BIAS GENDER PADA KOMUNIKASI ANTAR PEKERJA PERHOTELAN: STUDI KASUS PADA HOTEL GRAND KEISHA YOGYAKARTA

This article explains about gender bias in the hospitality sector, through the recruitment process at the Hotel Grand Keisha Yogyakarta. The method used of this research is a qualitative description with participatory observation and interviews, involving six sources, each a male manager and a female staff member from three selected departments. The three selected departments are housekeeping, food and beverages service department (FBS), and human resources development (HRD). This research uses gender culture theory, gender bias, and employee recruitment. The results obtained that gender bias can’t be seen only on one side, only from the recruitment process, but gender bias also can be phased from the start of recruitment process untill the work prosess. The process of communication and patterns of interaction that occur between workers show a state of gender bias and show the point of views about gender. The highest degree of gender bias is seen from workers with staff and supervisor positions, while manager positions have a lower degree of bias. This research can be developed with doing interviews all departments or even comparing with other hotels with different concepts.

Context Matters: Exploring the Influence of Norms, Values, and Context on a Māori Male Manager

Adopting an Interactional Sociolinguistic approach, this article focuses on one Māori male manager working in an ethnicised Māori workplace and examines the way he adapts his interaction patterns in meetings where he takes on different roles. The role of chair requires being much more active than when simply attending as a member of the team, while the additional responsibility of “acting CEO” adds extra interactional obligations and expectations. Team norms are important, these being constrained by the cultural context, and the analysis demonstrates how the focus participant’s adaptation of his interaction patterns reflects Māori norms and the values underlying these.

Organizational emphasis on inclusion as a cultural value and third-party response to sexual harassment

PurposeReliance on third-party judgments are common in efforts to identify and reduce workplace sexual harassment (SH). The purpose of this paper is to identify whether a workplace emphasis on inclusion as a cultural value is related to third-party labeling of and response to an exchange between a male manager and his female subordinate.Design/methodology/approachParticipants (n=308) in an online survey experiment were randomly assigned to a workplace that emphasized inclusion or one that emphasized individual achievement as a cultural value. They read a vignette describing a workplace interaction between a male manager and his female subordinate and responded to a series of questions.FindingsOrganizational emphasis on inclusion is unrelated to third-party labeling of the interaction as SH, but positively associated with labeling the female’s intention to pursue harassment charges as an overreaction, and support for the female subordinate in a claim of SH against her manager. Culture is unassociated with willingness to defend the male manager in a SH claim.Practical implicationsIdentifying how workplace culture shapes third-party reaction to harassment can help employers use third-party witnesses and cultural value statements as tools to reduce SH.Social implicationsA workplace’s cultural emphasis on inclusion is positively related to third-party support for SH victims implying the importance of workplace context in the fight against workplace SH.Originality/valueThe paper presents the first experimental analysis of how a workplace cultural emphasis on inclusion affects the third-party observers’ reactions to SH.

MODEL BUDGETARY SLACK DAN KINERJA MANAJERIAL: BERPERSPEKTIF GENDER

Penelitian ini bertujuan untuk menguji peran manajer yang terlibat dalam proses penganggaran dan kinerja manajerial dengan mempertimbangkan efek dari perilaku budgetary slack dan karakter individu seperti LOC yang berperspektif gender. Populasi penelitian adalah semua manajer manufaktur yang menduduki posisi manajer fungsional di kota Surabaya. Metode pengambilan sampel adalah convenience sampling, alasan digunakannya teknik ini karena tidak tersedianya data yang lengkap tentang jumlah manajer perempuan dan manajer pria yang pada perusahaan manufaktur di kota Surabaya, sehingga responden yang mudah untuk ditemui dan memiliki karakteristik sampel penelitian akan digunakan sebagai responden. Hipotesis penelitian akan diuji menggunakan alat statistik PLS (Partial Least Square) dalam dua kelompok gender yang berbeda, karena PLS memiliki keunggulan dibandingkan teknik multivariat lainnya untuk mengukur variabel perilaku individu. Hasil penelitian menunjukkan bahwa manajer pria dan perempuan sama-sama melakukan perilaku budgetary slack dalam mekanisme penganggaran partisipatif dan perilaku tersebut akan mempengaruhi kinerja manajerial. Kondisi ini memungkinkan dipicu oleh perilaku budgetary slack yang positif. Fenomena ini didukung oleh karakter personal dari manajer perempuan yang memiliki LOC eksternal, sedangkan manajer laki-laki tidak terpengaruh karakter LOC. Manajer melakukan slack didukung adanya tindakan konservatif dalam mengantisipasi ketidakpastian lingkungan di masa depan.This study aims to examine the role of the managers Involved in the budgeting process to managerial performance by considering the effects of budgetary slack behavior and character of individuals such as LOC. The population is all manufacturing managers holding positions of functional managers in the city of Surabaya. The sampling method was convenience sampling, use this technique because of the unavailability of complete the data about the number of female and the man managers who is on manufacturing companies in Surabaya, so respondents are easy to find and has the characteristics of the study sample will be used as respondents. The research hypothesis will be tested using statistical tools PLS in two different gender groups because PLS has advantages over the other multivariate techniques to measure individual behavior variables. The results showed that there was no difference between male and female managers are equally perform budgetary slack in budgetary participation mechanism and this greatly affects managerial performance. It Allows doing positive budgetary slack. This phenomenon is supported by the personal character of female managers who have an external LOC, while the male manager were not affected the character of the LOC. The manager did slack supported, because there are conservative measures in anticipation of future environmental uncertainty.

Women versus men

Findings In every office, every day, there are innumerable acts of sexism. The male manager opening a door for a female employee; the female director giving more encouragement to a female worker ahead of a male equivalent. Technically, these acts are discriminatory on the grounds of gender, and therefore sexist, but most people would defend them as simply part of human life, or supporting colleagues at work. Is this kind of behavior really sexism?

How do male managers narrate their female spouse ' s role in their career?

Purpose – The aim of this study is to investigate how male managers make meaning the role of their female spouses along with their careers. Design/methodology/approach – The topic was investigated within a Finnish context by analyzing the narratives of 29 male managers. Common to the men were their managerial position and extensive work experience. All the men had or had had one or more spouses during their careers, and all of them were fathers. Findings – A typology distinguishing four types of female spouses was constructed: supporting, balance-seeking, care-providing, and success-expecting types. These types describe the various roles that are constructed in relation to the female partner during a male manager ' s career, pointing out the ambiguous nature of the phenomenon. Originality/value – The study highlights that to understand more about male managers ' experience in their careers, the author needs to acknowledge how a male manager ' s career unfolds in tandem with their family life, as well as the norms and gender roles related to the family. Research approaches that enable examination from that perspective should be developed.

Entrepreneurship and the reorganization of the public sector: A gendered story

This article is about how the international New Public Management (NPM) trend is influencing the cleaning unit and cleaners employed in a Swedish municipality. Before the change, more than 500 cleaners were employed. The municipality wanted former employees to become the providers of the cleaning services. One male manager did so and was welcomed by the leading actors of the municipality. Although the law obliged employees to be transferred to the new provider, they were not. Instead, more than 140 employees, a great majority of them women, established a joint stock company together with the municipality as a temporary co-owner. This company had problems from the very beginning. Both new companies were sold after some years – the man’s at a profit and the women’s at a loss. This article analyses their story drawing on theories on incentives for entrepreneurship, networks, social capital and gender. The study was conducted for more than 10 years using multiple methods.