When analysing the issue at hand further, use of Geert Hofstede’s “Dimensions of Culture” can be made. These consist of five dimensions identified within a national culture which provide a way of understanding the differences across national cultures, where distinctive cultural idiosyncrasies are existent. Of these five dimensions, the masculine versus feminine dimension is of specific relevance, as Telenor is under scrutiny by a Dagens Næringsliv article, as well as a qualitative report by Telenor’s Research and Development department, which collectively highlight the experience of female leaders in Telenor’s masculine culture. This dimension of culture is “the degree to which people in a country emphasise so-called masculine traits …show more content…
These were outspoken in the report by female employees stating that women leaders in the organisation are attempting to distance themselves from this prevalent ‘masculine culture.’ This resistance is a “set of values that outwardly reject those of the organisation.” (REFERENCE) Therefore, when female employees state that Telenor’s management culture is dominated by possibly stereotypical assumptions of masculine values such as assertiveness, independence and insensitivity to feelings, they criticise an environment they feel lacks equal opportunity to strive for succes, as they focus on achieving results, rather than part-taking in this masculine dominated business culture. However, women leaders found they must use a lot of energy to promote themselves and their boss internally. This fostering of internal competition may present negative consequences as it may carry resentment that drives costly turnover, an aspect they intend to avoid, due to their dislike for power games and internal competition which they are …show more content…
This concept originates from Hofstede’s cultural dimension Masculinity versus Femininity (House et al 2004: 401). An assertive culture is “value dominant, tough behaviour,” (Matthews 54) whilst it also esteems competition and with a belief that success can be bred by anyone willing to work hard enough. This dimension is centred around the belief that dominance is an element of assertiveness in relation to the nature of the relationship of individuals within the organisation and the business world. Meaning, that for individuals to be successful within this culture, they must exude a dominant nature that edges on confrontation and aggression in relationships. In the case presented, the reports states that women feel they “must use a lot of energy to promote themselves and their boss internally,” which contradicts with a female cultures modesty of a less assertive society. The lower gender egalitarianism found in Telenor, with only “14 percent of company leaders” being women has henceforth made it increasingly difficult for them to break the existent ‘glass ceiling,’ which requires internal competition and subsequently, women lose out as they “do not like power games.” This comes as a result of the feminine culture valuing tenderness and cooperation, whilst (males?) individuals fear promoting good colleagues as they themselves fear loosing out on the limelight, and thus do not receive
Deborah Tannen believes that the word “bossy” is a category that most women get put into, and not only women but also children from a very young age. Tannen believes that this category is an insult to women, and she uses diction and imagery to create and describe her idea of how women have been put into the “bossy” category since they were young and how that affects them. As a result she gains empathy and understanding from women who read her article. Tannen creates a connection with the readers by having them relate to being called bossy from a young age and on. She uses examples of strong and powerful women that have been put into categories as a way of creating social spaces for women.
The main point of the article is that in many cultures, there are alternatives to “man” or “woman” and that not all countries agree with the Western culture’s strict classification of male and female. Supporting Evidence The author, Walter L. Williams, first provides evidence of his main argument at the onset of the article. Before even introducing the berdache, Williams explains that Western tradition is often viewed to be normal, and anything outside of those norms may be considered abnormal. Williams then explains that to an invididual raised under Western ideals, gender is often viewed simply as male or as female.
My New Favorite Character Janie is a strong woman. It took her guts to get through leaving her first husband for a stranger, and then somewhat changing her life. However, it was unnecessary for her to leave Logan Killicks the way she did. There could have been a less harsh way, instead of “I am leaving you for a man I barely met.” Eventually Joe had the same opportunity to put a ring on her finger.
In this paragraph I will be talking about Marilyn Frye’s article called “Sexism” and I will discuss whether I agree with her argument or not. Firstly, Frye gives an argument for sexism saying “sexism is not always apparent either to those who suffer from it or to those who inflict it upon others. It is imperceptibility of sexism that enables it to flourish in our society” (Frye, p.844). Marilyn Frye is trying to say that sexism is usually ignored in the real world to those who get hurt from it or to the ones who causes it. In my opinion, I will say that I do agree with Marilyn Frye’s stand on this subject for a couple of reasons.
Schooling for the students Schooling systems have been the same since anyone could remember. What might need to change for students to get the equal amount of education as the “gifted” students? Will students still benefit from the lack of renewal in the education system? According to the authors from chapter 4 "How We Learn" Alfie Kohn, John Taylor Gatto, Bell Hooks, and Kristina Rizga, explaining in their essays published in "Acting Out Culture" by James S. Miller.
