The Disparity Rate between Women Committing and Incarcerated for Essay

The Disparity Rate between Women Committing and Incarcerated for Crimes in America vs Men Committing Crimes - Essay ExampleIn order to do this, I will discourse the influence of traditional gender stereotypes and the false impression of equality to provide support for the argument that women are indeed mis hard-boiled in the workplace and the stories and characteristics of women who mystify successful in the corporate world, and the true origin of the glass ceiling, if gender-based or policy-initiated, to substantiate the claim that the glass ceiling has been broken and that women are actually treated well and respected in the corporate world. II. The Glass Ceiling Women are mistreated in the Workplace Traditional gender stereotypes have historically positioned women in a child-rearing, nurturing, passive and subservient role whereas men are perceived as the governing, much forceful gender. Self-assured and aggressive behaviors of the males are regarded as more than important due to its attributes of objectivity, lack of prejudice, and focus toward analytical work or problem solving. Traditional views of males indicate they are more appropriate to managerial and administrator positions than females due to their leadership orientation. Men seem to be more commanding or domineering whereas women go for a more involved and compassionate approach. foster traditional or stereotypical perspectives on the variation men and women are seen from a psychoanalytical point of view in a current remark in the American Psychologist by the well-known Harry Levinson. As Levinson states, the male focus and orientation is characterized as incursion and drive against the female orientation of troth and environment. The entire psychology of management is all about self-assured approach and power either to be on the top or on the bottom, defenseless, dependent and exploited (Coyne et al., 2004). Gender discrimination frequently prohibits women from management and executive p ositions. Gender stereotypes advocate males are mentally or intellectually better than women, are more psychologically stable, and are more focused on achievement and more aggressive than women. Effective and successful managers and executives are believed to have masculine features and attributes. Stereotypical printing and philosophy in organizations not merely affects the staffing and hiring of women to certain positions, it as well influences career growth and development and performance assessment. Societal standards and thoughts with respect to women often bounce women from being selected for managerial and executive positions in the business world. Terborg (1977) claimed the presence of a male managerial paradigm which states that women must not or cannot be powerful managers or executives, which then preserves societal standards. Moreover, Terborg (1977) observed women often are disheartened or strained by occupational therapists and family members not to pursue nonconven tional jobs, much(prenominal) as managerial positions. Goodale & Hall (1976) discovered students of high school of both genders who had comparable goals for college and career preference were not supported evenly by their families. virile students revealed their parents showed substantially more pressure and attention to their career aspirations than did the female students parents. Women who were rejected admission into medical colleges obtained