Gender discrimination in the workplace

Gender discrimination in the workplace Introduction: My selected thesis topic basically lays emphasis on how employee motivation and productivity get effected by gender discrimination in workplace and how different variables effects under different envirnoment. Now I shall move to explaining the topic in detail. OVERVIEW: My research interest is in this field because I know the gravity of the situation and how important it is for both genders to treat each other equally. As we move towards development an integrated effort is needed and everyone has to do his/her bit. Women need to be looked upon as equals by men from the very start so that they can get good education and pursue good careers in the future. Gender discrimination is a very real and actual problem that is being faced by firms and more importantly women in our society. It is important to note that gender discrimination takes place not only at the workplace but in every walk of life for a common Pakistani woman. When being faced by pressure from all sides, it is very tough for the woman to carry out her day to day activities and work at her full Most of us wake up in the morning, go to college or our respective job and act in ways that are more or less our own. We respond to the atmosphere around and the people in it with little thought as to why what makes us do such things e.g. why we enjoy some activities more than others and why we fine some recreational activities better than others. All these actions are motivated by something. Motivation is defined as the forces either within or external to a person that arouse persistence and want towards completing a given course of action. Employee motivation affects productivity and part of a managers task is to channel motivation towards the accomplishment of organizational goals. Thus, a manager has to study that what motivates his employees and what influences their choice of action furthermore why they persist in that action over time. So the way people are treated deeply affects how they will perform at the workplace. Gender discrimination against someone will obviously affect his/her productivity; this study is intended to prove how deeply the two are connected to each other. Discrimination is treating of employees based on criteria that are not job related, these may include race, color, gender, ethnicity and religion. Organizations these days are moving towards diversity which means women and minorities will play a larger role in the workplace than in the past and it will be more important to keep them working at their optimum level if success is intended in the future. MANGERIAL CONCERNS: When someone in the workplace is judged, appraised, promoted or given a pay based on criteria which are not job related, discrimination occurs. This discrimination leads to the employee being demotivated because he/she knows that no matter what amount of work they put in, they will be reward on the basis of criteria which are not job related. My study is not entirely based on the wage differentials but also deals with motivational effects of discrimination at the workplace on the whole. The main motivating factor for employees has always been pay. There has used a huge gender gap in pay in Pakistan but has now decreased over time but still exists. This gap in motivation is mainly because of differences in characteristics of the jobs carried out, the labor market experience they bring to the job and discriminatory treatment of women by employers or co-workers (which will be my area of study). All these factors interact in many complex and different ways. Thus making it difficult to determine precisely how much of the difference can be attributed to discrimination. Women and men do differ greatly in their preference of jobs and the roles they play in families. Still, the skill set of a woman has now come much closer to a mans. As my thesis shall suggest, there is continuing discrimination against women in the labor market w hich leads to demotivation because there is loss of confidence for the worker. Confidence in self abilities and in the firm one is working for account as a great motivating factor. According to Maslows hierarchy of needs one of the pillars of motivation is to get appreciation for doing a certain task. Many women are raped, sexually harassed and given unfair treatment by the society leading to high rates of female illiteracy and prostitution. In my view, it is very important for the woman to be soundly educated because in our society the responsibility of raising children mainly lies with the mother. When the mother herself is not educated she can not possibly give her child the support and basic fundamental training needed to become a good human being. Moving to gender discrimination in the workplace regarding Pakistan, most of the women are house wives in our country and there are very few double income families. Although the gender gap in the workplace has reduced significantly over the past decade it still remains high with most of the working women mainly pursuing very low paid jobs e.g. teaching, nursing, receptionists and many of them work in houses as maids and helpers etc Term Working Definition Motivation [a] Motivation refers to the forces either within or external to a person that arouses enthusiasm and persistence to pursue a certain course of action. Discrimination [b] To discriminate socially is to make a distinction between people on the basis of class or category without regard to individual merit. Gender Discrimination at the workplace [c] Promoting/Rejecting or treating one person differently to another based on a criterion which is not job related. In this case mainly gender Workforce Diversity [d] Hiring people with different human qualities who belong to various cultural or sub cultural groups. Glass Ceiling [e] Invisible barriers that separate women and minorities from top management positions. Disparate Treatment Gender Discrimination [f] This is also called direct discrimination. To put it simple, it is treating an employee a different manner because of their gender. Harassment [g] Harassment refers to a wide spectrum of offensive behavior. When the term is used in a legal sense it refers to behaviors that are found threatening or disturbing, and beyond those that are sanctioned by society. Verbal Harassment [h] Verbal harassment refers to persistent and unwanted verbal advances, typically in the workplace, where the consequences of refusing are potentially very disadvantaging to the victim. Also casually known as flirting. Sources: (Daft, Richard, (2000), Management 4th Edition, p. 526) (Stokes, DaShanne. (In Press) Legalized Segregation and the Denial of Religious Freedom) (Daft, Richard, (2000), Management 4th Edition, p. 524) (Daft, Richard, (2000), Management 4th Edition, p. 453) (Daft, Richard, (2000), Management 4th Edition, p. 