spends a lot of time together, discussing future plans, and talking about the good moments they had in the past. However, behind all of this positive interaction between the two of them is something they are both not able
Powell and Graves’s study shows that “the gender gap in leadership is a global phenomenon whereby women are disproportionately concentrated in lower-level and lower-authority leader ship positions compared to men” (as cited in Northouse, 2016, p. 399). I couldn’t have agreed more with the statement; I have come across all of people from different aspects of lives. I have noticed that females’ interactions and how they are perceived and or accepted are quite different from males, whether at the workplace, school, in social gathering like religious services, around families and friends, etc. This includes the communication, uncertainty that arises in a professional environment that must do with our
My research opened my eyes to the struggle of women in the job market. The differences range from how we speak, what we wear, to where our priorities exist in business. One of the first books I came across was Managing Like a Man by Judy Wajcman. The title alone highlights the severe psychological separation of men and women in the workplace. Everyone faces difficulty at some point or another in a working environment. Unfortunately for women, workplace issues can range from not getting along, not keeping the job, or simply not getting the job. ‘Bust through the glass ceiling’ is a term coined in regards to women and the seemingly impossible climb up the ladder of success. Multiple books and studies about women seeking leadership roles give the theory a legitimate hype. The female gender has to fight for their role in the workplace, even when they have more education, more experience, and a newly found focus on equality for women. Extended research is still being done because the issue has not been completely eradicated; even now in the 2000’s.
Women have been treated unfairly and discriminated in the workforce for too long. The discrimination that these women face is unjust and unwarranted. It is sad that as a society in the twenty-first century we are still trying to combat these issues. In Developing Women Leaders was published in The Industrial-Organizational Psychologist July 1, 2012 it discusses possible solutions and how stigmas and stereotypes are starting to change. Women should not have to face discrimination in the workplace as a society there should be an equal standard for all individuals no matter the race or gender.
When people are talking about CEO’s, Presidents or any other person in a high position, who comes to mind? For most people, the person that comes to mind is a white male. Even in one of the most progressive and modern countries in the world males are associated with positions of power. Gender inequality refers to the unequal treatment or perceptions of individuals based on their gender. Although we have made abundant steps in narrowing gender inequality, patriarchy still continues in society and thus women today have yet to gain the same opportunities in the workplace. Even with acts such as the Equal Pay Act that passed 35 years ago, today, half of the workforce is consists of women, but the average workingwoman earns only 80.9% of what the workingman makes. There is also a lack of promotion in high positions for qualified women in the work force. These are just a few of the work place inequalities that females are faced with. Even with the many steps taken to ensure equality in the work field, the gender discrimination continues to exist.
relationships with other. Like Confucius once said “virtue is not left to stand alone. He, who
The journal article, “What does sport mean to you? Fun and other preferences for adolescents’ sport participation” claims that fun, social aspects, masculinity, and identity are the main reasons youth participate in sports (Skille and Østera˚ s, 360). Oftentimes, athletes forget they are on the same team, and they start to form cliques or groups based around who has the best bench press or 40 meter dash time. As a result, teammates start to compete with each other instead of working towards the same goal. For instance, one coaching journal article claims that “moral reasoning” in youth is determined through “collective norms” or group behaviors that the coach has a hand in influencing (Shields, LaVoi, Bredemeier, Power, 748-749). A proper coaching environment should therefore revolve around a fun, supportive, and collective environment where success is encouraged through the full support of the team. This support can further be developed through proper positive mindfulness and code of conduct guidelines set forth by the coach; for instance, hazing should be discouraged and proper communication and helpfulness among teammates should be
People who have become involved in sports and recreation develop a larger group of friends, receive more social support, and are more likely to engage in conversation with o...
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
Athletes cannot interact with people back home if they do not have their phone numbers or direct way to contact them as some schools ban the use of social media as a whole. So as a whole it is easy to see how they have been restricted from mainstream society and how they interact in today 's day and age. Socially athletes are affected in their ability to interact with outsiders. Psychologically in can build a wall among the athletes to feel like an outcast as they seem unwanted or alone at times outside of their teammates and school orientated
Women make up over 50 percent of the college graduates in the United States, yet only 14 percent of executive officer positions within companies are filled by women. Within the Fortune 500 CEOs, only 21 of them are women. The United States prides itself on equality and justice, but the majority of the population is not adequately represented in leadership roles. It is time for the entire country to reevaluate its internal gender biases. Women are taking strides to overcome the centuries-old tradition of men being the breadwinners and women taking care of the family and having low-demanding jobs. Biases do not just come from men, as it is proven that women are just as biased against themselves. Society puts more pressure on men to be successful while not expecting as much from women. Men typically attribute their successes to themselves, while women underestimate themselves and attribute their successes to luck or hard work. This lack of self-confidence can be traced back to years of women constantly doubting themselves (Sandberg). Women need to follow Facebook Chief Operating Officer Sheryl Sandberg’s advice written in her book “Lean In”: “But feeling confident—or pretending that you feel confident—is necessary to reach for opportunities. It’s cliché, but opportunities are rarely offered; they’re seized” (Sandberg 34). Willing women have to overcome societal traditions and sit at the table. To do this they have to either get into leadership positions to then break down barriers or break down barriers to get into those coveted leadership positions. These barriers are deeply-rooted into almost every culture worldwide. Sexism and discrimination are constant issues for women in the workplace and not enough is being done to address the...
The discrimination occurs by in-group bias, androcentric values, and stereotypes, which affect a women’s ability on advancing in their corporate organization. In-group bias is a pattern of favoring members of one’s “in-group” over an “out-group” of members. This can be seen in corporate management when “current leaders promote subordinates who they perceive to be like them” (Foster, 2017), often male leaders will promote fellow male associates (Foster, 2017). With this notion, women are often kept out of the informal networks of mentorship (Foster, 2017), inhibiting their advancement in the organization. Androcentrism is the institutionalized pattern of cultural value that privileges traits associated with masculinity, while devaluing feminine traits (Foster, 2017). These values are recognized in the workplace when there are negative assumptions made about women (Foster, 2017). One example, is the assumption in corporate culture that women are less capable and that their work is less valuable (Foster, 2017). This concept diminishes the worth of the women in the workplace; ultimately obstructing their opportunities and ability to achieve top management positions in their organization. Stereotypical beliefs about a woman’s abilities and interests may also result in fewer opportunities to do high-profile projects in upper management (Foster, 2017). Accordingly, the
It is a source of comfort, support, security, and protection. Family helps make sense of the world by allowing one to feel unique and special and be encouraged to follow their dreams and to succeed at life. Families will experience life differently but it should be a safe place that opinions can be expressed openly and each member be made to feel important. While college will provide academic lessons in life, the lessons learned from family will directly affect one's personal values and behaviors. Every stage of life presents joys and challenges. Relationships teach how to cope with those joys and challenges and boost the ability to reach life