Managing Conflict in a Female Dominated Workplace

Today more companies have opened its doors for women workers than in the past twenty years. More women are having full-time jobs and even property positions of power and influence in the corporate world. This reality might not have totally eliminated the glass ceiling concept, yet this suggests that the gender discrimination let go of is slowly eliminated in the world of work.Women have significantly impacted the corporate world. However, some studies suggest that in women-dominated workplace new challenges can emerge. This is because women interact early(a)wise and expect different things from their co-workers than men. Risk of unresolved conflict is also high as women have different get down to dealing with conflict than men.Womens approach to conflict is usually dictated and influenced by their role in the society, womens tendency to be judgmental and subjective, and societys expectations. The groundbreaking book of Phyllis Chesler fair sexs Inhumanity to Woman revealed that women have the tendency to deny that they are competitive, extend to more importance to relationship and belonging than succeeding, and expect nurture, support, and sympathy from other women. It further revealed womens subjective perception of criticism and their tendency to judge harshly other women.These appearances of women are potential source of conflict and can bewilder conflict resolution difficult. Tracy Douglass suggested ways to constructively deal with these behavior of women in the workplace to efficiently deal with conflict among them. She said that the ability to recognize exclusionary behavior of women workers and evaluate criticism constructively, make a balance and objective response, making constructive statements that are focused on the problem and not on the person, parley skills, and personal awareness of ones own behavior are important to be able to effectively manage women workers and also conflict in the workplace.The article of Tracy Douglass presented only a grain of truth about working womenand their behavior that can be a source of challenge and conflict in the workplace. The description sounded more of a social stereotyping than an objective analysis of the causes of conflict in a female dominated workplace and how to manage it. If the analysis presented is authentic then the percentage of women working will not increase.The ever-changing and expanding role of women in the management structure of the modern corporations (Rue & Byars, 2000, p. 13) proves that companies recognize that women can be effective as men. It proves that women have successfully shown that they are capable of objectively dealing with personal and work issues, as well as achieving competence in their work.Women may have inherent weaknesses but these can be eliminated or use constructively in the workplace given proper mentoring, training and other developmental programs. Nowadays an increasing number of people believe in equality of ability and opportun ity of men and women, thus more companies use mentoring programs to ensure that women gain ground skills and visibility needed to move into managerial positions (Noe, Hollenbeck, Gerhart, & Wright, 2000, p. 342).The daycare center is not different from other working environment where training, mentoring and other developmental activities are applicable to enhance personal and professional skills of women employees. The daycare center director can turn the described handicap of women workers in dealing with conflict and co-women employees into a saving grace because their nurturing, sympathetic and supportive behaviors are what children need from their care providers.It is said that hugs like water and food are vital to health and development of infants and children (Cromie, 1998) and these too give children the sense of belongingness and safety. The female staffs are generally capable of providing these to the children with warmth, sensitivity and affection so the children will ha ve sound social development. Conflicts among women employees can be avoided if every challenge is taken as an opportunity to develop the employees and the team as a whole.ReferencesCromie, W.J. (1998). Of hugs and hormones. Retrieved January 10, 2007Noe, R.A., Hollenbeck, J.R., Gerhart, B. & Wright, P.M. (2000). Human resourcemanagement Gaining a competitive advantage (3rd ed.). capital of Singapore McGraw-HillHigher Education.Rue, L.W. & Byars, L.L. (2000). Management Skills and application (9th ed.). U.S.A.McGraw-Hill Companies, Inc.