462) (Taylor, Allison, (2005). Wrongful Termination) (Taylor, Allison, (2005). Wrongful Termination) (Wikipedia, http://en.wikipedia.org/wiki/Harassment) Study Objectives To study wage differences between men and women working on equal level in the banking sector. To conduct questionnaire surveys from employees to find out differences in treatment for males and females. Study how difficult it is for a woman to get promoted in a workplace How treatment of supervisors differs from males to females Is the working environment psychologically suitable for a woman to work in on a long-term basis. The ways harassment takes place for a women in her workplace and who is the main harasser LITREATURE REVIEW Gender discrimination and harassment are topic of immense importance as they have been under discussion for over more than a decade, many studies and researches have been conducted to investigate on the different aspects of this topic, to correlate and identify the various variables from within the studies to contribute to the society in a direct or an indirect way. All the studies point out to a healthy working environment for both Men and Women so that they are more motivated producing better results for the companies as a whole. The areas of research on this topic in the past focuses on Law, job satisfaction, employee turnover, organizational costs, social responsibility and corporate culture providing insights into many factors influenced by gender discrimination and harassment. Almost all the studies focuses on problem faced by women from within the organization and social external factors involving discrimination and effecting productivity. Relationship between the variables dr awn in the previous studies shows the direction of the research and how the factors interrelate with each other. Studies show that people have protection against this menace of discrimination and harassment but its effectiveness is always challenged and debated for over some time. Law and justice are always closely looked upon when it comes to harassment at work place. A study Gender-Based Harassment and the Hostile Work Environment (Joshua F. Thrope) tests whether non-sexually motivated gender discrimination is as serious a factor in creating a hostile working environment as sexually motivated gender discrimination. Although Title VII of the Civil Rights Act of 1964 applies to all gender-motivated discrimination, in practice many lower federal courts make a distinction between sexually motivated gender discrimination and non-sexually motivated gender discrimination (gender-based harassment) in a work environment. This study illustrates a court case of Dwyer v. Smith in which a police officer alleged that her co-workers and supervisors engaged in a pattern of abusive conduct that created a hostile working environment. (Thorpe). The failure of the plaintiff to allege a case of sexual harassment proved to be fatal to her case. Sexual harassment is only a part of gender discrimination that female employees face in a hostile work employment. Ridicule, rudeness or insults directed at working women may not be sexually motivated but may still create a hostile working environment. The failure of courts to view gender-based harassment claims as actionable has reduced the availability and deterred the effectiveness of Title VII. The study claims that in order to recognise gender-based discrimination as actionable it must be severe or pervasive or it could be misinterpreted. Impacts and consequences have been explored in many previous findings and emphasis have been given on the nature and reason of harassment, but from within harassment sexual harassment is the concept which is quite highlighted factor discussed in findings as in, Recent Thinking about Sexual Harassment: A Review Essay (Elizabeth Anderson) discusses the wrongs of sexual harassment and presents three theories that capture a different aspect of sexual harassment. Dignity theory explains the offensiveness of harassment; autonomy theory deals with the coercive nature of sexual conduct whereas equality theory highlights the group based harms of sexual harassment. This article also gives an example of airlines that expect female flight attendants tolerate customers anger, rudeness or ogling without any objection and hence, make it difficult for them to perform their jobs satisfactorily. The essay also tries to provide remedies and explains that antidiscrimination law has been quite useful in helping people understand their rights and combat sexual harassment in the workplace. Most people perceive harassment and gender discrimination as a mentally or physically induced trauma but very few people measure it on the basis of the high costs involved by this practice of harassment and its deeply routed and ever growing cost is often ignored. One such article: The study Estimating the Organizational Costs of Sexual Harassment: The Case of U.S. Army (Robert H. Faley, Deborah Erdos Knapp, Gary A, Kustis, Cathy L. Z. Dubois) tested the implication of sexual harassment on the organizational costs. The increasing costs of sexual harassment encouraged organizations to give attention to the issue of sexual harassment. These costs initially included litigation and associated settlements. However, with further research it was found that harassment can lead to an overall decrease in employee motivation towards the job resulting in increases in absentees, turnover, and requests for transfers, and use of mental health services, as well as decreases in productivity (Gutek Koss, 1993; Martindale, 1990; U. S. Merit Systems Protection Board, 1981 and 1987). This study states that results indicate that the total annual cost of sexual harassment in the U.S. Army in 1988 was over $250,000,000. This not only brought attention to the organizational costs of s exual harassment and also to the seriousness of the problem as well. However, this study concludes that increase in the proportion of females in the military would increase that part of the total costs of harassment associated with females and as a result the cost of sexual harassment may grow even more. Furthermore it implies that losing a higher rank female in the army due to sexual harassment would cost a staggering amount. Hence sexual harassment continues to be a threat not only to the working individuals but also harms the companies financially. Gender Mainstreaming and Corporate Social Responsibility: Reporting Workplace Issues (Kate Grosser, Jeremy Moon 2005) focuses on the potential of corporate social responsibility (CSR) to gender equality. The paper states that women are provided equal opportunity in the workplace by the combination of legal compliance, business care and social regulation (Dickens 1999) and the theory of CSR combines all these three notions. This study suggests that a reason for slow progress in reporting gender issues is the lack of platform for