DB1: Damonda C
RE: Special Issues
Women do not earn as much as men because women are working lower rank positions, with less authority than men. This is due to the employer’s view of women when it comes to culture, sex stereotypes, maintenance of male gain, and discrimination (Barnett, & Hyde, 2001).
Less than 10% of Americans have a different sex collaborating with them doing the same job, same location, same shift. Employers attach the word gendered by using gender as a verb, and this gives males an advantage over females. Tasks are assigned based on gender. Some cultures devaluate women and they pay them less than they pay men. An example of this is that American male dentists get paid more than women dentists (Barnett, & Hyde, 2001).Discrimination in the workplace happens when two different genders, race ethnicity, or sexual orientation work the same job and level of skills, but one is paid more than the other. Men earn 20% more than women do (Brown, 2016).
Women are held to a higher standard than men, therefore they are not viewed as managers. Men are viewed as masculine and are based on their aggressiveness and strength Some hiring manager biases allow them to not see women as managers and do not see them as being able to succeed. Other hiring managers feel that women hold themselves back by underestimating and not self-promoting themselves. Some women will not apply for senior roles within their workplace. They intend to focus on the skills they don’t have instead of emphasizing the skills they do have. Women rate their performances about 33% lower than men performing the same jobs. Some women feel obligated to push on their record, while men can compete on their vision (Bishop, 2022).
When it comes to careers in politics women enter this field later in life because they spend more time building their experiences, successes, and recognition before they feel they are a valued candidate (Bishop, 2022).
Many times, women are paid less than men because of biases. According to (Bishop, 2022), the focus should be on debiasing the system instead of depending on the people to remove their biases themselves.
Women’s lifestyle issues seem to interact with career issues more often than men because they are more likely to take career breaks than men, sometimes due to their priorities as a caregiver. (Bishop, 2022). During COVID women experienced domestic violence, sexual exploitation, forced marriages, and pregnancy. There were 55% more women unemployed versus 13% of men that were unemployed. In a survey done, 53% of women reported mental health issues compared to 37% of men. More women areworking on the frontline as healthcare workers, working in the service industry, and, primary caregivers than men, this made them more prone to get the virus and suffering health issues. Although women were getting paid less than men their lives and health were also impacted more (
Caprino
, 2020).
Today more fathers are home full-time, but women are still the majority of caregivers. Women who are unpaid caregivers perform 76.2% of total hours of unpaid work, which is three times as much as men who are unpaid caregivers (Caprino, 2020).
Reference
:
Barnett, R. C., & Hyde, J. S. (2001). Women, men, work, and family: An expansionist
theory. American psychologist, 56(10), 781.
Bookshelf: Career Information, Career Counseling and Career Development (vitalsource.com)
.
Brown, D. (2016). Career information, career counseling, and career development. (11
ed.). Upper Saddle River, NJ: Pearson.
Bishop K. (2022). Proof versus potential: Why women must work harder to move up.
Proof versus potential: Why women must work harder to move up – BBC Worklife
Caprino K. (2020). How The Pandemic Is Negatively Impacting Women More Than Men, And
What Has to Change.
How The Pandemic Is Negatively Impacting Women More Than Men, And What Has to Change (forbes.com)
Autumn K
RE: Special Issues
Professor and Class,
Based on this week’s reading from Brown (2017), we learn that women make 20% less than their male counterparts in the United States. This can be attributed to gender bias within the workplace and discrimination against women, especially in male-dominated work settings. Brown (2017) describes that discrimination in the workplace occurs when two people of different sexes, race, ethnicity, or sexual preference do the same job at the same level of competency but one is paid more. One reason can be attributed to the religious historical roots defining what work means. In the readings by Brown (2017), work was originally viewed as punishment. Many early Christians were offended at the ideology of work. During the period of Reformation in the 16th century, individual freedom and by the rule of law, emphasizes that working hard became of high importance. Historically, women’s roles have been those of raising children and maintaining the home environment. Brown (2017) further adds that many women prolong their careers due to starting families. As more research and developing technology advance, women are advancing in becoming more adept at balancing both their family and careers. In fact, Brown (2017) states that women have higher verbal and math ability when compared to men. Furthermore, more women hold college degrees when compared to men which could be attributed to an increase in self-awareness over the decades.
