Walter Lipman ( 1992 ) applied the word “ pigeonholing ” to perceptual experience. Pigeonholing refers to the generalisation of the features of all members belonging to a certain group. In other words Pigeonholing can be defined as “ the inclination to comprehend another individual as belonging to a individual category or class. ”
Stereotype: Generalizing people based on similar features in one group is called pigeonholing. Stereotypes are standardised constructs of groups. Such as, all females are chatty.
Bias: This is the attitude displayed towards the members of some group merely because they belong to that group. The chief difference is that the attitude is showed by the individual who is prejudiced whereas stereotype is merely generalising.
Discrimination: It involves the existent behaviours towards a group ; for case, halting a female to work, merely because she is a female. If she really gets discharged or does non acquire a occupation based on the gender, so it is favoritism. ( Friedman, 2007 )
Stereotypes can be either positive ( e.g. “ Black work forces are good at hoops ” ) or negative ( “ adult females are bad drivers ” ) . But most stereotypes tend to do us experience superior in some manner to the individual or group being stereotyped. Stereotypes ignore the singularity of persons by painting all members of a group with the same coppice. Some stereotypes include Gender, race, ethnicity, race etc. ( Friedman, 2007 )
Gender Stereotypes: A gender stereotype consists of beliefs about the psychological traits and features of work forces or adult females. Gender functions are defined by behaviours, but gender stereotypes are beliefs and attitudes about maleness and muliebrity. The constructs of gender function and gender stereotype tend to be related. When people associate a form of behaviour with either adult females or work forces, they may overlook single fluctuations and exclusions and come to believe that the behaviour is necessarily associated with one gender but non the other. Therefore, gender functions furnish the stuff for gender stereotypes. Gender stereotypes are really influential ; they affect conceptualisations of adult females and work forces and set up societal classs for gender. These classs represent what people think, and even when beliefs vary from world, the beliefs can be really powerful forces in judgements of ego and others, as the headline narrative for this chapter showed. Therefore, the history, construction, and map of stereotypes are of import subjects in understanding the impact of gender on people ‘s lives.
The company selected for the research is Oil & A ; Gas Development Company Limited ( OGDCL ) , which was created under an Regulation in 1961, to set about comprehensive exploratory plan and promote Pakistan ‘s oil and gas chances. In 1997, it was converted into a Public Limited Company and is now governed by the Companies Ordinance Act 1984. OGDCL ‘s caput office is in Islamabad. The publicity standard in every section of OGDCL is as follows:
There should be a vacant station in the channel of hierarchy
There should be no disciplinary action against the person
There should be no instance pending on the person
The person should hold spent 3-5 old ages in his bing class
Performance evaluation should be ‘Good ‘ , ‘Very Good ‘ or ‘Outstanding ‘ , single holding evaluation below ‘Good ‘ will non be eligible for publicity.
The person should run into the needed making and experience for that occupation.
The per centum rating of basic publicity standards has been shown in Table 1.0 in Appendix – A. The publicity within any section is processed through certain stairss. The flow chart for promotional procedure has been shown in Appendix – Bacillus.
The intent of this survey is to find whether gender stereotype effects publicity of female employees in organisations. To prove the hypothesis, Oil and Gas Development Company Limited is chosen. This survey is conducted to happen the grounds adult females being promoted less as compared to work forces. It will besides foreground the grounds behind gender favoritism in organisations.
Heilman, ( 2001 ) proposed that gender stereotypes and the outlooks they produce about both what adult females are like ( descriptive ) and how they should act ( normative ) can ensue in devaluation of their public presentation, denial of recognition to them for their successes, or their punishment for being competent. Research has shown that despite bring forthing the indistinguishable work merchandise, a adult female ‘s work is frequently regarded as inferior. In fact, there have been many probes in organisational psychological science that attest to the fact that unless the quality of the work merchandise is irrefutable, adult females ‘s achievements are undervalued as compared to those of work forces.
