SlideShare una empresa de Scribd logo
1 de 42
Chapter Sixteen
The Changing Roles
of Men and Women
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 2
Chapter Preview: The Changing Roles of
Men and Women
• Changing traditional roles of men and
women
• Problems with gender bias in
organizations
• Coping with gender-biased behavior
• Forms of sexual harassment and how to
avoid it
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 3
Traditional Roles Are Changing
• All cultures promote a set of behaviors
for boys and a set for girls
• Reinforced throughout life by teachers,
parents, authority figures and the media
• Differences in expectations can be
harmful to men and women
• Gender bias, also known as sexism, is
discrimination on the basis of gender
• Gender bias is also a male issue
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 4
Changes in the Roles of Women
• Women are entering the workforce in
record numbers
• Women’s movement began in 1960’s
• Challenges still exist
– Balancing career with family
– When and how long to leave the workforce
– Reentering the workplace
– Limited access to top-level jobs
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 5
Figure 16.1 - Women in the
U.S. Labor Force
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 6
Changes in the Roles of Men
• Many boys have been conditioned to be
competitors and to win
• Urged to be aggressive, to learn
teamwork, select traditional male
pastimes and enter “male” professions
• Girls could be tomboys, but a boy could
not be a “sissy”
• A man was pressured to prove himself
and keep moving up the career ladder
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 7
The Burden of Stress
• Stress associated with being male has been
neglected
• Many men are tired of
– Being in control
– Not expressing their feelings
– Constantly striving for achievement
• Many men are discovering that the traditional
expectations are unhealthy and unrealistic
• Men are learning to define the life they want
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 8
Where Is the Balance?
• Both men and women
– Face conflicting messages as they re-
examine their role in society
– Realize that the joy of parenting can be just
as satisfying as the achievement of career
goals
– Are often expected to maintain aggressive
attitudes toward careers while being
attentive parents and spouses
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 9
Problems Facing Women
• When women pursue careers, they
often face three challenges:
– The Wage Gap
– The Glass Ceiling
– Balancing career and family
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 10
The Wage Gap
• The wage gap is the difference between
men’s and women’s earnings
• Factors that impact the wage gap
– Discrimination
– Taking time off to have children
– Willingness to accept lower pay
– Not negotiating
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 11
Figure 16.2 - Earnings Gap
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 12
The Glass Ceiling
• Offers women a view of top jobs, but
blocks their ascent
• Men believe major barriers are
– Lack of significant general management
and line experience
– Less time in the “pipeline”
• Women believe major barriers are
– Preconceptions held by men
– Exclusion of women from informal
networks
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 13
Total Person Insight
We believe that it is time for new
metaphors to capture the subtle,
systemic forms of discrimination that still
linger. It’s not the ceiling that’s holding
women back; it’s the whole structure of
the organizations in which we work: the
foundation, the beams, the walls, the
very air.
Debra E. Meyerson and Joyce K. Fletcher
Professors, Center for Gender in Organizations,
Simmons Graduate School of Management
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 14
Balancing Career and Family Choices
• Most women will be working for pay for
part or all of their adult lives
• Work often provides valued
relationships and intellectual stimulation
• Multiple roles can be stressful and tiring
• Women contribute to family income and
do most of the family household chores
• Long-standing work and family
problems remain unresolved
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 15
The “Mommy” Track
• Women who want a career and children
may have to accept that it will have
some impact on their careers
• Women who want both should consider
– A career that will give the gift of time
– A supportive partner
– An employer that values work/life balance
– Preparing to negotiate for policies and
practices that are favorable to employees
with children
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 16
Problems Facing Men
• Men are realizing that they also have
been rigidly stereotyped in their roles
• Men encounter resistance from family,
coworkers and friends when they try to
break out of these stereotypes
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 17
Men Working with Women
• Male attitudes toward female ambitions
have changed over the years
• Men learned that women are as smart
and as ambitious as they are
• Many men seem to be secure in their
talents and welcome the opportunity to
work beside equally confident women
• They recognize that women can be
excellent coworkers, team members,
and leaders
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 18
Balancing Career and Family Choices
• Men also want work/life balance
• The role of breadwinner versus
homemaker
• Conflicts of having it all
– Marriage
– Parenthood
– Employment
– Ownership
• Paternity leave and discrimination
• Healthy lifestyles and health care
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 19
Challenges and Opportunities
• Organizations are recognizing the
demands placed on working people and
are attempting to address problems
– Quality child care
– Flexible work hours
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 20
The Challenge of Child Care
• Mothers and fathers face overtime and
unpredictable hours
• Some companies offer
– On-site day-care centers
– Vouchers to help subsidize the parents’
costs for outside day-care
– Pretax deductions of child-care costs
• Childfree workers will resent extra work,
holiday shifts, and weekends
