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Stereotypes about Men & Women’s roles. Typical family: husband works, wife stays home Two types of women: good and bad Women’s status in society is equal to men’s Real men are in control of the situation Real men don’t cry Women are too emotional & soft to be leaders. Feminine Traits.

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stereotypes about men women s roles
Stereotypes about Men & Women’s roles
  • Typical family: husband works, wife stays home
  • Two types of women: good and bad
  • Women’s status in society is equal to men’s
  • Real men are in control of the situation
  • Real men don’t cry
  • Women are too emotional & soft to be leaders
evolution of gender roles
Evolution of Gender Roles
  • Patriarchal System
  • Feminist movements
  • Megatrends that opened doors
    • Social change
    • Economic change
    • Emphasis on ethical values
    • Management style change
impact of change current socioeconomic profile
Impact of change: Current Socioeconomic Profile
  • Occupations
    • Men dominate top management & all professional fields
  • Education
    • Women outnumber men slightly
  • The Pay Gap
    • Women earn 75% of what men earn
    • Men’s lower pay, more education, choosing formerly male dominated fields that pay more
  • Biological Clock: The Baby Gap
    • Delaying marriage & childbirth
communication styles
Women’s Focus

Connection

Establish rapport

Cooperate

Play down my expertise

Men’s Focus

Status, hierarchy

Report information

Compete

Display my expertise

Communication Styles
male female management styles
Overall Skills

People Skills

5 types of Leadership Traits

Productivity

Getting results

Business Skills

6 Types of Leadership Traits

Organization

Vision

Strategic planning

Male-Female Management Styles
cultural barriers to women s career success
Cultural Barriers to Women’s Career Success
  • Internal Barriers
    • Self-Limiting Beliefs
    • Conflicting Beliefs
  • External Barriers
    • Pay Inequity
    • The Glass Ceiling
    • Inflexible Working Arrangements
men s responses to new roles expectations
Men’s Responses to New Roles & Expectations
  • Losing Power: Personal vs. Collective
  • Pressure to Perform and to Change
  • Being Groomed for Violence
  • Barren Father-Son Relationships
  • Being Denied Emotional Skills
  • Not Asking for Emotional Support
men s responses to changes in the workplace
Men’s Responses to Changes in the Workplace
  • Dealing with Women Managers
  • Meeting Career Demands “Provider”
  • Doing the “Worst” Jobs
  • Holding the “Protector” Jobs
  • Needing Career-Family Balance
sexual harassment
Sexual Harassment
  • Behavior that is unwanted, unsolicited and nonreciprocal, when it asserts a person’s sex role over her/his function as a worker, or when it creates an environment that seems hostile to the employee.
  • Sexual harassment is about misuse of power, not attraction.
direct indirect sexual harassment
Direct & Indirect Sexual Harassment
  • Quid pro quo - I’ll give you job favors for sexual favors or I’ll take away job favors unless you give me sexual favors
  • Hostile environment – sexuality is discussed, displayed, or used in a way that poisons the workplace for you
how to avoid problems
Women

Avoid the sexual stereotype trap

Avoid sexual liaisons at work

Say no tactfully but clearly

Men

Raise your awareness

Respect “No”

Align your attitude

How to Avoid Problems
what can organizations do
What Can Organizations Do?
  • Establish and publicize a strong policy against sexual harassment & the consequences for offenders
  • In manager/subordinate affairs, transfer one party
  • Provide training seminars to sensitize employees to the issue
  • Investigate complaints professionally
what should a harassed employee do
Be clear

Document

Confront

Confide

Look for a pattern

Report

Consider alternative steps

Be timely

What Should a Harassed Employee Do?
how should complaints be resolved
How Should Complaints Be Resolved?
  • Take sexual harassment complaints seriously
  • Keep complaints confidential
  • Find out what the complainant wants and try to accommodate her/him
  • Appoint an investigative team: male and female from outside the firm
promoting gender equity in the corporate culture
Promoting Gender Equity in the Corporate Culture
  • Value Gender Differences
  • Value Female and Male Traits and Skills
  • Value Female and Male Beliefs and Customs
  • Value Female and Male Leadership Styles