| Pub. Date | : October, 2021 |
|---|---|
| Product Name | : The IUP Journal of Organizational Behavior |
| Product Type | : Article |
| Product Code | : IJOB171021 |
| Author Name | : Nirupama Chakraborty and Namrata Chatterjee |
| Availability | : YES |
| Subject/Domain | : Arts & Humanities |
| Download Format | : PDF Format |
| No. of Pages | : 13 |
Gender stereotyping is a psycho-social process that illustrates structured sets of beliefs about the personal attributes of men and women. An awareness of the contents of gender role stereotypes subconsciously begins in the preschool years and is rather well-developed by the time children enter first grade. Women continue to be plagued by gender stereotyping that we perceive as a thing of the past. The existence of actual differences between male and female managers has been challenged for some time in the research literature. While men are expected to "take charge," women are mostly expected to "take care," playing a more supportive and nurturing role both on their personal and professional fronts. But in order to overcome these disparities, organizations must first acknowledge that gender stereotypes still exist. Studies have reported that organizations that have a significant number of women in the management positions have a higher return on investment, and work teams that consist of an even number of men and women who are more productive than those made up of primarily just one gender. Hence, this study is an attempt to look at some of the key stereotypical perceptions associated with professional women. As more and more young women are entering the various industries today, it is of importance to understand their perceptions regarding the various stereotypes that working women might be subjected to since these might act as perceived barriers for female students undertaking professional courses.
Gender stereotyping is categorical beliefs about traits and behaviors that are attributed to people based on their gender. They serve as expectations about the characteristics and behavior of individual group members (Cleveland et al., 2000) and are considered one of the direct antecedents of discrimination at workplaces (Dovidio and Hebl, 2005).