Gender Issues in the Workplace

Gender Issues in the Workplace Introduction This paper seeks to define what is meant by gender issues in the workplace in relation to underlying tensions, indirect prejudice and unfair practices which often are perceived but continue without full recognition or sufficient direct management of the problem. It proposes to question pre conceived notions of success based on qualities such as ability and skill and rather seeks to uncover the more tacit business environment; known but never fully appreciated in relation to career advancement and company progression. A number of conflicting theories proposed by both feminist scholars and male business analysts exist on this subject which makes it both a complicated and contentious discussion. It is also one that can justify the way in which workplace failings and successes can be interpreted from a number of angles where gender bias is concerned; politically, psychologically, socially and academically. Typically gender inequality is a much deeper perception involving social hierarchys and preconceived notions of what men and women are capable of in terms of leadership and management. It is important to distinguish what is traditionally meant by advantage and disadvantage in an organizational setting and in the context of gender. Some examples might include; an employer may not hire, promote or wrongfully terminate an employee based on his or her gender, or that an employers pay is unequally based on gender, some employers show discrimination towards pregnant female workers, female employees are passed over for promotion in favour of more junior, less-qualified male co-workers. (Sahu, 2009) However looking at discrimination in its broader sense there is a widely held argument that as white and male it is easy to become invisible in society; to go unacknowledged and unrecognized, but once visible as a consequence of being labeled as say black, homosexual, a woman†¦individuals ca n adopt a greater empowerment just by being different (Robinson, 2000, Phelan, 2008, Haraway, 1999) In 1994 a popular American journal, Business Week published an article which stipulated; White, male and worried: White men still dominate corporate America. But in companies with aggressive diversity programs they are beginning to feel angry and resentful. What should companies do? (Burke and Black, 1997: 933-942) From such theorizing it is possible to engage with the notion that perhaps by being ‘invisible this can perpetuate both political and social exclusion. World Modern History since the 1960s has witnessed the rise of Civil Rights, womens liberation, gay liberation and a more growing acceptance of diversity has resulted in the decentralization of the white male (Robinson,2000 :2) and a culmination of all these things could be attributed to a crisis in masculinity of sorts. In contrast Virginia Schein et al propose that men and women do not lead or manage any differently in the work environment, but that they are perceived in different ways and that effectiveness as a male in a leadership role is something which is automatically attributed to them. Whereas women who exhibit the same behaviours as men are not judged as being as authoritative or having the same skills, because this is what we traditionally perceive inherently about men and women. (Sinclair, 2005:25) And just as peopl e can make themselves invisible in the work environment, so too can they make themselves visible. Being ‘visible represents a tangible ‘surface state, one in which someone can be seen to be visibly being excluded or different. At a deeper more conceptual level then there is a power to become ‘invisible, often as a consequence of trying to attain the male norm. (Simpson and Lewis, 2005:1253-1275) Caution however must be exacted when considering these theories which could also be used as a means to essentially make excuses for racist or prejudice practices in the workplace. (Pierce, 2003:53-70) Other theorists of invisibility consider this to be a covert way of preventing either women or black co-workers to progress. That the ‘backlash felt by white male men is actually a means to subjugate ‘minorities in the work place even further. Scholars such as Nicholson conform to theories such as the Patriarchal culture which is instilled in men and women through a process of socialization from a very early age. For example that men are better than women in sport, or that men make better surgeons etc. (Nicolson, 1996:108) There is a definite counter-argument where some previous traditional theories of invisibility have evolved. For example some research determines that men have become to think of themselves as being without gender, largely because they are oblivious to, or choose to ignore that invisibility generates inequality. Thus the invisibility of gender experienced by men generates the inequalities that are constrained by gender. That essentially many men are in possession; for whatever reason, of a number of structural privileges and power within the organizations that they work in and that by confronting their participation in maintaining inequality between themselves and women, that they should take responsibility for liberating themselves rather than blaming their problems on women. (McKay, 1997:11) Many men continue to disregard the notion of male privilege creating an invisibility of the problem itself. The more this invisibility is encouraged the more gender problems will continue to esc alate. (Johnson, 2005:157) Basically there is a strong argument to suggest the very fact that men in