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The wage gap between men and women is more comprehensively talked about regarding views from each individual perspective. Some people tend to believe the wage gap has resulted because of discrimination on the side of women. On the flip-side, there are those who think it has come as a result of different traits and preferences regarding labor market trends. However, the determinants of the wage gap concerning individual characteristics of employees can be broken down into a few key factors or areas of consideration such as the skills that an employee possesses, how committed they are to their careers, and the amount of intrinsic value that they draw from non-monetary benefits.
Predominantly, the difference in the wage gap has been explained through a few particular lenses of thought. For example, one has to do with the concept of how many hours an individual is more readily able to work. In most cases, men are believed to work for more hours in their workplace as compared to highly-skilled women in similar professions.
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As a result of this, the variable becomes that of differences regarding occupations (and individual preferences of course).
As decades have marched on, there has been an enduring struggle for increased gender equality in workplaces. As it pertains to both genders in the workplace, there has been evidence of an agenda that has the goal of helping men to better understand and adopt practices employed by high-skilled women, and vice versa. However, this behavior change has resulted in some traits that are considered as stereotypical to become more apparent or prominent such as fear or anxiety for women and aggressiveness for men.
For instance, today people believe that gender traits are part of us since they play an influential role in our workplaces. Holistically, men have been discovered to be linear in their thought processes and more narrow in their focus while women have been portrayed to see problems in a more comprehensive manner and thus are able to demonstrate an excellent understanding of a situation without exactly being filled in with all of the important details. Ideally, a balance of both perspectives are applicable. Furthermore, female leaders tend to be more supportive and rewarding as compared to successful men holding similar positions. However, men are judged more positively in areas of delegation and management.
Regarding this, we would say that in a workplace where there is some kind of conflict that it may impose either a positive or negative reaction pertaining to the individuals within that workplace. Notably, a positive result has a weak effect on work-life experience; however, there is no significant impact on job performance. Additionally, in line with an exciting job, scholars have given attention to the strategies that may better facilitate more powerful influence over an employees' sense of impact in the workplace.
I believe that the short answer is yes. If behaviors changed, it would promote more equal and fair employment opportunities for both genders with lesser chance for discrimination. In addition, it may have the opportunity to create potentiality in leadership within the workplace since people will now be able to work having the experience that they possess be more heavily considered. Furthermore, people will tend to and be able to work more readily to achieve the goals of the organization and promote more diversity in the process of doing so.
Gender Behavior Differences and Labor Market Outcomes. (2022, Jun 03). Retrieved from https://studymoose.com/gender-behavior-differences-and-labor-market-outcomes-essay
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