Sociology Essays Sexual Harassment Work

Sociology Essays Sexual Harassment Work Sexual Harassment Work Introduction It is only in the past ten years or so that sexual behavior has been researched. The history of the term â€Å"sexual behavior† is thus short. Sexual harassment accounts for behavior that is socially, morally and verbally unacceptable at the work place. This leads to an antagonistic environment to work in. Physical and psychological health is worsened. The entire life of a person may be doomed after a horrific experience at the workplace. Definition of Sexual Harassment: According to the University of California, Los Angeles (UCLA) Sexual harassment is unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, when submission to or rejection of this conduct explicitly or implicitly affects a persons employment or education, unreasonably interfered with a persons work or educational performance, or creates an intimidating, hostile or offensive working or learning environment. The United Stated Equal Employment Opportunity Commission (EEOC) defines sexual harassment in the following way When an individual is facing uninvited sexual advances, favors, or verbal or physical abuse, and his/her employment is being affected by this, it is termed sexual harassment. (EEOC). Continuous pestering by team mates at work is becoming part of the norm nowadays. Sexual harassment involves sexual bias. The term can be defined as any unwelcome verbal, visual, or physical conduct of a sexual nature that is harsh and affects working conditions pessimistically. According to Fitzgerald,† Sexual harassment is difficult to measure and difficult to prove.† A variety of effects follow such behavior. Livingstone (1982) describes how cultural standards aggravate a woman’s feelings of coercion following sexual harassment since socialization seems to give men the right to practice sexual encounters, and women are the main victims of these unpleasant acts. Sexual harassment can be distinguished as: Quid pro quo: in which the employee is demoted or downgraded due to a refrain from sexual interaction. Hostile working environment, in which undesirable conduct of a sexual character creates a painful work atmosphere for some employees. Gender harassment is basically when a woman is treated differently because she is a woman. This includes general sexist remarks and behavior (Fitzgerald 1990). This creates a hostile environment for women. Gender harassment differs from quid pro quo, in that the latter constitutes a sexual activity which is specifically linked towards rewards or punishments. There are four levels of factors affecting sexual harassment: The individual, The interpersonal, The institutional and The socio cultural Some figures on Sexual Harassment in the Workplace: The following table shows a record of sexual harassment cases: Percentage of cases in companies: Outline of sexual harassment % Insinuating remarks 55.2 Grabbing, deliberate touching 39.8 Insinuating gestures 30.3 Staring, meaningful glances 28.4 Seemingly accidental touching 25.4 Insinuating jokes 23.9 Stipulation for sexual action 20.4 Derogatory remarks 19.4 Insult after the rejection of an approach 12.4 Showing, distribution of pornography 11.9 Displaying pornography 10.4 Promise of pros for sexual sessions 8.0 Whistling at the back of a person 7.5 Physically violating to force sexual action 6.5 Fear of professional drawbacks in cases of rejection of advances 6.0 Threat of physical hostility to force sexual activity 3.0 Source: BMFSFJ, Beschà ¤ftigtenschutzgesetz in der Praxis, Berlin, 2005; the figures do not reflect the incidence but only the allocation of forms of sexual harassment in the cases reported.—provide complete source in the reference page The following facts have been established by the Equal Rights Advocates: Two thirds of sexual harassment cases are brought against a woman’s immediate supervisor. 95% of suffers have to undergo stress reactions, including depression, anxiety, sleep disorders, low feeling of dignity, sexual dysfunction. 95% of cases go unreported. Sexual harassment can cost a Fortune 500 company approximately $6.7 million per year, due to absenteeism and low productivity. Companies with proper policies against sexual harassment cases have lower reported incidents. Source: Equal Rights Advocates, 2000. â€Å"Facts About Sexual Harassment in the Workplace.