the workplace are perpetuating patriarchy and gender inequality, is because they are in denial of it and therefore the problem itself becomes invisible. Issues remain across all ‘minority workplace discriminations. Barriers continue to exist despite western laws on equal opportunities and fair working practices. Essentially there should be no barriers to succeeding. And yet for black, disabled, gay, women or other traditionally marginalized workers there continues to be a significant problem where acquiring progressive job positions exists, indicating that there are a number of unseen issues and opinions being made below the surface and continue to remain invisible. (Hesse-Biber and Carter, 2005:75-78) A recent research study of female engineers in the work environment was conducted in an attempt to illuminate this complex ‘in/visibility paradox. The women engineers could be seen to be at once both ‘visible as women but ‘invisible as engineers. This contradiction then adds yet another element to the discussion, but also helps to explain why it is difficult to retain women in engineering roles. Their ‘invisibility as engineers can be attributed to the fact that they require considerable effort to be taken seriously in this particular job, thus undermining their overall confidence. As ‘visible women they face enormous contradictory pressures to ‘become one of the lads, whilst maintaining their femininity and these in/visibility dynamics get taken for granted at the same time as building a cumulative and problematic outcome, not least because they are subtle and taken for granted. (Faulkner, 2009:169-189) Similarly another recent relevant journal article relays the findings of a small-scale project which involved a study of men who moved over into what has traditionally been considered ‘womens work. One immediate outcome apparent in all ten men was experiencing the challenges of feeling emasculated and having their masculinity queried in a number of ways and in a variety of situations. The way in which the men managed these challenges is particularly interesting as they all attempted to maintain their masculinity and their traditional persona associated with masculinity by distancing themselves from their female co-workers. (Cross and Bagilhole, 2002:204-226) Thus potentially making themselves ‘invisible to the situation. This provides some further interesting light on the notion of visibility and invisibility in organizational structures. That men resolutely continue to re-enforce their gender and identity regardless of whether it is challenged or not, but in such a way that they make themselves invisible in the process. Might this then suggest that men will go to any lengths to maintain their dominant gender, even when they are performing those roles traditionally considered ‘womens work? Whilst it may also represent juxtaposition for the behaviour of women, often criticized in the work place for their defensiveness or ruthless behaviour. Perhaps women in turn are masking their femininity in a bid to be taken seriously or remain ‘invisible as they feel threatened by the challenges men pose. Conclusion What can be concluded from this complicated analysis is that it still remains difficult to determine whether invisibility exists, or whether it is a means of simply not seeing or acknowledging gender differentiation. Are male workers unaware of the fact that they are inherently patriarchal, or is it women who continue to see them in this way as they traditionally remain challenged and psychologically subjugated by their male co-workers? This might then suggest that there is no real suppression of gender taking place in organizations, but rather most women and men are defensive about their jobs and careers. This is a highly problematic area that continues to demand further research and a ‘rethinking of gender stereotypes for both management and workers generally. (Mavin et al, 2004:293-303) What is apparent from this study is the degree with which both men and women ‘play out their insecurities whilst both hiding and exposing elements of visibility and invisibility depending on the circumstances. Invisibility, as has also been outlined in this document poses a much wider conceptual problem. The problem of barriers that exist not just with individuals but with whole organizations, those that choose to promote the types of people they consider suitable to the organization itself and therefore creating their own invisible discriminatory practices. A complex system of psychological interactions can impact on the way in which people generally make themselves visible or invisible within an organization. There are many contributing factors, some of which have been explored throughout this document and many of which require considerable future research. It is clear that gender based priviledge exists. This is a reality in terms of the statistics which reflect the number of men in positions of power in contrast with the often lower salaried lesser roles adopted by women. But as to whether who is putting who at a disadvantage may be dependent on a whole series of contributory factors such as the culture and size of the organization itself, the way in which the individuals working in that organisation have been socialized and what values and expectations they have been encouraged to appreciate from birth. Bibliography Burke, R, J, Black, S (1997) Save the Males: Backlash in Organisations, Journal of Business Ethics, Volume 16 Cross, S. and Bagilhole, B. (2002) Girls Jobs for the Boys? Men, Masculinity and Non-Traditional Occupations, Gender