gender issues to be discusses. The study has highlights the under-representation of womens issues and has stressed on the need of women representation in company practices, as employees, community members, consumers and investors among other things. The impact of sexual harassment in a legal profession on job satisfaction is examined in The Effects of Sexual Harassment on Job Satisfaction, Earnings, and Turnover among Female Lawyers (David N. Laband and Bernard F. Lentz). The results from American Bar Associations National Survey of Career Satisfaction/Dissatisfaction (1990) show that nearly two-thirds of female lawyers in private practice and nearly half of those in corporate or public agency settings reported either experiencing or observing sexual harassment by male superiors, colleagues, or clients during the two years prior to the survey. The study shows that overall job satisfaction is significantly lower among female lawyers who experienced or witnessed sexual harassment by male superiors and colleagues than among those who did not experience or witness such harassment. According to statistics shown in the study, job satisfaction among female employees is affected more than twice as strongly by sexual harassment than by t heir annual income. The study also implies that there is a direct relation between sexual harassment and intention to quit current employment. However, the study was limited by the fact that the survey did not refer to the degree of harassment. Implementation Mechanism (Shamreeza Riaz) discusses the provision of law related to sexual harassment at workplace and the effectiveness of its implementation. This study was conducted in Islamabad and Rawalpindi. Interviews were conducted with the work force of organizations, women activists, NGO workers and educational institutions. The writer argues that women participation in the making policies and in decision making can lead to a prosperous nation. However, the true potential of women is hindered due to the difficulties that they face at the work place. The Protection against Harassment of Women at the Workplace Act 2010 provides the definition and kinds of harassment at the workplace. According to the study, in 20-30% sexual harassment cases, women remain silent because of their dignity and self respect. 70% of the women are victims of physical harassment and verbal and other kinds of harassment. The writer lists the causes of harassment as lack of awareness, misuse of authori ty, lack of organizational policy and a male dominant society. The study shows that sexual harassment has very serious consequences resulting in the loss of job, a hostile environment and physical and psychological breakdown while some women are forced to quit their jobs. The International Labour Organization, United Nation on Elimination of all Forms of Discrimination against Women, Beijing program for action Declaration, European Union Legislation and Organization of American State all provide laws aiming to prevent gender discrimination. The study Branded: Corporate Image, Sexual Stereotyping, and the New Face of Capitalism (Dianne Avery, Marion G. Crain) aims to show how the adoption of sophisticated forms of marketing are distinct from the workers physical and mental labour. The study reveals the case of Jespersen v. Harrahs Operating Co. in which the court rejected a female bartenders Title VII challenge to the workplaces policy that women wear makeup, which she found sexually demeaning. Employers sophisticated marketing techniques sometimes create a property like interest and employers take advantage of their employees outside of their usual work by forcing them to propagate company brands outside of the workplace. Transforming discriminatory corporate cultures (Cheryl L. Wade) discusses gender equality in corporate environment. The writer argues that companies can only change if men change. She states that even if men witness discriminatory behaviour or harassment in their workplace, they fail to take necessary action that could promote gender equality. Many male managers may seem to support gender equality but still ignore gender conflicts in the work place. If the CEO of a company strives to bring a culture of gender equality then the workers will follow his example. Moreover, the writer states that sometimes women allow sexist comments and jokes to go unnoticed in an attempt to show that they belong to the right workplace. The corporate workplace also seems to work on the expectation that women of colour can be given jobs that are not valued in the corporate context. Hence, such negative stereotypes adversely affect the performance of women in the workplace. As the relationship between mana gement and its employees plays a central role in a companies success, it is necessary that problems of workplace discrimination be dealt with. The study Gender Justice and Its Critics focuses on the judicial practices and laws on gender discrimination. The article underlines the traditional treatment of women and the current condition of women. Women were victimized by the laws made to protect them by giving decision making powers to the male members. The writer states that in contrast to these laws, the remedial laws such as prohibition of sex-based discrimination in workplace have empowered women to make their own decisions. Laws which tried to prevent discriminatory practices have created distinct profession for men and women. Furthermore, Gender Justice claims that it is not opposed to the needs of working mothers but offers that parental benefits be given to both males and females. The study The Price of Man and Women: A Hedonic Pricing Model of Avatar Attributes in a Synthetic World (Edward Castronova 2003) investigates the demand of physical attributes and qualities of the social world. The study examines the computer generated avatars which are both male and female. However, the hedonic price analysis suggests that the female avatars are available at a discount and that there is less preference to have a female avatar. As this physical difference is not real in the synthetic world, this reluctance can be explained by the general assumption about the effectiveness of the female avatar. However, the study does not indicate whether this is arises from a prejudice on behalf of the population or simply the numbers indicate that more male players choose male avatars. This article was chosen because of the importance it holds in outside world other than corporate sector to give out an overview on the gender based difference one holds in his mind. They were shortcomings and left out concerns in those previous studies which can be looked upon on the basis of variables and introducing more measurable models which could relate and interlink the variables in appropriate and a strong way. Theoretical Framework DEMOGRAPHICS Characteristics of a human population Age Income Gender Race