Issues of gender bias have been identified as critical in organizational theory and behavior. Today, there are more calls for equal treatment of both men and women in organizations. It is important to note that the issue of gender bias revolves around several aspects of organizational culture (Rao, Sandler, Kelleher & Miller, 2015). For example, gender bias has been blamed for favoritism with regards to promotions at the workplace and hiring and firing processes. Some jobs are traditionally described as male-oriented. Thus, women hardly ever get employed into those positions regardless of whether they qualify or not. The opposite is also true for jobs that are described as female-oriented. The topic under discussion is very relevant to organizational theory and behavior as it mainly affects corporate culture. The way employees perceive themselves, and others around them will affect their productivity levels (Bingham, 2016). This paper aims at exploring the different types of gender bias in the workplace, and how they affect productivity.
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The topic in question is interesting because even though it is a non-technical aspect of work, it can significantly determine the technical performance of an organization. Whereas there is much work that has been done on gender bias in the workplace, there are fewer studies on the different types of gender bias. Interestingly, I have experienced both types of gender bias (beta and alpha) in two different workplaces. It can be stated that many of the solutions that have been suggested to solve issues of gender bias have not considered the differences between the beta and alpha gender biases (Kant, 2013). Due to this, organizational managers still grapple with issues associated with gender bias. This research study will be my first attempt at discussing solutions to the problem.
The theory of needs and self-actualization by Abraham Maslow has been used by Human Resource enthusiasts to explain general organizational behavior. Schultz and Schultz (2016) argue that indeed, much of the needs that Maslow identifies can be associated with masculinity. Therefore, one can say that the theory of needs and self-actualization supports gender bias in organizations. Suffices to note that the stated approach was developed at a point in time when women were not wholly devoted to working. Today, more women are in the workplace. Thus, there is need to come up with theories that explore the current work and gender dynamics. It is for the stated reason that a research study on the two main types of gender bias is proposed.
The two types of gender bias that are under review are beta and alpha gender bias. Eysenck (2014) explains that beta bias is the downplaying of differences to either favor a particular entity, or suppress another. On the other hand, alpha bias exaggerates differences between the genders and supports the premise that one gender is more superior to another. Knowing the difference between the two is essential to understanding the individual, organizational culture. In turn, creating customized solutions for each organization becomes much easier. Sigmund Freud is famous for supporting the alpha bias, claiming that men and women cannot be treated as equals (Denmark, Rabinowitz & Sechzer, 2016). According to Freud, men have more responsibilities, are more intelligent and put much more effort than women. Thus, they cannot be treated as equals in a working setup.
Acknowledging the different types of gender bias is beneficial to an organization. Indeed, gender bias in its entirety affects organizational performance in one way or another. If not adequately dealt with, gender bias will corrupt corporate culture. Organizational culture is critical in determining the profitability and efficiency of an organization. In turn, employees will not only be demotivated, but high employee turnover will be witnessed. It is crucial to appreciate each employee, regardless of gender, in an attempt to create the perfect work environment. On the other hand, if appropriately dealt with, organizations will be at a much better place to build cohesion within their employees. In turn, employees will be more productive and efficient.
In conclusion, the issue of gender bias, particularly regarding the different types of gender bias, should be addressed in-depth to improve organizational performance. The two types of gender bias, alpha and beta, require different strategies and solutions. If an organization leans towards alpha gender bias, management should come up with strategies for highlighting the similarities between the genders. In so doing, the administration will prove to the employees that what a man can do, a woman can also do, particularly if both have qualified for the same position. On the other hand, if an organization leans more towards beta gender bias, then management should employ strategies that acknowledge the differences between individuals while stressing that those differences do not in any way affect the ability of the involved to do their work as expected. In the latter, decisions should be made with equal representatives from both genders to ensure that all aspects are taken into account. All this will, in turn, lead to a better organizational culture. As a result, there will be improved organizational performance.
Bingham, C. (2016). Employment relations: Fairness and trust in the workplace. New Delhi, India: SAGE.
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Denmark, F., Rabinowitz, C. V., & Sechzer, A. J. (2016). Engendering psychology: Women and gender revisited. New York, NY: Psychology Press.
Eysenck, M. (2014). Fundamentals of psychology. New York, NY: Psychology Press.
Kant, I. (2013). Moral law: Groundwork of the metaphysics of morals. New York, NY: Routledge.
Rao, A., Sandler, J., Kelleher, D., & Miller, C. (2015). Gender at work: Theory and practice for 21st century organizations. New York, NY: Routledge.
Schultz, P. D., & Schultz, E. S. (2016). Theories of personality. Boston, MA: Cengage.