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 21
Figure 16.3 - A Two-way Street
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 22
Flexible Work Schedule Opportunities
• Flexible work hours ranks high on the
list of desired benefits
– Flextime
– Compressed workweek
– Job sharing
– Telecommuting
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 23
Figure 16.4 - Flextime in Action
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 24
Coping with Gender-Biased Behavior
• Woman in nontraditional roles may
encounter resistance
• It may not be clear how to act
• Learn to
– Control your own behavior
– Confront the real obstacles
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 25
Sexual Harassment in the Workplace
• Unwelcome verbal or physical behavior
in the work environment
• Employers have a legal and moral
responsibility to prevent it
• Costs of sexual harassment include
– Absenteeism
– Staff turnover
– Low morale
– Low productivity
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 26
Forms of Sexual Harassment
• Quid pro quo (something for something)
occurs when management threatens the
job security or career potential of
subordinate who refuses to submit to
sexual advances
• Hostile work environment occurs when
a “reasonable person” believes behavior
is sufficiently severe to create an
abusive working environment
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 27
How to Deal with Sexual Harassment
• Unwelcome is the key word to
determine if behavior is harassment
• Victims should
– Tell harasser that behavior is inappropriate
– Record occurrence with dates and details
– Talk with coworkers
– Speak with a higher supervisor, if actions
continue
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 28
How to Deal with Sexual Harassment
• Two court rulings
– Companies can be held liable for a
supervisor’s behavior
– An employer can be liable when supervisor
threatens to punish a worker for resisting
sexual demands
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 29
How to Deal with Sexual Harassment
• Companies can
– Develop a zero tolerance policy
– Communicate it to employees
– Make sure victims can report abuse
without fear or retaliation
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 30
Learn to Understand and Respect
Gender Differences
• Gender often acts as a filter that
interferes with effective communication
• Differences between men and women
are often attributed to linguistic style
• A series of culturally learned signals that
we use to communicate what we mean
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 31
Generalizations Concerning Gender-
Specific Communication
Men
• More direct
• Dominate
discussions
• Interrupt to take
turns
• Work our solutions
alone
Women
• Emphasize
politeness
• Work out solutions
with others
• Speak with
frequent pauses
which are used for
taking turns
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 32
Generalizations Concerning Gender-
Specific Communication
Men
• Speak in a steady
flow, free of pauses
• Humor based on
banter, teasing, witty
exchange
• Minimize doubts
Women
• Humor based on
anecdotes
• More likely to make
fun of self than
others
• Downplay their
certainty
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 33
A Few Words of Caution
• Stereotypes are often too strong and
inflexible
• Overextension of a strength can
become a weakness
• Flex your style
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 34
Table 16.1
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 35
Total Person Insight
Men and women should learn from one
another without abandoning successful
traits they already possess. Men can
learn to be more collaborative and
intuitive, yet remain result-oriented.
Women need not give up being
nurturing in order to learn to be
comfortable with power and conflict.
Alice Sargeant
Author, The Androgynous Manager
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 36
Learn New Organizational Etiquette
• As more women enter into upper levels
of management, new rules of etiquette
may be required
• There are some guidelines for helping
us understand how to act in these new
situations
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 37
Guidelines for New
Organizational Etiquette
• Both men and women should rise when
a visitor enters the office
• Whoever has a free hand should assist
anyone in need
• Men and women should share clerical
duties
– note taking, answering phones, getting
coffee
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 38
Guidelines for New
Organizational Etiquette
• Whoever arrives at a door first should
open it
• Whoever extends an invitation for lunch
or dinner should pay the tab
• Written materials should use gender-
free language
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 39
Chapter Review
• Changing traditional roles of men and
women
– Traditional roles limit opportunities
– Many men and women are breaking out of
traditional roles
– Women have entered the job world in
increasing numbers
– Men and women have a wider range of
choices regarding marriage and children
– Organizations are offering job sharing,
flextime, and home-based work
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 40
Chapter Review
• Problems with gender bias in organizations
– Women are still subject to a wage gap
– The glass ceiling gives women a view of
top-level jobs but blocks their ascent
– Problems may be men’s preconceptions of
women and exclusion of women from
informal networks
– Myth that men must be emotionally
controlled, unexpressive, logical and
achievement oriented
– Men are choosing more personally
rewarding careers that allow time for family
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 41
Chapter Review
• Coping with gender-biased behavior
–Methods
• Sexual harassment policies
• Effective communication with the
opposite gender
• Observing the new rules of etiquette in
the workplace
Copyright © Houghton Mifflin Company. All rights reserved. 16 | 42
Chapter Review
• Forms of sexual harassment and how to
avoid it
– Sexual harassment may be a problem for
men as well as women
• Quid pro quo
• Hostile work environment
– Organizations have developed guidelines
• Avoid harassment
• Fight it when it occurs