Stereotypes signifier an image of a certain type of people due to conventional image in society, their sentiments, beliefs or visual aspects. Due to this construct, stereotype dainties all those who fit the standards in the same manner. Gender stereotype dainties people harmonizing to his/her image of that gender. A stereotype that obstructs adult females ‘s calling promotion in the workplace are of the sentiment that adult females ‘s function is to supplement adult male ‘s work. Womans are supposed to take attention whereas work forces take the charge ( Dodds, 2006 ) .
Gender individuality theory:
Gender individuality theory was presented by Sigmund Freud ( Bland, 2003 ) believing that gender individuality develops during phallic phase of development, a individual ‘s interior feeling of being male or female, normally developed during early childhood as a consequence of parental raising patterns and societal influences and strengthened during pubescence ( Hetherington, 1965 ) . Gender function is defined as the behaviours, outlooks and general maps defined by society as masculine or feminine, which are embodied in the behaviour of the single male or female and culturally regarded as appropriate male and female.
Theories about gender individuality:
Psycho dynamic theories
Psychoanalytical: emphasizes interior psychic struggle of kids alternatively of external force per unit area e.g. Freudian construct of Oedipal struggle ( Mitchell & A ; Black, 1995 )
Cognitive-developmental: emphasizes phases of mental development. E.g. Lawrence Kohlberg ‘s theory states that “ kids are about necessarily led by their ain cognitive processing to take gender as an forming rule of societal regulation that governs their ain and their equals ‘ behaviour ( McManus, 1999 ) .
External theories: emphasizes on what civilization does to persons
Socialization or societal larning theory: emphasizes the difference of different larning environment particularly of kids but sometimes grownups as good
Imitation of theoretical accounts and illustrations they see in society
Response to wagess for gender appropriate behaviour and unfavorable judgment or penalty for gender inappropriate behaviour ( from equals every bit good as grownups ) ( McManus, 1999 )
Gender-schema theory: merges cognitive- development and societal acquisition theory. Schema are internal cognitive webs ( shaped by socialisation ) that organize and steer single societal perceptual experience, gender scheme are cognitive webs associated with construct of masculine and feminine. High gender schema single tend to form many of their ideas, perceptual experiences and rating harmonizing to gender stereotype and symbols.
Research shows that three old ages old kid have already begun nonliteral or metaphorical significance of gender ( McManus, 1999 )
Social – structural or situational theories ; emphasizes structural restraint on kids and grownups ( fact that work forces and adult females are different and unequal places in societal constructions )
Unconscious favoritism: people may non be cognizant that they are know aparting or being discriminated against- it is rather hard to O.K. favoritism has occurred ( McManus, 1999 ) .
Identity building theory: emphasizes single personal and witting committedness to a self-image of ego. Cassell ( 1996 ) says that adult females by and large lack traits of leader, as they endorse values like relentless, concerted, and dependant. Harmonizing to Loden ( 1985 ) they lack the demand for control. Due to the sort and altruistic nature of adult females, they are unable to do a good director.
Ornstein ( 1997 ) negotiations about two major manners of consciousness: analytical and holistic. Analytical is to see each facet of the state of affairs. All parts of the state of affairs are considered in sequence, whereas, holistic agencies seeing the whole state of affairs at one time. Analytic suits work forces better and holistic suits adult females better.
Any female colleague is left entirely in the concern web every bit good as societal web. It is hard to get the better of this ‘old-boy web ‘ . However, since globalisation is at its extremum now so, concerns who adapt planetary leading theory are able to interrupt the ‘old-boy web ‘ .
As the “ Doctrine of two domains ” by Lewin says that work forces and adult females diverge in involvements. Work forces have their separate countries of involvement and adult females at that place. Work force are supposed to make manfully outside plants and adult females stay at place and manage it.
Deficit theory says that female shortage features disallow them to play traditional masculine functions. Changing planetary scenario has besides influenced the credence of females as economic spouses but still they have mostly been forgotten as associates of the economic determination doing procedure.
