Gender and Communication Within the Workplace

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Table of Contents

Abstract
Introduction
Theories
Major Concepts
Main Body
Conclusion
References

Abstract

Women have stood out to fight for their rights by lobbying government to institute laws aimed at protecting them both at home and in places of work (Wood, 2005). Presently, it is an offense to use a gender-based language in an office. Equally, it is a criminal offense to discriminate against another person based on gender in an organization. Feminist groups have struggled to restore the dignity of women in society and workplaces by advocating for equality (LaFrance, Hecht, & Paluck, 2003).

Due to their efforts, women are currently employed in professions that were previously reserved for men. At the workplace, women have found themselves in high positions in organizations because various constitutions bar an individual from discriminating against another person based on gender. This means that global society is a diverse society that appreciates the efforts of all members (Rudman, 1998). It is not surprising that women have been incorporated into the global financial system fully.

This paper discusses the way the project will be presented. The project would contain various parts that try to bring out disparities existing in organizations as regards to gender differences. The project will contain various sections as discussed below.

Introduction

In organizations, various problems face the management and the entire society concerning communication between men and women. The rights of women in organizations can be traced back to the 19^th century when they fought for the right to universal suffrage. The rights were granted but no effective measure was put in place to follow up on the policies. Women have found themselves in complex situations following the recent debate that has rocked the world (Hurst, 2007). Following this development, feminist organizations have been formed to suppress the effects of male patriarchy and cultural discrimination in organizations. The movements have gone through various stages to be what they are currently.

Theories

Feminism aims at liberating women from certain injustices. In this case, various theories have been formulated to explain the activities of women in organizations. Liberal feminism theory states that women should aim at achieving egalitarianism between men and women in organizations. This is achieved through legal and political reforms (Shackelford, Wood, & Worchel, 1996). This would not change the societal structure. Radical feminism theory relates to the problems of women to the capitalistic economy that is controlled by men in organizations. In this regard, such groups aim to revise the existing social structure.

The Conservative feminism theory urges women to understand their surroundings. Libertarian feminism theory asserts that people are owners of their lives meaning that they have the power to determine their destinies even in organizations (Schein, 2001). Separatist feminism theory argues that women should concentrate on helping themselves meaning that heterosexual relationships are irrelevant to women (Giacalone, & Riordan, 1990).

Major Concepts

Communication
Gender Equality
Egalitarianism
Feminism
Capitalism

Main Body

The main body of the project will talk about various leadership styles existing in organizations. There are various leadership styles in organizations. The project will only talk about the differences in leadership styles based on gender (Tannen, 1990). Women tend to adopt participative leadership styles while men are inclined to autocratic leadership. The article will also observe various gender barriers existing in organizations, including cultural barriers, stereotyping, and barriers related to an inferiority complex. Society believes that women cannot handle risky businesses (Heilman, 2004).

The paper will also suggest some strategies that would keep away gender biases in workplaces. For instance, affirmative action would solve gender problems. Finally, the paper will recommend some ways that would bring men and women together in organizations (Hall, 2001).

Conclusion

This section will summarize what the main body will have discussed. The rights and freedoms of women in organizations are usually hampered by factors such as religion, male patriarchy, social structure, and culture (Friedman, 2004). In modern organizations, various feminine groups have emerged, with each advocating for diverse rights. Modern-day activism is realistic in that it focuses on achieving equality in organizations but not domination.

References

Friedman, E. (2004). Issues of Gender. New York: Pearson Education.

Giacalone, R., & Riordan, C. (1990). Effect of self-presentation on perceptions and recognition in an organization. The Journal of Psychology, 124(1), 25-38.

Hall, J. (2001). Status, gender and non-verbal behavior in candid and posed photographs: A study of conversations between university employees. Sex Roles, 44(9), 677-692.

Heilman, M. (2004). Penalties for success: Reactions to women who succeed at male gender-typed tasks. Journal of Applied Psychology, 89(1), 416-427.

Hurst, C. (2007). Social Inequality (6th ed.) Boston: Pearson Education.

LaFrance, M., Hecht, M., & Paluck, E. (2003). The contigent smile: Meta-analysis of sex differences in smiling. Psychological Bulletin, 129(3), 305-334.

Rudman, L. (1998). Self-promotion as a risk factor for women: The costs and benefits of counter stereotypical impression management. Journal of Personality and Social Psychology, 74(1), 629-645.

Schein, V. (2001). A global loot at psychological barriers to women’s progress in management. Journal of Social Issues, 57(1), 675-688.

Shackelford, S., Wood, W., & Worchel, S. (1996). Behavioral styles and the influence of women in mixed-sex groups. Social Psychology Quarterly, 59(3), 284-293.

Tannen, D. (1990). You Just Don’t Understand: Women and Men in Conversation. New York: William Morrow.

Wood, J. (2005). Gendered Lives (6th ed.). Belmont: Thomson Learning.

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