http://www.teachingcollegeenglish.com/wp-content/uploads/2011/11/works-cited-needed-martin-300x177.gif
Acker,
Joan. "Hierarchies, Jobs, Bodies: A Theory of Gendered
Organizations." Gender
& Society 4, no. 2 (June 1990): 139-58. Accessed September 12,
2015. http://gas.sagepub.com/content/4/2/139.full.pdf+html.
The
author was giving her opinion on how the hierarchy of jobs (i.e. women not
being equally represented in high-powered positions) is not
gender neutral, but manipulated to give an advantage to males.
Her primary audience are people who are curious as to why men
dominate influential jobs. The organizational systems innately favors men
over women. Some major observations are that the organizational structure
is partial toward men because they are seen as dominant over women, and,
therefore, men deserve to have higher positions. I see myself using this
to argue that the system of promotions is not gender neutral, but,
unfortunately, skewed to benefit men.
Barsh,
Joanna, and Lareina Yee. "Changing companies’ minds about
women."
.com/2015/01/05/changing-companies-minds-about-women/.
The
article communicates that women do not hold as many senior offices as men
for multiple rooted ideals and thoughts. The primary audience are people
who want to make a difference in the number of women holding executive offices.
Women are facing obstacles that range from their personal life to
societal ideals. The authors looked at the Fortune 500 companies
and determined the number of women CEOs. The authors determined that
women were treated differently from men, and that is part of the reason they
face obstacles. I see how I could use this when I say societal reasons
for barriers and exact percentages of women representation.
Berman, Jillian.
"Why We Hire Women And Minorities To Clean Up Our Messes." The
Huffington
Post. Accessed September 27, 2015.
Women
are often hired when a company is experiencing a crisis. The article is directed towards people
wondering when women and other minorities have a better chance of being
hired. Two professors at Utah State
University conducted a survey where they researched CEO changes at Fortune 500
companies. Women are most often hired
when a company is in extreme need. I
plan to use this as proof that women are hired, but more often when a company
is desperate.
Carter, Nancy M., and Harvey M. Wagner. "The Bottom
Line: Corporate Performance and
Women’s Representation on Boards
(2004–2008)." Knowledge Center. Accessed
September 25, 2015. http://www.catalyst.org/knowledge/bottom-line-corporate-performance-and-womens-representation-boards-20042008
The
article was written to describe the results of a survey on how women benefit
executive boards. It was written to
people curious about whether women actually benefit the board they serve
on. Female board members are
advantageous because her presence increases return on sales, invested capital,
and equity. The study was conducted by
comparing companies with women representation and those without, and comparing
their profits. Diversity on a board is
beneficial in increasing revenue. I see
myself using the results when I need to bring in a survey about how exactly
women benefit their company.
Egan,
Matt. "Still missing: Female business leaders." CNN Money. 1990.
Accessed
The
article was written to detail the lack of representation by women in executive
positions. The audience are those who are interested in both why women
are underrepresented and how change is coming, albeit slowly. There are
too few women in prominent positions, but there is hope, especially
if legalization helping women is enacted. There were statistics
showcasing the unfortunate reality that women only make up 14% of top
executives. However, change is coming and the number of women receiving promotions
is increasing. I would use this to highlight the low number of women in
executive offices, but to also show how progress is being made.
Gray,
Michael. " The ‘Lean In’ debate: Women in tech speak out." SF Gate.
Accessed
September 12, 2015. http://blog.sfgate.com/techchron/2013/03/17/the-lean-in-debate-women-in-tech-speak-out/.
This
article shows how technology companies in the San Francisco area feel about
women not receiving high-powered positions. The primary audience are
people interested in the technology field, one of the largest up and coming
fields, and there stance on women in the work force. The goal of a
lot of the technology companies is to make it so that CEO, CFO,
or COO women are not a deviation, but rather a standard in the hiring
process. Three people involved in the technology field were interviewed
and their opinions were expressed in the article. The article allows
me to see how people personally feel about the
men-biased organizational structure. I see myself using quotes from
this blog to show how individuals feel about the issue.
Hedges, Kristi. "Why Men Hate to Give Women
Feedback." Forbes. Accessed
September 25, 2015. http://www.forbes.com/sites/work-in-progress/2013/05/01/why-men-hate-to-give-women-feedback/
Women react to
situations, on average, more emotionally than men and this can put employers in
uncomfortable positions when they need to give them criticism. The audience are those curious how to talk to
women in awkward situations and women can make the process easier on their
employers. Since women are prone to be
more emotional than men, their employers often neglect to give them the
necessary feedback. Women’s emotional
side and men’s reluctance to adjust is detrimental to the success of
women. I see myself using this to
describe how men are put in uncomfortable situations, yet there are simple ways
for them to adjust their tactics to improve the situation for both.
Hess,
Amanda. "Twitter CEO Speaks Out About His Company’s Woman Problem by
.com/blogs/xx_factor/2013/10/07/women_at_twitter_ceo_dick_costolo_responds_to_gender_representation_criticism.html.
