#biasedviews

[workinggirl2016-blog1]

Post 4: Analysis of A second Scholarly Source 

http://www.aabri.com/manuscripts/08056.pdf 

With this second scholarly source, two authors go into detail about the problems that women face in the workplace when trying to expand their professional career. The article mentions ideas such as gender stereotyping, role conflict, opposing leadership, and communication styles. These authors mention gender stereotyping and say that it is inevitable and must be dealt with. With leadership styles, women are more people oriented and men are more task-oriented. For role conflict, it was said that women who face issues dealing with home life and work life need more support or a flexible schedule to help maintain balance.

Near the middle of the article, the authors mention how women should stand up and be courageous when in the workplace, but displaying that kind of behavior can come off as “too aggressive”. With being courageous, women must be accountable for their actions, and show what they bring to the table. That is what makes them courageous. They also mention how childcare should be addressed and there should be some more fine tuned policy of leave time for workers.

Lastly, they talk about mentoring programs to help women achieve advancement in the workplace. When these women come out of college and begin their career, that is the perfect time for them to mentored. It helps women to be more sociable and make their way through the work world.

From what I read, I can say that I agree with some of what they were talking about. Yes, there should be opportunity for women to be mentored to help advance their career, but not because they are solely women. Men can have the same opportunity, but the difference is, higher up employees can choose who they want to mentor and most of the time they pick a male employee. What I don’t agree with was that fact that women are going to have gender stereotyping in the workplace and they just have to deal with it. So just accept the fact that others are going to judge you for being a women and that can forever hold you back from succeeding in your career? No Thanks. You can have to fight that stereotyping, that oppression. If you just accept it, you just supporting the imbalance between the males and females in the workplace. I also don’t agree with the fact that because men and women have different leadership or communication styles suddenly that is a problem. If anything, that is the opportunity to prove that change is better than doing things the same way. Because of the fact that men dominated the workforce in the beginning and women have been fighting their way into it, it’s hard to change what has already been done. It was said that men communicate differently, or lead differently but that doesn’t make it a bad thing. Women use their skills and what they know to show higher rank employees that their way works. Because their skills are different, it makes employers see them as a risk. Taking a risk can have a high price, and when choosing new leaders, employers like to keep it safe and be assured that nothing bad will happen with their choice. Hence why men are more likely to be picked for promotion than men.               

[workinggirl2016-blog1]

Post 3: Analysis of a Scholarly Source 

https://hbr.org/2013/09/women-in-the-workplace-a-research-roundup 

From this scholarly source, it can be summarized with research information regarding women in the workplace. From Harvard Business Review September 2013 issue, there were about ten research studies brought to light that talk about women in the workplace. The first survey was about assignment choice between men and women. It was shown that when given a project or large task, men are more likely to be given work that if completed properly gives higher possibility of being promoted or higher pay. With budgeting for projects, 30 percent of men were given a budget of more than 10 million dollars where only 22 percent of women were given the same budget.

Another case study was done to see why women really leave the workplace. The group of women analyzed were women from selective colleges that were offered jobs right after graduation. On average, they worked on their careers for 11 years and well after they had their second born child. However, these women didn’t leave their jobs due to their family duties, but 90 percent of them left because of workplace problems. These women were frustrated for the way they were treated and the ridiculous demands asked of them. These were asked to work longer hours for minimal tasks, and still be treated as a subordinate.

Another study was shown women that disagreed with the ethics that other employees followed kept them from climbing the promotional ladder. One experiment revealed that women who are already mothers are discriminated against for job opportunities with the fact that because they have a child, they won’t be as committed to the job as someone without kid would. Yet, the experiment also revealed that fathers aren’t penalized at all even though they have the same credentials at the women as well as being a parent.

When looking at all this information, it can be concluded that women are given this stereotype of being incompetent, not committed, or not trustworthy to be given higher power or responsibility. Looking these cases, I can definitely agree with how women will leave a job due to workplace problems. Women can disagree with management on how things are done, but because they are of lower status in the workplace, their say doesn’t really mean anything unless higher ups see it as insubordinates and proceed to termination which explains why some women won’t speak up; the fear of losing their job.