Believing sexism will go away without putting major changes in place, is not a reality. Sexism blatantly exists in the work place. Obvious (and most common) examples of this would be: women are often paid less than their male counterparts for the same position, men often receive rapid job promotions in comparison to women and women are usually the targets of gender based harassment. Women frequently struggle with the lack of pay they receive, in comparison to their male counterparts. A woman working in the same job as a man will usually earn less, despite the fact that she may have the same or better training, education, and skills required for the job ("Study Shows Female Managers in Britain Earn Less than Men, and Equality Could Be 57 Years Away."
Women do not have mentally tough enough to survive and physically strong enough that is 2 reasons to convince the reader that the author offers. However, although the author give some credibly example to show women get high-stress but it just happened some women. Almost women can work in high stress environment better than men. Darren Gaves give two of three argument is right but overall supporting the last argument are overgenalised and lack
Surely, gender is not the main factor to decide that who can do good job in military because women can be a good sodier in some duties. Besides, women should be allowed into combat because of the following reasons: women can do good at leadership position, increasing more jobs for women today and women can do some specific jobs that male can not complete. First of all, women can do good at leadership position. In the past decades, women did not allowed to join in high positions such as: CEO, boss, manager or they could not allowed to run for president because women are emotional. In addition, people thought that women are too sensitive when they face to problems so they often solve the problems by their heart than their mind.
In fact, Sandberg exposes the necessity of more positive descriptions of working women and fewer conceptions that limit what they can do across the home and workplace. She acknowledges that there is a reason which contributes the increment of a lack in equal opportunity in the workplace and the reason is the leadership ambition gap. Fortunately, it is possible that a change in leadership ambition has been seen because many young women (66 percent) consider important the success in a profession compared to young men (59 percent), according to Sheryl Sandberg’s research (647). However, there are still women who do not describe themselves as a leader or a visionary and this situation does not help this prominent shift. In addition to her researched data, Sandberg’s illustrates with her own experiences about female accomplishments which those are often marked as a non-acceptable social conduct for women; for example, having a good prospect in the professional
Summary: “Who Does the Talking Here?” In the article “Who Does the Talking Here?” Deborah Tannen, a linguistics professor at Georgetown University, puts the studies of the stereotype that women talk more than men to the test. She argues that the comfort with various social situation varies between either genders (356-358). Tannen includes studies by Matthias Mehl in her research. These studies went against the idea that women talk more than men on a daily basis, and instead suggested that they both have the ability to speak the same amount. However, she does not believe that counting the words a person speaks determines whether or not they speak more than another (356).
These altered what each participant actually saw, therefore not requiring actual confederates. They found levels of conformity similar to those obtained by Asch for women, although not for men. This suggests that Asch’s confederates had acted convincingly in the original study as the results were reproducible using women. A bad point with his study was that the sample was not representative of the target population therefore making it endocentric as all males were used. There has been evidence to suggest that females are more conformist than males, this mean that the findings cannot be applied to women.
She theorized that women, because of their caring nature will wait to pass judgment because they understand the complex nature of relationships more than men, who tend to think in a more linear fashion. She does not treat either theory as superior, only suggesting that both are equally valid. Gilligan believes that both have a place in the context of human development. Interestingly, Gilligan became Kohlberg's research assistant after she left Harvard in 1970, where she was
Many debates have happened whether or not these women approach feminism for their time period. The answer to that is ambiguous and depends on how the reader takes in their writings. One can say that even though Wollstonecraft is so obviously pining for co-education, and in that way to be equal to men, she is not promoting equality for anything else. By not wanting to be equal in anything else, how can she be approaching feminism? Pizan so obviously from the start of her writing, introduces how women should behave (from the perspective of a princess), so that her actions shall be beneficial to her and her husband.
In studies provided by the Census Bureau, women proved to have worked more hours per week than men. Vanderkam feels the pay gap is reasonable considering women are beginning to work more hours, but some Americans argue that social inequality is now in favor of women. America is always going to have competitiveness with employee wages. While this is seen as social inequality, it sometimes is morally fair. If women are working more hours than men, many people find it reasonable for women to make more money.
However, women are taking on more and more leadership roles; society is being forced to reexamine the assumption of men being the only effective leaders. Research on gender differences in leadership has been conflicting. Some states that women have different leadership style of leadership than men. Some states there are no major differences in the leadership behavior. (Boundless) A reoccurring theme has been the difference among men and women in leadership is communication and the relationship with followers.