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Women in today’s society are not often put in leadership roles due to the way women represent themselves. Being a woman in leadership or a woman with a powerful position comes with a lot more criticism than you may imagine. Does the way women dress and look have an impact on their power and position compared to men in society? Does just being a female hender a woman’s chances of advancement? This paper will explore if the way women represent themselves effects the position they have in society and what they can do. Being a woman that is in a high level position is difficult because although there is no research saying that either sex is better in leadership, a woman as the manager/CEO/Head Director etc. is still seen by some as unfit or unacceptable. According …show more content…
Women are discriminated against in high level positions and even though it is not so blatantly displayed today these issues form behind closed doors. Women in powerful positions have to dress a certain way and portray themselves in a way that is not too feminine but at the same time not too masculine. It has been said that women’s decisions are sometimes blind decisions because women are such emotional beings. This mistaken insight of gender equality limits chances for women as a group because it creates false assurance and eliminates the perceived need to make things better (studentpulse.com, Schwanke). A common coping mechanism is the “Queen Bee
“Pinpointed the conditions in which queen bees emerge: when women are a marginalized group in the workplace, have made big sacrifices for their career, or are already predisposed to show little “gender discrimination” (p.54, Khazan). Not only women face sexism, but gender and racial bias from work. This turns into the “competitive threat” when a woman worries that a female newcomer will outshine her in the workplace. Workers do not respect female bosses compared to men so that prompts the bosses to treat workers worse, which causes the workers to think less of their boss and most likely continue disrespecting them. Women seem to not be respected by men just as easily, that respect needs to be commended. Also, for those women that gave honest feedback were liked less and less likely to be hireable. This method is called the “system justification” a long-oppressed group struggling to make sense of an unfair world, internalize negative
In 2008 the first woman was awarded the position of Speaker of the House, and Hillary Clinton ran for president. While Hillary had widespread support leading people to believe that the two different genders had reached equality, there were several that doubted whether or not a woman has what it takes to be a president. The women that came into power that was generally held by men, needed to perform a balancing act. This balancing act was between the characteristics of women and projecting the masculine strength and leadership needed to hold their position (Jenen 14). This problem in society has been continuing on for a long time. In the 1970’s women had no standing in academia. That women were no use to the department they were studying and
This research paper will take a symbolic interactionist perspective to contrast the different leadership prejudices of men and women in the workplace. The age-old debate of inequality for women in executive position will now be examined through online periodicals that show gender stereotypes in the workforce, different strategies men and women use to break the glass ceiling of the workplace, a focus on the interactions and reactions of a male Chief Executive Officer (CEO) versus a female CEO, leadership prejudices among women and women, and various studies regarding leadership of men and women. Because of stereotyping, very little focus is on men within the workplace. However, research shows that male workers face stereotyping as well as women. Therefore, a concentration on this matter will be focused within this paper. The paper concludes that both men and women face stereotypes that hinder, to some extent, their balance of work and family lives. Contrary to some stereotypes, women are proven to have just as powerful executive leadership qualities as men (Hackbarth, 2012).
Catherine Rampell, a respected journalist for The Washington Post, wrote an article titled, “Be Pretty, But Not Too Pretty: Why Women Can’t Just Win.” This article talks about how women in the work place are ridiculed for how they look and how they act in corporate and political America. Women are struck with different stereotypes in the work place on a daily basis. Rampell gives examples of real life experiences with people in politics such as Hilary Clinton and Sarah Palin. Both of them have been mocked for how they express their feelings too much or if they do not express much at all. Rampell also talks about an experience that she had where a man came up
The oppression of women in society plays a huge role in how mothers raise their young daughters for the cruel world that waits. In Jamaica Kincaid’s short story “Girl”, Kincaid lists multiple stereotypical roles of the “typical” women in her short text. Without question, Kincaid defines roles of women in a way that may seem sexist and put a strong limit on what women can and cannot do. Moreover, Kincaid’s piece does come to empower women and evokes various degrees of power, freedom and the control of women.
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.
