Define the following: division of labor by gender, gender occupational segregation, labor force participation rate, human capital theory, dual labor market theory, overt discrimination, sexual harassment, internal gender segregation, and glass ceiling. 126. Explain the earnings disparity (wage gap) between men and women in the contemporary USA. 127. What is comparable worth?
This results in the man having more power over the woman as he is the individual working and bringing an income, enabling him to make the decisions whereas the woman would have no power for this to happen. In relation to having an income, feminists see the workplace as another place in which inequalities occur. ‘The Glass Ceiling’ is a phrase commonly used by feminists. It is related to women and their careers and how they are able to see promotion but are not going to be considered as they are women. This is highlighted in the report ‘Sex and authority in the workplace: the causes of sexual inequality’, Wendy C. Wolf
Anne Oakley argues that we still live in a patriarchal (male dominated) society, and therefore women occupy a subordinate and dependant role within the family and wider society. Overall it could therefore be argued that rather than partners becoming more equal, women now have to carry a ‘dual burden’, whereby she is responsible for two jobs of unpaid or paid labour. Factors such as patriarchy and conforming to a gender script will lead to these divisions. It could be argued that the money management within a family has an effect on the
Running Head: COMPARISON MATRIX PAPER -LEADERSHIP Comparison Matrix Paper- Leadership Grand Canyon University Estell Hinton April 4, 2014 Introduction This paper will look at two empirical articles that focuses on leadership styles and questions whether gender is a determinant factor in deciding how leadership is perceived in leader effectiveness, leader evaluations, and through turnover intentions. Eagly, Makhijani, and Klonsky (2001) in Gender and the Evaluation of Leaders: A Meta-Analysis questioned whether people are bias of female leaders in the work place. The authors suggest that women leaders are treated unfavorably and receive unfair evaluation based on gender bias especially in organizations than men leaders
Occupational sex segregation is an explanation one could use to clarify the low numbers of women in coaching positions. Kane and Stangl argue that men who hire limited number of women do so to maintain their mal dominance in a field. Consequently, allowing women to freely enter a male-dominated field compromises the composition and distribution of jobs. Additionally, the authors cite marginalization as another way that occupational sex segregation takes place. Kanter’s definition of marginalization is transcended through examples that the authors provide.
If it is a result of implicit discrimination due to lifestyle choices, then women’s lower earnings result from the fact that women take more time off when having children or choose to work fewer hours. If it is explicit discrimination, then the gender pay gap is a result of stereotypical beliefs. There is a debate as to what extent this is the result of gender differences, implicit discrimination due to lifestyle choices, or because of explicit discrimination. If it is a result of gender differences, then the pay gap is not a problem; men are simply better equipped to perform more valuable work than women. If it is a result of implicit discrimination due to lifestyle choices, then women's lower earnings result from the fact that women typically take more time off when having children or choose to work fewer hours.
Pettigrew T.F. (1959). Regional differences in anti-Negro prejudice. Journal of Abnormal and Social psychology, 59, 28-56. Weiner, M. J & Wright F.E (1973) affects of underlying arbitory discrimination upon subsequent attitudes, towards a minority group.
Part I How does culture affect the conduct of business in the global market place? Part II Goman states every culture has rules that its members take for granted. Culture affects communication and in turns affects the way business is conducted. Few of us are aware of our own biases because cultural imprinting is begun at a very early age. And while some of culture’s knowledge, rules, beliefs, values, phobias and anxieties are taught explicitly, most are absorbed subconsciously.
Black identities: West Indian immigrant dreams and American realities. New York: Russell Sage Foundation. Yancey, G., (2003). Who is White? Latinos, Asians, and the new Black/Nonblack divide.
Corporate Business | Mango’s Strategic Management | | Ana Ruiz, Rubén Mendiondo, Ramón Varela, Vicente Moraleda 14/03/2012 | Table of Contents 1. Porter’s Five Competitive Forces 3 2. SWOT Analysis 6 3. Combination of Internal and External Environment 8 4. Strategies 9 Porter’s Five Competitive Forces Porter's five forces analysis is a framework for industry analysis and business strategy development to derive five forces that determine the competitive intensity and therefore attractiveness of a market.