Más contenido relacionado

La actualidad más candente

Importance of Pre and Post Marital Therapy by Ms. Paulomi Pandit Upadhyay
Importance of Pre and Post Marital Therapy by Ms. Paulomi Pandit UpadhyayImportance of Pre and Post Marital Therapy by Ms. Paulomi Pandit Upadhyay
Importance of Pre and Post Marital Therapy by Ms. Paulomi Pandit UpadhyayHealth Education Library for People
 
Preventing Family Responsibilities Discrimination
Preventing Family Responsibilities DiscriminationPreventing Family Responsibilities Discrimination
Preventing Family Responsibilities DiscriminationCase IQ
 
Webinar: Investigating Family Responsibilities Discrimination Claims with Cyn...
Webinar: Investigating Family Responsibilities Discrimination Claims with Cyn...Webinar: Investigating Family Responsibilities Discrimination Claims with Cyn...
Webinar: Investigating Family Responsibilities Discrimination Claims with Cyn...Case IQ
 
Bullying And Harassment
Bullying And HarassmentBullying And Harassment
Bullying And HarassmentJessica Booth
 
Five Steps to Prevent Abusive Conduct and Workplace Bullying
Five Steps to Prevent Abusive Conduct and Workplace BullyingFive Steps to Prevent Abusive Conduct and Workplace Bullying
Five Steps to Prevent Abusive Conduct and Workplace BullyingAnderson-davis, Inc.
 
Workplace Bullying is Everywhere - What HR Needs to Know
Workplace Bullying is Everywhere  - What HR Needs to KnowWorkplace Bullying is Everywhere  - What HR Needs to Know
Workplace Bullying is Everywhere - What HR Needs to KnowCareerminds
 
Workplace Harassment Prevention by UT EAP
Workplace Harassment Prevention by  UT EAPWorkplace Harassment Prevention by  UT EAP
Workplace Harassment Prevention by UT EAPAtlantic Training, LLC.
 
perkembangan dewasa awal dari segi fizikal dan kognitif
perkembangan dewasa awal dari segi fizikal dan kognitif perkembangan dewasa awal dari segi fizikal dan kognitif
perkembangan dewasa awal dari segi fizikal dan kognitif Stephanie Solupin
 
Professional Boundaries
Professional BoundariesProfessional Boundaries
Professional BoundariesLynne Charmer
 
Impacts of workplace bullying
Impacts of workplace bullying Impacts of workplace bullying
Impacts of workplace bullying sharlenechadwick
 
Chap13 14 Feldman
Chap13 14 FeldmanChap13 14 Feldman
Chap13 14 Feldmanclyoungsey
 
Youth Ministry Lesson - Youth Self-Image: Primary Influences
Youth Ministry Lesson - Youth Self-Image: Primary InfluencesYouth Ministry Lesson - Youth Self-Image: Primary Influences
Youth Ministry Lesson - Youth Self-Image: Primary InfluencesKen Sapp
 

La actualidad más candente (20)

Family Matters
Family MattersFamily Matters
Family Matters
 
Importance of Pre and Post Marital Therapy by Ms. Paulomi Pandit Upadhyay
Importance of Pre and Post Marital Therapy by Ms. Paulomi Pandit UpadhyayImportance of Pre and Post Marital Therapy by Ms. Paulomi Pandit Upadhyay
Importance of Pre and Post Marital Therapy by Ms. Paulomi Pandit Upadhyay
 
Preventing Family Responsibilities Discrimination
Preventing Family Responsibilities DiscriminationPreventing Family Responsibilities Discrimination
Preventing Family Responsibilities Discrimination
 
PowerPoint Two
PowerPoint TwoPowerPoint Two
PowerPoint Two
 
Webinar: Investigating Family Responsibilities Discrimination Claims with Cyn...
Webinar: Investigating Family Responsibilities Discrimination Claims with Cyn...Webinar: Investigating Family Responsibilities Discrimination Claims with Cyn...
Webinar: Investigating Family Responsibilities Discrimination Claims with Cyn...
 
Chap15 16
Chap15 16Chap15 16
Chap15 16
 
Premarital guidance
Premarital guidancePremarital guidance
Premarital guidance
 
Bullying And Harassment
Bullying And HarassmentBullying And Harassment
Bullying And Harassment
 
Five Steps to Prevent Abusive Conduct and Workplace Bullying
Five Steps to Prevent Abusive Conduct and Workplace BullyingFive Steps to Prevent Abusive Conduct and Workplace Bullying
Five Steps to Prevent Abusive Conduct and Workplace Bullying
 
Workplace Bullying is Everywhere - What HR Needs to Know
Workplace Bullying is Everywhere  - What HR Needs to KnowWorkplace Bullying is Everywhere  - What HR Needs to Know
Workplace Bullying is Everywhere - What HR Needs to Know
 
Respectful Workplace by RDTC
Respectful Workplace by RDTCRespectful Workplace by RDTC
Respectful Workplace by RDTC
 
Workplace Harassment Prevention by UT EAP
Workplace Harassment Prevention by  UT EAPWorkplace Harassment Prevention by  UT EAP
Workplace Harassment Prevention by UT EAP
 
perkembangan dewasa awal dari segi fizikal dan kognitif
perkembangan dewasa awal dari segi fizikal dan kognitif perkembangan dewasa awal dari segi fizikal dan kognitif
perkembangan dewasa awal dari segi fizikal dan kognitif
 
