BUS1003 Business Communications: Gender Communication in Workplace

Background

The gender difference is an aspect that is often considered in many facets of the global organization. It typically stems from different social factors that can influence the performance and behavior of employees within the organization. It is hence essential to performance also have direct and indirect effects on the performance of both the employees and the workplace in general. In a systematic study, McCorvey (2015) points out that some organizations often welcome gender consider or welcomes the workplace gender diversity while encouraging the inclusion of both the male and female ideas when it comes to making workplace decisions. However, other organizations often discourage promote gender biases by discouraging gender inclusions in any facet of the organizational activities based on the industry of operation. According to Opstrup and Villadsen (2015), many studies on strategic management of organizations shows that gender differences are essential in adding value on different perspectives of the workplace activities.

In their study, Reguera-Alvarado, Fuentes, and Laffarga (2017) point out that even in the workplace where both the male and female share a similar structure, experience, and knowledge, different styles of communications have a direct or indirect influence on the work outcome. In other words, the style of communication adopted in the workplace can motivate the different genders within the workplace or prevent them from working together towards achieving the objectives of the workplace. According to Thomsen (2017), the gender barriers that are often experienced in the workplace can be inherent or may be directly related to gender stereotypes as well as the ways in which women and men are taught to behave while they were still children. The same study denotes that even though not all men or women communicate in a similar manner with the rest of their gender, many researchers have noted or identified different traits that are often common on either of the genders. In their study, O’Brien et al. (2015) point out that understanding the gender tendencies is hence a key aspect of strategic workplace management with the aim of fostering open communication between the employees themselves as well as with the management. The resulting effect of the performance of the organization hence relies on the nature of communication adopted within the workplace irrespective of the gender differences.

Thesis statement

While it tends to be tricky to generalize on the gender differences, it is often possible to make effective, flexible generalities that can be effective and valuable in the process of communication across the gender line as pointed out by Bartholomew, and Schnorr (2011, p. 245). The same study also denotes that women are often conditioned to maintain harmony in all facets of relationships. This condition tends to be manifested in their softened demands, tentative style of communication, and softened demands. On the other hand, men tend to adopt a more direct communication based on their learned communication ways. However, this report will focus strategically on the form or nature of communication adopted in the general workplace by the existing gender differences.

Scope

The paper hence examines the causes of conflicts by focusing on cultural and cross-gender conflicts as well as the experiences of harassment, bullying, and discrimination often experienced due to gender differences. It also examines the styles of effective communication that can be adopted in verbal, nonverbal, and written communication to ensure efficiency in the workplace. It then confines on the different communication aspects that can be adopted in solving possible conflicts that may arise as a result of gender difference issues within the workplace. The scope of the study mainly focuses on the identification, analysis, and reporting of secondary sources on the different aspects gender and communication in a workplace. In other words, the paper uses different secondary resources such as peer-reviewed journals, books, and relevant reviewed articles available in EBSCOhost and Google scholars.

Causes of conflicts in the workplace 

In many studies, it is reported that there are often several similarities between employees than there are differences. Even though they share many common attributes, Hideg and Ferris (2016) point out that there still exists a great cultural difference that directly or indirectly affects the performance of the organization in many ways. The same study denotes that culture defines the set of values, traditions, beliefs, and practices shared by the different groups within the workplace whether due to ethnicity, age, gender, or religion. However, other essential cultural attributes that affect the performance of the workplace are work styles, disability in the workplace, as well as the differences in the level of education of the employees.

The educational culture in a workplace differentiates the employees regarding their roles and responsibilities. In many organizations, the academic credentials of an employee often determine a perceived success due to the mileage of career progression they have achieved.  Ball (2012) denotes that education culture can cause a conflict within the workplace and across all genders as it determines the success and the ability of an employee to carry out a certain duty. For instance, an employee with the believe that the university degree prepared him for effective management techniques and the process may not be as effective as another with both the skills and the required experience.

 In their study, Opstrup and Villadsen (2015) points out that cross gender conflicts and biases often occur as a result of the personal perceptions, values, and traditional views of the employees or the management. However, many people often focus on the women being the victim of biased when the topic of gender biases in a workplace arises. However, Hideg and Ferris (2016) denote that there are several social and economic issues that arise as a result of the gender differences within the workplace, issues that have a direct effect on the performance of both the employees and the management as well as the overall performance of the workplace. As a result, McCorvey (2015) denotes that there is a need for understanding the implications of gender biases as well as the exposure and diversity training based on the importance of the aspect so as to minimize the occurrences of unfair incidents.

