Genderand Communication in the Workplace
Genderand communication is a very important issue in the modern workingenvironment. A wide knowledge of gender and communication is goodespecially to the supervisors, managers, as well as employees. For anextended time, male and female employees have not been treated thesame way. Men are usually favored than women or at the expense of thewomen. It has been a common occurrence to find a male employee beingpromoted yet there were female workers who had better qualificationsor even more experience. Besides, ladies are often discriminatedduring recruitments or interviews. For instance, during policerecruitments, the number of females who get hired is usually lowerthan the one of the males. In this case, some careers are consideredto be best for men than females. For a long time, some professionslike Medicine, Engineering, Architecture, and ConstructionsManagement have been dominated by males. The main reason why womenhave been locked out of these careers is because they do not possessthe requirement of the courses since the quality of education that isgiven to girls is lower than the one that boys acquire. The mainperception is that women are only good at domestic chores thus peopleor rather parent prefer to educate a boy child since he will be thehead of the family and the sole breadwinner (Cameron, 2012). This isa wrong perception and great deterrence to economic developmentbecause there so many girls who could have become experts in thefield of Medicine, Engineers or be the best construction managers inthe world. Another gender issue that persists in the job markets isthe way employees are categorized by gender regarding the payments.Male workers usually get higher salaries than their femalecounterparts with whom they perform the same tasks. A male employeewho is in a particular job group can be receiving a higher salarythan a female worker who is in the same job group with him. The mainassumptions, in this case, are that men have more responsibilitiesthan the women thus they should be paid higher compensation. This isa case of open inequality that still exists in the society wherewomen are taken to be a weaker gender that should be dominated bymales. Compensations should be made on the basis of workload,education, and experience but not the account of whether anindividual is a male or female. Both ladies and gentlemen haveresponsibilities to cater thus no gender should be discriminatedagainst. Furthermore, the issue of training or promotions isprevalent in the modern job places. More men get promoted thanfemales, and that is why managements have more males than women andthe few lucky ladies who happen to be promoted become an enemy of thefellow male managers or else they get treatments that are not thesame as those the male supervisor receive. In this regard, women aretaken as individuals who cannot be able to lead other employees well,but this is not the reality. Leaders can come from any gender andwomen should be given a chance to show their leadership skills. Thepurpose of this report is to discuss how female and male leadershipstyles differ, gender barriers and strategies to minimize them, aswell as ways of promoting effective leadership and communicationstrategies amid men and women.
HowMale and Female Leadership Styles Differ in the Workplaces
Bothmales and females can make good leaders both in the workplaces andsociety. However, due to the social interactions that are foundbetween a leader and his or her followers, men and women tend to havea different style of leadership. The interaction between the leadersand their subordinates is usually affected by intrapsychic processesthat are composed of values, gender-role orientation, and attitudestowards the particular responsibilities that the leaders are assigned(Gibb et al., 2014). However, the greatest contributor or determinantof the leadership style that a manager will adopt is the relationshipbetween him or her and the people he or she is leading. Therefore,women will tend to have a type of leadership that is based onunderstanding, democracy, and closer bonding between the femalemanager and the subordinate workers. This implies that a femaleleader will be ready to listen to the grievances of workers andprobably implement the most important ones quickly. Also, due to thecloser bonding that may exist between a female manager and employees,there will be less strikes or go-slows in the company she is heading.On the other hand, due to the communication styles of men and statusof males, they will have a leadership style that is moreauthoritative. Men have a power-oriented communication and thereforethey will tend to have a leadership style that is controlling inapproach. Also, men have some degree of dictatorship in theirleadership styles and do not easily give in to the demands of theworkers easily. Therefore, it is likely that workers will strike moreoften in companies that are headed by males than those headed byfemales. Besides, male leaders will be reluctant to implement allgrievances aired by the employees, thus increasing the chances offrequent strikes.
EvaluationPersonal and Social Dimensions of Gender, Communication, and Culture
Theissue of gender segregation usually stems from a personal as well asthe social background. Sometimes individuals personally support theissue of gender discrimination directly because of the way that theycarry themselves in the jobs or society. For example, most womenusually suffer from inferiority complex and openly express it. Take,for instance, a case when there is a police recruitment exercisemales often exceed the number of females that turn out for hiring byfar. This is a clear indication that women feel inferior to men andassume that some careers and jobs are supposed to be dominated bymales. By doing so, women personally support the issue of gendersegregation and openly admit that males are always better in someareas or careers like the forces than women. Also, society andculture influence the prevalence of gender issues as well as the waysof communications between men and women. The way children are broughtin the society, and the culture that they find determines whetherthey will become male or female chauvinists (Cameron, 2012). Besides,gender-role orientation in the community is a primary source ofgender issues in the society. For example, boys are often brought upbeing told that they are the heads of the families and their majorrole in the society is being breadwinners. On the other hand, girlsare brought up with the notion that their primary role in the societyis rearing children and do other domestic chores. As a result, theboys will grow up believing that it is only men who are supposed towork and this will affect their attitudes towards the female workersin their workplaces. Therefore, the kind of culture that anindividual is brought up in determines the position that he or shewill take towards the opposite sex.