Work and Organization, Volume 9, Issue 2 Faulkner (2009) Doing gender in engineering workplace cultures. II. Gender in/authority and the in/visibility paradox, Engineering Studies, Volume 1, Issue 3 Haraway, D (1999) Gender, Race and nature in the World of Modern science: Routledge and Kegan Paul Hesse-Biber, S, N, Carter, G, L (2005) Working Women in America: Oxford University Press. Johnson, A, G (2005) The Gender Knot: unraveling our patriarchal legacy: Temple University Press Lewis and Simpson, (2010) Revealing and Concealing Gender: Visibility in Gender and Organization Research: Palgrave Macmillan Mavin, S, Bryans, P, Waring, T (2004) Gender on the agenda 2: unlearning gender blindness in management education, Women in management Review, Volume 19, Issue 6 McKay (1997) Managing gender: affirmative action and organizational power in Australian, Canadian and New Zealand Sport: SUNY Press Nicolson, (1996) Gender, power and organization: a psychological perspective: Routledge Phelan, P (1993) Unmarked: The Politics of Performance: Routledge Pierce, J.L. (2003) Racing for Innocence: Whiteness, Corporate Culture and the Backlash Against Affirmative Action, Qualitative Sociology, Volume 26, Issue 1 Robinson, S. (2000) Introduction: Visibility, Crisis and the Wounded White Male Body in Marked Men: White Masculinity in Crisis: Columbia University Press Sahu, R, K (2009) Gender Discrimination in the Work Place, Internet article available from: http://www.scribd.com/doc/22571816/Gender-Discrimination-in-Work-Place, date accessed, 13/01/10 Simpson, R. and Lewis, P. (2005) An investigation of silence and a scrutiny of transparency: Re-examining gender in organization literature through the Concepts of Voice and Visibility, Human Relations, Volume 58, Issue 10 Sinclair, A (2005) Doing leadership differently; gender, power and sexuality in a changing business culture: Melbourne University Press

Racial & Crimial Profiling

RACIAL AND CRIMINAL PROFILING An Assessment of RACIAL AND CRIMINAL PROFILING Cultural Diversity in Criminal Justice RACIAL AND CRIMINAL PROFILING 1 As many issues and concerns arise in our everyday lives, it is often difficult to overlook many of the horrific and tragic situations of today’s law enforcement. Regardless of what profession you may be in there are always ways to make improvements to it.A few of the future and emerging issues that I feel that leaders in the criminal justice system need to address are racial profiling and criminal profiling which each can create a mistrust within a department and violate the civil liberties of citizens. When events such as these begin to surface in the media and within our communities, questions begin to arise about the tendencies of our police agencies. Racial profiling or racially biased form of policing (especially recently in the United States), is any police action initiated on the mere basis of race, ethnicity, or national or igin of a suspect.This is a form of discrimination that is used to target the ethnic, minority communities. Profiling in law enforcement occurs when government agencies and officials decide to investigate a person on suspicion, and the detained suspect committed an illegal offense, based solely on their ethnicity and racial identity. Arrest should be determined and made on the behavior of that individual or on information that leads police to a particular individual that has been identified as being, or having been engaged in some type of criminal activity.Racial profiling was an issue that arose over 40 years ago and has resurfaced as a bigoted practice unworthy of the law enforcement professional. It has been and should continue to be widely condemned as contrary to the basic ethical principles. Furthermore, such particular type of action weakens the public’s confidence in the police, thus decreasing police – citizen trust and cooperation. Racial or ethnic indicators associated with a particular suspect or suspected groups may have place in legitimate law enforcement strategies if they accurately relate to the offenders who are being sought for criminal law violations.The example I chose to support my information about racial profiling is RACIAL AND CRIMINAL PROFILING 2 the incident that surrounded the African-American Harvard Professor, Henry Louis Gates, Jr. , who was arrested at his home by a white police officer. It was in an upscale community and neighbor observed two black males on the porch; she assumed they were burglars and proceeded to notify the authorities. A white officer came to the home of Mr. Gates who had recently returned from a trip from China, who questioned and then arrested him.He later realized that the Professor was the homeowner and was behaving suspiciously because he was frustrated and fatigue because he could not immediately locate his keys once he arrived at his home from his trip. This was clearly racial profiling and the professor â€Å"fit the profile of a thug†, but he was in did not the picture of being prestigious enough to reside in such an upscale resident also. Hopefully someday society and law enforcement will not judge a person by the color of their skin when making arrest within our communities.It is often difficult not to revert back to what we have seen on the various criminal-investigative shows when we discuss certain issues with our colleagues, but actual investigators would not use that type of protocol to jeopardize their cases. Criminal profiling should consist of an analogy used by the police while on a scene combined with the details gathered to form an overall conceptual finding of a