The team s research suggested the contrary that the higher a woman rose to power the less likely she might be to help other women do the same. According to their studies female tokens in high prestige workgroups showed less of a preference for female job candidates than did female tokens in low prestige workgroups. The findings indicated that tokenism can produce perceptions of threat among token women in power value threat the concern that the token woman is not.
A valued member of the group competitive threat the concern that another woman will be valued more and favoritism threat the concern that supporting another woman will be seen as illegitimate favoritism . But if women comprised the majority of a high prestige workgroup they were much more likely to support and hire other women the study showed. could be Chinese Overseas America Number Data problematic Duguid said adding that organizations can foster gender equality by making it an organization wide issue rather than leaving the problem up to the women. On that note Leah Sheppard a doctoral student at the University of British Columbia discussed the widespread notion that women are obligated to take care of each other in the workplace—more so than men are obligated to take care of female employees.
Anecdotally she noted the public outcry when Yahoo CEO Marissa Mayer disallowed employees from working at home undoubtedly making life harder for many working mothers. But Best Buy adopted a no telecommuting policy a month after Yahoo did and male CEO Hubert Joly faced significantly less media coverage for the move. Sheppard presented findings from several experiments exploring the perception that women are cattier than men. In one experiment participants were divided into groups and asked to assess a series of hypothetical workplace conflicts between two managers.
發表於 2024-3-12 14:02:16