Another example this reader thinks about when discussing gender or lifestyle issues women face in the workplace is becoming pregnant while on the job and accessing the Family Medical Leave Act (FMLA). Women are protected under FMLA as to ensure they can retain their current employment while raising infants. The balancing act for women can be exhausting and cause anxiety for some women that have a limited time between 6-8 weeks of excused, unpaid time off. This writer has experience with using FMLA when my twins were born. I was able to take 8 weeks of approved FMLA as my job was protected up to one year of employment. Although taking the 8-weeks was ideal and greatly appreciated, it was difficult to shift from raising premature infants to full-time employment. After the return to the workforce, women continue to find it cumbersome to juggle the sleepless nights and unexpected events that can interfere with employment. Exposures to stressors in a given domain such as work and coming home to an infant might lead to fatigue, irritability, or preoccupation with those problems, therefore limiting one’s ability to meet the demands of home life, which can lead to work-family conflict (Alqahtani, T.H., 2020).
Lifestyle issues that can interfere with women in the workplace include the traditional roles of society that women take on the bulk of family responsibilities and remain the primary caregivers for children and the elderly (Alqahtani, T.H., 2020). Women are considered in a traditional role of caring for the household needs, irregardless of employment. An example of this could occur when the infant is sick at daycare. Feelings of guilt in dealing with multiple roles in the family can attribute to conflict and stress (Alqahtani, T.H., 2020). This stress in roles can cause women to leave work or take leave from work for stress-related issues. Furthermore, most women reported that they would give up their free time and reduce the amount of sleep so that their children did not feel any adverse effects of having a working mother (Alqahtani, T.H., 2020).
Reference:
Alqahtani, Tahani, H. (2020). Work-Life Balance of Women Employees
Brown, Duane (2017). Career Information, Career Counseling & Career Development
, 11th ed. Pearson Learning Solutions
DB2: Autumn K
RE: Need for Career Services
Professor and Class,
The need for career development services has drastically increased over the past half century due to several reasons. This writer believes that understanding the history of career development is an important factor in the fight for social justice. Dating back to the earliest past century, as immigrants entered the United States, many required jobs to meet their basic needs such as shelter, food, clothing and create a sustainable life for themselves and their families. Based on the readings of Brown (2017), the development of industries by social reformers promoted industrial education and advocated to fight for legislators to incorporate vocational training into edcuational institutions. The Smith-Hughes Act in 1917 created the foundation for granting vocational education into public schools. Fast-forward to the 1970’s when advocates paved the way for the development of Career Education in public schools that became federally funded. Brown (2017) further contends that the U.S Supreme court ruled in the case of Plyer v. Doe that all migrant children have the right to a K-12 education. Due to the oppression and marginalization of immigrants, the need for school counselors became widely recognized. Career development is best described as a lifelong process. The process involves psychological, sociological, educational, and economic & physical factors that blend in order to influence the career choice of an individual (Brown, 2017). Attitudes and values also have a noteworthy impact on career-decision making from a cultural perspective.
Career interventions were developed and aimed at enhancing the aspect of a person’s career development including the influence of an individual’s values and ethics. Brown (2017) highlights the development of these interventions through understanding career guidance and career counseling. Career guidance is a traditional method using researched based interventions initiated by organizations such as APA, NASP, ASCA, and ACES. An example of these would be found in a high school guidance curriculum which systematically relies on a standard rubric to disemminate career information, enhances slef-awareness, offers career planning courses, and job placement. Brown (2017) identifies career counseling as an individual or groups seeking assistance with a career choice or career adjustment issues. This process entails gaining rapport with the client(s), assessing the nature of the problem, goal setting, intervention, and termination. Once rapport is established, this method allows the client to select a career, increases the certainty about their career choice that may have developed prior to counseling, and enhances self-awareness and self-understanding. Clients may be able to realize there are more occupation options and counselors can work on strategies for making adjustments with both career and life roles. This writer agrees with the theory by Super who maintains that career counseling and personal counseling are interconnected and both are essential for life fulfillment.