† The Harasser and the Harassed Sexual harassment can be amongst any coworkers, not necessarily between male bosses and female subordinates. These incidents may constitute: Peer Peer harassment. Supervisor harassing subordinates. Women harassing men. Same gender harassment – men to men, women to women. Third party abuse. The victim of the harassment is not necessarily only the recipients of the behavior, but anyone who is affected by the misconduct, is considered to be harassed. Sexual Harassment – Sex or Power? Sexual harassment is linked with power and takes place in societies which often treat women as second-class citizens or are degraded. Causes It has been reported that throughout history women have suffered from some sort of sexual harassment or the other, but it was just considered to be usual behavior and a bitter part of the job market. Women working in coal mines in olden days had to face harsh cruelties of this world defined by men. Sexual harassment in the workplace started gaining acknowledgement only in the 70’s. (Caroline Goette, NLA Review, n.d). More women started gaining education, and got better jobs. This was the time when women started demanding equal rights as men. Emphasis was being laid upon the factor of equality. Behavior is the product of biological drive and symbolizes the expression of sexual pull in workplaces. Certain environments like open offices and overcrowding, generate unethical and strange, undesirable feelings. Sexual harassment does not have to be explicitly sexual in nature; it may include any single or multiple continual displeasing acts. If the gender of an individual causes unwanted behavior, this case may be considered harassment. Apparently it is not only the females who are victimized. Men may also be the fatality. Some instances of harassment may be when: A tutor or teacher at school constantly favors one gender (male or female). A medical officer examines a patient in a sexual manner. A superior asks sex-related questions. A trainer makes certain sexual advances like touching, grabbing, etc, whilst at work. Approximately 15,000 cases of sexual abuse or pestering are brought to the U.S. Equal Employment Opportunity Commission (EEOC) yearly. According to media and survey reports, 40-60% of women are sexually harassed each year. About 30-50% of them have faced some kind of sexual assault or redundant sexual behavior at work (European Women’s Lobby). A major cause of such behavioral acts is that women or men both give confused signals to their colleagues when they approach them. Harassment through text messages has also risen due to instant responding on the reception of a text message. Sexual harassment poses a cost to business as well. Work efficiency is badly affected. Conditions Despite the rising frequency of harassment, individuals are still reluctant to report such cases (Gottlieb, 1990). Victims are more likely to be younger than the harassers and the people working under their direction are the ones feared to be targeted. This was the result of a survey conducted by Tangri. This is indeed a matter of grievance. The term sexual harassment may be confused with â€Å"dual relationships†, but these two elements are different from each other, in that the latter requires the consent of both parties, whereas the former case with holds a forceful act from one side. It is a single-sided affair that is annoying and highly unwanted. Psychologists who face sexual harassment cases or who are acquaintances of directly involved victims may take such measures of inadequacy to the employing institution, for appropriate action to be carried out. They may also take the case to the Society so that legal action is taken for unnecessary acts. If any conduct is unwelcome, then it is considered sexual harassment. It is essential to let the harasser know about his unwanted attitude toward you. Comments about clothing, behavior or body, sexual jokes, or even threatening a person, are attributes to sexual harassment. Physical conditions such as hugging, stroking, patting are examples of bodily harassment. Sexual stalking also includes a condition in which a person is rejected a promotion, is demoted, is given poor performance remarks because he/she rejects sexual advances of the supervisor. The manner of the harasser must be intense enough because a single incident is insufficient to make such a judgment. It would violate criminal laws, if such an incident occurs. Rigorousness and Frequency of Sexual Harassment The purpose of pairing rigorousness and frequency of an incident is to ensure offensive comments are not made in the work environment. The employee is to be protected from liabilities of objectionable remarks. A single incident may comprise sexual harassment if it is extended, unpleasant and very serious in nature, as mentioned earlier. A combination of event with varying amounts of harshness is also termed harassment. The EEOC states, â€Å"the more severe the harassment, the less the need to show a repetitive series of incidents.