Individual Leadership Culture Paper

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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

Since the establishment of the roles of society, women have been entitled to feminine roles that focus on family and nurturing. This roles allows for the subordination of women in the workplace since it makes distinctions between ideological constraints between genders. This opens up for the construction of gendered processes, that focus on the placement of roles that only “women” are allowed to acquire because of their practices. The author makes the example of how the managers contribute to gender gap and placement of roles that do not allow for the advancement of women in an organization. Acker argued, “…the production of gender divisions.

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In developing this paper on leadership, I examined what was most important to me as a leader. As I reflected on my leadership philosophy, I thought about my experiences and the principals that I have learned through my own self-discovery and the observation of other leaders that I have had throughout my life. My leadership philosophy paper will focus on what leadership is to me, core values, and knowledge of others. In thinking about my definition of leadership, I thought of what was most important to me in and as a leader.

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The Importance of a Company’s Culture The culture of a company is one of the most important and sometimes overlooked factors in an organization. The culture can increase employee engagement and increase productivity which will allow a company to reach its goals, “From productivity and engagement in the organization’s day-to-day, to an employer brand that naturally fuels recruiting efforts, to creating a lasting brand that customers immediately recognize, there’s no escaping it – culture radiates outward into the marketplace” (Straz 2015). The culture can have a great impact on the employees. Employees thrive in a positive working environment and the ability to engage with their managers without fear of retaliation.

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.

It was to establish the prevalence of gender divide in the corporate world that a research was conducted among its women employees right from executives to vice presidents and even above. More than 7000 surveys were held to collect the necessary data, including 360-degree feedback from Fortune 500 organizations, and one-to-one meetings with top executives from companies such as JP Morgan Chase and McDonald’s. The outcome was overwhelming – gender divide was found to be just one of the serious issues confronting them across the corporate world. As it

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).

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).

Being that men and women are in different subcultures and both men and women work together, it is crucial that they are able to communicate without confrontation or the possibility of offending and discriminating against the other gender. Females do comprise a large portion of organizations, but workplace equality is a large problem, according to research done by the U.S. Department of Labor "females hold only two to three percent of top management and their median weekly earnings are 25 percent less than similarly employed males" (Amason & Allen, 1997, p. 956). Employees in the workplace regardless of their gender learn to value different communication styles or "cultures" to better understand their job and what is expected of them. Gender differences within the organizations have the ability to hurt the organization but can also help the organization, because there are differences in how the genders communicate, organizations are able to gain different perspectives and input as males and females think and communicate differently. Males in the workplace are more likely to be more assertive, competitive, goal oriented, and tend to be problem solvers when giving their opinion or exchanging important information.

As long as the number of women in top leadership positions is very small, a woman is still who is there is seldom and special a deviation of the male norm. The “token status” is generating and confirming gender stereotypes. More than in other groups because such a single woman (in a male group) is always compared to a female role model. This effect is related to the "gender-role spillover".