Frye opened the introduction with argument how the women that are oppressed as they are in the male-dominated society demands, which they cannot acquire. So many women are promoted that way that they did not realize in fact that they are oppressed, which she used the Birdcage metaphor as to show the bigger picture of the oppression. By picking only one wire, you merely see one wire in one setting, but when you move your eyes up or down, you start to see more wires, thus making the conclusion that the bird cannot fly away without being harmed. “No humans free of social structures, nor (perhaps) would happiness consist in such freedom.” [10]. The women are oppressed to their own roles that it hinders their realization that males are controlling
Throughout human history, customs derived from mythical and religious social traditions have provided cultural explanations regarding the evolution of the roles of men and women and the variations between the structures of the lives of the sexes (Sapiro 28). Although many see America as a country of equal opportunities for all, including women, most forget the struggle and hardship thousands faced to earn this God-given right. Professor Barry Bull of Indiana University speculates on the current infrastructure of American society: “If we do not expect this institution to treat citizens fairly in these various roles, the hope that we will be able to achieve anything like a recognizably just society is significantly undermined” (Bull 1). Companies, organizations and social groups continue to strive for total equality in all fields of work, life and education but socially ingrained stereotypes, gender roles and sexism still influence people subconsciously in their actions and decisions. Companies such as Deutsche Telekom strive to make clear, significant goals in efforts to show their support for sex equality. Deutsche Telekom set a goal of reaching and maintaining a thirty percent ratio of senior females employees (The New York Times). However, the company has yet to reach above an eight percent ratio of women executives (The New York Times). “This is a step in the right direction, but it can’t stop at the top,” said Monika Brandl, head of Deutsche Telekom’s central workers’ council and a member of the supervisory board. “We are still very, very far from the goal” (The New York Times). Although Americans believe their society offers equal opportunities for both men and women, research and continuous real-world instances reveal an eve...
“When men are oppressed, it's a tragedy. When women are oppressed, it's a tradition”~ Letty Cottin Pogrebin.
Women working in organizations always experience barriers and obstacles that hinder their development and upward movement at the top positions of the organizations. This article titled ‘Women Rising: The Unseen Barriers’ has been taken from Harvard Business Review written by Herminia Ibarra, Robin Ely, and Deborah Kolb. This article significantly highlights the unseen barriers and the three solutions that will help women to gain a sense of themselves as a leader, be recognized as a leader and succeed towards the top positions.
“Gender differences are a principal patterning factor in all societies and in most of the activities which occur within them.” (Watson, 1995: 156) A manager is defined as “an individual who is in charge of a certain group of tasks, or a certain subset of a company. A manager often has a staff of people who report to him or her.” (Webfinance, 2014) It is a controversial issue that women or men have better leadership skills, since females seem to have a high education level these days. According to Early (2008), women hold 51 percent of degrees of bachelor and 45 percent of all advanced degrees. This essay will critique which gender makes a better manager, after first stating the characteristics of successful managers in management styles. It will analyse the differences between women and men managers. Finally, it will consider which gender makes a better manager.
“Women have talent and intelligence but, due to social constraints and prejudices, it is still a long distance away from the goal of gender equality” (Pratibha Patil). A common misconception that is prominent in many modern day ideologies, is that gender does not have as much of an effect on workplace experience as it did several decades ago. This is untrue. “Most occupations remain skewed toward either men or women” (Jacobs 32). This occupational gap is an unmistakable reason for men and women being treated so vastly differently. Many people tend to believe that after women gained the right to vote and became eligible for many workforce positions,
For years, women have encountered gender bias in the corporate environment. Men have dominated the workplace making it difficult for women to advance in power and leadership. Gender bias has become problematic for the career oriented women creating barriers such as stereotyping, job advancement, power imbalance, and unequal wages. Hymowitz and Schellhardt (1986) described the challenges as invisible barriers, the glass ceiling that prevents women from advancing to a certain level in various institutions. Arfken, Bellar, and Helms (2004) defined it as an invisible barrier that prevents minorities and women from gaining access to leadership positions. For example, in the Fortune 500 companies, more than 83 percent do not have women among their five highest earning officers, and 18 percent do not have women in these positions (Catalyst, 2000). The statistics verifies the fact that the glass ceiling does exist in the workplace. It is unfortunate that women have to face such challenges. In spite of the barriers, there is hope for women (minority) globally to succeed in climbing the corporate ladder. It is only through developing strategies such as: a) performance, dealing with the discrimination, b) understanding and indentifying the sexist culture and working around it and c) educating women to break through the glass ceiling (De Morsella, 2006). To finally have the opportunity to break through the glass ceil and rise to the top of the corporate ladder is a triumphant occurrence for women.
Gender inequality has exploited many people over hundreds of years. Women are prohibited from many things while men have power to control women in the society. Women are dependent on men which destroy their rights. In the past, women are not allowed to work outside, they are required to stay at home doing housework and taking care of their husbands and children. In an industrialized world, women are more and more working outside but they still have not been much accepted in order to be a leader of a team or even a president of a nation. It is because of the “glass ceiling” which is the barrier that excludes women from being able to have more responsible jobs in order to reach a higher level of leader positions (Hughes, Michael & Kroehler, 2009). This has brought up many arguments between different people of whether a woman can be a good leader or not. As arguments are brought up, a lot of information has been using to compare the abilities of male and female toward being in leader positions. According to the comparison of different genders abilities, it has been shown that women can be a good leader and even better than men.
The subject being studied is very important to study because of the large gender gap that exists. The debate over “whether men and women are fundamentally different or similar” has been around for decades” (Hyde, 2014). History has shown that women’s ability to gain leadership positions “has been hindered by discrimination and stereotyping” and it is important to find out what is