Bagchi-Sen, S., Rao, H. R., Upadhyaya, S. J., & Chai, S. (2010). Women in cybersecurity: A study of career advancement. IT Professional Magazine, 12(1), 24-31. doi:http://dx.doi.org/10.1109/MITP.2010.39
Women in Cybersecurity – The article talks about how in 2006 there was only 13% of women working in Cybersecurity in the U.S. and less than that in other countries. Cybersecurity is different from IT because the field of work is to prevent attacks on computer information and the components of the computer. IT main purpose is to correct or make repairs to problems on the computer if possible. In contrast, Cybersecurity is eliminating breaches from being accomplished. To have a diverse work force in this profession women are being encouraged to learn this line of work. Scholarships are also being offered to assist with the cost of tuition and fees. It is believed that women are deterred of this field due to the extreme work requirements. In which they may consist of being available every day of the week. Sometimes their shifts can exceed normal shift hours. Some women are raising children and taking care of a home. Therefore, this will interfere with the balance of family and after work life. Working in a male dominant field can cause problems with women being accepted to perform their job. “Our results show that women face difficulty in building and belonging to a network of like-minded peers” (Bagchi-Sen, Rao, Upadhyaya, & Chai, 2010, p. 28). This article shows how women are not represented like men are in the Cybersecurity Profession. I plan to use this article to show how women are capable of working in this profession just like men are.
Cabrera, E. F. (2007). Opting out and opting in: Understanding the complexities of women's career transitions. Career Development International, 12(3), 218-237. doi:http://dx.doi.org/10.1108/13620430710745872
Opting out and opting in - Why are women opting out of the work place? Some believe that women are leaving because they are becoming stay at home Moms. They also are following their husbands when their jobs are relocated. Moreover, they are also taking care of elderly parents that are terminally ill. Women are also opting out of current jobs to find more fulfilling work that their current job wasn’t providing. There are different reasons why this is done. Even though women are in higher positions now than ever before. For example, women are managers, directors, vice presidents and CEOs of companies. Although, women may opt out of working some may choose to go back to work. Nevertheless, problems occur when opting back in because there are less advancement opportunities for them. Pursuing their dreams of becoming business owners is an alternative way women have opted back into the work force. Furthermore, not belonging to a corporation because of values has encouraged women to start their own line of work. The article gives a good explanation of why women opt out of working but decide to return. Using this article in my research will show how women can leave their professional jobs to become mothers. Then when their children grow up to return back to their careers or start their own business.
Bryans, P., & Mavin, S. (2003). Women learning to become managers: Learning to fit in or to play a different game? Management Learning, 34(1), 111-134. Retrieved from http://search.proquest.com/docview/209896706?accountid=28644?accountid=28644
Women learning to become managers – Years ago when the work force began men were the ones working outside of the home. Women were raising the children, taking care of the home and tending to the needs of their spouses. Now that women are in the work force we have to learn to become managers. Part of a manager role is being able to communicate with your employees. This means keeping them informed of what direction the company is going and how to execute a plan to get there. Women have been known to communicate in verbal strategies that are accommodating when speaking to a man in a certain manner. Men are more competitive even when speaking to others. When you think of a manager it means you hold yourself and others responsible and accountable. Higher up and front line employees have responsibility and accountability for their actions. A manager learns from others how to be responsible for others and remembering their actions. Especially how their actions affect others and filling in the gaps when necessary. This study proved that women managers have found to be more successful at this job. We as women should change from strategic social network to social alliance. This is a good demonstration of how women view their managing skills. The article will display the qualities that women use to manage their work groups compared to men.