GenderBarriers That Exists in the Workplaces
Thereare many challenges in the workplaces, but they mostly affect thewomen. The first barrier that exists in the workplaces is the paydifferences. In most cases, female employees often get a pay that islower than that of male workers (Bruckmüller et al., 2012). The mainreason behind this is that men have more roles in the society thanthe women. This is a great hindrance to career development for womenbecause they do not get motivated to work harder, especially whenthey take into account that they perform the same duties as men yetthey earn lesser amounts. Another gender barrier that is prevalent inthe workplaces is promotion issues. In many workplaces, men often getpromotions more frequently than women (Kuhn & Shen, 2013). Aboutseventy percent of managers in many companies are males while theremaining thirty percent is made of women who are often perceivednegatively by the male managers. Besides, there is discriminationregarding hiring and firing of employees since females get firedquickly and more often than men while men get favored duringrecruitments (Gibb et al., 2014). Sexual and pregnancydiscriminations are also issues facing the modern job markets. Womenhave sex with their bosses so that they can get promotions or payincrement. Sexual harassments range from suggestive looks to rape andthey create a working environment that is intimidating and offensiveespecially to ladies. Besides, pregnant women are often perceived asindividuals who do not need long-term jobs and they just want tobecome mothers.
StrategiesThat Can Be Used To Reduce Gender Barriers in the Workplaces
Thefirst strategy that can help in eliminating gender discriminations inthe workplaces is the implementation of job policies that discourageany discrimination and stereotyping. These policies should be postedthroughout the job places and all common areas so that every employeecan take note of them. Also, the state government should have similarlaws enacted in the constitution such that individuals who might besuspected of gender discrimination of any type can be prosecuted.Such laws will also enable employees to file cases in the court incase they feel that their working environments and conditions arebeing subjected to discriminations and harassments such sexualannoyances. The second method that can help in managing job placessegregations is giving proper, diverse, and adequate training tosupervisors, managers, and employees. During the training, employeesshould be encouraged to openly and honestly discuss the effects ofdiscrimination as well as the differences of employees regarding workphilosophy and ethics, generational gaps, and work styles. It will beeasier to eliminate gender discrimination if employees areenlightened on the adverse effects that discrimination can have onindividual`s as well as company`s performances (Gibb et al., 2014).Moreover, directors should be scheduling regular meetings with thesupervisors and managers so that they can discuss on how to do awaywith discriminations in their departments. Managers and supervisorare always supposed to ensure that they practice fair treatments toall employees. The chances of having discrimination in the job placeswill be lower if individuals in the management take the initiative tofight it by making decisions based on just employment treatments. The management has the power and ability to eliminate discriminationsin the workplaces. Moreover, reassigning work groups is an effectiveway of reducing discrimination in the job places so that employeeswho are used to work in one group can get a chance to interact withother individuals in the same workplace with whom they have limitedcontacts. The work groups should be composed of people of differentages who have varied working styles. By doing so, a company will beincreasing its employees to exposures that are diverse and thechances of workers to learn more about each other. This will give menmore chances to understand their female colleagues, and in theprocess, they might change their perception towards them.Furthermore, the creation of affinity groups in the workplaces isparamount in creating as well as improving networks among workersfrom different gender and diverse populations. These groups should beopen to all members irrespective of their sex or job positions.
Howto Promote Effective Leadership Strategies and EffectiveCommunication between Men and Women in the Workplace
Effectiveleadership can be promoted through excellent mentorship (Cameron,2012). Companies should commit some of their resources towardsenrolling employees, managers, and supervisors in mentorship programswhere they can be taught on how to care about the success of acompany and learn more about honesty. Besides, commitment is a majorfactor that plays a big role towards the realization of excellentleadership skills. Employees, as well as managers, have to becommitted to their jobs and work harder if they are to realize anyimprovement in their leadership styles. Furthermore, effectiveleadership can be attained by treating employees well so that theycan improve their performances (Cameron, 2012). Workers will tend tobe honest, responsible, and hard-working if their bosses are treatingthem well and they are working in a healthy environment. Effectivecommunication between men and women can be promoted through theestablishment of groups or teams that have the same number of men andfemales. These groups will give the male and female employees anopportunity to interact freely and learn more about each other. As aresult, employees will change their perceptions towards the oppositesex while still learning more about the opposite gender.
Tosum up, gender issues and how effective the communication is betweenmen and women, in workplaces, affects the performance of companies.Therefore, discrimination should be eliminated so that entities canimprove their performances. Gender discrimination sometimes arisesfrom the way men and women do things differently. For example,females can be discriminated against males in a situation whereby asupervisor is being hired because they have different leadershipstyles. Women are assumed to be emotional while men are rational.Therefore, a male would make a better supervisor since a good leadershould be rational but not emotional. The major gender barriers thatexist in the workplaces mostly affect the ladies. For instance, womenget lower salaries than men while males are regularly promoted thanfemales and women are often forced to have sex to get pay raise. Thebarriers can be eliminated through the enactment of policies againstdiscrimination in the workplaces and at a national level. Besides,all employees should be educated on the importance of avoiding sexdiscrimination, especially in the workplaces because it can affecttheir productivity negatively.
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