Gender Discrimination in the Work Place Essay

Excerpt from Essay :

Gender and Career Success

Herrback and Mignonac (2012) performed a study of 300 women employees to examine the relationship between career anchors, subjective views of career success, and perceptions of gender discrimination. Essentially, the study monitored whether or not women felt that their gender was getting in the way of their career goals. The researchers found that "perceived gender discrimination was negatively related to the subjective career success overall" (Herrback, Mignonac, 2012, p. 25). In other words, when women failed to achieve career goals they felt that gender inequality was the reason. Moreover, the anchors (such as management or security and independence) made the perceptions less or sharper respectively. What this shows is that women in the workplace do not feel as though gender is an issue if they are given a comfortable degree of autonomy and job security. On the other hand, if they have ambitions that are not being met or if they feel that management puts pressure on them to perform, they sense that they are suffering from gender discrimination. In short, when women get what they want in the workplace, they have no complaints. This paper will discuss the relationship of gender and career success and show how the two are related in terms of goal-orientation.

If a woman's goal is to be a manager in the workplace and she is not permitted to achieve this goal, she is more likely to attribute it to gender discrimination than not (Herrbach, Mignonac, 2012). But there may be other reasons for that failure. Gender role type can also be the cause of this blockage (Schneidhofer, Schiffinger, Michael et al., 2010). Gender role type is what happens when women are typecast in certain roles and cannot get out of them. It is like a Hollywood actor who plays a pirate for years on the screen and then one day decides he would like to play a professor. No one will hire him because he has been typecast. The same happens in the workplace and it is another reason that women fail to break through the glass ceiling.

Evers and Sieverding (2014) show that highly qualified women still earn less than men in the workplace as a result of men having higher human capital than women. The reason for this discrimination is rooted in something the researchers call "discontinuous work history" (Evers, Sieverding, 2014, p. 93), but it cannot account…

Sources Used in Document:

References

Cox, T., Harquail, C. (2015). Career paths and career success in the early career stages of male and female MBAs. Journal of Vocational Behavior, 39(1): 54-75.

Evers, A., Sieverding, M. (2014). Why do highly qualified women (still) earn less?

Psychology of Women Quarterly, 38(1): 93-106.

Herrbach, O., & Mignonac, K. (2012). Perceived gender discrimination and women's subjective career success: The moderating role of career anchors. Realtions Industrielles/Industrial Relations, 67 (1), 25- 50.

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