perpetrator. This is not a concrete method of capturing a criminal, but it will certainly narrow down the persons of interest that are being pursued.It will also assist to develop some form of similarities between the various crimes that may be occurring in a particular area, the tim e the incidents are occurring may be a factor, as well as the specific victim being targeted in the situations. Some may not think that this may not be of any importance, but I know that this form of profiling could be essential if it is used properly because the criminal often â€Å"gets sloppy and let’s their guard down† and normally this is when they are RACIAL AND CRIMINAL PROFILING 3 pprehended. Investigators who deal with violent crime are somewhat experienced with criminal profiling and are behavioral psychologists whose sole job is to profile the criminal mind. â€Å"For example, one of the purposes of the FBI's Behavioral Science Unit is criminal profiling, and they employ agents who are considered experts at understanding and predicting the minds and behavior of these criminals. The BSU within the FBI is also responsible and accountable for training new agents and researching criminal behavior.It is imperative that all involved are mindful that criminal prof iling should not be used solely to identify and capture criminals. In case, you might have twelve or more suspects who â€Å"profile† are all alike, which means that other investigative techniques must be used to identify the real executor. As a matter of fact, to investigate a horrendous crime, is hard and strenuous work. Criminal profiling provides assistance to the detectives with understanding the modus operandi, or the motivation and the habits of brutal killers and sex offenders.There are four individual areas of investigation that criminal profiling uses and they are antecedent, method, disposal and post offense areas. These areas range from what caused the offender to initially commit the crime, what type of violence was used with each crime, what did he do with the victims afterwards, and how should to how their behavior should ultimately be observed. Three names are well-known in Canada for the atrocious crimes each of them committed, Clifford  Olson, Paul  Bern ardo and Robert  Pickton. Olson raped and murdered 11  young boys and girls before he was apprehended. Bernardo raped at least 18  young women but wasn’t caught until he murdered three more. Pickton has been found guilty for the murder of 26  women, but claims to have killed  49. There were signs and similarities that linked the victims and the individuals responsible together. Serial criminals often follow a certain victim guideline RACIAL AND CRIMINAL PROFILING 4 and pursue specific fantasies or rituals with their victims.Police forces long have recognized that serial criminals tend to follow patterns, use particular weapons or methods, and target similar victims† (Dept of Justice, Canada, 2011). In my opinion, I don’t think it is even possible to ever know why some individuals are wired the way they are; it is and will always be a mystery to why certain crimes are committed. RACIAL AND CRIMINAL PROFILING 6 References http://criminal. lawyers. com/Cri minal-Law-Basics/The-Criminal-Profiling-Process. html http://www. victimsofviolence. on. ca/rev2/index. php? option=com_content=view=336=26

Macbeth Appeal: Rough Draft Essay

Macbeth is one of Shakespeare’s best known tragedies. It is set in Scotland where a Scottish lord, Macbeth, is told a prophecy by three witches that he will become the king of Scotland. He then chooses the evil path, and with the help of his ruthlessly ambitious wife, commits regicide to become king. He furthers his moral decent with a reign of murderous terror to stay in power. In the end, he loses everything that gives purpose to his life, along with losing his life itself. Although it is such a fierce tragedy, it is also extremely appealing. It is a play that is full of action, mystical power and tension, which always keeps the readers and watchers interested. The action is apparent the entire way through the play right from the very beginning when we hear Duncan talking of Macbeth in battle, when he â€Å"unseam’d† a man â€Å"from the nave to the chaps†. At this point in the play, Macbeth is still loyal to his king, Duncan, and his country. It is clear that he is a brave soldier who wouldn’t hesitate to kill for his king. Throughout the play there are bursts of violent action, such as the murder of Banquo and of Macduff’s wife and children, but the greatest moments of action are during Act 5 when the battle to overcome Macbeth’s tyrannous reign over Scotland commences. Although it had been prophesized that â€Å"no man of woman born shall harm Macbeth†, Macbeth knows that he is going to die during this battle, but he is determined to bring with him as many as he can – I will fight ‘till from my bones my flesh be hack’d. In the end it is Macduff who kills Macbeth as he wasn’t of woman born, he was â€Å"from his mother’s womb untimely ripp’d†, and returns with Macbeth’s head on a spike, describing Macbeth and his wife as â€Å"this dead butcher and his fiend like queen. † Although murder is a terrible and gruesome tragedy, it very much draws people in and keeps them watching because violence seems to be something that we are all interested in by nature, and action and violence are some of this plays traits which really do appeal to people. Another aspect of this play which people really find appealing is the insinuation of all the dark magic. It makes the play seem very mystical and scary. The witches