New Study Examines Gender and Competition
A new article in Working Knowledge discusses recent findings by Harvard researchers which indicate that the way men and women perform in the workplace might be closely linked to the gender of those they are competing against.
In studying gender gaps and workplace inequality, Harvard professors Kathleen L. McGinn and Iris Bohnet have addressed such issues as:
- Why women are paid less
- Why women have a more difficult time being promoted in some work environments
- Why women hold so few of the top management positions in corporations (only 2.6% of CEOs, 13.5% of executive officers, and 15.2% of board members at Fortune 500 companies are women)
In their latest research, conducted along with doctoral student Pinar Fletcher, the researchers have asked such questions as:
- Do men and women react differently to different pay schemes?
- Is cooperative and competitive behavior among men and women influenced by gender stereotypes about a task?
- In what ways does the gender composition of a group affect its members’ ability to cooperate and compete?
“Men and women work together differently when they’re dependent [on each other] versus independent and when they work on stereotypically male or female tasks.” — Harvard researcher Kathleen L. McGinn
Traditionally it has been thought that women are inhibited by a preference for cooperation over competition, thus hurting their chances of career advancement. But this research indicates that women are competitive, yet react differently based on the nature of the task and the gender of those they are working with.
McGinn says that the results of the research leave them with more questions that need to be studied and clarified, but one thing that is clear is that “Organizations need to think about the ‘genderness’ of their tasks and the composition of their groups.”
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Comments
Auth wrote on 02.03.2012 07:55:33:
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