Gender and Power in the Workplace
This essay is an analysis of contemporary issues associated with gender and power in the workplace; which will specifically include a discussion of gender relations, stereotyping, women’s identity, the structuring of formal and informal power, sources of inequality, and sexual harassment.
The concept of gender in relation to the division of labor in the workplace, and in relation to issues of power and control is an unfortunate, groundless stereotype. Suzanne Tallichet notes that the gendered division of workplace labor is rooted in flawed ideology of innate sex differences in traits and abilities, and operates through various control mechanisms. (Tallichet 1995: 698) These control mechanisms are primarily exercised by men over women and serve to exaggerate differences between the sexes, especially surrounding women’s presumed incapability for doing male identified work.
Tallichet notes that most forms of workplace control take the form of harassment, sexual bribery, gender based jokes and comments, and profanity which passively but concisely makes gender differences an aspect of work relations. (Tallichet 1995: 698-699) Jan Grant and Paige Porter (1994: 150) add the ideology of ‘the gendered logic of accumulation” to the discussion of gender in the workplace, which notes that men in Western societies have traditionally acquired and maintained the bulk of wealth in society.
These traditional roles and consequently women’s identities have been formed and maintained by the workplace, therefore understanding any gender differences in labor requires an examination in this light. Grant and Porter remind the researcher that the concepts of male and female are not independent relationships of the workplace, but have been strongly influenced and determined by the relationships of male and female in society at large.
Unfortunately the gendered division of labor has maintained its origins in the home, while copying its structure in the workplace. This can be seen inside families through the sharp distinctions between paid work and non work, paid and unpaid productivity, and even the separation of the private and public spheres where women are perceived as attached to the private and men to the public domains. (Grant & Porter 1994: 153) This is an important issue because while home and work may be physically separate...
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In the second year of business at Golf Challenge Corporation the company is struggling. The cost of their inventory is rising, and they are in grave danger of losing their bank loan (their prime source of financing) due to not meeting the required financial ratios agreed and set forth by the bank at the time the loan was given. The owner comes up with a solution, and figures that instead of using Last in-First out (LIFO) the company can use First in-First Out inventory cost system (FIFO) and meet their required financial ratios set forth by the bank. Ultimately, Golf Challenge Corporation should not submit documents to the bank using FIFO as opposed to their previous system LIFO in order to meet the bank requirements
Terrorism and racial profiling is nothing new in our society. Although some people would like to believe that it is nonexistent, it is still a major issue in today’s world. With that being said, my view on the subject is that racial profiling is going to continue to happen whether we like it or not. I believe profiling isn 't necessarily meant to intentionally harm anyone, but is used as a tool to prevent terrorism. Past terroristic attacks have lead to the many stereotypes and prejudice that our country has today.
"I don't want to talk about whether or not racial profiling is legal. Racial profiling is not an effective law enforcement tool." -- Eric Holder, 82nd Attorney General of the United States
Racial profiling is stereotyping and it violates civil rights. Also it has harm ethnic minorities. People have different opinions about this kind of situation they have their pros and cons, it has come to a point where they even violated our civil rights. When it comes to racial profiling it has affected society for many years that even law enforcement have become a problem to the community as well retails stores, as we seen, the races that are target the most are non-white. Throughout the years we seen and heard cases about people been innocent and that get followed at a shopping center, get stop just by walking down the street for looking “suspicious” and for their physical appearances. It’s not a great thing to do, but let’s face it we have done at some point.
Donald John Trump Sr. was born on Jun 14, 1946 in Queens New York City, New York he was the fourth of five children of Frederick C. and Mary Macleod Trump. His father was a construction worker building and operating Middle income apartments. They sent Donald to the New York Military academy; he did very well for himself becoming a star athlete in baseball and Football before his graduation in 1964. Upon graduation Trump made his way into Fordham University and then later transferred Wharton School of Finance at the University of Pennsylvania and got a degree in economics
Racial Profiling exists and there is no possible way to fully stop it. People are naturally capable of judging someone based off their ethnicity and will continue to do it. I fully understand racial profiling is happening and I don’t agree with it, but I do believe that in some cases, it is beneficial to stopping terrorism and preventing crimes.
