Gender bias in the workplace Natalie Brown Bryant & Stratton College SOSC 102: Principles of Sociology Annetta Gad July 15, 2012 Abstract Women are represented as being underneath men in an organizational hierarchy. They do not earn as much money as their male counterparts, even though they may work as hard. Gender bias does exist in the workplace. It is the main cause for women not being able to break that invisible barrier, which keeps them from reaching senior levels. A woman can have the same degree as a man but will not be offered the same job as him, simply because of her sex.
In an ideal world, this might work, however, for the most part in the United States; whites automatically have a leg up in society. People of color need more assistance than whites because they are automatically a step down from white people. If I walked into a store and applied for a job, even if I was very poor and had no experience, there is a good chance I would be more likely to get it than a black or latina girl of the same situation. This is unfair but true, and speaks of an inequality that our country is still struggling with and that we need these government programs to help balance out. Also, I find issue with his statement that “Those who came to this country in recent decades from Asia, Latin
At first, the company experienced a period of deficit. However, as the sales of bakery growing steadily and start earning profits, the current capacity couldn’t meet the requirement of accommodating the growing business. So they started to think about expand the facility of the bakery. Before moving into a larger facility, she should have thought about whether the bakery needed the expansion. And she also overestimated the profits the bakery can made and the capacity they need.
Consequently, this may increase or reduce job opportunities for certain individuals in the workplace. “Never underestimate the halo effect,’” says Janice Guler, Ceridian’s director of staffing. “Attractive people are assumed to be intelligent and successful and it’s been said that as many as 50 percent of managers make their hiring decisions within the first 30 seconds of setting eyes on an applicant. While this is unfortunate, it’s human nature. People have a real tendency to trust their gut, rather than trusting the empirical data As well as limiting the pool of applicants, discriminating based on appearance allows for the creation of a biased environment in the workplace by reinforcing
From a dictionary, the definition of discrimination is, “distinguishing differences between things or treating someone as inferior based on their race, sex, national origin, age or other characteristics” (yourdictionary, 2012). Some people could be treated differently in a negative way— treated in a way where in “normal” or “superior” people are not treated. The society’s treatment of these people may involve the unfair limitations of their rights. Example is when an American is not given the chance to be promoted in a higher position in the company because she is a girl. Another is when a man who is qualified for the job, because he has the education and experiences needed for the job, and yet he is not accepted because he is too old or he is too fat.
Halo Effect in Hiring Starlin Lorenzo Professor: Termaine C. Garden 4/20/2012 Halo Effect in Hiring The halo effect refers to a cognitive bias whereby the perception of a particular trait is influenced by the perception of above features in a sequence of interpretations. Halo effect has significant interaction between business justification and applicant attractiveness on selection decisions. Specifically, individuals given the business justification are more likely to hire attractive applicants over unattractive applicants are equally likely to be hired. The concept of physical attractiveness also undermined when we apply ourselves, as several studies have shown that the correlation between how you see attractive people themselves and how others see them is very low, i.e. we overestimated with respect to our physical attractiveness.
This limited the employees’ influence on policies and organization process. This became a problem with the reward and promotion process. Promotions are awarded to employees with exceptional performance evaluation. There was an implied rule that the employee must be willing to move across stores, districts, or regions as required. This put women at a disadvantage because they would not be able to pick up and move as easily as men.
Associate Level Material Assumptions and Fallacies Write a 150- to 200-word response to each of the following sets of questions: What are assumptions? How do you think assumptions might interfere with critical thinking? What might you do to avoid making assumptions in your thinking? Assumptions are, in logic, a proposition that is taken for granted. For example, if I were to be at workd and a new employee walked in wearing the wrong work attire, I would immediately think that she is not going to be a good employee simply because she did not wear the outfit that she was told to wear.
Although there are some people that believe we shouldn’t have a woman president for many different reasons, such as, they can be too emotional and aren’t as good as handling pressure situations, as well as the a job of such importance being overwhelming, and not having the composure to handle the responsibility of running a country, however I believe that we actually should have a woman president, so those barriers can be broken down. In my view it should not matter if the president is male or female, because that notion that all men are strong leaders is just as false that all women are too emotional and cannot handle things as well as men can. Sure of course there are probably some women who are far too emotional, and women who may tend to let their personal feelings get in the way of something, which wouldn’t lead to a good presidential candidate, but the same thing can be said about some men though. Not all men are so called “born to be” leaders, in fact many men are just as much if not more emotional than some women, and would have the same incapability’s that would make it impossible to handle such a significantly important job. Why should gender matter?
Additionally the investors were not exactly sold on the ideas either. They were judging past performance and were not completely convinced that the plan would work. The ramifications of that mistake were that since they did not conquer step one very well, all of the other steps seemed to suffer too. Everyone involved felt some sort of uncertainty and did not have a clear direction; which would be step three. “If you can sell your employees on the company's future and the importance of their role in it there are numerous advantages people are more likely to generate their own ideas, to contribute with enthusiasm, to keep slogging when it becomes unpleasant, and also to experience a sense of camaraderie and togetherness” (Spiro 2010) Another significant error that was made was in the HP story in which the vision was never communicated, step four.