† (EEOC). Consequences Following are the collective aspects of sexual harassment: The abusive experiences of sexual harassment have a terrible impact on deeply-held values and beliefs. Sexual harassment leaves a long-term effect. They distress physiological and psychological health. The impact of harassment on interpersonal relationships (Diane K.Shrier, n.d). Work performance is influenced for the worse. Both genders face equal amount of harassment. There are laws designed against sexual harassment in the workplace, for protection from the boss, co-workers, or customer at work. The federal law ensures employers remain responsible for preventing sexual harassment that occurs at the workplace. The California Fair Employment and Housing Act (FEHA) forbid any sexual harassment on the job. Most state laws make sexual harassment illegal. Taking revenge against someone is also against the law. Even investigating a sexual harassment case can cause trouble. Employers of companies usually have certain internal grievance procedures, which employees are to follow in case of any such encounters. The employer of the company should know of any misconduct that has occurred. Embarrassment may be felt on telling someone about the harassment, but it is essential to do so because that way the employer will be held responsible for stopping such behavior in the organization. The consequences of harassment at work may include inefficiency of the affected person too. The worker may not be hundred percent in full swing, because of the uncomfortable environment created by such acts. Productivity may be affected negatively. Dedication and devotion to work may diminish. The employee may not even feel like going back to work due to circumstances he/she has to face there. Working will just be a compulsion so that he/she can remain the bread winner of the family. There will be no satisfaction, only necessity. Job satisfaction will not persist any longer and may even disappear eternally. Most sexual harassment cases go unreported due to the following reasons: Women fear their reputation being manipulated and distorted at work. There is fear of being known as a trouble maker or a menace. There is general apprehension about discrimination in the work place. Employees may be afraid of termination, or retaliation of the harasser, so they avoid confrontation with the high authorities about such cases. Solutions Every situation differs. You will have to look for different solutions in different cases. Firstly, it is important to report the sexual harassment to your employer. You can then file a charge with the state or even go to court. How women put up with sexual harassment: Since not all severity of harassment is equal, the reactions to the harassment incidents also differ. The supportiveness of the environment varies the reaction to harassment. In a more supportive environment, the victims of sexual harassment are likely to go to others with their problem. Sexual harassment can have a variety of psychologically damaging effects on victims, such as reduced self-esteem and hopelessness (Kauppinen – Toropainen and Gruber, 1996), victims coping mechanism may be reduced just at the time they need them the most. Most studies of victim’s responses are insensitive to the dynamism of harassment. It consists of how long the harassment has been happening, how a victim responds to the situation. Clearly say â€Å"No†: You have to clearly let the person know that you are offended by his/her behavior. Refuse all invitations by showing a firm attitude. Make a record of everything: Write down everything as soon as the sexual harassment starts taking place. Note down the dates, places and events. Try to involve witnesses as well. Do not keep this record at work, though. It is a good idea to keep it in a safe place like home. Report to the HR department: Tell the human resource department about your issue; they can stop the harassment. No matter who the harasser is, you must report. Make a proper trail: Make a written record of your incident; write down exactly what the problem is and how you want it to be fixed. A written record always holds value in such cases. Use the personnel policies: Read through the