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Gender & emotion in the workplace (chapter 13)
 

Gender & emotion in the workplace (chapter 13)

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    Gender & emotion in the workplace (chapter 13) Gender & emotion in the workplace (chapter 13) Presentation Transcript

    • GENDER & EMOTION INTHE WORKPLACE(CHAPTER 13)Dr. Lora Helvie-Mason, COMS 404
    • Before you read… Consider why there is a chapter on genderand emotion Explore what you EXPECT this chapter willcover Reflect on your own experiences in variousorganizations
    • Slow changes in the workplace Women earned 62%of men’s wages 47% of mothers withchildren under 18worked outside thehome Men earned themajority of degrees Women earning 80% ofmen’s wages Equity increases atyounger age 71% of mothers withchildren under 18worked outside thehome Women earn over 55%of all bachelor’s degreesand 60% of master’s1970s 2008
    • Know the history Equal Pay Act of 1963 Civil Rights Act of 1964 Pregnancy Discrimination Act Civil Rights Act of 1991 Family Medical Leave Act Millennial women are just as likely as men to wantjobs with great responsibility. The education gapbetween women and men has significantlydecreased. The family structure has changed forboth men and women.
    • Slow changes in the familystructure The workplace isn’t the only aspect of oursociety that has changed—so, too, has thefamily structure Is this relevant? Absolutely! Work-family and gender policies are tied together. As our family structures have shifted, our expectationsand needs from our workplace change
    • Changing for employees’ needs Organizations are creating programs to meetthe needs of the diverse employees in theircare. On-site daycare Flextime Various hours Dependent care Flexible spending accounts Employee Assistance Programs
    • Discrimination & UnequalTreatment Only about 15% of senior management positions in the U.S.are held by women. The numbers decrease even more when you considerminority women with only 5.2% of them holding professionalmanagement positions. Daily and Dalton (1999) wrote about the glass ceiling, ametaphorical boundary, based on misconceptions,stereotypes, and beliefs that keep certain groups ofindividuals from advancing into management positions. The metaphor of the concrete ceiling was later developed todescribe the plight of minorities who try to advance throughseemingly impenetrable barriers. Women tend to occupy caring professions or even caringpositions in professional fields.
    • Discrimination Equal Employment Opportunity Commission(EEOC) Sexual Harassment Quid Pro Quo Hostile work environment Sometimes, discrimination is less visible than wemay expect Consider the fact that women are often not included inmentoring and networking opportunities (this impactspromotion/raises, etc.) What is the difference between ―glass‖ and―concrete‖ ceilings?
    • Pink Collar Work
    • Sexuality and Gender Identity Issues around sexuality and gender identity have becomemore open in society, challenging workplaces to craft policiesthat prevent workplace discrimination. 2 million transgender professionals LEAVE work due todiscriminatory practices Sex – biolgoical classification Gender – culturally defined set of behavioral, cultural, psychological,and social traits associated with one’s sex Transgender – umbrella term for individuals with non-traditionalgender identities Policies are shaping and changing as gender identity andsexuality are more common topics in the workplace. Diversityawareness/training, among other suggestions, is essential tofoster an inclusive work environment.
    • Emotions and employees According to Rafaeli and Sutton (1989) it isimportant to know the rules for emotionalmanagement in order to understandorganizational culture. Appropriate emotional management will help an individualdevelop relationships and it can increase an individual’s chancesof achieving career success. Socialization research on a variety of service industries suggeststhat organizations choose employees who seem able to conformto certain emotional display rules.
    • Emotions and employees Manage Emotions Deep acting – emotional display that stems from more of aconditioned internal state Surface acting – external state of emotion, it is a public display ofemotions Amplification Initiate or enhance public displays of emotions Suppression Reducing or eliminating public displays ofemotion
    • Socialization and Expectations We typically have a set of thoughts about howan organizational will be. Slowly, as we interactwith its members, we learn what is expected Professional/Unprofessional Consider how socialization occurs within theorganizations you have been personallyinvolved in.
    • Emotional Regulation Emotional dissonance Strain Emotional labor Frequency of appropriate emotional display Attentiveness to required display rules Variety of emotion required to be expressed Burnout Socialization
    • Work-Family Balance Conflict Health outcomes ―Second Shift‖ Domestic labor Career advancement implications Depends on occupations Stress Some positives may exist (Greenhous &Powell) Consequently, although the policies doexist in many organizations, workingparents are still conflicted in how tobalance their work and family lives insuch a way that meets the needs ofboth their employee and their ownfamilies.
    • Telecommuting and Telework Nilles defined as: Telework is ―ANY form of substitution ofinformation technologies (such astelecommunications and computers) for work-related travel‖ (p. 1).
    • Gender & Emotion in theWorkplace