Social justice identifies that all persons, regardless of ethnic origin, gender, social status, race, or religion, are to be treated equally. The overarching assumption is that each of us work together to improve our institutions as tools to empower personal development, promote economic equality, and ensure social fairness (Brown, 2017). Socially just practices are considered the actions that contribute to the advancement of society and advocate for equal access to resources for the marginalized or less fortunate individuals of society. Understanding and promoting prosocial work values is an example of advocating social justice for the underserviced population. Career counselors who can understand the history of disenfranchized individuals by addressing inequality and injustice can promote prosocial values into working with clients. By supporting prosocial values, clients can feel the work they do promotes the greater good and can help them find meaning and value in their work. Dik, Duffy, & Steger (2012) note that prosocial values can increase motivation in the workplace and can lead to personal benefit. Examples include individuals who perceive their work in helping or servicing others to be helpful and feel a sense of personal satisfaction may be highly motivated to pursue a career in the counseling field. Counselors can also support their clients as change agents in order to promote social justice. An example of this is a loan officer who works at a local bank and provides home loans to predominantly white males. The company is located in a diverse city but the loan officer feels empowered to engage in prosocial activities to encourage more diversity. She works with her agency to promote cultural awareness and feels more connected to her agency as they agree to advertise within the community but also a sense of personal satisfaction that she is helping others have a chance at applying for a home loan. This idea helps the loan officer and the company as they may take on more clients as a result.
Reference:Brown, Duane (2017). Career Information, Career Counseling & Career Development
Dik, B.J., Duffy, R.D., & Steger, M.F. (2012). Enhancing Social Justice by Promoting Prosocial Values in Career Development Interventions
Roseella J
RE: Need for Career ServicesProfessor and Class,
Career development services have an important role to play in helping people to develop the sorts of skills that they need for planning, deciding between options and confidence in career related decisions. Being able to take a medium and long-term view. One of the most important things you can do for your career growth is to have a growth mindset. Career development allows individuals to discover who they are, what they like to do and what they do best. According to Hossain, et.al., 2018 Identify priority research questions in the field of biodiversity, ecosystem services and sustainability (BESS), based on a workshop held during the NRG BESS Conference for Early Career Researchers on BESS, and to compare these to existing horizon scanning exercises. This work highlights the need for improved data availability through collaboration and knowledge exchange, which, in turn, can support the integrated valuation and sustainable management of ecosystems in response to global change (Hossain, et.al., 2018). In addition, clear connectivity among different research themes in this field further emphasizes the need to consider a wider range of topics simultaneously to ensure the sustainable management of ecosystems for human wellbeing (Hossain, et.al., 2018). In contrast to other horizon scanning exercises, our focus was more interdisciplinary and more concerned with the limits of sustainability and dynamic relationships between social and ecological systems (Hossain, et.al., 2018). The identified questions could provide a framework for researchers, policy makers, funding agencies and the private sector to advance knowledge in biodiversity and ES research and to develop and implement policies to enable sustainable future development (Hossain, et.al., 2018).
Borg & Ohlsson (2010) Career exploration encompasses the active reflection of personal interests, abilities and values as well as the exploration of possibilities in the world of work. As such, it is a crucial developmental task in adolescence which lays the foundation for informed career decision-making, self-determination, and achievement of vocational identity (Borg & Ohlsson, 2010). This book describes a longitudinal panel study with Swiss adolescents investigating antecedents of active career exploration and its effect on development of confidence (Borg & Ohlsson, 2010). The four predictors – emotional stability, active goal orientation, capability beliefs and perceived social support – were also examined and discussed (Borg & Ohlsson, 2010). Furthermore, gender disparity in education and professional careers is well-researched in Western culture, including North America and Western European countries (Borg & Ohlsson, 2010). However, not much is known about factors related to gender affecting women’s education or career choices in Eastern culture (Borg & Ohlsson, 2010). A study which takes on a culturally sensitive approach is also included in this book to investigate the influence of learning values on approaches to learning of Malaysian Malay and Chinese adult learners who engaged with professional development programmed in higher education (Borg & Ohlsson, 2010). Other chapters discuss career development in public health, a review of the current research on successful internship programs and their establishment for professionals and managers in diverse occupations, specific ways of staffing project teams and managing career development of project managers, and approaches of constructivist philosophy which are offering promising possibilities for the construction of a new identity and a new narrative for career counselling in the 21st century (Borg & Ohlsson, 2010).