Gender role socialization
Gender role socializationGender role socialization
Gender role socialization
 
Bullying In The Workplace
Bullying In The WorkplaceBullying In The Workplace
Bullying In The Workplace
 
Professional Boundaries
Professional BoundariesProfessional Boundaries
Professional Boundaries
 
Impacts of workplace bullying
Impacts of workplace bullying Impacts of workplace bullying
Impacts of workplace bullying
 
Chap13 14 Feldman
Chap13 14 FeldmanChap13 14 Feldman
Chap13 14 Feldman
 
Nepotism
NepotismNepotism
Nepotism
 
Youth Ministry Lesson - Youth Self-Image: Primary Influences
Youth Ministry Lesson - Youth Self-Image: Primary InfluencesYouth Ministry Lesson - Youth Self-Image: Primary Influences
Youth Ministry Lesson - Youth Self-Image: Primary Influences
 

Destacado

Believing In God - Revision
Believing In God - Revision Believing In God - Revision
Believing In God - Revision Frosty_Pumpkin01
 
Social roles assigned to men and women
Social roles assigned to men and womenSocial roles assigned to men and women
Social roles assigned to men and womenGamze Ks
 
Soc 210, 5th class
Soc 210, 5th classSoc 210, 5th class
Soc 210, 5th classpopculture
 
The Next Generation of Gender Partnership
The Next Generation of Gender PartnershipThe Next Generation of Gender Partnership
The Next Generation of Gender PartnershipDale Thomas Vaughn
 
Gender Roles in the 19th Century
Gender Roles in the 19th CenturyGender Roles in the 19th Century
Gender Roles in the 19th Centuryevanguilder
 
Role of men and women throughout history (I)
Role of men and women throughout history (I)Role of men and women throughout history (I)
Role of men and women throughout history (I)Félix Santolino
 
Talent Acquisition in The Face of Diversity
Talent Acquisition in The Face of DiversityTalent Acquisition in The Face of Diversity
Talent Acquisition in The Face of DiversityEmma Mirrington
 
The Tragedy of Bias in Technical Hiring in Five Acts (Grace Hopper 2014)
The Tragedy of Bias in Technical Hiring in Five Acts (Grace Hopper 2014)The Tragedy of Bias in Technical Hiring in Five Acts (Grace Hopper 2014)
The Tragedy of Bias in Technical Hiring in Five Acts (Grace Hopper 2014)Kelsey Anderson Foley
 
Women Empowerment and Professional Performance
Women Empowerment and Professional PerformanceWomen Empowerment and Professional Performance
Women Empowerment and Professional PerformanceSandhya Pentareddy
 
Gender discrimination Human Resource Management
Gender discrimination Human Resource Management Gender discrimination Human Resource Management
Gender discrimination Human Resource Management King Abidi
 
Women of the workforce
Women of the workforceWomen of the workforce
Women of the workforceaklenner
 
Are men different from women 2
Are men different from women 2Are men different from women 2
Are men different from women 2Tisha Faith Torres
 
Social construction of gender
Social construction of genderSocial construction of gender
Social construction of genderVIBHUTI PATEL
 
Member report - Kantar Millward Brown - AdReaction: Engaging Gen X, Y and Z
Member report - Kantar Millward Brown - AdReaction: Engaging Gen X, Y and ZMember report - Kantar Millward Brown - AdReaction: Engaging Gen X, Y and Z
Member report - Kantar Millward Brown - AdReaction: Engaging Gen X, Y and ZIAB Europe
 
Social construction of gender
Social construction of genderSocial construction of gender
Social construction of genderAsra Qadeer
 
Millennial Women and Workplace Transformation: A PreparedU Infographic Storybook
Millennial Women and Workplace Transformation: A PreparedU Infographic StorybookMillennial Women and Workplace Transformation: A PreparedU Infographic Storybook
Millennial Women and Workplace Transformation: A PreparedU Infographic StorybookBentley University
 
Women in the workforce
Women in the workforceWomen in the workforce
Women in the workforceMegan Olivier
 
The Social Construction of Gender
The Social Construction of GenderThe Social Construction of Gender
The Social Construction of GenderAshley Lynn
 
Gender sensitivity
Gender sensitivityGender sensitivity
Gender sensitivityMhaye Barile
 

Destacado (20)

Believing In God - Revision
Believing In God - Revision Believing In God - Revision
Believing In God - Revision
 
Social roles assigned to men and women
Social roles assigned to men and womenSocial roles assigned to men and women
Social roles assigned to men and women
 
Soc 210, 5th class
Soc 210, 5th classSoc 210, 5th class
Soc 210, 5th class
 
Design Argument
Design ArgumentDesign Argument
Design Argument
 
The Next Generation of Gender Partnership
The Next Generation of Gender PartnershipThe Next Generation of Gender Partnership
The Next Generation of Gender Partnership
 