Experience Gender diversity Unfair treameant Promotion Placement Moral fairness Sexual orientation Female employee turnover Hiring firing. Work envirnoment Healthy Motivating Safety Stress Frequency of Women Promotion Number of times women get promoted at workplace More promotions to male or female? Productivity Equal treatment in terms of salary and promotion Drive Increased desire Encouragement Inspiration Motivated to work Motivation Level of satisfaction What one wants from a job and what one perceives it as offering Overall satisfaction Satisfaction with the job Satisfaction with the work Sense of achievement Scope of using own initiative Influence over the job Harrasment Offensive behaviour Intent to disturb or upset Unwanted sexual advances Bases of colour, race religion and sex Financial and recognition rewards Wages Salary Empower-ment Fringe benefits SURVEY QUESTIONNAIRE TO ANALYZE THE CORRELATES OF GENDER DISCRIMINATION AND IT IMPACT ON MOTIVATION This questionnaire is being exclusively used for research purpose; all the information provided by respondents would be kept confidential. Your co-operation would be highly appreciated. Personal info: Name Age Experience in this organization Education Marital status Single Married Divorced Gender Male Female Income bracket 10,000-20,000 20,000- 50,000 50,000 above Section A Levels of Satisfaction Strongly Disagree Disagree Neutral Agree Strongly Agree I enjoy at my workplace 1 2 3 4 5 Factors can be added to improve employee motivation at your workplace 1 2 3 4 5 Would you like to stay at your workplace for long 1 2 3 4 5 I am over all satisfied by the attitude of my boss and workplace 1 2 3 4 5 Do you feel as an important part of your organization 1 2 3 4 5 Are you satisfied by your designated authority 1 2 3 4 5 GENDER DIVERSITY: Strongly Disagree Disagree Neutral Agree Strongly Agree Mostly the supervisors are male 1 2 3 4 5 Majority of Co-workers are Male 1 2 3 4 5 I belive that I have equal opportunities and potential for growth as my other colleagues have 1 2 3 4 5 In my view discrimination does take place at workplace. 1 2 3 4 5 At times I have been judged/mistreated on criteria which is not merit based 1 2 3 4 5 You have been treated and judged on the basis of Gender 1 2 3 4 5 1)Race 1 2 3 4 5 2)Physical appearance 1 2 3 4 5 3)Religion 1 2 3 4 5 Working enviornement and Harassment: Strongly Disagree Disagree Neutral Agree Strongly Agree My company is strict on the laws of harassment. 1 2 3 4 5 In majority of workplace harassment cases the harasser is 1) immediate boss 1 2 3 4 5 2) Subordinates 1 2 3 4 5 3)Colleagues 1 2 3 4 5 Verbal harassment takes place 1)openly 1 2 3 4 5 Equal gender treatment creates a healthy environment at workplace. 1 2 3 4 5 If harassment occurs verbally my response would be 1)to react to the harasser the first time 1 2 3 4 5 2)Report the harassment to my boss 1 2 3 4 5 3) I would bear with it because there is no other choice. 1 2 3 4 5 Strongly Disagree Disagree Neutral Agree Strongly Agree I have been mistreated in an offensive manner because of my Gender. 1 2 3 4 5 Offensive treatment harm your ability to work. 1 2 3 4 5 I have switched my job because of unequal treatment 1 2 3 4 5 Harassment results in increased stress and anxiety 1 2 3 4 5 Frequency of promotions: Strongly Disagree Disagree Neutral Agree Strongly Agree I have been quickly promoted to the post I am today. 1 2 3 4 5 Male workers get frequent promotions 1 2 3 4 5 Female have more chances of getting hired for a job at first place when the interviewee is Male 1 2 3 4 5 Male have more chances of getting hired for a job at first place when the interview is Female. 1 2 3 4 5 Female workers most get in house assignment as compared to traveling assignment 1 2 3 4 5 Female get more sexually harassed than men 1 2 3 4 5 MOTIVATION: Strongly Disagree Disagree Neutral Agree Strongly Agree Discrimination affects my productivity 1 2 3 4 5 Male workers are paid more salary/wage as compared to female for the same job description 1 2 3 4 5 Male workers are more empowered to take decisions 1 2 3 4 5 Male and Female workers get same Fringe benefits 1 2 3 4 5 Low percentage of female getting promoted than men works as a less motivating factor. 1 2 3 4 5 Strongly Disagree Disagree Neutral Agree Strongly Agree Men feel more superior than women which affects motivation for women in negative way 1 2 3 4 5 Some people get desperate things to get promoted 1 2 3 4 5 Women get more limited opportunities than Men contributing negatively towards motivation 1 2 3 4 5 General training has been given to staff a your workplace in connection with general duty to promote equality between Men and Women 1 2 3 4 5 Men and Women are treated equally when it comes to performance Appraisals and analysis. 1 2 3 4 5 Gender Discrimination in the Workplace Gender Discrimination in the Workplace A quarter century of female specialists have encountered separation or unreasonable treatment in the working environment, and 17 percent said they have felt sexually annoyed by a kindred representative or director, as per an across the country review via CareerBuilder.com and Kelly Services, led by Harris Interactive. Of the individuals who reported the episode to their businesses, the larger part said the wrongdoer was not considered responsible. The most well-known episodes of separation or unreasonable treatment included: Not accepting credit for ones work (44 percent) Not having concerns tended to or considered important (43 percent) Collaborators saying deprecatory remarks to or before the specialist (38 percent) Feeling thoughts or information are for the most part overlooked (34 percent) Collaborators were talking behind their backs (33 percent) Not being given undertakings that give laborer more perceivability in the organization (31 percent) Being ignored for an advancement (26 percent) More than 50% of ladies from the GCC feel they win not exactly their male partners and that they have less risk of getting advancement, as indicated by another review on ladies in the work environment. Bayt.com, the online occupations entry, and YouGov Siraj surveyed 2,086 ladies in the Middle East, about a quarter of them in the UAE. Despite the fact that the greater part accepted they worked equivalent hours and wanted to continue functioning as long, 53 every penny felt they got less pay and 57 every penny said they were more averse to be advanced than their male partners. This disparity could originate from numerous elements, including obsolete generalizations, and unequal instruction open doors for men and ladies, said Amer Zureikat, Bayt.coms local supervisor. It could likewise be a consequence of working environments that are inadequately prepared for female preparing and profession movement, he included, including maternity leave and childcare choices. The uplifting news is that with more ladies entering the workforce and