Gale, A. W. (1994). Women in non-traditional occupations: The construction industry. Women in Management Review, 9(2), 3. Retrieved from http://search.proquest.com/docview/213130209?accountid=28644?accountid=28644
Women in Non-traditional Occupations (The Construction Industry) – Research shows the construction industry women were less than 7% in the 80s. Out of the 7%, the ones that were promoted to managerial positions were secretarial or clerical positions. The information given is insinuating women often stay away from this field because of lack of knowledge. Although, some women feel that the job has more security. Some men working in construction feel that women should not be interested in doing this line of work. They feel as is women should be more interested in becoming a nurse. Women might avoid a profession if they feel it will be a hostile environment. It is also proven that men as well women that hold the same value are attracted to the same jobs. The women in construction have increased, but it is not changing the culture for the men. If things do not change the Government will exam what is going on because society expects us to have equality in the work place. Looking at the difference between men and women in the construction industry and the difference in knowledge. This will show how women are either accepted in the construction field or not and how the Government looks at the situation as a problem.
Lemkau, J. P. (1986). Themes in psychotherapy with women in male-dominated professions. Women & Therapy, 5(2), 29. Retrieved from http://search.proquest.com/docview/216246992?accountid=28644?accountid=28644
Women and Therapy – When women work in a male dominant field they are usually independent women with resilience. Their high achievement and competency is a threat to men. You have to be tough as a woman in order to survive in this type of job. As women we are taught that relationships are our responsibility. It has also become hard for some women in a male dominant field to get married because they are looked at as competition. Some men may feel women cannot give them what they need if they are doing the same job. Is a woman wrong for thinking of herself first? Should she instead be thinking about how a man feels if she wants to work as well as raise a family? Women have to learn what works best for them when they are in a male dominant field. Having support and encouragement is always helpful. The article speaks on women being a threat to men in the same profession. This will be used in my research paper to explain how women deal with being realistic and having good emotional health. Having support from the males in their lives is an encouragement as well.
Marsha, W. F., & Shehan, C. L. (2005). The relationship between work and well-being in clergywomen: Implications for career counseling. Journal of Employment Counseling, 42(1), 10-19. Retrieved from http://search.proquest.com/docview/237020004?accountid=28644?accountid=28644
The relationship between work and well-being in clergywomen: implications for career counseling – The article expresses about women being clergy of the church. When a woman has a husband who is the pastor, teacher, leader or counselor she supports him. As the wife of a minister people expect her to support her husband. Men on the other hand that are married to clergywomen and work professional jobs are less likely to participate. Some men are not interested or they are too busy to support if the roles were reversed. Women are looked upon as being too weak to be church leaders. Therefore, the turnover rate is higher and they experience absenteeism. The same challenges and stress that women face in Corporate America working in a male dominant field is the similar as a leader or clergywoman in a church. This article gives a different perspective of how women deal with their male dominant profession in the ministry. Using this information shows how things are very similar whether it is Corporate America or ministry.
Smith, L. (2013). Working hard with gender. Equality, Diversity and Inclusion: An International Journal, 32(6), 592-603. doi:http://dx.doi.org/10.1108/EDI-12-2012-0116
Working hard with gender: Gendered labor for women in male dominated occupations of manual trades and information technology (IT) – Manual trades and information technology (IT) is considered a male dominate field because of the life and body of a man. It seems as though with these jobs men have the body structure and physical ability to handle the job and women cannot. It has been stated that some men hire women for these jobs knowing they cannot physically handle the job but the men feel they can have a man working with the woman to get the job done. This brings resentment from the men already performing the job. Now they are doing the work of two people instead of doing their own work. Women are working in a male dominant field for the power according to the author of this article. “The gender-labor typology outlined in this paper and the emotion work that result from it are in many ways results of the invisibility or lack of acknowledgement around the painful effects and affect of power” (Smith, 2013, p.601). Women feeling the need to prove they are capable of doing the work of a man. The research will be helpful in showing how women deal with men and how they are physically compared to men.
Dias, L. (2011). Human Resource Management. Saylor.org/books
Dias is a Human Resource Management book that we use for our class. This book gives information regarding the different topics that a Human Resource Manager deals with. My focus from the book will be mainly on Chapter 3: Diversity and Multiculturalism to speak on women in a male dominant workplace.