Gender Roles in the 19th Century
Gender Roles in the 19th CenturyGender Roles in the 19th Century
Gender Roles in the 19th Century
 
Role of men and women throughout history (I)
Role of men and women throughout history (I)Role of men and women throughout history (I)
Role of men and women throughout history (I)
 
Talent Acquisition in The Face of Diversity
Talent Acquisition in The Face of DiversityTalent Acquisition in The Face of Diversity
Talent Acquisition in The Face of Diversity
 
The Tragedy of Bias in Technical Hiring in Five Acts (Grace Hopper 2014)
The Tragedy of Bias in Technical Hiring in Five Acts (Grace Hopper 2014)The Tragedy of Bias in Technical Hiring in Five Acts (Grace Hopper 2014)
The Tragedy of Bias in Technical Hiring in Five Acts (Grace Hopper 2014)
 
Women Empowerment and Professional Performance
Women Empowerment and Professional PerformanceWomen Empowerment and Professional Performance
Women Empowerment and Professional Performance
 
Gender discrimination Human Resource Management
Gender discrimination Human Resource Management Gender discrimination Human Resource Management
Gender discrimination Human Resource Management
 
Women of the workforce
Women of the workforceWomen of the workforce
Women of the workforce
 
Are men different from women 2
Are men different from women 2Are men different from women 2
Are men different from women 2
 
Social construction of gender
Social construction of genderSocial construction of gender
Social construction of gender
 
Member report - Kantar Millward Brown - AdReaction: Engaging Gen X, Y and Z
Member report - Kantar Millward Brown - AdReaction: Engaging Gen X, Y and ZMember report - Kantar Millward Brown - AdReaction: Engaging Gen X, Y and Z
Member report - Kantar Millward Brown - AdReaction: Engaging Gen X, Y and Z
 
Social construction of gender
Social construction of genderSocial construction of gender
Social construction of gender
 
Millennial Women and Workplace Transformation: A PreparedU Infographic Storybook
Millennial Women and Workplace Transformation: A PreparedU Infographic StorybookMillennial Women and Workplace Transformation: A PreparedU Infographic Storybook
Millennial Women and Workplace Transformation: A PreparedU Infographic Storybook
 
Women in the workforce
Women in the workforceWomen in the workforce
Women in the workforce
 
The Social Construction of Gender
The Social Construction of GenderThe Social Construction of Gender
The Social Construction of Gender
 
Gender sensitivity
Gender sensitivityGender sensitivity
Gender sensitivity
 

Más de dpd

CCC PT Faculty Unemployment Benefits
CCC PT Faculty Unemployment BenefitsCCC PT Faculty Unemployment Benefits
CCC PT Faculty Unemployment Benefitsdpd
 
CSCI 16 ~ Tutorial 01
CSCI 16 ~ Tutorial 01CSCI 16 ~ Tutorial 01
CSCI 16 ~ Tutorial 01dpd
 
BA 65 Hour 6 ~ Business Operations and Practice
BA 65 Hour 6 ~ Business Operations and PracticeBA 65 Hour 6 ~ Business Operations and Practice
BA 65 Hour 6 ~ Business Operations and Practicedpd
 
BA 65 Hour 5 ~ Creating an Ecommerce Site
BA 65 Hour 5 ~ Creating an Ecommerce SiteBA 65 Hour 5 ~ Creating an Ecommerce Site
BA 65 Hour 5 ~ Creating an Ecommerce Sitedpd
 
BA 65 Hour 4 ~ Promoting Your Site
BA 65 Hour 4 ~ Promoting Your SiteBA 65 Hour 4 ~ Promoting Your Site
BA 65 Hour 4 ~ Promoting Your Sitedpd
 
test
testtest
testdpd
 
Chapter 14 - Operations, Quality, and Productivity
Chapter 14 - Operations, Quality, and ProductivityChapter 14 - Operations, Quality, and Productivity
Chapter 14 - Operations, Quality, and Productivitydpd
 
Tutorial 10 - Electronic Commerce
Tutorial 10 - Electronic CommerceTutorial 10 - Electronic Commerce
Tutorial 10 - Electronic Commercedpd
 
Tutorial 9 - Security on the Internet
Tutorial 9 - Security on the InternetTutorial 9 - Security on the Internet
Tutorial 9 - Security on the Internetdpd
 
Tutorial 8 - Creating Effective Web Pages
Tutorial 8 - Creating Effective Web PagesTutorial 8 - Creating Effective Web Pages
Tutorial 8 - Creating Effective Web Pagesdpd
 
Chapter 13 - Control Systems: Financial and Human
Chapter 13 - Control Systems: Financial and HumanChapter 13 - Control Systems: Financial and Human
Chapter 13 - Control Systems: Financial and Humandpd
 
Chapter 12 - Team Leadership
Chapter 12 - Team LeadershipChapter 12 - Team Leadership
Chapter 12 - Team Leadershipdpd
 