climbing the positions and involving senior parts in industry, this difference ought to characteristically revise itself, said Mr Zureikat. Jeetu Sharma, an examination partner at YouGov Siraj, said that the overview results measure how ladies in the working environment feel, not whether they do actually winless or get less advancements. The size of working environment disparity still confronted by a great many ladies has been revealed by a study that proposes more than 50% of female workers have encountered some type of segregation at work. The discovering originates from the interval aftereffects of the most considerable study ever directed into the encounters of Britains female workforce. Venture 28-40, embraced by Opportunity Now, has as of now been finished by more than 25,000 ladies and plans to get to 100,000 proceeding distributed its last results. Very nearly a fifth of the ladies overviewed so far say that their professions have slowed down in light of the fact that chiefs neglected to advance them or offer preparing open doors. A little more than one in 10 accomplished inappropriate behavior. The knowledge takes after the news that the sex pay crevice is enlarging without precedent for a long time, as indicated by information from the Office for National Statistics discharged recently. Imbalance in the working environment still exists, in various ways. While changes to the Americans with Disabilities Act request that businesses oblige specialists with restorative difficulties from pregnancy, pregnancy itself is not viewed as incapacity. Accordingly, head honchos dont need to lawfully suit pregnant laborers, notwithstanding for the most minor appeals. For one situation, a lady who worked at a Walmart in Kansas was terminated for soliciting to convey a container from water with her as she supplied the racks. Indeed, even in the wake of giving a specialists note, the lady was doubtlessly advised to discard the water or leave. Im not going to say that ladies make 77 pennies to each mans dollar on the grounds that, as opposed to mainstream thinking, that is not really genuine. (In the wake of modifying for excursion time and calling decision, insights demonstrate that ladies make 91 pennies to each mans dollar.) I will, in any case, question why this rate must be balanced. Numerous occupations are gendered, importance they are connected with manly or female intentions. Case in point, female medical attendants are viewed as typical while male medical attendants are generally not. As a rule, men are connected with the higher paying renditions of such employments, similar to a specialist. This issue makes you wonder: How would we strip the higher paying occupations of their sex undertones? As indicated by Harvard Business Review, studies demonstrate that high-potential ladies are over mentored and under sponsored with respect to their male companions. What does this mean? It implies that ladies are honored various coaches, who will send them to more presentations and gatherings, however not supports, who can [use their] impact with senior administrators to promoter for the mentee. This means more work, yet less association, which doesnt generally appear like a reasonable equalization. Under the Family and Medical Leave Act (FMLA), laborers are qualified for up to 12 weeks of maternity leave. That is, unless they work at a little organization or has been utilized for not as much as a year. Something else, 8 weeks is the most extreme time span. The way things are, this law just shields one a large portion of the workforce from unlawful end. In one report, a lady who consented to get a C-segment in return for having 11 weeks of maternity leave was let go in light of the fact that the understanding was not put in composing. As though new mothers don’t have enough issues. Regardless of the developing number of female providers, ladies are frequently still anticipated that would handle the excellent nurturing obligations. Actually, while 40 percent of mothers work low maintenance to deal with their kids, just 3 percent of men do likewise. In 2012, when a female official at the Computer Sciences Corporation documented a lewd behavior argument against one of her associates, she was advised to stop griping and was later terminated. Prior, in 2011, a day spa laborer educated her supervisor that numerous male clients had presented themselves to her; however the organization did nothing to stop it, guaranteeing that reporting the episode would head out clients. This year, a carrier pilot recorded a sex segregation suit against Delta Airlines, guaranteeing they overlooked her protestations about being pestered in the cockpit. At the point when men and ladies cooperate, the men are more inclined to get the credit — regardless of the fact that she did the majority of the work and hes lesser. It might be a mix of men being accepted more equipped and ladies not effectively assuming praise for their work. Exploration demonstrates that ladies must demonstrate that they are equipped for succeeding in a part before they are advanced into it, though men may be advanced on their apparent potential. That implies men regularly climb speedier in associations. At the point when a men strolls in the entryway, he gets the advantage of male generalizations,† Examination demonstrates that both men and ladies think ladies ought to be decent and kind and sustaining, and those men ought to be solid. At the point when men show outrage it would seem that quality, however when ladies do likewise, they are seen as excessively passionate and crazy. These generalizations are profoundly imbued, There is an example here: negative conduct toward ladies in the work environment is disregarded in light of the fact that it is not a need. A clearing explanation? Maybe. Anyhow, if these stories (and the film Jaws) has taught me anything, it’s that concealing an issue for the purpose of attention or cash doesnt end well for anybody. The discrimination against the women should be discouraged at every level. For this purpose government should take necessary actions so as to eradicate this discrimination and women get their due rights. If they are qualified enough to be employed or promoted it should not be the matter that she is discouraged because of the male dominancy rather she should take a stand and be the example for the rest of her coworkers. The government should adopt a strategy to thoroughly check the credentials of all the males applying for the job and check their previous history to check whether he is involved in any sorts of sexual harassment. For all those who mistreat women at work or at home should be heavily fined and strict action should be taken against them so as to make them learn not to misbehave with females. The society should support the working women to work with full confidence and without getting confused because of males working around them.

