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How Does Gender Affect Job Performance

Gender differences in the workplace are often due to social factors that influence behaviors. Some organizations promote gender diversity and inclusion by encouraging both sexes in decisions and promotions. Others discourage inclusion and promote bias. Gender differences generally add value through varying perspectives. Women may be judged more harshly for behaviors like anger seen as acceptable for men. Women also report facing limiting traits associated with their gender but not inherent, such as lack of confidence. Research finds women are assigned 10% more work but complete the same amount, working harder than men who are given less productive tasks. A book cited found gender differences in perceptions of structure, problem-solving and conflict, with women preferring collaborative work and men independently.

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145 views2 pages

How Does Gender Affect Job Performance

Gender differences in the workplace are often due to social factors that influence behaviors. Some organizations promote gender diversity and inclusion by encouraging both sexes in decisions and promotions. Others discourage inclusion and promote bias. Gender differences generally add value through varying perspectives. Women may be judged more harshly for behaviors like anger seen as acceptable for men. Women also report facing limiting traits associated with their gender but not inherent, such as lack of confidence. Research finds women are assigned 10% more work but complete the same amount, working harder than men who are given less productive tasks. A book cited found gender differences in perceptions of structure, problem-solving and conflict, with women preferring collaborative work and men independently.

Uploaded by

Kayot
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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How does gender affect job performance?

Gender differences in the workplace typically stem from social


factors, which influence the behaviors of men and women. Some
organizations welcome gender diversity and encourage the inclusion of
both sexes when making company decisions and offering promotional
opportunities. Other organizations discourage gender inclusion and
promote bias in the workplace. With most companies, gender differences
add value and varying perspectives to an organization.

 It is usually not acceptable for a woman to be seen to be angry, as


she is regarded as hysterical and out of control, whereas a man can
get away with it.
 When the women described their workplace experiences, there
seemed to be a discrepancy between the behaviors that a man could
demonstrate without negative consequence – and sometimes even
exploit – and those seen as acceptable for women. Outspokenness,
assertion and even anger were ways of behaving that seemed to be
judged differently when coming from a man. For women, there was
the risk of being seen as frightening, aggressive, strident or
disruptive when holding a reasoned but determined position.

 Some people are rather surprised by your achievements and tenacity,


rather than expecting you to do well.
 Some women talked about having limiting traits that they saw as
being associated with their gender – such as an innate conservatism,
perfectionism, lack of self-confidence, risk aversion or an
unwillingness to promote themselves or their achievements. It is
important to note that a number of women rejected the idea of
gender-based traits outright and saw these instead as
personality-based.

 According to Hive, women work 10 percent harder than men in


today's offices. This conclusion is the product of two other statistics.
First, both men and women actually complete about 66 percent of
their assigned work. However, women are assigned 10 percent more
work than men these days — that they achieve the same completion
rate tells us that they're being more industrious.
 Why are women being given more to do? Hive cites research that
finds it has to do with the kind of work allotted them, noting that,
"women are assigned and spend more time on non- promote tasks
than men. These non- promote tasks are any activity that is beneficial
to the organization, but does not contribute to career advancement."
So basically, things men don't want to do are begin handed to
women.

 According to the book, "Managing in the Age of Change: Essential Skills to


Manage Today's Workforce," by Sophie Hahn and Anne Litwin, an
employee's gender can illustrate differences in perception related to
organizational structure, problem-solving style and view of work-related
conflict. Also, differences in individual working style is notable.
 According to the book, women perceive that individual work styles should
be collaborative, where everyone works as part of a whole. Men, on the
other hand, perceive that work should be completed independently without
the assistance of others. Women also tend to be more supportive
managers, whereas men are more direct.

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