Women in Cybersecurity – The article talks about how in 2006 there was only 13% of women working in Cybersecurity in the U.S. and less than that in other countries. Cybersecurity is different from IT because the field of work is to prevent attacks on computer information and the components of the computer. IT main purpose is to correct or make repairs to problems on the computer if possible. In contrast, Cybersecurity is eliminating breaches from being accomplished. To have a diverse work force in this profession women are being encouraged to learn this line of work. Scholarships are also being offered to assist with the cost of tuition and fees. It is believed that women are deterred of this field due to the extreme work requirements. In which they may consist of being available every day of the week. Sometimes their shifts can exceed normal shift hours. Some women are raising children and taking care of a home. Therefore, this will interfere with the balance of family and after work life. Working in a male dominant field can cause problems with women being accepted to perform their job. “Our results show that women face difficulty in building and belonging to a network of like-minded peers” (Bagchi-Sen, Rao, Upadhyaya, & Chai, 2010, p. 28). This article shows how women are not represented like men are in the Cybersecurity Profession. I plan to use this article to show how women are capable of working in this profession just like men are.
Cabrera, E. F. (2007). Opting out and opting in: Understanding the complexities of women's career transitions. Career Development International, 12(3), 218-237. doi:http://dx.doi.org/10.1108/13620430710745872
Opting out and opting in - Why are women opting out of the work place? Some believe that women are leaving because they are becoming stay at home Moms. They also are following their husbands when their jobs are relocated. Moreover, they are also taking care of elderly parents that are terminally ill. Women are also opting out of current jobs to find more fulfilling work that their current job wasn’t providing. There are different reasons why this is done. Even though women are in higher positions now than ever before. For example, women are managers, directors, vice presidents and CEOs of companies. Although, women may opt out of working some may choose to go back to work. Nevertheless, problems occur when opting back in because there are less advancement opportunities for them. Pursuing their dreams of becoming business owners is an alternative way women have opted back into the work force. Furthermore, not belonging to a corporation because of values has encouraged women to start their own line of work. The article gives a good explanation of why women opt out of working but decide to return. Using this article in my research will show how women can leave their professional jobs to become mothers. Then when their children grow up to return back to their careers or start their own business.
Bryans, P., & Mavin, S. (2003). Women learning to become managers: Learning to fit in or to play a different game? Management Learning, 34(1), 111-134. Retrieved from http://search.proquest.com/docview/209896706?accountid=28644?accountid=28644
Women learning to become managers – Years ago when the work force began men were the ones working outside of the home. Women were raising the children, taking care of the home and tending to the needs of their spouses. Now that women are in the work force we have to learn to become managers. Part of a manager role is being able to communicate with your employees. This means keeping them informed of what direction the company is going and how to execute a plan to get there. Women have been known to communicate in verbal strategies that are accommodating when speaking to a man in a certain manner. Men are more competitive even when speaking to others. When you think of a manager it means you hold yourself and others responsible and accountable. Higher up and front line employees have responsibility and accountability for their actions. A manager learns from others how to be responsible for others and remembering their actions. Especially how their actions affect others and filling in the gaps when necessary. This study proved that women managers have found to be more successful at this job. We as women should change from strategic social network to social alliance. This is a good demonstration of how women view their managing skills. The article will display the qualities that women use to manage their work groups compared to men.