Keeping Marine Mammals in Captivity Essay

Problem (2 Points) Does captivity affect the overall health and behavior of marine mammals? Research (2 Points) Wild Animals Habitat: Open ocean Diet: Krill Behavior: Friendly Captivity Habitat: Tank of ocean water, replicated to appear like the ocean. Diet: Krill caught in the ocean, fed three times a day. Behavior: Friendly to other mammals within the tank. Hypothesis (4 Points) If we keep marine animals in captivity for over a year, then their health and behavior will be negatively impacted. Procedure (4 Points) 1. Set up area in both wild and captive areas for testing. 2. Choose the same marine mammal for both the wild and captive area to test. 3. Tag and assess health of the wild marine mammal. Asses the health of the  captive mammal. 4. Monitor mammals for a year. 5. Record their behavior with detail and accuracy. 6. Asses health and behavior of both mammals after one year. Analysis (4 Points) The animals in captivity appeared to be healthier and friendly to their tank mates. They were fed organic krill and were fed regularly, but were very nervous and slightly hostile to outside animals once they were exposed. The animals that were not in captivity fed on their own time but were not necessarily unhealthy. They were not hostile to other mammals and peacefully coexisted with other mammals in the ocean. Conclusion (2 Points) My results did not support my hypothesis. The mammals kept in captivity were healthier than the mammals in the wild, due to controlled setting, and regular nutritious diet. However their behavior was negatively impacted. They were nervous and somewhat hostile towards the wild mammals once exposed to the wild. Grammar/Spelling (2 Points) Once you complete designing your own experiment, check the assignment for directions on how to submit your final product to your instructor.

Bowlby’s attachment theory Essay

This essay will describe and evaluate Bowlby’s theory of attachment and maternal deprivation hypothesis. The essay will describe the two theories, weighing up the strengths and the weaknesses. It will include supporting research by Shaffer and Emerson, Ainsworth and Harlow, along with criticisms by Rutter. John Bowlby (1907-1990) was a child psychiatrist. He was psychoanalytically and medically trained. In 1945, after returning from serving in the armed forces medical service, he secured a position as head of the Children’s Department at the Tavistock Clinic, London. Believing strongly that the quality of a parent-child relationship has a profound effect on developmental and mental health, he promptly renamed it the department for Children and Parents. While witnessing the distress shown by children separated from their parents or primary care-givers, especially if the periods were prolonged, unfamiliar or in the care of strangers, his ideas surrounding attachment theor y evolved. To make sense of the extreme upset and distress displayed by the young children, Bowby pieced together a range of extraordinary thoughts and ideas from many different sciences. (Howe,D (2011) pg 7-8 ) Influenced by ethological theory, Lorenz (1935) and his study of imprinting showed attachment was innate in young ducklings; this had a huge influence on Bowlby. He believed that attachment behaviours were instinctive and would be activated by any conditions that threatened the child being near his mother or primary care giver and would cause the child insecurity and fear. He also postulated that strangers released an imprinted fear in a child and that survival mechanisms were in built via nature and that babies were born with social releasers. These innate behaviours displayed by the child help ensure proximity and contact with their mother figure, for example crying, smiling, crawling, which in turn stimulate care giving. Bowlby believed that an early bond was a framework for later adult relationships, friendships and parenthood. (Holmes 2011 Pg 62) Attachment is a term which refers to the quality of an individual’s attachment; these can be divided into secure and insecure. To feel secure and safe is to feel attached. To feel insecurely attached can manifest itself into a mixture of feelings towards the attachment figure; dependence and intense love, irritability and fear of rejection. Bowlby suggested that a child forms an initial bond with only one person, this is  called monotropy, and that this care giver acts as a secure base for the child, this attachment is a prototype for all future relationships and disruption of this can cause serious negative consequences in later life. The theory behind monotrophy later led onto Bowlbys formulation of his maternal deprivation hypothesis. Believing that the mother was the single most important figure in a Childs first two years, this being a critical period and any disruption could cause irreparable long term consequences (McLeod 2009). The development of the attachment theory was based around four distinguishing characteristics , these were proximity maintenance, whereby between birth and 6 weeks babies were born pre programmed, safe haven, six weeks to eight months secure base and separation distress. (Malim 1998) Although Bowlby was indeed the integrating force behind attachment theory, Mary Ainsworth, with her grounding in developmental psychology, helped develop and extend Bowlby’s ideas. As founders of the attachment theory they maintained a productive relationship for many years. Mary Ainsworth (1982) carried out a study called â€Å"strange Situation† as a result she identified three types of attachment, secure, avoidant and resistant. Based on a similar study she carried out in Uganda where infants were used to being with their mothers and if the mothers left the room the babies would typically cry uncontrollably, in contrast American babies were used to their mothers entering and leaving the room more frequently. Ainsworth wanted to test the secure base and decided to set up a â€Å"strange Situation† where she could observe babies reacting to their mother’s absence in a stressful environment. In a room filled with engaging toys she observed the infants as t hey explored the new surroundings while their mother was in the room, she then introduced a stranger to increase the stress levels. The infant was then left in the room with the stranger and the behaviour at separation and reunion was observed. (Mooney.C (2010) The results of the study showed that 70% of the infants demonstrated a secure attachment, whereby they trust the mother and were happy playing by the stranger but displayed caution. The child would cry when the mother left the room but was easily pacified on her return. 