Women in Organisations
Being a career driven woman, the lecture topic of women in organisation particularly intrigued me to read further on this pointer. I have always preferred a balance of both genders in my discussion groups and project teams for better productivity. This is because women tend to be more emotionally inclined when making work-related decisions whereas men are more objective and egoistic; combining the two distinct qualities proved to be more effective in accomplishing goals. During my time in the LEAD @Taylor’s leadership program, I was randomly placed into a group of only women. Though I had my doubts, these bright and extremely passionate women proved to me that being emotionally driven is not entirely negative; instead it can facilitate successful execution of tasks and build lasting relationships.
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| The all girls team of LEAD @ Taylor's with coordinator, Mr Ronson |
For decades, women have been subjected to two discriminatory challenges: the “glass ceiling” and sexual harassment. The “glass ceiling” refers to a ‘subtle yet strong barriers’ Miller (2008, p.218) that prevents women from climbing the corporate ladder in organisations; although they may be highly educated, competent and qualified. Fortunately in Malaysia, the government has approved a policy that ‘30% of those in decision-making positions in the corporate sector’ must be held by women.
Sexual harassment refers to the ‘unwelcomed verbal or physical sexual advances’ Miller (2008, p.229). Even suggestive sexual comments fall under the harassment category; and may result in a hostile working environment. Hence, it is vital for women to know their rights in the workplace and protect themselves from ill advances.
References:
Miller, K 2008, Organizational Communication: approaches and processes, 5th edn, Wadsworth Cengage Learning, Boston, MA.
Anis, MN 2011, ‘PM: 30% of corporate decision-makers must be women’, Star, 27 June, p.3
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