The article reference in case 15.3 of Northouse (2019) suggested that there is gender bias which focuses on the issue of prejudice. While there is the issue of gender gap in leadership across the global spectrum and women are marginalized to lower-level authority (pg. 405). In the case, the woman noted that several women she knew were eased out their position because they were pregnant (pg. 420).\u00a0 This resulted in her reluctance to share with her manager. However, she shared and was cut short in her explanation. His comment was \u201che knew this was going to happen sooner or later; it always does\u201d.<\/p>\n
When men dominate family, political, economic, and other social institutions both in number and in power, the policies and practices of these institutions are likely to embody, reproduce, and legitimate male domination over women. Men\u2019s power will be considered right and \u201cnatural\u201d not only in these institutions but also throughout the society in general (yondanis, 657)<\/p>\n
As such, could the issue be a fear \u2013victimization paradox – which notes that men are more likely than women to be victims of violent crime, women are more fearful than men (pg 67). While the position has nothing to do with being a victim of crime, could it be seen from the same perspective of just being fearful that she will be a victim like those she knew? This raises the question: were there women who were promoted but not pregnant?<\/p>\n
Another process of gender bias is stemming from stereotyping expectations (Northouse, 2019), as people assign various characteristics to individuals, groups, regardless of the different variations that exist in between it members (pg. 410). This gender bias could go both ways as the leader assumed she is not capable of handling the pregnancy and the position of leadership as \u201cmen are take charge and women take care\u201d (Hoyt &Chemers, 2008). The Bias could also be seen from her perspective as there was this reluctance, as she creates her own reason about the process. Kocabacak & Kalkan 2015, states that \u201cAmong the most significant barriers for women to become senior managers is “lack of confidence, lack of ambition formed by the prejudice that she will fail somehow, not preferring promotion as not to be ready to pay the price, internalizing without questioning the roles the society expects from them.\u201d (pg. 670).<\/p>\n
While this is important a factor, there are still barriers at the organizational level that needs to be addressed in order to correct this general inequality and to relieve the tension being experienced by the staff. The company will need to address the culture and policies of the organization and also create an atmosphere that supports career advancement while removing the rigid prejudices associated with gender.<\/p>\n
<\/p>\n
###Reference<\/strong><\/p>\n Kocabacak, A., & Kalkan, C. (2015). An Analyses and Solution Proposals Toward Social Gender Equality Problems in Business Life at Work Place in Turkey. European Researcher<\/em>, 99(10), 667-683. doi:10.13187\/er.2015.99.667<\/p>\n Northouse, P. G. (2019). Leadership: Theory and practice. Thousand Oaks, CA: SAGE Publication<\/p>\n Yodanis, C. L. (2004). Gender Inequality, Violence Against Women, and Fear. Journal of Interpersonal Violence, 19(6), 655-675. doi:10.1177\/0886260504263868<\/p>\n <\/p>\n","protected":false},"excerpt":{"rendered":" The article reference in case 15.3 of Northouse (2019) suggested that there is gender bias which focuses on the issue of prejudice. While there is the issue of gender gap in leadership across the global spectrum and women are marginalized to lower-level authority (pg. 405). In the case, the woman noted that several women she […]<\/p>\n","protected":false},"author":730,"featured_media":2633,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[96,137],"tags":[],"class_list":["post-2632","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ldrs500","category-unit-8","has-post-title","has-post-date","has-post-category","has-post-tag","has-post-comment","has-post-author",""],"_links":{"self":[{"href":"https:\/\/create.twu.ca\/myjourney\/wp-json\/wp\/v2\/posts\/2632","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/create.twu.ca\/myjourney\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/create.twu.ca\/myjourney\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/create.twu.ca\/myjourney\/wp-json\/wp\/v2\/users\/730"}],"replies":[{"embeddable":true,"href":"https:\/\/create.twu.ca\/myjourney\/wp-json\/wp\/v2\/comments?post=2632"}],"version-history":[{"count":3,"href":"https:\/\/create.twu.ca\/myjourney\/wp-json\/wp\/v2\/posts\/2632\/revisions"}],"predecessor-version":[{"id":2636,"href":"https:\/\/create.twu.ca\/myjourney\/wp-json\/wp\/v2\/posts\/2632\/revisions\/2636"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/create.twu.ca\/myjourney\/wp-json\/wp\/v2\/media\/2633"}],"wp:attachment":[{"href":"https:\/\/create.twu.ca\/myjourney\/wp-json\/wp\/v2\/media?parent=2632"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/create.twu.ca\/myjourney\/wp-json\/wp\/v2\/categories?post=2632"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/create.twu.ca\/myjourney\/wp-json\/wp\/v2\/tags?post=2632"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}