Their work acknowledgment is negligible while their engagement is encouraged in the labour force as females are considered more suited for back uping staff.
In Developing states like Pakistan male directors perceive females as weak animal, less capacitated to manage emphasis at workplace ( Akram, Padda, Khan, & A ; Husnain, 2011 ) .
Stereotypes are said to hold a traditional image toward a certain object, individual or phenomenon etc. and these beliefs, about features of adult male and adult females are lasting and are proved to be immune to alter.
Harmonizing to Dodge, Gilroy & A ; Fenzel, 1995 ; Leutow, Garovich, & A ; Leutow, 1995 ) Male and females are thought to be different both in footings of achievement-oriented traits referred as agentic and in footings of social-and-service oriented traits referred as communal.
Bakan ( 1966 ) said males are characterized by aggressive, forceful, Independent and decisive traits whereas females are characterized as sort, helpful, sympathetic and concerned for others
Heilman, Block, & A ; Martell, ( 1995 ) during survey they found female directors efficient and more decisive than general females but still they were rated lower than their opposite numbers. It was merely when female troughs were considered as extremely successful that this gender difference in trait word picture was found to slake. But, increased presence of female in the work force and their premises of new functions do non look to prevent gender-stereotype perceptual experiences.
Harmonizing to Medline E. Heilman ( 2001 ) Gender stereotype can impede females from traveling up the ladder as the executive degree occupations are ever considered to be masculine. It means these occupations are considered for people who are tough, important with more decisive powers and more accomplishment oriented which are considered male features. So the top degree occupation description is constantly defined as masculine based upon factors like work sphere and specific country of direction. Certain findings and research indicate that a description of a good director is attributed by Masculinity.
Queen bee syndrome: designed by G.L Staives in 1973 describes adult females in place authorization who views and handle subsidiaries more critically if they are female. This has been documented by several surveies. In another survey scientist from university of Toronto speculate that queen bee syndrome possibly the ground adult females find it more nerve-racking to work with a adult females trough. No difference was found in stress degree of male workers
Womans carving out a calling in a male-dominated environment might anticipate there is one thing guaranteed to work in their favour – a female foreman. But surprisingly it is more likely to bust up a adult female ‘s publicity chances. Alternatively, adult females who do interrupt through the glass ceiling are more likely to assist out their male subsidiaries than female 1s. Research shows work forces who report to a female director acquire much more mentoring and support than their female co-workers.
In concern environment a queen bee may besides mention to adult females in upper direction who advanced in ranks without the aid of any type of affirmatory action programs. Many of these adult females tend to be politically conservative. They chose non to publically place with feminism. They frequently see others normally immature adult females as rivals and will decline to assist them progress within the company preferring to mentor a male alternatively of a female employee. Some queen bees may actively take stairss in impeding adult females ‘s promotion as they see her as a direct rival.
The findings, published in the diary Social Science Research, add to old grounds that the alleged Queen Bee syndrome can be a major obstruction to adult females mounting the managerial ladder ( Weiss, 2009 ) .
Hiring and publicity determinations in an organisation are based on trial tonss, certificates and senior status. However, in some instances it is based on subjective standards such as an interviewer ‘s feeling that the employee is fit for occupation or non and manager’s/ supervisor ‘s recommendation. Objective standards show less gender favoritism. If choice is based on validated trials of cognitive abilities so it shows that normally work forces and adult females are hired at the same ratio. Subjective standards show a important difference in the ratio of male publicity against female publicities. ( Cleveland, Stockdale, Murphy, & A ; Gutek, 2000 ) .
The most common stereotype about adult females are that they are less efficient and have inferior dialogue ability. Stereotypes in organisations disregard portents and do non see them worthy of a higher place in the organisational hierarchy ( Galinsky & A ; Thompson, 2002 ) .