grievance procedures / manuals of your company. You may find a solution through them. File a lawsuit: You can consider filing a lawsuit. The law will let you get your job back, all the money damages, and the court can also assure of no further recurrence. References Legal Aspects – Information on Sexual Harassment http://www.de2.psu.edu/harassment/legal/ Accessed October 30, 2007 Know Your Rights: Sexual Harassment At Work http://www.equalrights.org/publications/kyr/shwork.asp Accessed October 31, 2007 A Briefing Paper on Sexual Harassment at Work and the Ethics of Dual Relationships http://www.bps.org.uk/the-society/ethics-rules-charter-code-of-conduct/code-of-conduct/a-briefing-paper-on-sexual-harassment-at-work-and-the-ethics-of-dual-relationships.cfm Accessed October 31, 2007 Sexual Harassment in the Workplace in France and in the United States http://www.nla.org/library/spring97/pg22.html Accessed October 31, 2007 UCLA the University of California, Los Angeles is a public research university and a member of the Association of American Universities http://www.sexualharassment.ucla.edu/what_is.html Accessed October 31, 2007 Center for Women and Work http://www.cww.rutgers.edu/dataPages/rbshintheworkforce.pdf Accessed October 31, 2007 BMFSFJ, Beschà ¤ftigtenschutzgesetz in der Praxis, Berlin, 2005 http://www.eurofound.europa.eu/ewco/2005/09/DE0509NU01.htmAccessed October 31, 2007 Caroline Goette, NLA Review Sexual Harassment in the Workplace in France and in the United States. http://www.nla.org/library/spring97/pg22.html Accessed October 31, 2007 Persistence of gender inequalities European Women’s Lobby http://www.womenlobby.org/site/1abstract.asp?DocID=1209v1ID=RevID=namePage=pageParent=DocID_sousmenu= Accessed October 31, 2007 Gruber, J. E., Smith, M. D., Kauppinen-Toropainen, K. (1996). An exploration of sexual harassment experiences and severity: Results from North America and Europe. In M. Stockdale B. Gutek (Eds.), Women and Work V Sexual harassment. Newbury Park, CA: Sage. Livingstone, J.A. (1982). Responses to sexual harassment on the job: Legal, organizational and individual actions. Journal of Social Issues, 38(4), 5-22. Fitzgerald, L.F. Hesson-McInnis M. (1989). The dimensions of sexual harassment. A structural analysis. Journal of Vocational Behaviour, 35, 309-326. Tangri, S.S. et al. (1982). Sexual harassment at work: three explanatory models. Journal of Social Issues, 38, 33-35. Sexual Harassment in the Workplace and Academia: Psychiatric Issues – By Diane K. Shrier The American Psychiatric Publishing Inc, 1996

Budgeting and Performance Evaluation at the Berkshire Toy Company Essay

Executive Summary In 1974, Berkshire Toy Company (BTC) was founded by Franklin Berkshire, Janet McKinley’s farther. Janet was soon became the CEO of the company when her father retires on 1993. After two years, BTC was acquired by Quality Products Corporation, a manufacturer of different products, for a common stock of $23.2 million. The preliminary statement of divisional operating income for the year ended June 30, 1998 presented the actual values generated together with the master (static) budget and master budget variances for the period. The company obtained higher Total Revenue than their budget but it turned out to an Operating Loss near a million dollars. This paper aims to study the budgets from actual results, and to compute the budget variances and to analyze its causes. After that, the company performance will be evaluated to recommend alternative solutions for improvement. Introduction As a division of Quality Products Corporation, Berkshire Toy Company produces the Berkshire Bear, a fifteen-inch teddy bear which are fully jointed, washable, and dressed in various accessories. It is sold to customers like children and adult collectors with unconditional lifetime guarantee. The company is organized into three departments: purchasing (managed by David Hall), production (managed by Bill Willford) and marketing (managed by Rita Smith). An incentive compensation plan was implemented in 1997, intended to enhance the participation and teamwork of the managers. It provides bonuses for each  department heads in the following conditions: Purchasing: 20% of net materials price variance, assuming favourable Marketing: 10% of excess variance of net revenue, assuming favourable Production: 3% of net variance in material, labour, variable overhead, labour rate variance, and the variable and fixed overhead spending, assuming favourable variances. Statement of the Problem Obtaining a loss