This paper is about some women’s perceived inability to fairly achieve higher positions in the work place, otherwise know as the glass ceiling. It is my contention that the idea of a glass ceiling is more myth then fact. This will demonstrate that we now enjoy a world of shared human potential in which people, regardless of biological gender have the ability to achieve up to their highest potential in the labor force. I also believe the ” Women’s Place ” argument has lost (if it ever had it to begin with) any clout in the 90’s.
That there are reasons and rational for the bsurd feminist statistics that place blame for their problems on, but are not the fault of the “Old Boys Club”. What perhaps needs to be realized is that men and women are different, but we as a society need these differences, we benefit from the diversity and need to encourage many of the stereotypical qualities that women possess even if they are not conducive to higher-level corporate positions. And lastly the world isn’t fair, there is no right way for every situation, there is no objective moral code.
To all the glass ceiling fan’s, having to work harder then omeone else to achieve the same status falls on everybody’s shoulders one way or another. That’s just the way the world turns. It always amazes me when I am watching sporting events, that when it is all said and done thank yous from big sweaty men are given to mom. When the father in most cases had the majority if not all of the assistance to the child in the athletic field. I then started thinking about my own golf game.
I am a PGM student that participates in many tournaments a year, both in the Section and PGM events. My father taught me to play the game, ut I only call him when I do well. I talk to my mother more frequently probably because she is a worrier just like all goods moms, but we talk golf whether I shot 67 or 87. What occurred to me while researching this paper is that I demonstrate in my own phone calls sex stereotyping? I look for approval from my father; I wish to please him through performance. Even though I know that his love is unconditional even through the shanks.
And when I talk to my mother, a number of emotions emerge from the need for empathy (87) because I am feeling sorry for myself, to excitement (67) but hown more in a boyish form then demonstrated towards my father. I started to think about why. I love both my parents equally, I have a great relationship with both but our relationships are different. They are different because men and women have different but equally important characteristics traits. These traits carry over into all parts of life most visibly the work place.
For this paper I going to ask for the sake of argument that women as a whole possess traits such as nurturing, dependency, emotionally unstable, submissive, patient, organized and passive. Of course these traits do not run the gamut in the female gender but much research has pointed over again that the scales are at least tipped in that general direction. Writer John Blake Miller has suggested, ” That in our rush to show what is wrong with women we have neglected to look at the elements of the female sex role that are valuable and ought to be retained and developed.
This cluster of attributes go together and make up femininity. ” Page 108 reference 40 It can be suggest a revaluing of these psychological qualities developed by women (emphasis on developed), nd the importance placed on them in such jobs as nursing and elementary teaching. We also need to evaluate the way these jobs are looked upon and compensated for. The fourth grade-nurturing teacher that passes these qualities on to her student is of great importance and should take pride in this for it’s own intrinsic value.
I don’t in any shape or form believe that the majority of elementary teacher happen to be women is a coincident. It is because they are better at the job then most men would be. Just like it is no coincident that men hold the majority of CEO positions. Men old the more aggressive and dominant traits that aid them in powerful positions. It would be awfully hard for a very nurturing person to lay off 500 people because they missed budget by 4%, even if it is the only thing that will keep the plant open.
Men possess traits that facilitate bottom line reasoning in corporate decision-making. The general male model holds that men do thing for interest, ambitions, and prestige or in general job satisfaction. Prestige and recognition are the traits that seem most distinguishable between men and women. A personal example that sticks out n my mind again has to do with my parents; my mother is President of Bankers Trust, a small fifteen-branch bank out of Des Moines, Iowa.
She never went to college and worked her way up from a teller in sixteen years. She has had many offers to change banks for a huge increase in pay and stature but remains at Bankers Trust out of loyalty. For many years she drove a Mitsubishi Gallant that smoked when you started it, had windshield wipers that didn’t go down all the way, and had rust around the wheels. As far as operational it drove very well, but when she went to board meeting ith her equals, her gallant held little ascetic value next to the Lincolns and Cadillac’s.
Why didn’t she get a new car for all those years? Both of my parents made six figures. It was because she didn’t feel the need for prestige; she would rather have that money giving her security in case something ever was to happen. She didn’t feel the need for recognition, doing a good job was satisfaction enough in and of itself. Those are attributes usually not associated with women and especially uneducated persons. Securities Week states, ” when the going gets tuff, recognition matters more. “