Pull offing diverseness in workplaces requires in-between and top direction to make an environment where all employees can win and turn. Even if the organisation succeeds in engaging non-prejudiced directors, stereotype in the broader society will still be. Every occupation and employee are ranked by others. If it is judged by a stereotype, the rating will be clouded by gender favoritism. As a consequence, adult females will non be given certain type of undertakings such as related to Mathematicss because they are thought to execute ill in Mathematics. Stereotypes are unwilling to rethink their attitude towards others, . They justify their bias and prevent people of stereotypic groups from wining in activities and Fieldss ( Roberson & A ; Kulik, 2007 ) .
The research survey aims to happen the how gender stereotype consequence publicities in an organisation. This consequence of gender stereotype has merely been observed for the female employees working in the organisation. By and large, it is perceived that adult females are more affected by the gender stereotypes in any organisation.
In order to understand the relationship of gender stereotype and publicity, variables have been defined. Variables are qualitative. Variables are categorized into independent and dependent variables ( Kumar, 2005 ) .
( Dependent Variable )
( Independent Variable )
Gender Stereotype is the independent variable and publicity is dependent variable. However independent factor is non wholly independent, there are many sub factors that affect gender stereotype. Similarly publicity of employees is non entirely dependent on pigeonholing.
Gender pigeonholing reflects behaviours and beliefs, gender function attitude and judgement of abilities. Several factors considered as a stereotype in typical organisations have been observed. For illustration, people particularly males in the organisations think that adult females are non capable of doing effectual determinations so that ‘s why they are non promoted to higher degrees of direction. Similarly, adult females are non considered good in team-work, analytical accomplishments, openness, etc.
The hypotheses have been developed as follows:
H0: Gender Stereotype consequence publicity of adult females in organisations.
H1: Gender Stereotypes do n’t consequence publicity of adult females in organisations.
Purpose of Study:
Both dependent and Independent variables are known, and the intent of research is to explicate the factors which affect the dependant variable. The research is therefore descriptive in nature.
There are attacks for the research ; one is deductive ( proving theory ) and inductive ( constructing theory ) . This research is based on deductive attack in which logical thinking is processed through general statement. A theory is confirmed through hypothesis ; which is proved true through observations. The theory is proven by statistical appraisal made by outcome-oriented questioned asked from sample population.
Type of Probe:
As the intent is designation of the relationship between dependant and independent variables, this a correlativity survey which attempts to depict the relationship between variables.
Extent of Intervention
The research survey is correlativity and has been conducted in natural environment. The research worker intervention has been minimum.
Unit of measurement of Analysis:
The survey is based on gender stereotype among organisational employees. For this intent the units of analysis are “ Individual females ” working in OGDCL regardless of the gender.
As the informations have been collected merely for one clip, this is a cross-sectional survey.
Sampling & A ; Sampling Procedure
The research has been conducted in “ OGDCL ” caput office. Respondents under the chief focal point of research were employees from different cells of the organisation which can stand for the whole organisation. Therefore, Non-Probability “ Convenience ” Sampling has been adopted for the sample choice. Convenient sampling was used to place the sample easy available to supply relevant information. Number of employees selected are 18.
The methodological analysis used for aggregation of informations from giving sample was through “ semi-structured interviews ” . Saunders et al. , ( 2009 ) explain that in Semi-structured interviews the research will hold a list of subjects and inquiries to be covered, although these may change from interview to interview. The order of inquiries may be varied depending on the flow of the conversation. During the interviews for research, along with altering the sequence of inquiries based on conversation, extra inquiries were besides asked to examine farther into the issue. These interview conversations were recorded and so narrated for analysis. A transcript of the interview inquiries has been attached in the appendix-c.
The questionnaire was developed on the footing of subject of research. First and first, the inquiries revolve around gender favoritism. They were designed in such a manner that they can supply significant and meaningful informations. The inquiries were non general, they were company particular.
Data aggregation process
Data was collected by utilizing interviews and questionnaires. Interviews were scheduled with the selected sample of employees from different sections. The employees were selected from seven different sections and appellations to roll up a dependable information. Questionnaires were distributed among employees of different sections. Purpose of the survey was besides explained to them.
