Gender Stereotypical Attitudes Past Essay

It has been generally observed that workplace attitudes on grammatical gender nourish continued to influence decisions and direct actions in organizations. These attitudes have tended to be directed much at women than men. The result has been a hindrance in the effective participation of women in decision-making at the workplace. Most men, and sadly women, have had the mentation that women drop the ability to function in management positions that crave strategic decision making within the organization. They are express to neediness the ability to decide on their feet, as somebody would put it. look into findings unfortunately seem to point at the existence of this sad scenario in just ab tabu organizations. A research carried out by Wood (2008) provides a lot of insightful information on the effect of gender stereotyping of women at the work place. Out of a total of 30 responsives selected for this study, there were 19 men and 11 women, who happened to be in various managemen t positions in their organizations. It is interesting to note the gender stereotyping began right from the sampling. One wonders why the researchers headstrong to use 19 male and 11 distaff managers and not 15 male and 15 womanly managers.A good bet of the female managers in the US felt it would pass over 10 years for women to achieve equal imitation with men in terms of cheat placement. A number of male respondents from the US shared a exchangeable view and supported his position by submitting that in the organisation where he works, there are very few women, and even then most of them agree long durations in lower positions. any(prenominal) female respondents were of the sen quantifynt that it would examine more than a decade for women to realize 50% copy in senior management positions. A female respondent was of the opinion that 50% representation world power not be realized.She however opined that this was not because women lacked the ability to perform in these senior high school positions, but because they were not just now interested in taking up such(prenominal) positions. This position is in tandem with the respondents who were asked if they aspired to be promoted. Whereas 68% of the men verbalise they aspired for promotion, only 55% of the women were voluntary to be promoted. It is however unclear whether their lack of aspiration is due to lack of skills, knowledge and abilities. Whereas 58% of the men tell that they had successfully achieved promotion, only 27% of the women shared this position.It is however debatable whether their failure to secure promotion was base on their lack of interest, lack of ability or because of their smaller number in organizations. It would appear that children hinder women from aspiring for management positions because one respondent said that women who wish to get these positions put off bearing children. Some respondents said that senior management positions are not open to everybody, but to a small clique of old boys who operate like a closed shop. Breaking into this network requires people with grotesque abilities, and not legion(predicate) women have the stamina to push through.The few who have been able base the small percentage. Some managers were of the view that achieving 40/60 percent representation for women and men respectively in more than 10 years could be more realistic than 50/50 percent representation. They argue that it takes date to develop somebody to management level, which not galore(postnominal) women are automatic to wait for patiently. Even when they reach the top, some of them opt out and might not be replaced by other women, but by men. It was in any case felt by some respondents that management positions require performers, which not some women might be.They feel that 50% representation at any time might be quite ambitious, but 10% would be realistic. Cumulatively, out of the female respondents, 1 felt that it would take 5 10 years to h ave 50% female representation, 2 said it would take more than 10 years while 4 said it would take 10 years or more. Only one female respondent said women pass on never achieve 50% representation. 1 said it would take another 5-10 years, while two said it would take more than 10 years from that time. 1 out of the 19 male respondents said it would take between 5-10 years to achieve 5% female representation, while 1 said it would take more than 10 years.6 said it would take another 10 years or more. 5 male respondents said women will never achieve 50% representation, while one said it would take them more than ten years to achieve a lamentable 10% representation. The results from this research could have major implications in the actual functional environment as far as female aspirations for higher managerial positions are concerned. The first implication which is more theoretical in spirit is that women are being negatively influenced as far as their occupational group advancement is concerned.When the results make it abundantly clear that chances of achieving a 50% female representation on the workplace are slim, most of the female employees will get demotivated and will find no reason to aspire for high managerial positions. Such a decision is likely to keep them at the lower level of then organization hence inhibiting their biography advancement. making top management positions appear like a private members indian lodge which requires connections before joining could easily scare away women from venturing.Not many women are able to weave their way through male rule networks. The few who are able are possibly the ones who share such positions with men. Some women would like to be mothers as well as public life women. Making it appear as if advancing in ones career can only take place at the write off of family life is enough deterrent to a womans career advancement. The practical implication of the research findings is that organizations might fail to sufficiently go for the skills, knowledge and talents possessed by women.It is known that women have some unique abilities which could be harnessed and utilized in the organization. Scaring them away from management positions where pregnant decision making is done denies the organization opportunity to benefit from their input. apart(predicate) from being scared by the attitude of men, fellow women also hornswoggle a role. References Wood, Glence. 2008. Gender Stereotypical Attitudes Past, Present and Future Influences on Womens Career Advancement. Equal Opportunities International, Vol. 27 No. 7, pp. 613-628