Chapter 11 - Motivating for High Performance
Chapter 11 - Motivating for High PerformanceChapter 11 - Motivating for High Performance
Chapter 11 - Motivating for High Performancedpd
 
Chapter 10 - Communicating and Informatiion Technology
Chapter 10 - Communicating and Informatiion TechnologyChapter 10 - Communicating and Informatiion Technology
Chapter 10 - Communicating and Informatiion Technologydpd
 
Chapter 9 - Leading with Influence
Chapter 9 - Leading with InfluenceChapter 9 - Leading with Influence
Chapter 9 - Leading with Influencedpd
 
Chapter 8 - Organizational Behavior: Power, Politics, Conflict, and Stress
Chapter 8 - Organizational Behavior: Power, Politics, Conflict, and StressChapter 8 - Organizational Behavior: Power, Politics, Conflict, and Stress
Chapter 8 - Organizational Behavior: Power, Politics, Conflict, and Stressdpd
 
Chapter 7 - Human Resource Management
Chapter 7 - Human Resource ManagementChapter 7 - Human Resource Management
Chapter 7 - Human Resource Managementdpd
 
Tutorial 7 - Wireless Networking and Security
Tutorial 7 - Wireless Networking and SecurityTutorial 7 - Wireless Networking and Security
Tutorial 7 - Wireless Networking and Securitydpd
 
Tutorial 6 - User-Generated Content on the Internet
Tutorial 6 - User-Generated Content on the InternetTutorial 6 - User-Generated Content on the Internet
Tutorial 6 - User-Generated Content on the Internetdpd
 
Hour 7
Hour 7Hour 7
Hour 7dpd
 

Más de dpd (20)

CCC PT Faculty Unemployment Benefits
CCC PT Faculty Unemployment BenefitsCCC PT Faculty Unemployment Benefits
CCC PT Faculty Unemployment Benefits
 
CSCI 16 ~ Tutorial 01
CSCI 16 ~ Tutorial 01CSCI 16 ~ Tutorial 01
CSCI 16 ~ Tutorial 01
 
BA 65 Hour 6 ~ Business Operations and Practice
BA 65 Hour 6 ~ Business Operations and PracticeBA 65 Hour 6 ~ Business Operations and Practice
BA 65 Hour 6 ~ Business Operations and Practice
 
BA 65 Hour 5 ~ Creating an Ecommerce Site
BA 65 Hour 5 ~ Creating an Ecommerce SiteBA 65 Hour 5 ~ Creating an Ecommerce Site
BA 65 Hour 5 ~ Creating an Ecommerce Site
 
BA 65 Hour 4 ~ Promoting Your Site
BA 65 Hour 4 ~ Promoting Your SiteBA 65 Hour 4 ~ Promoting Your Site
BA 65 Hour 4 ~ Promoting Your Site
 
test
testtest
test
 
Chapter 14 - Operations, Quality, and Productivity
Chapter 14 - Operations, Quality, and ProductivityChapter 14 - Operations, Quality, and Productivity
Chapter 14 - Operations, Quality, and Productivity
 
Tutorial 10 - Electronic Commerce
Tutorial 10 - Electronic CommerceTutorial 10 - Electronic Commerce
Tutorial 10 - Electronic Commerce
 
Tutorial 9 - Security on the Internet
Tutorial 9 - Security on the InternetTutorial 9 - Security on the Internet
Tutorial 9 - Security on the Internet
 
Tutorial 8 - Creating Effective Web Pages
Tutorial 8 - Creating Effective Web PagesTutorial 8 - Creating Effective Web Pages
Tutorial 8 - Creating Effective Web Pages
 
Chapter 13 - Control Systems: Financial and Human
Chapter 13 - Control Systems: Financial and HumanChapter 13 - Control Systems: Financial and Human
Chapter 13 - Control Systems: Financial and Human
 
Chapter 12 - Team Leadership
Chapter 12 - Team LeadershipChapter 12 - Team Leadership
Chapter 12 - Team Leadership
 
Chapter 11 - Motivating for High Performance
Chapter 11 - Motivating for High PerformanceChapter 11 - Motivating for High Performance
Chapter 11 - Motivating for High Performance
 
Chapter 10 - Communicating and Informatiion Technology
Chapter 10 - Communicating and Informatiion TechnologyChapter 10 - Communicating and Informatiion Technology
Chapter 10 - Communicating and Informatiion Technology
 
Chapter 9 - Leading with Influence
Chapter 9 - Leading with InfluenceChapter 9 - Leading with Influence
Chapter 9 - Leading with Influence
 
Chapter 8 - Organizational Behavior: Power, Politics, Conflict, and Stress
Chapter 8 - Organizational Behavior: Power, Politics, Conflict, and StressChapter 8 - Organizational Behavior: Power, Politics, Conflict, and Stress
Chapter 8 - Organizational Behavior: Power, Politics, Conflict, and Stress
 