15% of the children were classed as avoidant, they did not appear to be affected by the stranger and treated the stranger the same as its mother. The remaining 155 were resistant, they did not use the mother as a secure base and became very difficult   comfort, clingy and would not except the stranger. (Malim 1998) Dollard and Miller (1950) suggested that attachment was due to drive reduction. This is described at hunger and cold having a driving force in a child seeking to satisfy its need to be warm and to eat. These discomforts are referred to as primary drives with food and warmth being the primary re-enforcers. The attachment only happens because the child wants the person supplying the food and warmth. This th eory is referred to as cupboard love because of the emphasis it has on food and feeding. However, Schaffer and Emerson (1964) found than fewer than half of the infants they studied had a primary attachment to the person who fed, clothed and bathed them. They carried out a longitudinal study which involved observing 60 babies, at monthly intervals, for the first 18months of their lives. While in their own homes, the children were observed interacting with their carers. If the baby showed separation anxiety after a carer left the room this was evidence for the development of an attachment. They discovered that up to 3 months of age a indiscriminate attachment was formed, this is where the baby is predisposed to attach to any human. After 4 months they form a preference to certain people by learning to distinguish primary and secondary caregivers but except care for anyone. After 7 months they form a special preference for a single attachment figure by looking to certain people for their security, protection and comfort. They show fear of strangers and sadness when separate d from that one special person. After 9 months the baby has formed multiple attachments and becomes increasingly independent, forming many attachments. They concluded that the study indicated attachments were formed with the people who responded to the baby’s signals, not the person they spent the majority of their time with. McLeod,S.A. (2009 Harrow and Harlow (1962) also carried out a study that disproved the theory that attachment was based on food. They carried out an experiment on infant monkeys. They placed them in a cage with two wire mesh cylinders. One was bare with just a bottle of milk with a teat, to signify a lactating mother, and the other was wrapped in towelling to supply comfort. If the supply of food was all that was needed to form an attachment then you would think that the monkeys would have spent the majority of the time with the milk. In actual fact the opposite proved to be true. The monkeys used the   cylinder as their secure base for which to explore, a characteristic of attachment behaviour. This experiment proved that food alone was not sufficient in the formation of attachments. (Cardwell et al pg 117) Bowlby’s second theory was that of maternal deprivation. When an attachment is broken either temporarily, through hospitalisation, or permanently, through death, it is referred to as depr ivation. Sadly, there have also been cases where children have been so badly treated, maybe kept totally isolated, that they have never formed an attachment at all. This is called privation. However, Bowlby failed to differentiate between the two in his maternal deprivation hypothesis. Further studies have suggested that deprivation and privation are quite distinct and that the long term effects of privation are for more severe than the long term consequences of deprivation. Also, that children are far more resilient to early separation than Bowlby originally suggested and he later changed his views. Believing that the relationship between an infant and his mother was crucial to socialisation, especially in the first five years of the child’s life, and that any disruption could lead to emotional difficulties and anti-social behaviour he studies 44 adolescent juvenile delinquents in a child guidance clinic. The aim of the study was to see if the long-term effects of maternal deprivation caused delinquency in the children. He interviewed the 44 boys who had been sent to the clinic for stealing; he then selected another 44 children who had been sent to the clinic for emotional problems and not for committing any crimes. He also interviewed the parents of the children to try and discover if a separation had occurred during the critical period and for how long. He discovered that more than half had been separated from their mothers for longer than six months in the first five years. In the second group only two had been separated. He also discovered that 32% of the thieves showed affectionless psychopathy, meaning they were unable to feel or show affection for others. This was not apparent at all in the second group. Bowlby concluded that the anti social behaviours and emotional problems displayed by the thieves were due to maternal deprivation. However, as the evidence that Bowlby based his findings from were in the form of clinical interviews and the parents were being asked questions retrospectively the evidence may not have been totally accurate. As he also designed and carried out the study himself it could also have been bias, especially as he was responsible for the diagnosis   affectionless psychopathy (.McLeod. S) Goldfarb (1947) carried out a study of a Romanian orphanage; the research involved two groups of children. Group one spend the first few months in the orphanage before they were then fostered. Group two were at the orphanage for three years