{"id":305,"date":"2017-12-10T21:11:37","date_gmt":"2017-12-11T05:11:37","guid":{"rendered":"https:\/\/create.twu.ca\/ruthleong\/?p=305"},"modified":"2017-12-10T21:11:37","modified_gmt":"2017-12-11T05:11:37","slug":"unit-8-activity-1-women-in-leadership-case-study","status":"publish","type":"post","link":"https:\/\/create.twu.ca\/ruthleong\/2017\/12\/10\/unit-8-activity-1-women-in-leadership-case-study\/","title":{"rendered":"Unit 8 Activity 1: Women in Leadership Case Study"},"content":{"rendered":"

The case study that I choose is Case 15.3 Pregnancy as a Barrier to Job Status\u00a0<\/em>in Northouse’s book.\u00a0<\/em><\/p>\n

Having recently given birth to my baby daughter, I can identify with the struggle that Marina is facing. When I first found out I was pregnant, I was hesitant to tell my principal as well. As a new teacher, I am potentially laid off every year in June and it is up to the principal to request me back the following September. However, I felt that if my principal knew that I was pregnant and would be going on maternity leave in November, there was a high chance that he would not request me back to my position in September. Luckily, there were no lay-offs this past year in my school district and I was guaranteed my position back in September.<\/p>\n

Marina potentially faces losing her job because of her pregnancy. While there are laws that protect pregnant women from losing their jobs, there are ways that organizations and companies can work around this. In Canada, employers are required to offer women returning from maternity a position that offers the same salary, but it does not have to be the position that the women originally had before their maternity leave. I have heard horror stories where women come back to completely different jobs and ultimately make the decision to leave because they have essentially been forced out. I have also heard of organizations going through “restructuring”, which relieves them of the obligation to offer women their jobs back.<\/p>\n

When I told my principal that I was pregnant, he awkwardly said “This is congratulations…right?”. My situation is different from Marina’s because as a teacher, I am protected by a union. The principal has very little say in my advancement. Marina’s boss, Roy, should have been more supportive when Marina told him about her pregnancy by reassuring her that her position would be safe. Just as a decent thing to do, he should have congratulated her.<\/p>\n

Before I left on my maternity leave, my principal hired a replacement teacher to take my position and had her come in for two days of training. Roy could do the same with Marina. I think it would be unfair to Marina’s colleagues if they had to distribute Marina’s work among themselves. This would also make Marina’s position obsolete if her coworkers could manage without her for three months. The best thing for Roy to do is to try to hire a replacement employee for this time.<\/p>\n

In order to improve the situations of pregnant women in this organization, the company should consider giving Roy sensitivity training and educating him on appropriate reactions and behaviors. As well, the human resources department should be more diligent in ensuring that the rights of pregnant women are protected.<\/p>\n","protected":false},"excerpt":{"rendered":"

The case study that I choose is Case 15.3 Pregnancy as a Barrier to Job Status\u00a0in Northouse’s book.\u00a0 Having recently given birth to my baby daughter, I can identify with the struggle that Marina is facing. When I first found out I was pregnant, I was hesitant to tell my principal as well. As a […]<\/p>\n","protected":false},"author":137,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[17,30],"tags":[],"class_list":["post-305","post","type-post","status-publish","format-standard","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\/ruthleong\/wp-json\/wp\/v2\/posts\/305","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/create.twu.ca\/ruthleong\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/create.twu.ca\/ruthleong\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/create.twu.ca\/ruthleong\/wp-json\/wp\/v2\/users\/137"}],"replies":[{"embeddable":true,"href":"https:\/\/create.twu.ca\/ruthleong\/wp-json\/wp\/v2\/comments?post=305"}],"version-history":[{"count":1,"href":"https:\/\/create.twu.ca\/ruthleong\/wp-json\/wp\/v2\/posts\/305\/revisions"}],"predecessor-version":[{"id":306,"href":"https:\/\/create.twu.ca\/ruthleong\/wp-json\/wp\/v2\/posts\/305\/revisions\/306"}],"wp:attachment":[{"href":"https:\/\/create.twu.ca\/ruthleong\/wp-json\/wp\/v2\/media?parent=305"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/create.twu.ca\/ruthleong\/wp-json\/wp\/v2\/categories?post=305"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/create.twu.ca\/ruthleong\/wp-json\/wp\/v2\/tags?post=305"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}