Gale, A. W. (1994). Women in non-traditional occupations: The construction industry. Women in Management Review, 9(2), 3. Retrieved from http://search.proquest.com/docview/213130209?accountid=28644?accountid=28644
Women in Non-traditional Occupations (The Construction Industry) – Research shows the construction industry women were less than 7% in the 80s. Out of the 7%, the ones that were promoted to managerial positions were secretarial or clerical positions. The information given is insinuating women often stay away from this field because of lack of knowledge. Although, some women feel that the job has more security. Some men working in construction feel that women should not be interested in doing this line of work. They feel as is women should be more interested in becoming a nurse. Women might avoid a profession if they feel it will be a hostile environment. It is also proven that men as well women that hold the same value are attracted to the same jobs. The women in construction have increased, but it is not changing the culture for the men. If things do not change the Government will exam what is going on because society expects us to have equality in the work place. Looking at the difference between men and women in the construction industry and the difference in knowledge. This will show how women are either accepted in the construction field or not and how the Government looks at the situation as a problem.
Lemkau, J. P. (1986). Themes in psychotherapy with women in male-dominated professions. Women & Therapy, 5(2), 29. Retrieved from http://search.proquest.com/docview/216246992?accountid=28644?accountid=28644
Women and Therapy – When women work in a male dominant field they are usually independent women with resilience. Their high achievement and competency is a threat to men. You have to be tough as a woman in order to survive in this type of job. As women we are taught that relationships are our responsibility. It has also become hard for some women in a male dominant field to get married because they are looked at as competition. Some men may feel women cannot give them what they need if they are doing the same job. Is a woman wrong for thinking of herself first? Should she instead be thinking about how a man feels if she wants to work as well as raise a family? Women have to learn what works best for them when they are in a male dominant field. Having support and encouragement is always helpful. The article speaks on women being a threat to men in the same profession. This will be used in my research paper to explain how women deal with being realistic and having good emotional health. Having support from the males in their lives is an encouragement as well.
Marsha, W. F., & Shehan, C. L. (2005). The relationship between work and well-being in clergywomen: Implications for career counseling. Journal of Employment Counseling, 42(1), 10-19. Retrieved from http://search.proquest.com/docview/237020004?accountid=28644?accountid=28644
The relationship between work and well-being in clergywomen: implications for career counseling – The article expresses about women being clergy of the church. When a woman has a husband who is the pastor, teacher, leader or counselor she supports him. As the wife of a minister people expect her to support her husband. Men on the other hand that are married to clergywomen and work professional jobs are less likely to participate. Some men are not interested or they are too busy to support if the roles were reversed. Women are looked upon as being too weak to be church leaders. Therefore, the turnover rate is higher and they experience absenteeism. The same challenges and stress that women face in Corporate America working in a male dominant field is the similar as a leader or clergywoman in a church. This article gives a different perspective of how women deal with their male dominant profession in the ministry. Using this information shows how things are very similar whether it is Corporate America or ministry.
Smith, L. (2013). Working hard with gender. Equality, Diversity and Inclusion: An International Journal, 32(6), 592-603. doi:http://dx.doi.org/10.1108/EDI-12-2012-0116
Working hard with gender: Gendered labor for women in male dominated occupations of manual trades and information technology (IT) – Manual trades and information technology (IT) is considered a male dominate field because of the life and body of a man. It seems as though with these jobs men have the body structure and physical ability to handle the job and women cannot. It has been stated that some men hire women for these jobs knowing they cannot physically handle the job but the men feel they can have a man working with the woman to get the job done. This brings resentment from the men already performing the job. Now they are doing the work of two people instead of doing their own work. Women are working in a male dominant field for the power according to the author of this article. “The gender-labor typology outlined in this paper and the emotion work that result from it are in many ways results of the invisibility or lack of acknowledgement around the painful effects and affect of power” (Smith, 2013, p.601). Women feeling the need to prove they are capable of doing the work of a man. The research will be helpful in showing how women deal with men and how they are physically compared to men.
Dias, L. (2011). Human Resource Management. Saylor.org/books
Dias is a Human Resource Management book that we use for our class. This book gives information regarding the different topics that a Human Resource Manager deals with. My focus from the book will be mainly on Chapter 3: Diversity and Multiculturalism to speak on women in a male dominant workplace.