The good ‘ole boy’ system is still in utilized in most work centers. We need to establish the good ‘ole girl’ system where women connect and support each other. In this paper, I will introduce my artifact and give you a bit of insight into how women in the workplace struggle to get promoted, struggle to get ahead, be treated as an equal or better in the workplace.
Gender Stratification in The Workplace Over the years, women have fought their way through the various barriers thrown at them by society, they are now more educated, matching male participation rates in the labour force and they are seen to create more opportunities for themselves in the workplace. Despite these achievements, gender stratification still exists in organizations and corporations in the 21st century; this paper seeks to analyze the numerous reasons why women remain underrepresented in leadership positions in the workplace and how this causes a trickle-down effect for other females in non-managerial positions. One of the major factors influencing the progress women experience in their career advancement stems from the deep cultural-infused gender stereotypes associated
Gender operates as one and the same time as an individual social status, a relational factor, an organizational process, and a system level. Gender has become a strong role in leading the lives of many
In an organization, the hierarchy usually consists of a singular or group of power at the top with subsequent levels of power beneath them. This is the commonly used way of delegating staff or members of the organization in most organizations. Corporations, governments, and religious organizations are hierarchical organizations with different levels of management, power and authority. The workplace has sometimes been referred to as an inhospitable place for women due to the multiple forms of gender inequalities present (Abrams, 1991). Some examples of how workplace discrimination negatively affects women’s earnings and opportunities are the gender wage gap (Peterson and Morgan, 1995), the scarcity of women in leadership (Eagly and Carli, 2007), and the longer time required for women compared to men to advance in their careers (Blau and DeVaro, 2007).
The organizational factors include: flexibility, responsibility, standards, rewards, clarity, and commitment. The research shows that the coercive and pacesetting styles have a negative correlations on organizational climate while the other four styles have a positive impact. Thus, except for unusual circumstances where coercive and pacesetting styles might be appropriate, leaders should normally use a combination of the authoritative, affiliative, democratic and coaching styles to achieve success. The best leaders will sense from their emotional intelligence when to use each of these styles. If you are an aspiring leader or a leader who wants to get to the next level of leadership excellence, Goleman’s article is a great primer on how to effectively use different leadership
When that resource, time, is being used to focus on gender verses productivity the company as a whole suffers. By achieving gender equality in the workplace, companies should start to see a significant amount of financial progression. According to the Workplace Gender Equality Agency, “It can also improve national productivity and economic growth” (WGEA). This statistic can make for a great motivator in the business world. Not only can removing the gender factor reduce the number of barriers associated with females, but it can show that a company is willing to give every employee an equal chance which can lead to attracting newer potential experienced employees of both genders.
Organizational culture and its effects on the success or failure of the organization. • Type of the organizational culture, and its seven primary characteristics of culture. Each organization has its own culture that builds up the atmosphere inside and between the workers and gives it its own impress. An organizations society suggests plan or a system of shared essentialness held by people that perceive the relationship and differs the organization among others. There are seven vital characteristics that seem to get the substance of the belonging to the company which are: 1.
Organization Culture and Leadership Analysis Using Sociology Paradigm Introduction This study has described the organizational culture and leadership of my company. I analysis my company adopt the?functionalism Paradigm, which is one of the major theoretical perspectives in sociology. See below is sociological paradigm. This paradigm developed by Burrell and Morgan classifies sociological theories along the two orthogonal dimensions of regulation vs. change and subjectivity vs. objectivity (Burrell & Morgan, 1979).