How does an organization become gendered?
When an organization becomes gendered, it means that it is characterized by bias towards a certain or one gender. There is usually a generation of gender inequalities within the place of work, which involves dehumanization and discrimination of workers, especially women or women bodies. The gendered organizations might not consider the women bodies in authoritative positions, or equal shares in the organization. These organizations’ structures do not function under democracy, lack neutrality in processes, norms, rules, assumptions and how the resources are operated. These social biases makes the organization lose focus on its initial objective of achieving its long or short term goals, thus failing in satisfying its general staff and its clients.
How can organizations address inequitable divisions in everyday organizational activities?
Inequitable divisions in an organization can be addressed though an empirical method, that is open and involves interviews with executive employees and personnel in the organization. The method is strictly structured to generate narratives, allowing the respondents to give their own view of operations and how they are conducted around the firm. The information obtained from the respondents is, therefore, reserved for the purposes of examination to obtain facts to be used in the reorganization process. Observation in the workplace can also be conducted to eliminate bias towards a specific gender. This can take place by considering how the styles of work are conducted and the division of labor. Cooperation relationships can be formed to deal with inequality. Communications with customers can be maintained, and also delegating some tasks to specific gender, although considering the ascriptions of the nature. Neutral surroundings can be used to ask people on the general views of the processes and procedures operated by the organization.
What are the popular cultural images that have had the greatest impact on your understanding of identity at work and in life?
There are the social, cultural and behavioral factors that have contributed to the general gender understanding. The social factors the attribute that in the work place, certain jobs, for instance, secretariat positions can only be held by the female and not the male figures. Women bodies are weakened by the cultural believe that view women as lesser beings, and thus, cannot hold major positions in the work place. Additionally, the cultural and behavioral values that the female gender has kept in mind; that they can only follow in authoritative positions but not lead, has impacted to a distinguished understanding at work and in life.
As a “response-able” communicator, how might you communicate in ways that value difference in the workplace?
While communicating in the workplace, there is the direct and indirect ways of conveying meaning. Small talks that can involve joking, body language and its misinterpretation and appearance can greatly value or show difference in the work place. Usage of metaphors and symbols towards a specific gender, space and ambiance, company advertisements or formal letters or even company names can be communication processes that signify difference in the work place.