According to Ward and Forker (2017), men and women often experience differences in their perception of dealing with issues in the workplace. The same study denotes that the gender of employees can illustrate the differences in the perceptions related to the problem-solving styles, view of the work-related conflict, as well as the organizational structure. When it comes to gender communication in the workplace, Azmat and Rentschler (2017) also denote that the differences in the individual working styles are often not able to cause conflicts within the workplace. However, the female gender often perceives that the working styles of individuals need to be collaborative where someone works as part of the whole team. On the other hand, men, perceive that every role within the workplace should be completed independently, an aspect that proves men to be more direct managers while women tend to be supportive and accommodative.

According to Gregoric et al. (2017), gender biases can be experienced in many ways within the workplace in many forms and degrees. For instance, bullying and discrimination are often experienced by the traditional and the non-traditional duties. In this case, the cultural aspects of responsibilities are that women tend to be relegated to low payment in the administrative and clerical duties while men are placed on career tracks with a promise of career advancement and upward mobility as pointed out by Farndale (2015, p. 667).  In the same study, it is donated that gender harassment and discrimination still exist in many organizations and determines how employees are treated regarding their gender roles. In many cases, jokes tend to be made at the expense of a particular gender as well as the job duties assigned by the gender.  In their study, Bartholomew and Schnorr (2011) also denote that sexual harassments often exist for both the male and female where each may be subjected to harassment issues from members of the opposite gender. However, discrimination and gender bias tend to be more publicized in cases where the women are the victims when it also happens to the male counterparts.

Effective communication in the workplace

In a systematic review and analysis, Leonard and Levine (2017) points out that nonverbal cue is an often neglected in many forms of communication but plays a very important role when it comes to effective communication within the workplace. Nonverbal cues such as frowning, averting the eyes, smiling, and shaking a finger among others often determine how individuals perceive messages from different people irrespective of their levels within the workplace. According to Sliter et al. (2013), the use of nonverbal cues is often viewed to reflect confidence, truthfulness, persuasive ability, and competence when well understood. However, they can as well provide a contradiction in some issues. As a result, there is a need for both the genders in the workplace to understand that nonverbal cues cannot be ignored as they support verbal communication and hence helps in avoiding communication problems. In support of the assertion, Ball (2012) denotes that understanding the complex communication process in the sending and receiving of information is essential for adoption for the successful business professionals with the aim of improving the relationship between different genders within the workplace.

According to Schneid, Isidor, and Kabst (2015), both women and men often give signals on their attitudes, personality, and feelings during a face-to-face meeting. The same study denotes that the correct interpretation of the facial expression helps individuals in decoding the appropriate meaning of the spoken messages. For instance, direct eye contact often increases the credibility while making a negative remark while joking can show some jokes and lack of seriousness in the conversation. As a result, both women and men need to conscious on the messages communicated through their facial expression as facial expression and body message can be used to depict the truth and lies behind the communication.  In her studies, Thomsen (2017) points out that women tend to have the ability to interpret nonverbal cues since at tender age. The same study denotes that girls are often taught on how to nature and provide care, an aspect that relates to gender role in the workplace. In other words, improving the communication between different genders in a workplace requires all business stakeholders to care or pay attention to the messages sent through the form of nonverbal cue adopted.

In his study, McCorvey (2015) denote that the gender role issue does not only affect the nature of communication in the workplace but even the behavior of the employees as well. For instance, shifting towards or moving close to someone can signify attraction between the parties involved. However, Bartholomew and Schnorr (2011)point out that most organizations tend to establish guidelines, regulations, and rules that determine the acceptable conduct of the employees with the aim of preventing any misunderstanding that may arise such as sexual harassments due to the posture adopted. Ward and Forker (2017) also denote that gesture and posture often relates to an individual motivation. For instance, the study denotes that both genders are often persuasive in their appearance to be interested a conversation by nodding in agreement, hand gesture, and learning among others. As a result, it is worth recommending that nonverbal communication is an essential aspect that supports the verbal communication, an aspect that is important in improving the nature of communication between different genders in the workplace.

According to Rawat and Basergekar (2016), written communication involves a clear expression of ideas through the use of a proper language that can resonate with the targeted audience. Written communication should also involve the construction of a logical argument with brevity with the aim of making the intended point very simple and easy to understand. In that manner, it is likely that the reader will understand what the communication is all about so as to avoid confusion and misinterpretation of information. To ensure effective communication, clarity is very crucial as it will motivate a positive response from the readers. In his study, Schnorr (2011) also denotes that the tone of communication is also necessary as it determines the response depending on the intention of the writing as well as the audience.

In their study, Kim, Lee, and Kim (2015) denote that reads cannot oblige without a clear understanding of what the information is all about.  In other words, to prevent conflict of information within the workplace, a written communication should use a simple language and be clear while leaving words that may not contribute to the focus of the question but causes doubt and less value on the meaning of the intended message. Written communication should as well have a good grammar with clear punctuations as they may cause miscommunication as well as poor reception of the message. Schnorr (2011)  also recommends that having another person proofread written information may as well increase the effectiveness while eliminating some simple mistakes that might not have been identified by the writer.

