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Example research essay topic: Male And Female Mood Swings - 1,171 words

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Stereotypes are present in many organizations, and in most cases are directed toward women. They can affect the way women are perceived in the workplace, and also inhibit their ultimate performance. As you will read, stereotypes effect many elements of professional behavior. Some of which are leadership styles, language, behavioral expectations and double standards.

By analyzing these issues, it is easier to understand how both women, and men are swayed by stereotypes. With respect to all of the stereotypes pertaining to male and female behavior, for the purposes of this argument, three specific assumptions will be discussed. Stereotypes, as defined earlier, can cause misunderstandings and can limit options. The three specific stereotypes are: 1. Women experience greater mood swings than men, and are unfit to perform upper management responsibilities, 2. Girls lack achievement motivation; boys have this motivation, and 3.

Males are more aggressive than females. As stated in Management and Gender: issues and attitudes by Margaret Forget Karen, "Mature adults are not slaves to their hormonal systems. " This refers directly to the first stereotype, where women are not considered capable of upper management duties due to mood swings. Macoby and Jackson (1975) have concluded that " there is greater variability in male cycle length, and there are external signs of the female cycle. " Therefore, "male hormone mood cycle is more dangerous, since a man cannot as readily take it into account and deal accordingly with his hostile feelings. " This argument shatters then shatters the first most common stereotype about female mood swings, and brings to light the male biology with regard to mood swings, which has not been a major issue previously. This concept ties in with the second stereotype where girls lack motivation that boys possess. What is omitted from this statement, is that boys, in order to reach the same level of achievement motivation as girls needed to be challenged.

Ego and sense of competition were played upon so that boys could be motivated. (Macoby and Jaklin, 1975) This idea also relates to the male dominated corporate culture that will be discussed later on. Males are more aggressive than females. Despite most misconceptions, aggressive behavior is not linked to hormonal variations. More simply, the most appropriate statement to explain this pattern of behavior would be that boys are taught from a very young age that it is acceptable to be aggressive. Conversely, women who possess aggressive traits are considered " manly. " Judy Mann reinforces this theory, she states that " we raise our sons to succeed, we raise our daughters to be happy. " By establishing the stereotypes, and providing evidence to alleviate these misconceptions, we can better discuss the leadership styles that are most commonly associated with male and female leaders. Leadership defined is " the process where by one individual influences other group members toward attainment of defined group or organizational goals. " There have been numerous writings, (books, essays, etc. ) that have been devoted to the large number of leadership theories, both behavioral, and contingency.

For the specific purpose of this paper, two theories will be discussed. These theories are: task oriented and people oriented. " Task oriented behavior is directed toward subordinates' performance and includes initiating work, organizing it and setting deadlines and standards. People-oriented behavior is directed toward subordinates' welfare and includes seeking to build their self-confidence, making them feel at ease, and soliciting their input about matters that affect them. " These concepts are vital threads to many more complex theories such as Blake and Mouton's grid organization development, the Ohio State leadership dimensions, and the basis for this argument is the task vs. relationship motivation theory proposed by Fred Felder. "The main difference is that while previous approaches viewed these orientations as behavioral and therefore subject to change, Felder argued that task versus relationship motivation is a personality trait that is essentially constant for any given individual. " According to the article One More Time, Gary Powell reviewed research on sex differences in management and concluded that while women are more associated with the people oriented approach, and males with the task oriented approach, there is no documented evidence to support these stereotypes. Yet due to these predetermined ideas, subordinates react to the stereotypes, as opposed to the actual style of the manager. Subordinates who have never worked with a female manager, according to Powell, have supported these stereotypes. "Fear of the unknown and the reliance on stereotypes probably account for the negative attitudes among those who have no experience with women as managers. " A possible explanation for this fear can be found in analyzing the organizational culture. "Traditionally, the cultures of most workplace organizations have been based on male models of organizing and of managing. " Therefore, integrating women into such organizations can be a stressful experience for both the woman and the organization.

In addition to the stereotypes discussed earlier, Felice N. Schwartz, in the article Management women and the new facts of life, mentions that the only role that is still gender related is child bearing. Women are still being viewed in the traditional role, as mothers and caregivers. "Women have often lamented that society judges them almost exclusively in terms of their bodies and looks, reducing them to "sex objects. " Men are subject to even more impersonal standards; they tend to be judged by their careers and salaries, standards which reduce them to "success objects. "" This idea could lead to a limitation of opportunities available to women in organizations. Viewing women in these traditional roles, is reinforcing the sexual stereotype and, in turn " might result in her competence being overlooked. " The organizational culture, and its structure, has been designed by and for men. " This makes sense, since at one time the workforce and especially management, were comprised almost exclusively of men. " Until more recently, the predominant culture in organizations has been hierarchical, competitive, and involved " masculine language. " Women are expected to assimilate to these cultures. It has been established that military and sporting terminology is used within corporations. In corporations, it is understood that in order to obtain a better position one must be aggressive.

We have established that aggressive behavior is not biologically related to neither men nor women. Knowing this, both are capable of the necessary characteristics to succeed in businesses. Yet women are still struggling for equality, with regard to upper managerial positions. Stereotypes have affected the fields of public relations, and human resource management. These areas are now becoming female dominated. Because of the large number of women who occupy these positions, more women feel comfortable in the culture that is implemented. "As this feminization of public relations is occurring, concerns about the status and credibility of the profession have begun to emerge. " The glass ceiling is a metaphor for the invisible but impermeable barrier that prevents women from advancing beyond middle levels in organizational hierarchies. " This concept has come as a result of women who wer...


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Research essay sample on Male And Female Mood Swings

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