Social Justice promotes fairness and equity across many aspects of society. For example, it promotes equal economic, educational and workplace opportunities. It’s also important to the safety and security of individuals and communities. According to Robert (2015) Conference during a crucial period in Civil Rights history, and as a consultant for many of the nation’s largest school districts continues to fight for social justice and educational equity today. This memoir relates previously untold stories about major Civil Rights campaigns that helped put an end to voting rights violations and Jim Crow education; explains how Green has helped urban school districts improve academic achievement levels; and explains why this history should inform our choices as we attempt to reform and improve American education (Robert, 2015). Green’s quest began when he helped the Kennedy Administration resolve a catastrophic education-related impasse and has continued through his service as one of the participants at an Obama administration summit on a current academic crisis (Robert, 2015). It is commonly said that education is the new Civil Rights battlefield. Green’s memoir, At the Crossroads of Fear and Freedom: The Fight for Social and Educational Justice, helps us understand that educational equity has always been a central objective of the Civil Rights movement (Robert, 2015).
References
Borg, H., & Ohlsson, H. (2010). Career Development. Nova Science Publishers, Inc.
Hossain, M. S., Pogue, S. J., Trenchard, L., Van Oudenhoven, A. P. E., Washbourne, C.-L., Muiruri, E. W.,
Llorente, M., Hale, R., Hevia, V., Adams, T., Tavallali, L., De S Pye, M., & Resende, F. (2018).
Identifying future research directions for biodiversity, ecosystem services and sustainability: perspectives
from early-careers researchers. InternationalJournal of Sustainable Development & World Ecology, 25(3), 249–261.
Robert L. Green 2015, At the Crossroads of Fear and Freedom: The Fight for Social and Educational Justice,
Michigan State University Press, East Lansing
DB 3: Stephanie S
RE: Work Across the Generations
People work today to take care of themselves, their families and maintain their livelihoods. In this life, money is needed for everything and people have to work to make money. Money plays a significant role in people’s lives since it enables them to purchase various essentials like food, water, clothing, and shelter (Writer, 2020). Many people also experience reward, productivity, and meaning through their work (Writer, 2020). Making money is among the most frequently cited justifications for working in one’s chosen fields (Writer, 2020). People who have access to money may feel more in control of their lives because having a sufficient income enables them to maintain a healthy standard of living (Writer, 2020). Writer (2020), states that once they can more easily pay for their living expenses and entertainment, they are able to reduce financial stress. People don’t always work for financial gain alone. People also work because they want to be productive and want to give back to society. They might wish to spend some time using their abilities and helping those who require it (Writer, 2020). The advantages that various persons gain from their profession are related to their unique values (Writer, 2020). A person who is aware of his values and what he hopes to gain from his work can set meaningful goals for himself, select careers that offer greater fulfillment than cash rewards, and identify his discontentment with a position that doesn’t align with his beliefs (Writer, 2020).
This writer currently works with children from the ages of birth to three. From childhood, this writer always dreamed of working with children in the teaching profession. My career choice and [process came from this love for children. This writer started out as a teacher in preschool, worked in an infant room and now as a Developmental Therapist with children and their families.This writer and her family has always had to work, like most, for survival. This writer’s parents and grand parents all took whatever jobs they could find so they could support their families, have a place to live and food to eat. The requirements back then were not as strict as now. The paperwork was non existent for some jobs. Having a conversation with owner was enough to get you a job. Many people worked under the table and were able to provide for their families in this matter. Some people, like today, did many odd jobs to make a few bucks for their necessities. In today’s world, there are so many options and ways to make money that have really become a huge help for people to be able to live. Everything has gotten so expensive and for many it has been difficult to keep up with their expenses. Things like Uber, Lyft, Instacart, Shypt and many other quick gigs have been able to get people out of rough situations and have provided employment to people that do not have an educational background in this world that requires an education for almost every job (Atske, 2021). A new method of linking people with customers and those looking to hire them has been introduced by the gig economy (Atske, 2021). In fact, the rise of businesses like Uber, TaskRabbit, and DoorDash has increased the number of ways that people can make money and added a new facet to the labor market (Atske, 2021). Atske (2021), states Pew Research Center conducted a survey of U.S. adults in August 2021 to better understand the experiences of people who take on work through online gig platforms. They discovered that 16% of Americans have ever made money through an online gig platform in at least one of the following ways: driving for a ride-hailing app; buying or delivering groceries or household goods; doing housework like cleaning or assembling furniture; or running errands like picking up prescriptions (Atske, 2021).
