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Making It Real: Class, Race, and Gender - Essay Example

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Making It Real: Class, Race, and Gender Making It Real: Class, Race, and Gender 1. Introduction The ability of individuals to face various social problems is depended on a series of factors. The financial and the social status are common criteria for judging the potentials of people to respond to challenges of different types…
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Making It Real: Class, Race, and Gender

Download file to see previous pages... These experiences are used as the basis for evaluating the effectiveness of sociological theories, such as the conflict theory and functionalism, when interpreting the responses of individuals or societies towards specific social problems. It seems that workplace is an area where the skills of employees are likely to be revealed – referring not just to the ability to respond to the demands of a particular position but also the ability to negotiate with the employer the increase of the employees’ rights – following the practices already established in firms of similar characteristics globally. 2. Personal experiences related to age and gender My personal experiences in the workplace can lead to the assumption that inequalities among people on the basis of their gender and age still exist even if employers often take measures for the elimination of such phenomena. Being white may be perceived as an advantage in regard to work; however, there are two other elements, which can strongly influence the prospects of employees in modern organizations: age and gender. Being female is often a burden in work limiting the chances for promotion. Also, being over 40 is another disadvantage for employees – no matter the gender of the employee involved. Personally, I have understood that my gender and my age are burdens towards my professional development. The use of the conflict theory and functionalism for evaluating my personal experiences in the workplace is considered as an appropriate method for emphasizing on problems, which are likely to be common among a high percentage of employees worldwide. 2.1 Description of burdens because of gender/ age I have been working in the same firm for about 12 years. My compensation has been kept at stable levels since my entrance in the organization. It was about 5 years ago that I asked the HR manager to re-consider the level of my compensation. He replied that I might have right to ask for an increase of compensation but the current financial status of the organization does not allow such initiatives. I have noted thought that there are male colleagues working in positions of lower value/ importance who are given a higher compensation – reaching even a percentage of 30% compared to my salary. The specific fact proves the inequality developed in the organization on the basis of gender. At the same time, my role in the organization has not been particularly improved; my duties and rights within the organization have remained the same – for the 12 years of my presence in the specific organization. I have asked the HR manager to increase the power of my role – meaning also the duties incorporated in the particular position. He replied that such decisions could be only taken when critical changes have been made on the firm’s strategy; as the HR manager claimed, no such issue exists in the organization where I work. In accordance with the above, my gender and age have become burdens towards my professional development in the specific organization. The specific problem should be reviewed taking into consideration the fact that the judge decides on the basis of the role of each of the individuals participated in the hearing of the case from the court. Up today, I have not been given the chance to support my claims for increase of my compensation and improvement of my position within the organization. The use of the sociology for interpreting the behavior of the employer could help to understand ...Download file to see next pagesRead More
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