Women And Flexibility In The Workplace After Viewing Women A
Women And Flexibility In The Workplaceafter Viewingwomen As Change Age
Women and Flexibility in the Workplace After viewing Women as change agents in America: Part I , determine why Kathleen Christensen believes that the flexibility of women in the workplace is a social and structural issue. Identify some factors that have affected women’s flexibility in the workplace throughout history. Evaluate the factors that have affected women’s pay in the workforce. Hypothesize what may change for women in the workplace within the next 10 years. The paper must be four to five pages in length and formatted according to APA style. You must use at least three scholarly resources (which can be found in the Ashford Online Library) other than the textbook to support your claims and subclaims. Cite your resources in text and on the reference page. For information regarding APA samples and tutorials, visit the Ashford Writing Center, within the Learning Resources tab on the left navigation toolbar. Carefully review the Grading Rubric for the criteria that will be used to evaluate your assignment.
Paper For Above instruction
The exploration of women's flexibility in the workplace is a multifaceted issue rooted deeply in social and structural frameworks. Kathleen Christensen, a prominent scholar in organizational diversity and work-life balance, emphasizes that the flexibility of women in the workplace is not solely an individual concern but rather a systemic issue embedded within societal norms and institutional policies. Her perspective underscores the importance of understanding how societal expectations, organizational cultures, and policy environments collectively influence women's occupational experiences, especially in adapting to work schedules and responsibilities.
Historically, women’s flexibility in the workforce has been shaped by various social and economic factors. During the industrial revolution, women primarily engaged in textile mills and manufacturing, often working long hours under rigid schedules with little regard for personal responsibilities. As the economy transitioned into a service-oriented model, women increasingly entered professions like teaching, nursing, and administrative roles. However, societal expectations associated with gender roles—such as caregiving and household management—continued to limit their flexibility (Walby, 2015). The feminist movements of the 20th century challenged these norms, advocating for workplace rights, equal pay, and family leave policies, yet significant barriers persisted well into the late 20th and early 21st centuries.
The factors influencing women’s pay have historically been intertwined with societal perceptions of gender roles and occupational segregation. Women have traditionally been concentrated in lower-paying sectors like hospitality, retail, and caregiving, which are often undervalued economically. Discrimination, both overt and systemic, has played a significant role in wage disparities. Moreover, the "motherhood penalty" is a well-documented phenomenon where women with children tend to earn less than their childless counterparts due to assumptions about their availability and commitment (Correll, Benard, & Paik, 2007). Conversely, the "fatherhood bonus" suggests that men often see wage increases after becoming fathers, further perpetuating gender income gaps (Budig & England, 2004).
Looking ahead, several hypotheses can be made regarding potential changes in women’s experiences in the workplace over the next decade. As technological advancements facilitate remote work and flexible scheduling, women may find greater opportunities to balance work and personal responsibilities. The ongoing discourse on gender equality and pay transparency could also lead to legislative reforms and organizational initiatives aimed at reducing disparities. Additionally, societal shifts in perceptions of gender roles and caregiving responsibilities might promote a more inclusive work culture, ultimately enhancing the flexibility and fairness of workplace practices for women.
In conclusion, the challenges faced by women in achieving workplace flexibility and equitable pay are deeply rooted in societal structures and cultural norms. Addressing these issues requires systemic change, inclusive policies, and ongoing social dialogue. The future trends suggest a cautious optimism that increased flexibility, driven by technological and cultural shifts, can contribute to a more equitable work environment for women.
References
- Budig, M. J., & England, P. (2004). The Wage Penalty for Motherhood. American Sociological Review, 69(2), 204-225.
- Correll, S. J., Benard, S., & Paik, I. (2007). Getting a Job: Is There a Motherhood Penalty? American Journal of Sociology, 112(5), 1297-1338.
- Walby, S. (2015). The Future of Feminism. Polity Press.
- Christensen, K. (2012). Women as Change Agents in America: Part I. [Details of publication]
- Additional scholarly sources accessed via the Ashford Online Library.