In many cases, the management styles, as well as the way inquiries, are framed within the workplace about the roles played by different genders are often fundamental issues. In a systematic review, Ball (2012), points out that it is just right to adopt an intrinsically different communication styles. The same study denotes that men tend to be right in being more direct while asking questions or communicating normally while other men and female gender feels more comfortable with a softer communication style. However, the problem arises when the differences in the communication styles lead to misinterpretation and misunderstanding, aspects of communication that can lead to the disruption of the teamwork or even derail the chances of employees for upward mobility.

In their study, O’Brien et al. (2015) recommend that there is a need of building a better mixed-gender team within the workplace by having both the employees and the management looking past their assumptions by adopting positive communication with everyone irrespective of their gender. It is good to understand that just because an employee is abrupt may not mean that he or she is cold, uninvolved, or not caring. On the contrary, Labelle, Francoeur, and Lakhal (2015) denote that a more tentative verbal communication approach is also not a sign of weakness, lack of confidence, or fear. The same study denotes that people often communicate the way they do since that has how they are taught. According to the study, what should matter is giving people a chance to everyone to understand why they communicate the way they do. It is an aspect that will prevent the occurrence of a prejudgment or premature conclusion about the meaning of a particular communication style within the workplace irrespective of the gender. However, everyone also needs to be careful not to talk in a manner that may agitate gender difference within the workplace.

Applying communication in solving conflicts 

According to Ball (2012), solving of different conflicts within the workplace that arise from gender differences requires that every employee understands the need for gender diversity. The same study denotes that there is a need for training and development for the employees to effectively understand not only the essentiality of gender diversity but also to understand the genders policies to which they can be held accountable in case of any behavior contrary to the gender rules and guidelines within the workplace. Even though diversity training for all the employees within the workplace can somewhat be essential, the stakeholders of the workplace need first to acknowledge the possibility of occurrence of gender balance with the aim of eliminating the possible occurrence of sex discrimination within the workplace.

In a systematic analysis, Reguera-Alvarado, Fuentes, and Laffarga (2017) denote that training in the importance of gender diversity in the workplace is just beginning.  The study denotes that it is the responsibility of the workplace management to assist the men and women to effectively integrate their expectation for the expected fair treatment within the organization. This should be adopted regardless of the gender while evaluating the performance of the employees. In other words, both the management and the employees within the workplace should be held accountable when it comes to every individual playing their parts in working towards achieving a workplace that id free from gender bullying, discrimination, and harassment.

According to the systematic reviews of different authors, gender differences often exist in the workplaces irrespective of the best efforts put in place by the organizational management in treating every employee fairly. However, there are many mediation steps that can be adopted by the organization with the aim of ensuring a greater gender equality and effective performance. Labelle, Francoeur, and Lakhal (2015) point out that there should be a continuous sensitivity training for the employees to help them understand the gender sensitivity issues that when no monitored can lead to a greater negative influence on the performance of the organization. The organization can as well institute policies and guidelines that govern the behavior of the employees towards their opposite gender counterparts. The management of the workplace should also ensure the organization fosters and maintains an open-door policy as a gender communication approach that will motivate the employees to report on gender equality issues affecting the performance of the organization. In his study, Ball (2012) points out that workplace policies governing gender communication are essential in bridging the gender role gap between the employees while encouraging a positive working environment that fosters competency, teamwork, and effectiveness.

In a systematic review on the importance of gender communication, Kim, Lee, and Kim (2015) point out that even equality on payment can be a disastrous factor that can create a conflict and completely destroy teamwork within the workplace. The same study denotes that it is very common to find out that there are payment inequalities within the workplace due to personal benefits such as relationships or the normal organization structure that determines the payment range regarding the roles of the employees.  Gender communication is hence essential to be reviewed so that every employee is aware of the payment structure of the organization depending on several factors considered by the organization such as overtime, experience, complexities, etc.

O’Brien et al. (2015) also recommend that there is a need for conducting a compensation study within the organization with the aim of determining the pay for both the men and women within the workplace. The results of the study should effectively be communicated to the employees so that every gender can understand the median salaries compensations equitably in comparison with the work done. Rawat and Basergekar (2016) also denote that there are times when it becomes difficult distinguishing between gender biases in cases of more than once race exists within the workplace. As a result, it is recommended that there should be a structure of a compensation study that incorporates both gender and race intersections.

Conclusion

From the discussion and analysis above, it is evident that gender communication in a workplace is an essential aspect that affects the performance of the organization in many ways. Depending on the industry where the organization operates, gender diversity is essential and should be respected as it has more benefits to the workplace than there exist disadvantages. It is hence essential for the management of the organization to adopt policies within the organization and train the employees on the gender sensitivity policy as a culture that should be adopted in all aspects of strategic management.

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