approaching a million dollars despite the increase in sales. Substantial unfavourable variances resulting from production department Effects of the incentive compensation plan to the performance of each departments Discussion Actual Master Budget Variance Units sold 325,556.00 280,000.00 45,556.00 Total revenue 14,446,487.00 13,006,000.00 1,440,487.00 (U) Total variable expenses 8,484,404 5,968,508 2515,896 (U) Contribution margin 5,962,083 7,037,492 1,075,409 (U) Total fixed costs 6,805,828 6,248,920 556,908 (U) Operating income -843,745 788,572 1632,317 (U) Table 1. Preliminary Statement of Divisional Operating Income for the Year Ended June 30, 1998 The following can be derived from the table: Revenue were 11% higher than the master budget Variable expenses were $2,515,896 higher than the master budget Fixed costs were $556,908 higher than the master budget Actual (1) Master (Static) Budget (2) Flexible Master Budget (3) Sales Mix variance (1-3) Sales quantity variance (3-2) Units sold 325,556.00 280,000 325,556.00 0 45,556.00 (F) Retail & catalog 8,573,285.00 11, 662,000.00 13, 559,407.40 4,986,122.40 (U) 1,897,407.40 (F) Internet 4,428,018.00 0 0 4,428,018.00 (F) 0 Wholesale 1,445,184.00 1,344,000.00 1,562,668.80 117,484.80 (U) 218,668.80 (F) Total revenue 14,446,487.00 13,006,000.00 15,122,076.20 675,589.20 (U) 2,116, 067.20 (F) Table 2. Sales Analysis Schedule Sales volume quantity variance indicates an increase in profit by $2,116,067.20 if the budgeted sales mix is maintained for the actual sales volume of 325,556. However, there is an unfavourable variance of $675,589.20 because the actual sales mix was not in accordance with the budgeted sales mix. If we would check the sales volume variance, sales volume quantity variance plus sales mix variance is equal to favourable $1,440,487.00, which is the variance in table 1. Production costs Actual Master Static Budget Flexible Budget Master Budget Variance Flexible variance Total Direct Materials 1,230,840.00 1,015,924.00 1,181,214.83 214,916.00 (U) 49,625.17 (U) Direct Labour 3,668,305.00 2,688,000.00 3,125,337.60 980,305.00 (U) 542,967.40 (U) Variable Production overhead 1,725,665.00 1,046,304.00 1,216,537.66 679,361.00 (U) 509,127.34 (U) Fixed Manufacturing overhead 658,897 661,920 769,614.38 3023 (F) -110,717.38 (F) Table 3. Schedule of Production Variances Direct Material variance The budgeted price is higher than the actual resulting to a favourable material price variance. This is due to the price discounts of 7 to 10 percent of the three main inputs of the product namely acrylic pile fabric, plastic joints, and polyester fiber filling which contributed to some savings. However, the actual quantity used in production is greater than the standard quantity allowed per unit that results to unfavourable material usage variance. This maybe because of substandard quality of materials used that more materials are needed to produce one unit of product. In addition, there was an incident of thunderstorm that ruined the uninsured materials wherein the company doesn’t able to recover large amount of fiber filling. Another factor that would affect the direct material usage variance is the lifetime guarantee that the company offers which include the bear hospital since repairs or replacements of teddy bear are free. Also, defects may be a factor for the material variances which are only traced after the production process. Direct Labour variance The actual number of hours used and the actual wage rate of BTC are higher than the standard rate allowed for the actual production. Since most part of the production of bear is labor-intensive, the company may have set a low standard for the number of hours required to produce a unit. Additional sewing steps and inspection of the fabric color may have contributed to the actual labor hours used. Moreover, shortages of length in the cutting stage may require additional cutting set-ups which increase production time. Considering the production of the company, they have operated near to maximum capacity that the people are tired and some of them quit and had to be replaced at higher-than-standard wage rates that may lead to higher cost when unskilled workers are employed. Variable Overhead Due to the effect of the increased in labor requirements, the company also incurred increased payroll taxes and fringes. Employees need to have overtime to meet the actual demanded product volume which is higher than the budgeted that consequently increase the overtime premiums paid by BTC. Since the company has