Donald John Trump was born on, June Fourteenth, 1946 in Queens, New York. Trump is the fourth of five children. He is the son of Frederick C. Trump and Macy Machead Trump. When Trump turned thirteen, he was
Donald John Trump was born on June 14, 1946, in Queens, New York. He was the fourth of five children born to Frederick C. and Mary MacLeod Trump. Donald’s father, Frederick was a builder and real estate developer who specialized in constructing and operating middle-income apartments in Queens, Staten Island and Brooklyn. Trump followed his
Paula England, the author of “The Gender Revolution: Uneven and Stalled,” sheds light on how the gender system has progressively become unbalanced. England 's main focus for this article is to provide the reader with an understanding of how women 's drive to change hasn 't just affected their labor, but men 's labor as well. She states “Since 1970, women increasingly majored in previously male-dominated, business-related fields, such as business, marketing, and accounting; while fewer chose traditionally female majors like English, education, and sociology; and there was little increase of men’s choice of these latter majors” (England and Li, 2006, 667-69). This quote supports the fact that women have been branching out in the workplace, however
Acker (2012)’ s phrase of “Manage it like a man” tends to place constant pressures and altered gender identities in those jobs men are supposedly better in. Although many would be surprised that those positions of “masculinity” women are seen to be growing and succeeding in. A scene in the movie “Dead pool”, a violent struggle the main persona quotes “This is so confusing … is it sexist to hit you or is it more sexist to not hit you? This made me question that the gender gap may be evident in corporate organisations but it can also be deemed as a societal norm. Meaning there could possibly always be that gendered segregation and division in many diverse organisations despite the role/ position they play in. Interactions on the job (Acker,2012) often produce and reproduce gendered substructures between those of different levels in the organisation hierarchy, mainly where issues arise. Women are often belittled in interactions with colleagues, particularly groups that are male dominated, sexuality issues that are exploitive, harassing or just joking around are simply all clear examples of gender differences within interactions. Gender analysis has been mentioned as incomplete as it ignores the whole process of
In Acker's (1990) findings on gendering patterns in the divisions of labour, it is noted that “men are almost always in the highest positions of organizational power.” Further to this, a...
Parcheta, N., Kaifi, B., & Khanfar, N. (2013). Gender Inequality in the Workforce: A Human Resource Management Quandary. Journal of Business Studies Quarterly, 4(3), 240-248.
Historically, males and females normally assume different kinds of jobs with varying wages in the workplace. These apparent disparities are widely recognized and experienced across the globe, and the most general justification for these differences is that they are the direct outcomes of discrimination or traditional gender beliefs—that women are the caregivers and men are the earners. However, at the turn of the new century women have revolutionized their roles in the labor market. Specifically in industrialized societies, the social and economic position of women has shifted. Despite of the improving participation of women in the labor force and their ameliorating proficiency and qualifications, the labor force is still not so favorable to women. The opportunities available for women in the market are not as diverse as those presented to men. Still, the construct of gender ideology influences how employers undertake economic decisions, and that is why companies still have jobs labelled as “men’s work” and occupations categorized as “women’s work.” Indeed, the pervasiveness of gender differences in labor markets is undeniably true, specifically with respect to salary gap between men and women, occupational gender segregation of men and women, and the challenge that women face in terms of juggling their time and attention between their career and family life.
The future, it seems so far off; depending on one’s perspective, it is a week, a month or years. The future, from an environmental perspective is now. Changing behaviour in the present will set the world up for a better future. Understanding sustainability and what it means to be eco-literate is seemingly hard for some, which begs the question, when should ecologising education begin? This essay aims to summarise the extent of educating for a sustainable future and analyse how relevant it is. The concept of ecological literacy is explored along with its benefits and limitations. This essay was written from the viewpoint that everyone has a role in moving towards sustainability, beginning as early as early childhood.
It can be concluded that women are treated in terms of stereotyped impressions of being the lowest class and greater evidence can be found that there are large disparities between the women and the men 's class. It can be seen that women are more likely to play casual roles as they are most likely to take seasonal and part time work so that they can work according to their needs. They are hampered from progressing upward into the organizations as they face problems like lack of health insurance, sexual harassments, lower wage rates, gender biases and attitudes of negative behavior. However, this wouldn’t have hampered the participation of the women in the work force and they continue to increase their efforts which is highly evident in the occupational and job ratios of females in the industry.