THE ROLE OF WORK ORGANIZATIONS IN THE SOCIAL CONSTRUCTION OF GENDER
1. IntroductionIn this paper I am particularly interested in exploring gender as a social construction, gendered organizational mechanisms, practices and values, gender discrimination in labor markets and work organizations, and the gender ed organization of work. The theory that I shall seek to elaborate here puts considerable emphasis on gender segregation and barriers to the accomplishment of equal chances in work organizations, the implication of organizational culture and representation in influencing gender criteria and identities, the status of gendered organization, and gender relations in the workplace.2. The Intricacies of Gender Dynamics in the Framework of Organizational CulturesThe affective route of "becoming woman" may be activated for an affective policymaking in gendered entities. Becoming woman provides an assenting evaluation of phallogocentric power in the framework of gendered organizations, and discharges affective flows and likelihoods that overstep the intricate and conflicting operations of the gendered entity in current activity and performance. Via becoming woman, an affective and assenting policymaking capable of counterattacking the impacts of gendered organization is feasible. The latter highlights that gender is constructed into the arrangement and culture of organizations (Constantin, 2015; 2012) and admits that people undergo entities via gendered advantage and disadvantage. Organizations are gender blind, being intrinsically and culturally masculine, but permeated with a flawless representation of men's and women's bodies and corporeal dissimilarity which is self evident, a nd which conceals the unr easonable sharing of advantages and disadvantages between women and men. (Pullen, Rhodes, and Thanem, 2016) Gender discrimination diminishes women's position in organizations. Gender integrated work contexts are likely to supply less biased and more sympathetic settings for women. If the latter participated more equitably in organizational power, that would undermine hegemonic position doctrines (Popescu and Predescu, 2016) and diminish genderlinked organizational disparity among subalterns. Women in positions of or ga nizationa l power might disintegrate gender linked disparity a mong subalterns (more women in leadership positions might be related to decreased gender discrimination) The decision making power and long term impact of women at the highest ranks may have a beneficial influence on the gender arrangement of positions and professions throughout corporately associated organizations. More significant percentages of women on corporate boards and in executive positions may be related to inferior levels of nonmanagerial discrimination in organizations. Companies requiring gender dissimilarity on corporate boards and in executive positions are connected with the most impor ta nt levels of wor kpla ce level gender discr imina tion. (Sta inba ck, Kleiner, and Skaggs, 2016)Neutralizing sex segregation and established gender models may facilitate a more coherent manner of employing, retaining, instructing and furthering labor. Gender balance is not in antithesis to the standard of the long workweek for individuals in important positions or career tracks. In most situations, organizations set in motion and fortify established gender models when supporting and using powerfully career oriented individuals. Even though women's proportion of management positions has boosted (Popescu, Comanescu, and Sabie, 2016) the gender pecking order in organizations has not been modified considerably. The gendered separation of labor is the outcome of an expanded historical mechanism, with women and men occasionally in opposite roles (labor markets and work entities are shared out conforming to gender) While sex typing indicates that some positions are characterized as appropriate only for men or women, gender symbolism deals with the social and personal convictions and meanings supporting such typing.