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Mars And Venus In The Workplace Summary

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Human Resources Management
MNA 2300
Book Review: Mars and Venus in the Workplace by John Grey, PhD
By: Angela Beckett
For: Dr. Linda Ellington
Due: 19 March 2017 Mars and Venus in the Workplace Mars & Venus in the Workplace is based on the premise that men and women are from different planets where not only do they speak different languages, but differ fundamentally in the way they use language to communicate. These differences routinely lead to miscommunication between the sexes, with each sex misinterpreting the other’s perspective, leading to mistrust, exclusion, and the perception of no appreciation and disrespect. In today’s corporate culture, the companies that make the most money when measured by financial success will have the highest balance of men and women in the highest levels of the organization. Together both sexes are creating a corporate culture where men and women are respected equally, complimenting each other, bringing opposites together in cooperative collaboration for the success of the company. Within …show more content…

The sample dialogue and suggestive do’s and don’ts brought to mind several déjà vu moments of my own communication and experiences in the workplace that had me wishing I had read this book before now, so I could perhaps go back and change the outcomes of past miscommunication and conflict. This book is loaded with practical advice to be able to understand the gender difference in communication styles to be able to work successfully with and for the opposite gender, for personal advancement and that of the company you work for. Once you understand how men and women feel, think, and communicate differently, the workplace becomes less stressful, and a place where both genders can express themselves, creating a team dynamic of absolute trust and clear

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Rose Yi 30 October 2015 Synthesis of Deborah Tannen’s “Who Does the Talking Here?” In her paper, “Who Does the Talking Here?” , Deborah Tannen takes a look at the conclusion of various studies and uses real life examples to bring about a compromise on the endless argument of which gender talks the most. Throughout her essay, Tannen mentions several different research studies on the topic of discovering whether men or women talk more.

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We are constantly devalued and go unrecognized for not only being contributors but because of our kind and sometimes sensitive demeanor. And this is very much important to gain insight in this book because in higher up positions in the business field you begin to see the difference in men and woman. Men are raised to be the bread winners and ones who provide while woman are taught to act like a lady, respect man, and literally make ourselves submissive to them as well as available in any situation. And seen in this book the woman are to be only considered as volunteers. Even though they do work that is for pay.

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Harriet Martineau is known to be the first women sociologist who has always been concerned with women place in society. This is a fight that continues to be had in society today. When looking at gender and it’s role in the workplace, you can see that it is definitely a “social organization, in which we interact we each other and how we think about ourselves” (10.1). When I noticed the women in the room of the meeting not saying much, it shows the need for growth in socializing is also needed, regardless of the males in the room and their part in the meeting.

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How can women be strong leaders at work without being labeled as “Bossy” or viewed as less likable than their male peers? If men use authoritative voice they are seen as leaders but when women who use an authoritative voice in a work environment they’re appear to be “Bossy”. In the short essay by Deborah Tannen called “Bossy” Is More Than a Word to Women”, she gives us a look at how the boys and girls behave with the same sex gender and how this issue still occurs when they become adults. And how girls who are being “Bossy” towards other girls can cause a negative effects for them. An option could be banning the word “Bossy” but could it really solve the problem for women?

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However, the way they interpret and think about the topics contrast greatly. It’s important for both men and women to fully understand each author’s perspective. Significant issues that affect society are presented in each article; therefore, understanding the leadership gap, strategies of maintaining a work-balance lifestyle, and realizing how men are discussed and regarded in women-based articles is

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In her essay “But What Do You Mean” Deborah Tannen delves into the speech patterns of men and women in the workplace, and how the way they speak manipulates their thoughts and actions. She opens the essay with the statement that “Conversation is a ritual.” And continues to elaborate on this point by going through each part of said “ritual” between men and women. She begins with the concept that women apologize too much, and explains why they do. She states that the apologies are “an automatic way of keeping both speakers on an equal footing.”

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Women can also take advantage of their relational characteristics. There was one time during a discussion section that I was not picked even though I had raised my hand for a long time. When I was planning to give up, a female student sitting next to me told the GSI that I had something to say. During a meeting, women can recognize others’ effort and encourage one another to share their opinions. Moreover, it is beneficial for the company to allow women to openly discuss their concerns.

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Often times, men and women have very different communication styles. Most couples who are in intimate relationships agree on this fact, but many are oblivious on how to handle these differences. Deborah Tannen has a strong belief that even though men and women speak the same structural language, their use of speech and conversational patterns can be very different. An example of how different masculine and feminine communication styles can be is observed in the 2006 romantic comedy film, The Break-Up.

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In today’s society despite of the progress women have reached there are still barriers that are placed in society. According to author “Thirty-four percent of all families headed by women are poor: the rates are higher for African American women, Latinas and Native American women, and the rate has been increasing” (Andersen, 2015, p. 3). The previous statistics reveal that even living in a society were “equality for both genders” is usually advocated, women’s are still suffering the biggest discrimination in the workplace and in society. Even professional women working full time are being paid less than males. Moreover, professional women are continuously suffering from barriers such as the glass ceiling effect this clearly affect women from raising to upper level positions.

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What Tannen puts forward is that this miscommunication is what prevents women from moving forward in the workplace and positions of power. When you cannot move forward in the workplace that is something that can determine the massive unequal distribution of

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Researchers examine different approaches that organizations can take in order to insure their companies practice gender equality. Although we live in a world where discrimination is discouraged, it still occurs in many organizations. Lenka, D., & Sahoo, D.K. (2016). Breaking the glass ceiling: opportunity for the organization. Industrial and Commercial Training, 48(6), 311-319.

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Gender Stratification in The Workplace Over the years, women have fought their way through the various barriers thrown at them by society, they are now more educated, matching male participation rates in the labour force and they are seen to create more opportunities for themselves in the workplace. Despite these achievements, gender stratification still exists in organizations and corporations in the 21st century; this paper seeks to analyze the numerous reasons why women remain underrepresented in leadership positions in the workplace and how this causes a trickle-down effect for other females in non-managerial positions. One of the major factors influencing the progress women experience in their career advancement stems from the deep cultural-infused gender stereotypes associated

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Indeed, men and women can be just as different in the professional world as they are in their personal lives. What executives are just beginning to understand is that these differences can be great for business. I believe that in conclusion to all research done that the glass ceiling theory, gender pay gap and advancement in careers will all still be present in many years to come, mainly because people do not see it as such a big deal, when really it is. Every person in a workplace male or female should be treated equally and

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Over the past 40 years defenders of women’s right have worked hard to assure growth of women's careers, trying to contest what is attribute as ‘the glass ceiling’ which is the invisible barriers that control woman from rising to top positions in corporate context. From the mid-90s European Government firms and private and public organizations have pursued a suit, bringing the recruitment of women at the upper levels of companies. The increasing prominence of leaders like Carly Fiorina, Hillary Clinton, and Condoleezza Rice accentuate the development in gender roles over the last half century. In the first paragraph I will discuss what do you need to be a successful leader and also about how women rises in organizational structures and practices,

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When that resource, time, is being used to focus on gender verses productivity the company as a whole suffers. By achieving gender equality in the workplace, companies should start to see a significant amount of financial progression. According to the Workplace Gender Equality Agency, “It can also improve national productivity and economic growth” (WGEA). This statistic can make for a great motivator in the business world. Not only can removing the gender factor reduce the number of barriers associated with females, but it can show that a company is willing to give every employee an equal chance which can lead to attracting newer potential experienced employees of both genders.

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