Chapter 7 - Human Resource Management
Chapter 7 - Human Resource ManagementChapter 7 - Human Resource Management
Chapter 7 - Human Resource Management
 
Tutorial 7 - Wireless Networking and Security
Tutorial 7 - Wireless Networking and SecurityTutorial 7 - Wireless Networking and Security
Tutorial 7 - Wireless Networking and Security
 
Tutorial 6 - User-Generated Content on the Internet
Tutorial 6 - User-Generated Content on the InternetTutorial 6 - User-Generated Content on the Internet
Tutorial 6 - User-Generated Content on the Internet
 
Hour 7
Hour 7Hour 7
Hour 7
 

BA 15 Chapter 16

  • 1. Chapter Sixteen The Changing Roles of Men and Women
  • 2. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 2 Chapter Preview: The Changing Roles of Men and Women • Changing traditional roles of men and women • Problems with gender bias in organizations • Coping with gender-biased behavior • Forms of sexual harassment and how to avoid it
  • 3. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 3 Traditional Roles Are Changing • All cultures promote a set of behaviors for boys and a set for girls • Reinforced throughout life by teachers, parents, authority figures and the media • Differences in expectations can be harmful to men and women • Gender bias, also known as sexism, is discrimination on the basis of gender • Gender bias is also a male issue
  • 4. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 4 Changes in the Roles of Women • Women are entering the workforce in record numbers • Women’s movement began in 1960’s • Challenges still exist – Balancing career with family – When and how long to leave the workforce – Reentering the workplace – Limited access to top-level jobs
  • 5. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 5 Figure 16.1 - Women in the U.S. Labor Force
  • 6. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 6 Changes in the Roles of Men • Many boys have been conditioned to be competitors and to win • Urged to be aggressive, to learn teamwork, select traditional male pastimes and enter “male” professions • Girls could be tomboys, but a boy could not be a “sissy” • A man was pressured to prove himself and keep moving up the career ladder
  • 7. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 7 The Burden of Stress • Stress associated with being male has been neglected • Many men are tired of – Being in control – Not expressing their feelings – Constantly striving for achievement • Many men are discovering that the traditional expectations are unhealthy and unrealistic • Men are learning to define the life they want
  • 8. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 8 Where Is the Balance? • Both men and women – Face conflicting messages as they re- examine their role in society – Realize that the joy of parenting can be just as satisfying as the achievement of career goals – Are often expected to maintain aggressive attitudes toward careers while being attentive parents and spouses
  • 9. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 9 Problems Facing Women • When women pursue careers, they often face three challenges: – The Wage Gap – The Glass Ceiling – Balancing career and family
  • 10. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 10 The Wage Gap • The wage gap is the difference between men’s and women’s earnings • Factors that impact the wage gap – Discrimination – Taking time off to have children – Willingness to accept lower pay – Not negotiating
  • 11. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 11 Figure 16.2 - Earnings Gap
  • 12. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 12 The Glass Ceiling • Offers women a view of top jobs, but blocks their ascent • Men believe major barriers are – Lack of significant general management and line experience – Less time in the “pipeline” • Women believe major barriers are – Preconceptions held by men – Exclusion of women from informal networks
  • 13. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 13 Total Person Insight We believe that it is time for new metaphors to capture the subtle, systemic forms of discrimination that still linger. It’s not the ceiling that’s holding women back; it’s the whole structure of the organizations in which we work: the foundation, the beams, the walls, the very air. Debra E. Meyerson and Joyce K. Fletcher Professors, Center for Gender in Organizations, Simmons Graduate School of Management
  • 14. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 14 Balancing Career and Family Choices • Most women will be working for pay for part or all of their adult lives • Work often provides valued relationships and intellectual stimulation • Multiple roles can be stressful and tiring • Women contribute to family income and do most of the family household chores • Long-standing work and family problems remain unresolved
  • 15. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 15 The “Mommy” Track • Women who want a career and children may have to accept that it will have some impact on their careers • Women who want both should consider – A career that will give the gift of time – A supportive partner – An employer that values work/life balance – Preparing to negotiate for policies and practices that are favorable to employees with children
  • 16. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 16 Problems Facing Men • Men are realizing that they also have been rigidly stereotyped in their roles • Men encounter resistance from family, coworkers and friends when they try to break out of these stereotypes
  • 17. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 17 Men Working with Women • Male attitudes toward female ambitions have changed over the years • Men learned that women are as smart and as ambitious as they are • Many men seem to be secure in their talents and welcome the opportunity to work beside equally confident women • They recognize that women can be excellent coworkers, team members, and leaders
  • 18. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 18 Balancing Career and Family Choices • Men also want work/life balance • The role of breadwinner versus homemaker • Conflicts of having it all – Marriage – Parenthood – Employment – Ownership • Paternity leave and discrimination • Healthy lifestyles and health care
  • 19. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 19 Challenges and Opportunities • Organizations are recognizing the demands placed on working people and are attempting to address problems – Quality child care – Flexible work hours