When researching information about Haiti’s cultural dimensions, there wasn’t a significant amount of data available. However, a cultural dimension model will be developed based on personal research(Appendix D). Geert Hofstede’s cultural dimension model is a five-dimension model that rates countries from 1 to 100 based on certain criteria such as power distance, individual vs. collectivism, masculinity vs. femininity, uncertainty avoidance, and long-term orientation. When looking at power distance, which measures how evenly power is distributed and the influence that one has over another, Haiti is assessed at 50.
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
Leadership Statement I pride myself in being a good listener, and this has helped in all the leadership roles I held throughout my life thus far. I have experienced democratic leaderships through being a part of groups in college for class presentations, being a choir leader in my church, being a volunteer in a few projects, at my place of work and also as being a part of my family. The attributes of being a good leader has expanded with time through these experiences. Some of valuable leadership traits that I have been able to obtain and strengthen over time include: how to be a team player, effective listening skills, delivering constructive criticism, the need to understand people’s temperaments, and how to be a problem solver and a risk-bearer.
In the article “Doing Gender,” Candace West and Don H. Zimmerman are trying to explain how gender is socially constructed (through believes and practices) embedded by everyday interaction or social interaction. In other words, by “doing gender.” They claim gender as an accomplishment that can’t be avoided and it’s constantly watched and judged by others. Also, West and Zimmerman introduced the concept of gender and the implication of it in our society, as well, by introducing the distinction between sex, sex category, and gender.
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.
The film Lost in Translation follows two Americans visiting Tokyo during important transitional periods in their lives. Charlotte is a recent college graduate trying to figure out her career while also moving on from the honeymoon phase of her new marriage. Bob Harris is essentially going through a mid-life crisis as he sorts through life post-movie stardom and struggles to maintain a relationship with his overbearing wife. The two find each other in the hotel bar as a result of their inability to sleep and form a connection based on their mutual isolation in both their relationships and the city of Tokyo. The film touches on the importance of communication as well as what it is like to be a foreigner alone in a vastly different culture.
“We all use stereotypes, all the time, without knowing it. We have met the enemy of equality, and the enemy is us” (Paul, 1998). Stereotyping is used widely by every single person at one point in time. Some may not mean to stereotype others but they do it to fit in a certain group of people. They see that others within that group stereotype people and judge them for who they are and how they act and they follow suit because they believe that’s how they’ll be accepted into the group.
. In the article published by Nicole Parcheta, the gender gap in pay has narrowed since 1980, particularly among younger workers, but it still persists. In 2015, women earned 83% of what men earned as far as median hourly earnings of both full- and part-time U.S. worker. Based on this estimate, it would take an extra 44 days of work for women to earn what men did in 2015.
In her widely watched 2010 TED talk “Why We Have Too Few Women Leaders” (currently with more than 1.5 million views) Sheryl Sandberg, currently Chief Operating Officer of Facebook (and the first woman to serve on Facebook's board) and formerly Vice President at Google, shares her experience of being one of the rare women in top global management positions and offers advice to women who would like to succeed in their corporate careers. In the 15-minute video, Sandberg asks how we can fix the problem of having too few women in top leadership positions in spite of many advances in women’s rights being made. She argues that the solution lies with women themselves, as individuals, and the messages they need to tell themselves and their daughters. This entails three steps: (1) ‘sit at the table’, meaning women should negotiate for themselves more assertively and stop underestimating their abilities; (2) ‘make your partner a real partner’ and establish shared/equal responsibilities between partners at home (i.e. with raising children and housework); and (3) ‘don’t ‘leave’ before you leave’, which means continuing to work at the best of your abilities (i.e. ‘leaning in’ instead of ‘leaning back’ when the possibility of having a child is entertained) until
Over the past 40 years defenders of women’s right have worked hard to assure growth of women's careers, trying to contest what is attribute as ‘the glass ceiling’ which is the invisible barriers that control woman from rising to top positions in corporate context. From the mid-90s European Government firms and private and public organizations have pursued a suit, bringing the recruitment of women at the upper levels of companies. The increasing prominence of leaders like Carly Fiorina, Hillary Clinton, and Condoleezza Rice accentuate the development in gender roles over the last half century. In the first paragraph I will discuss what do you need to be a successful leader and also about how women rises in organizational structures and practices,