been using the same machine since it was established, frequent breakdowns occurred that maintenance work have contributed to the increase in the variable expenses. This includes the maintenance labor and supplies needed. Fixed Overhead The increase in utilities expense was related to the overtime of employees in the production as the demand of teddy bear boost. Incentive Plan David Hall With the favourable net materials price variance of $295,144.00, David Hall the Purchasing Manager will have a bonus of $59,028.72. Rita Smith, Marketing Manager Since the Actual Net Revenue is a loss, the marketing manager will not have bonus even if she manage to increase the company sales. Bill Wilford, Production Manager Direct Labour Variable Overhead Fixed Overhead Direct Material Efficiency Variance $ 122,790 (U) Direct Labor Efficiency Variance 466,638.40 (U) Direct Labor rate Variance 76,329.00 (U) Variable Overhead spending variance 327,488.34 (U) Variable Overhead Efficiency Variance 181,639.00 (U) Fixed Overhead spending variance (3,023.00) (F) Total Variance 1,171,862 (U) Bonus Zero Advantages and Disadvantages of Incentive Compensation Plan Advantages Disadvantages The incentive plan will motivate department heads Marketing Department focuses on less profitable distribution mix. Increase the morale of employees as their efforts will be rewarded Production Department: uses low quality materials forced to work overtime Performance of the company will attract positive results Purchasing Department bought discounted materials which may sacrifice the quality of production. Conclusion Though the company may have increased their number of sales for the current period, they still have incurred losses due to the unfavourable variances that have resulted from their production.   Substantial increase in the number of bears sold is noted for the year’s performance. It can be assumed of a good performance of the marketing department. However, loss still occurred. The figures of sales may post a good performance conversely the current sales might give the lowest possible sales due to wrong sales mix. The marketing department has focused too much on the Internet Sales whereas it gives a lower contribution than the Retail Sales. Variances in the production of the product are due to the wrong focused of the department head because of the new incentive compensation program. Favourable direct material price variance occurred due to lower prices and discounts on the materials purchased. However, unfavourable material usage variance have occurred probably due to substandard materials were used to the production. Direct labour on the hand, have resulted to unfavourable variances on both efficiency and rate. Focused of the manager may be on the efficiency of labour due to the incentive program which gives the need to hire more skilled workers. This resulted to unfavourable labour rate variance. However, due to substandard materials were used the workers may have needed additional time to work on the teddy bears which still resulted to unfavourable variance. The incentive program may have good intentions but this lead the department heads on the wrong direction and have resulted to unfavourable variances. Other factors that may have affected the variances are the spoilage due to the thunderstorms that have occurred. Machine maintenance is another factor especially in the overhead variances where frequent breakdowns happened. Alternative solutions obtain First solution that we recommend is the revision of the incentive compensation plan. The objective of the plan is good and should be maintained however some computation for the said bonus should be changed. Computation of Bonus for the Marketing Manager could be retained as net revenue is a good measure not only in the performance of the marketing department but as well as the performance of the company. Computation for the Purchasing Manager should have also considered the Material Usage Variance as quality of the materials purchased in also a key factor in their production. Bonus for the production manager may have been a good computation as it may have covered different factors to assess the performance of the department. On the other hand, some overhead expenses should be observed by the company  as it continuously increase overtime. They may need to consider purchasing new machine as maintenance cost has been a big part of their cost. A new machine may also address the issue of frequent overtime of employees and the increasing maintenance supplies expenses.