Reference
Atske, S. (2021, December 8). The state of gig work in 2021. Pew Research Center: Internet, Science & Tech. Retrieved May 1, 2023, from
https://www.pewresearch.org/internet/2021/12/08/th…
Writer, S. (2020, April 6). Why do people need jobs?Why Do People Need Jobs? Retrieved May 1, 2023, from
world-view/people-need-jobs-b49954cda1bdf7d
Roseella JRE: Work Across the Generations
Hello All,
Work helps you gain a sense of pride and self-satisfaction by reaffirming that you can support yourself. With work, you earn money to cover bills and pay for activities in your leisure time. It’s becoming more common to see people with disabilities in a wide range of jobs throughout the community. According to Suomäki et. al., 2019 Work engagement is an essential driver of organizational success. However, it seems that the source of such engagement varies amongst employees of different generations (Suomäki et. al., 2019). Thus, this research aimed to ascertain whether or not generational differences matter when it comes to work engagement. This qualitative study provides insight into the multigenerational workforce of today’s knowledge?intensive work environment by clarifying the antecedents of work engagement for members of different generational cohorts (Suomäki et. al., 2019). The results demonstrate that despite slightly different emphases, people of all ages follow similar constructions of work engagement (Suomäki et. al., 2019). The topic of this study is both current and beneficial as it provides new knowledge on both work engagement and generational research while offering suggestions to organizations seeking to engage their workforces (Suomäki et. al., 2019).
This research was to discover whether generational cohort is a defining factor when it comes to the perception of work engagement in the context of knowledge work (Suomäki et. al., 2019). It also sought to identify factors that enhance engagement and to determine the extent to which people representing different generations experience it (Suomäki et. al., 2019). The interviews revealed that all respondents had experienced work engagement at some point or even throughout their careers. The building blocks of work engagement showed similarities and differences between and within generational cohorts. The similar antecedents and effects of work engagement for each generation were functioning teamwork, constant development opportunities, autonomy, high meaningfulness of work, enough work, and work engagement’s positive impact on personal life (Suomäki et. al., 2019). The factors dividing the sample included support and appreciation from supervisors, which was a precondition of work engagement for Baby Boomers and Generation Y; however, Generation X noted the importance of being able to affect change and be heard (Suomäki et. al., 2019). The ability to help was a rather similar antecedent for Baby Boomers and Generation X, whereas Generation Y felt more strongly about collaboration (Suomäki et. al., 2019). A focus on time was most frequent with Baby Boomers and was not brought up as much by members of other generations. Finally, organizational commitment because of work engagement divided the sample altogether, not just by generational cohort but within generations as well (Suomäki et. al., 2019). Thus, despite the slight differences in emphases, the elements of work engagement are similar for people of all ages. It is reasonable to suggest that work engagement is a largely individual matter, and no presumptions should be made according to an individual’s birth year (Suomäki et. al., 2019).
As for the academic contributions of this research, it offers a new perspective on the literature concerning work engagement (Suomäki et. al., 2019). This work offers a combination of work engagement and generational research, bringing forward empirical results reinforcing the fact that age should not be the defining factor when planning human resource management means and methodologies (Suomäki et. al., 2019). It also reinforces the complexity of generational research. It shows that organizations should not overgeneralize about their workforces; rather, they should consider the individual needs of staff members (Suomäki et. al., 2019). Finally, this research offers guidelines for human resource management methods and leadership styles through its empirical insight regarding a workforce in a knowledge?intensive work environment (Suomäki et. al., 2019). Through research with thousands of employees and leaders. We`ve discovered that there are five major motivations that drive people’s actions at work. Such as, achievement, power, affiliation, security, and adventure (Suomäki et. al., 2019).
References
Suomäki, A., Kianto, A. and Vanhala, M. (2019) ‘Work engagement across different generations in Finland: A Qualitative
Study of Boomers, Yers and Xers’, Knowledge & Process Management, 26(2),
pp. 140–151. doi:10.1002/kpm.1604.
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