Ex-Twitter
CEO, Dick Costolo, makes a joke about why his
company only has one executive officer who is a woman, and she was only just
recently hired (when the article was written). The article
argues that companies are far behind in hiring women in executive offices,
especially in the tech field. Women are poorly represented not just in
executive positions, but also in lower positions in the technology fields.
The CEO of twitter, a huge technology company, is not overly concerned
with having equal or, at least closer to equal, representation. I
see myself using this to give a real world example how technology companies are
not taking the issue of women representation seriously.
Kay, Katty, and
Claire Shipman. "The Confidence Gap." The Atlantic. Accessed
September 27,
Women have a
lack of confidence that is detrimental to their success in the workplace. The primary audience are women curious about
how to improve at work and men who want to know how to treat the women they
work with. Women struggle with
confidence issues on average more often than men, which is harmful when they
are trying to get hired or promoted.
They surveyed women and asked how they felt their confidence affected
them at work. Women create their own
barriers with their lack of confidence.
I can use direct quotes from the women surveyed and some of the pictures
will add nice visuals.
Kristof,
Nicholas. "She's (Rarely) The Boss." New York Times. Accessed
September 25, 2015.
The
article is written to those curious why women are not comprising an equal
number of executive boards and the insecurities they face. Women provide an advantage to boards with
their diversity, but they are not being promoted in high enough levels. A McKinsey survey determined that more men
wanted to be top executives than women.
Women’s confidence level hurt them in employment opportunities, but
their diversity adds an indisputable advantage.
I plan to use this to bring in quotes from Sheryl Sandberg and the
insecurities she faced at work.
The Lean In article details how men can help
create a friendlier environment for women.
Men who want to help women feel more comfortable at work should read
this article. Men have a lot of room for
improvement at the workplace, but there are easy ways they can improve. Employers can follow some doable tips to
improve the gender dynamic at work. I
see myself using this to describe what people can do to improve the workplace
for women.
Oakley,
Judith G. "Gender-Based Barriers to Senior Management Positions:
Understanding the Scarcity of Female CEOs." Journal
of Business Ethics 27, no. 4
/25074386?seq=1#page_scan_tab_contents.
This
article attempts to help the reader understand the stereotypes that persist and hold women
back from their highest potential. The audience is geared
toward are scholarly people interested in what the gender barriers are
that refuse to acknowledge women as equal to men in the work force.
There are obstacles in place that are
holding women back from executive offices, even though they are gaining
substantial ground in middle management positions. Women
are underrepresented, and that is caused by both society and women
pursuing other opportunities.
Parker,
Kim, Juliana Menasce Horowitz, and Wendy Wang. "Women and Leadership
Public Says Women are Equally Qualified, but Barriers
Persist." Pew Research
org/2015/01/14/women-and-leadership/.
The
articles explains to the reader the specific barriers holding women
back from reaching their potential. The audience are people curious
as to what the specific obstacles women must overcome or cause themselves.
Society often does not view women the same way as men; therefore,
women are held at different standards than men, which makes it harder for them
to have obtain executive jobs. Multiple surveys were conducted to
find why women are not found in equal numbers in high powered jobs. There
are numerous obstacles women need to conquer in order to be as
successful as men. I plan to cite the individual survey results to
help back up my arguments.
Peck,
Emily. "Do You Realize How Few Women CEOs Exist? These Executives
Don't."
Huffington Post. Accessed September 11,
2015.http://www.huffingtonpost.com/
2015/07/13/weber-shandwick-female-ceo_n_7771608.html.
Even
though women make up a minority of executive chairs, a lot of people, including
executive chairs themselves, think there are a lot more women than
there actually are because of a number of factors. The article
appeals to people curious about how society views the number of women representation
in high powered positions. Women are unknowingly underrepresented in
the workplace because the few women CEOs are so highly publicized.
Weber Shandwick, a public relations firm, and KRC Research conducted
a survey and asked how many women they think are leaders of companies.
The surveyors heavily overestimated the number of women in those
positions. Women leaders are highly publicized,
which exaggerates the real number of them, because they often come in when
the company is in dire need of help, a time the media heavily covers. I
see myself using this survey as an example to how people think there
are more women than there really are in leader positions.
Storch,
Scott. "CMV: The disparity between the number of male CEOs and female CEOs
NOT an indicator of gender inequality." Reddit.
Accessed September 11,
ity_between_the_number_of_male_ceos/?.
This discussion argues that women not holding
a high percentage of CEO positions is not a matter of feminism. The
primary audience are those who want to participate in a debate over whether
sexism is to blame for women not being equally represented in executive
offices. Sexism is not to blame for the lack of CEO, and it is unclear
what they would even be accomplished by having equal representation. It
was an opinion piece, so no study was conducted. CEOs are a small
majority of people anyway, so it is "data manipulation" to have the
argument of men v women representation. I can use this as a new
perspective and including discussions of the people who commented on this
opinion.
No comments:
Post a Comment