Obsessive Compulsive Disorder ( Ocd ) - 1576 Words

The majority of psychological conditions that are observed in clinical cases are known to mainly affect adults. People in age extremities such as the too young or the too old do not often suffer from these diseases due to their dormant lifestyle. Adults are the main targets of psychological conditions because they have a very active lifestyle, are fully developed, and have many responsibilities that they are required to accomplish. Obsessive Compulsive Disorder or OCD is one of the most common psychological diseases that affect most adults. This disorder is often characterized by thoughts that are intrusive, leading to constant worry, anxiety, and obsession. The affect adult will exhibit behaviors that are repetitive, so that he or she can†¦show more content†¦Another person will opt to wash their hands by thoroughly scrubbing them to a point of almost peeling the skin just to ensure that the hands are clean (Vakili and Gharraee, 2014). In fact, OCD is so serious that if a p erson happens to be driving and comes across a bump, they will go round the same road fifty times just to confirm to themselves that they did not run over a person. The main cause of Obsessive Compulsive Disorder has been linked to both psychological and biological factors in a person’s body that lead to the development of the disease (Tucci et al, 2014). Nonetheless, these factors will differ from one individual to the next depending on the degree of emphasis on either one of the two factors. The psychological cause of OCD is brought about by overly obsessive behaviors that make a person to become pre-occupied with a certain habit or activity (Gordon et al, 2013). For example, the constant washing of hands as a way of affirming hygiene, hoarding of personal belongings, even if they are no longer useful or even making the bed after every five minutes even if no one has laid on it. 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So I do less and less, my world becomes smaller and smaller and more lonelyRead MoreEssay about Obsessive Compulsive Disorder (OCD)474 Words   |  2 Pages Obsessive Compulsive disorder (OCD) is a mental illness that effects nearly 5 million Americans, and half a million children. Its a disease that fills the brain with unwanted ideas, and worries. OCD is a diseases that effects the Cerebral frontal cortex. Unfortunately there is no cure for OCD. Obsessive compulsive disorder can start developing as early as age five. In most cases OCD controls your life. Through out the rest of this paper I hope to inform you on Obsessive compulsive Disorders

Overcoming Gender Differences Essay - 4096 Words

Overcoming Gender Differences Men and women come from different worlds. Lets face it, they simply can not communicate. Take the following story for example: Tom and Mary were going to a party. Tom was driving and after about twenty minutes and going around the same block many times, it was clear to Mary that Tom was lost. She suggested that he call for help. Tom became silent. They eventually arrived at the party, but the tension form the moment lasted the entire evening. Mary had no idea why Tom was so upset. Mary, on one hand thought that she was offering Tom help. Tom, on the other hand heard that he was incompetent and couldnt get them there, (Gray, 20). In most instances, men and women interpret each other†¦show more content†¦An example of this is in mediation; divorce mediation in particular. By looking at the work done by Ph. Ds such as John Gray and Deborah Tannen, and authors like Roger Fisher and William Ury, we can see how gender plays such as important role in Alternative Dispute Resolution. In this paper, I will first explain how men and women come from different worlds, the reasons behind the communication barriers that exist between them, how communication relates to divorce to finally define the importance of gender interchange that lies embedded in the practice of mediation. I. Men and Women: Two Different Worlds Most frequent complaints Men offer solutions and women seek to improve. Women complain the most that men do not listen. Either they completely ignore her, or offer a solution to fix it. He is confused that that she doesnt appreciate the gesture. She just wants empathy, and he thinks that she needs a solution. Men complain the most about women trying to change them. She keeps trying to help him, but he just wants her acceptance. A mans sense of self is defined through his ability to achieve results, (Gray, 16). To offer a man excessive advice is to assume that he doesnt know what to do himself. Men do not talk about their problems unless he needs advice form an expert. This is part of the reason why men persist on offering solutions to womens problems. He doesnt understand that support can be enough. On the other hand A womans senseShow MoreRelatedA Tree Grows in Brooklyn Paper901 Words   |  4 Pagescharacters like Katie and Francie grow from overcoming the hardships br ought on by poverty, Francie’s father Johnny Nolan is defeated by it and ends up dying of alcoholism. In the 1900’s, gender roles and social expectations of men and women were more rigid than today, and both sexes were supposed to stay within gender boundaries d. 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