The Gender in the Work and Organization SystemsMany think that gender is a women issue as sex discrimination and work policies favors men more than women in most cases. However, gender is the social relations between men and women and how they affect the two, and the role each sex is expected to play (Biber et al 2000) Gender is divided into tow interrelated parts, Gender identity and gender relations. Gender identity is the sense that one develops of the fact that he is either a male or a female. Gender in regards to social relationships, women have been the most unfortunate subordinates because the social structures imply that the social economic and physical power of men is above women (Reeves and Baden 2000).
The notion gender is used to define the relationship between men and women and is a clear connection between nature and culture. In this case the notion gender should recognize both men and women as being human beings having the same rights or equal opportunities, from the same species, the existing differences between men and women and problems between men themselves and women themselves.
There has being strives to achieve equity and equality in all level of interaction in recognizing the essential contribution of both sexes to the improvement of organization and work force. Gender affects work places and organizations in every working level; in its Culture, procedures, processes and structure; and also in its infrastructure, collective practices and behaviors. However, research on gender influence in organizations and work places has revealed discouraging reports on high levels of discrimination towards women. Regardless of the progress in social and economic status, there still exists unequal inequality and unequal opportunity and treatment between men and women in the work places, discrimination, gender pay gap, inadequate maternity protection, work family conflicts and heavy work load for women workers (ILO 2010).
For example, women have to work in their work place and continue with work as duties at home. This leaves women with a heavy work load of which they have to discharge all their duties. Gender practiced in work places is detrimental to the motivation of workers especially to women. It is a mater of fact that there are women who perform far much better than men.
But due to gender practice, organizations are denied the expertise that would have been provided by women. An organization creates power (Steven); which is true. Unfortunately, men dominate these ranks and therefore have more power in the work place than women irrespective of whether women are more than women (Sundin 2000). Gender therefore is practiced in work places and organizations within a power context and this affects so much the aspects for women (Martin 2001).
Many organizations lack female success pattern. Women are said to do well in education and various fields that are essential in the new economy (Henwood and Mclean, 2005). According to Oakley, there are different theories that block women form attaining leadership positions in organizations (Oakley 2000). The first one, there are corporate practices that favor the recruitment, promotion and retention of males over females. In this case, many organizations and work places have argued that women lack experience needed to hold senior ranks in the work place.
This demoralizes women even though there are women with leadership expertise more than men. The second one is the cultural and behavioral causes that are possessed by stereotyping, power, tokenism, leadership styles and relations between men and women (Prokos & Padavic 2005). Generally, technology appears to be gender neutral. However, there are a set of machines that seem to be associated with male or female characteristics. Wilson (2002) explains that there are certain technologies that are associated with men; like printing press, piloting engineering and computer programming. Women are discriminated form the main involvement of designing and developing programs and incorporated in administrative assistances, system administrators and data entry (Ahuja 2002).