  • 20. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 20 The Challenge of Child Care • Mothers and fathers face overtime and unpredictable hours • Some companies offer – On-site day-care centers – Vouchers to help subsidize the parents’ costs for outside day-care – Pretax deductions of child-care costs • Childfree workers will resent extra work, holiday shifts, and weekends
  • 21. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 21 Figure 16.3 - A Two-way Street
  • 22. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 22 Flexible Work Schedule Opportunities • Flexible work hours ranks high on the list of desired benefits – Flextime – Compressed workweek – Job sharing – Telecommuting
  • 23. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 23 Figure 16.4 - Flextime in Action
  • 24. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 24 Coping with Gender-Biased Behavior • Woman in nontraditional roles may encounter resistance • It may not be clear how to act • Learn to – Control your own behavior – Confront the real obstacles
  • 25. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 25 Sexual Harassment in the Workplace • Unwelcome verbal or physical behavior in the work environment • Employers have a legal and moral responsibility to prevent it • Costs of sexual harassment include – Absenteeism – Staff turnover – Low morale – Low productivity
  • 26. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 26 Forms of Sexual Harassment • Quid pro quo (something for something) occurs when management threatens the job security or career potential of subordinate who refuses to submit to sexual advances • Hostile work environment occurs when a “reasonable person” believes behavior is sufficiently severe to create an abusive working environment
  • 27. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 27 How to Deal with Sexual Harassment • Unwelcome is the key word to determine if behavior is harassment • Victims should – Tell harasser that behavior is inappropriate – Record occurrence with dates and details – Talk with coworkers – Speak with a higher supervisor, if actions continue
  • 28. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 28 How to Deal with Sexual Harassment • Two court rulings – Companies can be held liable for a supervisor’s behavior – An employer can be liable when supervisor threatens to punish a worker for resisting sexual demands
  • 29. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 29 How to Deal with Sexual Harassment • Companies can – Develop a zero tolerance policy – Communicate it to employees – Make sure victims can report abuse without fear or retaliation
  • 30. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 30 Learn to Understand and Respect Gender Differences • Gender often acts as a filter that interferes with effective communication • Differences between men and women are often attributed to linguistic style • A series of culturally learned signals that we use to communicate what we mean
  • 31. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 31 Generalizations Concerning Gender- Specific Communication Men • More direct • Dominate discussions • Interrupt to take turns • Work our solutions alone Women • Emphasize politeness • Work out solutions with others • Speak with frequent pauses which are used for taking turns
  • 32. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 32 Generalizations Concerning Gender- Specific Communication Men • Speak in a steady flow, free of pauses • Humor based on banter, teasing, witty exchange • Minimize doubts Women • Humor based on anecdotes • More likely to make fun of self than others • Downplay their certainty
  • 33. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 33 A Few Words of Caution • Stereotypes are often too strong and inflexible • Overextension of a strength can become a weakness • Flex your style
  • 34. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 34 Table 16.1
  • 35. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 35 Total Person Insight Men and women should learn from one another without abandoning successful traits they already possess. Men can learn to be more collaborative and intuitive, yet remain result-oriented. Women need not give up being nurturing in order to learn to be comfortable with power and conflict. Alice Sargeant Author, The Androgynous Manager
  • 36. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 36 Learn New Organizational Etiquette • As more women enter into upper levels of management, new rules of etiquette may be required • There are some guidelines for helping us understand how to act in these new situations
  • 37. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 37 Guidelines for New Organizational Etiquette • Both men and women should rise when a visitor enters the office • Whoever has a free hand should assist anyone in need • Men and women should share clerical duties – note taking, answering phones, getting coffee
  • 38. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 38 Guidelines for New Organizational Etiquette • Whoever arrives at a door first should open it • Whoever extends an invitation for lunch or dinner should pay the tab • Written materials should use gender- free language
  • 39. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 39 Chapter Review • Changing traditional roles of men and women – Traditional roles limit opportunities – Many men and women are breaking out of traditional roles – Women have entered the job world in increasing numbers – Men and women have a wider range of choices regarding marriage and children – Organizations are offering job sharing, flextime, and home-based work
  • 40. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 40 Chapter Review • Problems with gender bias in organizations – Women are still subject to a wage gap – The glass ceiling gives women a view of top-level jobs but blocks their ascent – Problems may be men’s preconceptions of women and exclusion of women from informal networks – Myth that men must be emotionally controlled, unexpressive, logical and achievement oriented – Men are choosing more personally rewarding careers that allow time for family
  • 41. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 41 Chapter Review • Coping with gender-biased behavior –Methods • Sexual harassment policies • Effective communication with the opposite gender • Observing the new rules of etiquette in the workplace
  • 42. Copyright © Houghton Mifflin Company. All rights reserved. 16 | 42 Chapter Review • Forms of sexual harassment and how to avoid it – Sexual harassment may be a problem for men as well as women • Quid pro quo • Hostile work environment – Organizations have developed guidelines • Avoid harassment • Fight it when it occurs