An average full-time employee spends more time with their co-workers than they do with their families and friends. Certainly, all this time we are deeply engaged in our own business so that we can hardly go have fun during the coffee break. Nevertheless, our communication at work (or its absence) strongly influences our emotional well-being and productivity. Lack of communication with co-workers creates a hostile working environment that never helps to perform tasks and set high goals for tomorrow.
We need a friendly office environment to be comfortable and cooperate freely with each other. Being on good speaking terms, we feel free to ask for advice or suggest our own ideas to the others. Breaking the ice in interpersonal communication is as essential as sticking to the corporate rules or moral code.
To enjoy all benefits of having a family-like community at work, we need to stay open to others first. There is no chance coworkers will approach a reserved person who looks hostile. It would be enough to show your interest in corporate issues and readiness to interact. Next, friendly coworkers always share some interests. Going out for a drink or having fun after hours with your teammates is an effective way to become closer emotionally, thus, to build trust.
Team building activities are a key to staying aligned and interested in each other. But we need to socialize in a simple everyday routine. Small talk beside the coffee machine or a shared daily commute keep relations with our second family warm and thriving.
An effective employee is a valuable asset for every manager. We define productivity as a number of tasks performed with a high quality over a working day. Hiring new employees, managers expect them to bring positive change to the company or secure its current high positions. Personal performance is more than the knowledge or self-discipline. It usually requires attainable managerial standards, smart goals, and regular evaluation of performed tasks.
Expecting high performance, managers shall grant their employees a few tools they need to succeed. Keep your expectations straight, and no misunderstanding will sneak into your chat with employees. Provide non-monetary incentives such as a greater participation in corporate projects or flexible working schedule. Set SMART goals that are always specific, measurable, attainable, relevant, and timely for the employee to succeed in their achievement. Managers shall also bear in mind that intrinsic values of employees make a problem when they do not align with the corporate goals.
To stay happy and productive in the workplace, employees have to determine their personal place in the company. It means not only position or responsibilities but corporate standards that coincide with one’s personal values. Our job will not inspire us unless we find what is so special about it that makes us strive to perfection. And we certainly will not try hard if we find corporate goals vane, unrealistic, or offensive.
Aligning with corporate goals is a key to success. But there is nothing a manager can do if their employees have very different values and expectations than those of a company. It is time for an employee to think over their goals and decide whether the company is a perfect place for them to stay.
Perceptions Held by Male Employees toward Female Employees: How the Workplace Adopts Stereotypical Male Leadership Roles
Despite all the waves of feminism that happened by this time, women still lag behind in the leadership. A woman in the workplace can hardly surprise anyone these days, but there is always a room for stereotyping. Victimization of women in the corporate hierarchy is the new trend based on the available statistics. Currently, about 5% of CEOs in top-rank American companies are women, and in 2016 they made up 20% of board seats on the Fortune 500 list. If women are visibly underrepresented in the top leadership, we suggest they are ignored or even harassed by their bosses. It is a new stereotypical perception of working women, and like any stereotype, it can be debunked.
In their recent studies, American Psychological Association researchers proved that men are not always more positively perceived in leadership positions than women. When it comes to self-rating, male leaders evaluate themselves higher than female leaders. When estimated by other people, women score much higher on leadership efficiency than men. Apparently, stereotypical leadership roles are not as simple as they used to be. The value of perceptions lies in public support of leaders. Those who are considered to be better leaders are indeed more effective in their management.
The bottom line is effective leadership depends on plenty of social and personal factors that are non-related to gender. Personality portrait, education, social class, and more features determine whether the person can be a leader or not. If women have been deprived of education or socialization in the past, they can be poor leaders today as compared to the men who have every education they needed. For the rest, leadership is unrelated to gender, and its roles are no more than stereotypes.
Though sexuality is hardly a political issue, it became the main topic of identity politics that appeared after World War II. The first gay and lesbian organizations appeared in 1950-60s in the US. Back then, psychological, medical, and legal studies viewed homosexuality as a kind of pathology. Politics treated homosexual individuals, like communists, as a threat to the state. In their turn, homosexual people tried to assimilate with the heterosexual majority through complying with social norms, arranging peaceful demonstrations, and persuading experts in their normality.
The 1970s saw a new era in lesbian and gay representation. It was the time for gay revolution when activists celebrated their difference and rejected the concept of normality. Gay revolution stood in line with the sexual revolution, the second wave of feminism, the liberation of black workers, and pacifist movement. Yet in the same decade, revolutionary gay movement turned into a structured political type. Spontaneous disorganized groups were succeeded with structured nongovernmental organizations like National Gay and Lesbian Task Force. Queer politics began after radical HIV and AIDS movements emerged in the 1980s.
For the last 50 years, LGBT movement faced challenges in education, representation, legal protection, and healthcare. Talking about education, we do not suppose that homosexual individuals lacked any essential knowledge. However, the lack of gender-comprehensive education for the general public combined with misconceptions and stereotypes raised homophobia. LGBT people lacked a proper presentation to the society to understand them. Legally, many states encouraged sodomy laws for a long time. Gay marriages were illegal until Massachusetts became the first state to legalize them in 2004. American LGBT politics made a huge step forward when gay marriages were legalized in all 50 states in 2015.
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