prior to being fostered; therefore they had littl e opportunity of forming attachments in early life. Both groups were tested at the age of 12 and the children who had spend the longest at the orphanage were the least social, more likely to be aggressive and performed less well on the IQ tests. This study highlighted that early deprivation can be overcome and they are not so reversible and permanent as Bowlby had assumed. Michael Rutter (1972) suggested that Bowlby over simplified the concept of maternal deprivation. He used the term to refer to a separation from an attached figure, loss of an attachment and failure to develop an attachment. Rutter argued that they each had a different effect, particularly in the case of privation and deprivation. Rutter believed that if a child did not develop an attachment that this was privation, whereas deprivation refers to the attachment being lost or damaged. In the case of Bowlbys 44 thieves, Rutter proposed that privation had occurred as they had suffered a series of different carers thus preventing the development of one particular attachment. He suggested that private children did not show distress when separated for a particular figure, showing a lack of attachment. Following his own research of privation, Rutter proposed that it is likely to lead to clingy dependant behaviour, inability to follow rules, to form lasting relationships or to feel guilt. He also found evidence of anti social behaviour, affectionless psychopathy. (McLeod 2008) Genie (reported by Curtiss 1977) was found when she was 13 years old. She had been kept in total isolation all of her life, had suffered severe neglect and had been physically restrained. At the hands of her father she was tied to a child potty in a bare room and punished if she made a sound. When discovered she had the appearance of a child aged 6 to 7, was unsocialised, primitive and barely human. She was unable to walk or talk. Despite intervention and being taken off her parents and placed in foster care, Genie never achieved good social adjustment or language. However, the Czech Twins study – Koluchova (1976) lost their mother shortly after they were born and were cared for by a social agency for a year being fostered by a maternal aunt for a further six months. Their development was normal. Their father remarried but his new wife was excessively cruel to the twins, making them live in the cellar for the next five and a half years and beating them. Once removed from their parents the twins attended a school for children with severe learning difficulties and were later adopted. They went from a state of profound disability to being with peers their own age and later went on to achieve emotional and intellectual normality.( McLeod 2008) To conclude, in the case of Genie, the affects of her isolation proved not to be reversible, however, this could have been down to the fact that she was discovered at the age of 13. The earlier children are discovered, as in the case of the Czech twins, with good support and emotional care, it is possible. One could argue that the twins had each other and were able to form an early attachment. Rutter believed that the affects could be reversed with early adoptions. Whether the affects of privation are long lasting or not is uncertain from the studies and most of the research is around privation. Research on deprivation showed that if care and emotional support was offered, that a reasonable level of recovery could be expected. Bibliography Cardwell, Clark and Meldrum (2008) Psychology AS for AQAA. 4th Ed. London; Harper Collins Publishers Ltd Holmes (1993) John Bowlby and attachment theory, pg 62, East Sussex; Routedge) Howe,D (2011) Attachment across the life course, Hampshire; Palgrave Macmillian) http://psychology4a.com/attach%208.htm (accessed 24th April 2014) Malim,T and Birch, A (1998) Introductory Psychology, Hampshire; Macmillam Press McLeod,S.A. (2009) Attachment Theory http://www.simplypsychology.org/attachment.html (Accessed 24th April 2014) Mooney,C (2010) An Introduction to Bowlby,Ainsworth,Gerber,Brazelton,Kennel & Klaus. St.Paul; Red leaf Press

Social Inequalities a Pretty Womans Perspective - 1169 Words

A Pretty Woman’s Inequality In the movie Pretty Woman, Julia Roberts portrays a hooker struggling in Los Angeles. Richard Gere plays a very successful businessman. They cross paths when Edward (Richard Gere) gets lost while driving around and Vivian (Julia Roberts) is having a â€Å"slow† night on the corner. Edward asks Vivian for directions, and Vivian agrees for five dollars. She takes Edward back to his hotel where he asks her join him for the evening. The next morning, Edward makes a business proposition with Vivian, and pays her for a week to be at his â€Å"beck and call.† As the week progresses the two learn a lot about each other and the people the surround themselves with. In the end, they fall in love. Through out the whole†¦show more content†¦Throughout the film, inequalities between the classes show. Even towards the end when Edward and Vivian are about to part ways. He tells her about buying her an apartment and how she can go shopping whenever she wants to. Its as if he looks at her like a charity case. When Vivian goes shopping for the first time, she goes to a store and the sales associates are very rude and standoffish. They immediately judge her on her appearance and they ask her to leave. Once Vivian becomes more acclimated to the lifestyle, she returns to the store. Since she looks completely different the same woman does not even recognize her and immediately starts to try and wait on her. During the movie, Stuckey attempts to have sex with Vivian in the hotel room. However, Edward walks in, just at the right moment, and fights Stuckey off of Vivian. Even though Vivian is clearly bigger than Stuckey, Edward still has to come to the rescue and defend her. She is a hooker in Los Angeles, she can hold her own. But in this scene she all of a sudden becomes helpless. This is ridiculous; in Vivian’s line of business she must have had discrepancies like this happen. 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