are the main contribution to the mystical aspect of the play. The witches appear in the most well known and most magical scene of the play, the cauldron scene. The three witches are pictured standing around a cauldron making a potion of evil and disgusting ingredients like â€Å"finger of birth strangled babe† and â€Å"fillet of a fenny snake† whilst chanting â€Å"Double, double toil and trouble; fire burn and cauldron bubble†. Here they conjure up the three apparitions – the armed head, the bloody child and the crowned child with a tree in his hand. These apparitions tell Macbeth the prophecies which lead him to believe that he is invincible. One could also argue that Lady Macbeth can relate in some way to the witches when she calls upon the evil spirits and commands them to â€Å"Unsex me here, and fill me, from the crown to the toe, top full of direst cruelty† so that she can partake in the murder of Duncan without feeling any remorse or guilt, which at the end of the play we can see didn’t work as she went mad with guilt in the sleepwalking scene when she was continuously trying to clean Duncan’s blood from her hands. The addition of magic to the play is something that really appeals to the audience as it gives off a very mystical and chilling air. Magic makes the play so much more exciting, and the fact that the witches are supposed to be so gruesome and evil makes the play a little bit scary, which is always enjoyable when watching as it really gets people going and keeps them alert. Finally, what is also so appealing about Macbeth is the continuous tension the whole way through the play. The tension starts at the very beginning when the witches prophesize that Macbeth will become king, as we see that Macbeth has immediately thought of killing Duncan and doesn’t want anyone to know his evil thoughts – Stars, hide your fires, let not light see my black and deep desires. Before Macbeth goes to kill Duncan, it is almost as though we can feel the terror and angst that he feels, and afterwards, when he is covered in blood and Lady Macbeth tells him to â€Å"go get some water, and wash this filthy witness from your hand†, the audience can almost feel both their paranoia. From this point until Macduff kills Macbeth, there is an air of tension in the play, as we know that Macbeth’s reign over Scotland will destroy the country. His tense paranoia is also obvious from this point onwards as he feels the need to murder absolutely anyone who he thinks may go against him. His paranoia is also very evident in the banquet scene when his guilt of having his friend Banquo killed overthrows his conscience and he begins to see Banquo’s ghost, covered in blood. It is as this point in the play where Macbeth’s intense paranoia is at its peak, as after this he has Macduff’s family murdered just to be spiteful. It is also now in the play that we notice Lady Macbeth has become tired and we don’t see her again until the sleepwalking scene when her own guilt is quite evident. An air of tension is always something people enjoy as it keeps them on their toes and anxious to know what is going to happen next. The tension also ties in with the witches as it is undetectable as to when they are going to come up in the play. Overall, I find Macbeth a very appealing play. It has many aspects, such as the magic, action and tension, which really make it very enjoyable both to read and to watch, as it keeps us interested in what is going to happen next. Because the play is short, it is as though Shakespeare was trying to fit everything into a short span of time. So every moment of the play was actually of significance, meaning that there wasn’t a single boring moment in the play.

Themes Of The Great Gatsby And The Things They Carried

Christopher Schmidt Skillman Am Lit 5 May 2015 The Theme of Transformation in Various Texts In the texts Huck Finn, The Great Gatsby, and The Things They Carried, a major theme is the transformation of self, which happens through choice, through experience, or a combination of both. In The Great Gatsby, Jay makes the conscious choice to transform himself from the poor farmer boy, which he was born as, into an Oxford-educated rich millionaire, all so that he could win the heart of a girl. In Huck Finn, Huck ends up on a raft with a slave named Jim, and through the course of the whole story Huck experiences events that ultimately transform him from a young southern boy into a young adult knowing right from wrong by how he reacts to these experiences with Jim. Finally, in The Things They Carried, Jimmy Cross makes the conscious decision not necessarily to transform himself, but to take on responsibilities after the death of one of his men which in turn force change upon him. These responsibilities transform him. In The Great Gatsby, a prominent underlying theme is self transformation, or the reinventing of oneself. Throughout the book Gatsby is not what he says he is. He made up his whole life story in order to impress a girl he falls in love with before he is sent off to war. Jay Gatsby sets out to completely reinvent himself in every way, starting with his name. Growing up in the midwest, he was James Gatz, son of poor a poor farmer. In the text, the characters thatShow MoreRelatedThe Things They Carried And The Great Gatsby By F. Scott Fitzgerald1507 Words   |  7 PagesThroughout literary history, one main theme most writers favor to focus on is the human condition. The Things They Carried and The Great Gatsby are just two examples of many written in which this theme is present. 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