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. If it is explicit discrimination, then the pay gap is a result of stereotypical beliefs, conscious or unconscious, from those who hire and set salaries.This graph depicts the female to male earnings ratio, median yearly earnings among full time. Some other examples of the gender gap are: Women who work part time actually earn more than men who work part
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
Historically, female-dominated industries and jobs have attracted lower wages than male-dominated industries and jobs * a lack of women in senior positions, and a lack of part-time or flexible senior roles. Women are more likely than men to work part-time or flexibly because they still undertake most of society’s unpaid caring work and may find it difficult to access senior
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. Secondly, it could be argued that the money management within a family has an effect on the power relations between couples. Edgell argues that the reason why men are likely to take the decisions is because they earn more; women usually earn less than their husbands, and as a result of being dependant on them, have less say in the decision making. Similarly, Michelle Barrett and Mary McIntosh additionally argue that men usually make the decisions about spending on important items.
What often has been overlooked by those complaining about gender discrimination in the job market workplace are the choices made by the complainants. Workplace choices made by many of them (for occupations that either pay less or have very high unemployment rates) often perpetuate the disparity in income between them and white males. This is not necessarily bad, though it may seem so at first glance.
The literature begins with a discussion of the research on gender and leadership.The literature review reveals that women were devalued more (relative to men) when displaying masculine styles than they were when displaying other leadership styles. Mainly, women lead in a more democratic and less autocratic style than men and the review suggestion that an attitudinal bias might influence their findings.The literature reveals that men are viewed more favorably than women in roles occupied mainly by men than for roles occupied equally by both sexes, or for roles where gender is unclear.When women demonstrate a behavior that is identified as outstanding, they may be evaluated without negative bias. When the quality of women leadership is ambiguous, it may be devalued relative to men leadership.The literature review also reveals that male and female leaders do not differ in personal or task-oriented styles but rather in tendencies to lead with a directive or participative style. Women tend to lead in a participative style while men tend to lead in a more directive style.References were made by Swim, Eagly, and Johnson throughout the study. Other citations were made by Bass, Yoder, Powell, Rosenthal.
Another assumption is that women often took jobs for the wrong reasons (Gunn and Gullickson, 2007). That statement suggests that Karen’s gender may have been the reason she did not recognize her motivator instead of the fact that she may have just never thought about it. If a person obtains a job that will not gratify their main motivator then that person will be unsatisfied with their job. By making this assumption the article also implies that most women are not satisfied at work .Even though assumptions are drawn from this article, there are a few hypotheses made by the Pursuit of Unhappiness. Hypotheses, Variable, and Operational Definitions One hypothesis
Because at a young age she didn’t know the differences between being white and black, Moody only thought of color differences when the white people paid her for the hard labor that she did. In addition, Moody worked many jobs for white and observed many little things about white people but still found it hard to distinguish the differences between being white and black. Throughout her years of working at homes and factories, she concluded that white people were always on top within the work industry where the black people were always on the bottom. Because the majority of black women were working for white women, she concluded that white women were lazy. One job that she learned about racial differences was being a housekeeper, where she worked for a lady named Mrs. Burke.
However, some women joined the work force and would do jobs that men previously had held. Some were not forced to, but they had to work as hard as they could to support their families during this difficult time. In contrast, the writer Norman Cousins commented that there was a negative opinion on the women’s presence in the workforce despite women willing to acquire a living wage. He also stated in his book that the federal government proscribed holding government jobs by both members of a married couple, and many localities stopped hiring women whose husbands with a minimum wage (Cousins 1939). Another aspect of the Depression affecting life of women was the moral argument against working-women.
Nick 8/03/2008 Sociology Social Differentiation: Gender Social Differentiation is a normal occurrence for every man, woman, and child on the earth. It is almost impossible to socially differentiate someone without gender being a factor. Gender defines a huge part of the human perception and someone’s possible role in society. Over the years it’s progressively becoming more acceptable for women and men to “interchange roles”; but social differentiation is not necessarily all sexist or demeaning there is some undisputable facts. Such as women can not perform manual work as well as men, on the other hand, a man’s entire chemistry is different allowing him to be less emotional than a woman.