DATA ANALYSIS, FINDINGS & A ; RESULTS
Most employees of OGDCL find the working environment of the organisation to be comfy and non-threatening. 38.8 % employees find the working environment to be really comfy to work. Harmonizing to the analysis, 72.2 % employees agree that they have equal opportunity of calling development in OGDCL regardless of their gender. But, 27.7 % are of the sentiment that male and female staff does non hold equal opportunity for the growing of their calling due to favoritism.
This might be due to dissatisfaction of employees about their public presentation rating. Merely 61.11 % employees from sample population were familiar with the standards on the footing of which their public presentation is step. Whereas, merely 16.6 % are of the sentiment that they are satisfied with the public presentation rating standards of their organisation. However, 77.7 % employees of sample population responded that publicities id OGDCL is based on trial tonss, senior status and certificates. Trainings play a really indispensable function in the advancement of any employee ‘s calling. 50 % of the sample population agreed that OGDCL provide equal preparation chances to both male and female whereas 27.7 % employees said that they neither agree nor disagree to this statement and 22.2 % employees disagreed.
Motivation is really indispensable for efficient public presentation of the employees. When employees their feedback, they try to better public presentation because feedback tells them what they did right and what went incorrect. Harmonizing to the research, 44.4 % sample population said that feedback of their perforce is shared with them to increase motive but 38.9 % say that no feedback is provided.
Due to absence of feedback, employees do non believe that the employee who is promoted is promoted on the footing of his or her public presentation. Survey besides shows that 38.8 % employee say that male employees openly show their disliking for female employees who promoted. Besides, 38.8 % employees believe that male employees do non act in this mode. Though, important per centum ( 22.2 % ) of employees neither agreed nor disagreed with the statement.
In this male-dominated society, it is seems really hard for male employees to work with female employees as their higher-ups or foreman. Research shows that 33.3 % employees believe that rate of publicity of adult females in their company is every bit compared to work forces whereas 55.5 % employees think otherwise.
83.3 % employees believe that OGDCL provide a really favourable environment for female employees to come on in their field of work. Half of sample population besides says that directors back up female employees who are competent and promote on the footing of their capableness and accomplishments. Research besides shows that 38.8 % employees agree and the same per centum disagree to the statement the work forces do non waver to demo their disliking if a female employee is promoted alternatively of male employee.
50 % employees showed impersonal response when asked about employees declining to take orders from a female foreman. On the contrary, 61.15 % of the sample population says that female foreman or supervisor is more well-thought-of by her employees than the male supervisor. They besides believe OGDCL does non hold gender favoritism issues.
CONCLUSION & A ; RECOMMENDATIONS
The gender spread exists in the corporate universe and adult females suffer from gender-based stereotypes. Based the theoretical model, research and analysis we conclude that gender stereotype sing females does be to some extent. It ‘s due to implicit stereotypes that employees step in the work force with a mentality that a adult male is ever the 1 who leads. ( For case, a kid learns from childhood that male parent is the caput of the house, or elder brother does most of the determination ) The interview session and observation concludes that females do fall victim to gender pigeonholing in respects to publicity. Although such instances are non on the record, nevertheless, many facts were collected through research that males are promoted more vs. females because they are thought to be more analytical and undertaking oriented as opposed to females who are considered to be intuitive, communal, and collaborative. Due to the male dominated work environment, females face hurdlings in their publicity. They need to be outstanding and interrupt into the old-boy web, in order to take a measure closer to their publicity.
In order to hold a positive productive environment at workplace, there must be an equal position for adult females and work forces. Therefore, they both work towards accomplishing ends of the company instead than concentrating on how non to be stereotyped. Following are the suggestions:
Device a just public presentation analysis method for employees
Promote female employees with supportive environment
Take action against complains of gender favoritism
Provide feedback to employees after public presentation rating
Supportive Environment for females
Diversity preparation is exactly the type of intercession and witting attempt needed to advance alterations in gender stereotypes. Not merely did diverseness instruction lead to a lessening in straight reported, expressed stereotypes are thought to be more stable and abiding associations because they have been learned through old ages of environmental influences ( kawakami & amp ; Dovidio, 2001 ) . If such associations can be unlearned through diverseness preparation so it is possible that gender stereotypes may be altering as a consequence of direct intercessions.
