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Gender Stereotypes In Organizations

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Gender Stereotypes
Gender stereotypes have been defined as "categorical beliefs regarding the traits and behavioral characteristics ascribed to individuals based on their gender" (Ginige et al., 2007, p. 3), or a set of attributes ascribed to a group and believed to characterize its individual members simply because they belong to that group (Heilman & Okimoto ,2007).
The impact of gender stereotypes on differing qualities between males and females in organizations has been broadly documented by numerous researchers (Ginige et al., 2007; Hayes & Allinson, 2004; Kellerman & Rhode, 2007; Mihail, 2006b). These stereotypes in organizations have been viewed as one of the immediate antecedents of discrimination at work, and people can expect the …show more content…

Due to of this attitude, the great majority of professionals avoid the marriage in favor of the professional career. Further, many female managers are divorced or separated. Even if they do not have children, female managers still have the traditional family responsibilities, which just few men accept. The key issue of the professional seems to be the finding of a male partner to bolster her and to impart with her the family obligations without the feeling that the woman threatens him by her prosperity or by the fact that she gets higher …show more content…

This conflict is maintained when individuals have children: contrasted with women without children, those with kids are more probably to be unemployed or to work less hours, whereas men demonstrate the opposite pattern such that those with kids work more hours and are more probably to be employed (Kaufman & Uhlenberg, 2000).

In endeavors to juggle these work–home conflicts women take part in a variety of responses including taking sick days ,taking leaves of absences, finding part-time employment, and departure the labor force altogether(Hewlett, 2002).

These responses cause in women having to some degree less work experience, continuity, and development than men thus contributing to the leadership gap. This conflict between work outside and inside the house is exacerbated by the un-family-friendly structure and culture of the work environment where both express and express standards require long hours, forbid adaptability, and frequently request travel and even relocation (Bravo,

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