In 1990 ‘s the corporate universe started utilizing diverseness preparation in order for a better credence of adult females and minorities in the work topographic point. ( Erick Erickson ) . It fundamentally includes talks, pictures, role-playing games, etc. Diversity preparation should be a lasting portion of the corporation. OGDCL should besides implement such steps through which pigeonholing against adult females is eradicated. The top direction demands to be the portion of these activities and preparation so the the employees take this affair earnestly.
Training and Development Sessionss:
Training and Development Sessionss should be held irrespective of any managerial duties. These Sessionss could be helpful for OGDCL ‘s staff in altering perceptual experiences, attitudes, and behaviours that are learned through anterior acquisition or through external cultural facets.
T & A ; D Sessionss are collaborative, therefore it involves squad undertakings. Working in squads would do employees larn how non to be biased towards adult females. Employees would admit females and their cognition of staff in their field of work. These Sessionss do non merely discourse gender stereotyping, but extra tools are besides discussed so that employees learn about overall a positive work environment. Additional tools could be communicating accomplishments, listening accomplishments, etc.
It is imperative for the host of T & A ; D Sessionss to make a positive first feeling of the Sessionss. Harmonizing to a survey, the initial impact of the first five proceedingss will be given to stay throughout the preparation session. The whole session will travel positively if the first five proceedingss turned out be a positive influence and frailty versa. ( Michael Moskowits ) . First feelings are created the first clip, therefore there is no 2nd opportunity to it, and therefore OGDCL must take a trainee thoughtfully and sagely.
Interrupting the ice between employees
We truly necessitate to educate employees that a adult female can be a better leader. All the employees who were interviewed, at different degrees at different appellations, shared the position that they would prefer to hold a male foreman. This would fall under “ interrupting the ice ” . Interrupting the ice implies acquiring to cognize each other in a better manner. The focal point is to give the chance to the employees to acquire to cognize each other and to interrupt down interpersonal communicating barriers, and finally accept each other on the appellations or to-be appellations. This could be enhanced by depicting each other ‘s qualities and positive traits that each employee carries. Hopefully, this leads to a positive result and employees learn that proficient accomplishments can put work forces and adult females on an equal terms
Womans need to expose an attitude of ‘I do n’t care ‘ . Womans need to recognize that being adult females it is strength. They should travel with a ‘go to hell ‘ attitude. Women should take it as a war if needed in state of affairss of stereotypes. They should larn how to be make bolding adequate to take a measure for themselves. But so, the statement arises as this is east and precedences are set away based on civilization, faith, prior larning etc. in order to integrate that attitude we have got to make tutorials on adult females excessively so they should cognize how to stand up for themselves. Therefore, calling oriented adult females should be make bolding adequate to contend when they fall victim to gender stereotyping.
Monitoring and Evaluation:
There should be equal gender-disaggregated monitoring and rating. This implies that employees should practically use all the erudite behaviours, through Sessionss and tutorials, to the corporate universe. In order to be certain that they are integrating the positive attitude there should be a proper monitoring and rating. For case, employees could be evaluated through trials. A sample trial could be if a image of adult females is shown so do employees snap the ‘strong ‘ button or the ‘weak ‘ button vs. if a image of a adult male is shown so do they snap the ‘strong ‘ button or the ‘weak ‘ button? Normally people tend to hit a weak button when shown a image of a female.
Furthermore, there should be an rating every bit good on regular footing after some clip intervals to see if there has been betterment in the attitude, behaviour, and perceptual experiences.
“ When a adult male finds a occupation, his jobs end. When a adult female finds a occupation, her jobs start ”