Running head: INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS Integrating Work and Family at C&S Wholesale Grocers Institution Affiliation Name 1 INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS 2 Contents Introduction ....................................................................................Error! Bookmark not defined. Overview ....................................................................................Error! Bookmark not defined. Literature Review...........................................................................Error! Bookmark not defined. Work-family integration overview .............................................Error! Bookmark not defined. Future Research Trends ..............................................................Error! Bookmark not defined. Assessing Work-Life Balance Practices Return on Investment .Error! Bookmark not defined. Research question ..........................................................................Error! Bookmark not defined. Data collection strategy..................................................................Error! Bookmark not defined. Participants .................................................................................Error! Bookmark not defined. Procedures ..................................................................................Error! Bookmark not defined. Measures.....................................................................................Error! Bookmark not defined. Work–family conflict .................................................................Error! Bookmark not defined. Supervisor support......................................................................Error! Bookmark not defined. Benefit availability and use. .......................................................Error! Bookmark not defined. Job satisfaction ...........................................................................Error! Bookmark not defined. Organizational commitment .......................................................Error! Bookmark not defined. Intent to turnover ........................................................................Error! Bookmark not defined. INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS 3 Control Variables .......................................................................Error! Bookmark not defined. INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS 4 Introduction C&S Wholesale Grocers is located in Keene, New Hampshire, and it is the largest American wholesale distributors of grocery and food store and a supply chain innovation leading industry. It was established in 1918 as an independent grocery stores supplier. However, currently, it services clients of all sizes, supplying in chain stores, independent supermarkets, institutions, and military bases with more than 140,000 different produce (DeLong, Mody & Ager, 2003). In this study, the focus is on how the integration of work and family is taken into consideration within the operations of the company. Overview Integrating family life and work challenges are part of the day to day reality for most of the families that are working. Whereas the particulars might differ regarding stage in life, occupation, or income, the challenges cut through all levels of socioeconomic and are experienced directly by both men and women. As families spend extra hours in the job to get extra pay for their labor force, challenges have increased, bringing extensive recognition that strategies are needed to adjust to the realities changes of today’s work and families. Nevertheless, picking up a kid from school because she or he is sick, taking your grandparent to a medical appointment, or taking care of somebody you love and has a disability are part of family life. Generally, individuals can discover approaches to adjust their work and family obligations. Though sometimes, once in a while the idea of providing care makes this troublesome. Human rights law restricts segregation in light of the ground of family status. The courts have confirmed that family status protection reaches out to an individual's family providing care duties. This implies that, when a worker must watch over a member of the INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS 5 family, employees have a legitimate commitment to oblige that worker. This is best accomplished through adaptable work schedule that enables the worker to take care of family member and keep on doing their work. For accommodation, workers have to show all other sensible options for caregiving have been exhausted. Workers should likewise show that there is a commitment to give care to an individual from their family—and the individual decision isn't enough. For instance, leaving work to go to your kid's soccer match would be viewed as an individual decision. Leaving work to take a sick kid to the hospital when no other guardian is accessible would be viewed as a responsibility. The arrangement of accommodation they need not be perfect. Be that as it may, the worker, the business, and union and additionally representative agents of employees must come together and find sensible and reasonable solutions. In any case, most employees today, irrespective of whether male or female, have family obligations, and most employees who are married irrespective of whether male or female, have a partner who is employed. On the contrary, job occupations are planned as though employees have no family obligations. The culture and organization of paid work, community organizations, and domestic care work remain to be base on the breadwinner-homemaker mechanism. Along these lines, medical services employment, schools and numerous different elements of contemporary life work on the supposition that somebody (a wife) is accessible during a normal working day to take care of the kids on snow days, after school or at summertime, or to take a member of the family to see a medical practitioner or to get refrigerator. Furthermore, the sisters, moms, grandmas, neighbors, and friends that working ladies (single or married mothers) depended on previously are working and, on account of relatives, they live in another city. INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS 6 The new worldwide economy, with its emphasis on every minute of everyday accessibility and long work hours, just worsens the issues created by the lag in the association of paid work, as though laborers were without individual interests or concerns of domestic care (Aryee, Srinivas & Tan, 2005). The issues this mismatch brings to the economy and working families won't leave, and also will never be solved if each of the main association that have an obligation of attending to them proceed with their present method of working independently, on sometimes conflicting paths and other times parallel paths. Nor will we come back to the admired picture of work and family life of the past. Less than one-fourth of most families embrace tradition division of labor where a man gives financial help and the wife takes care of family and community duties. However, this study aims at determining how C& S Wholesale Grocers accommodate family responsibilities. Literature Review Work-family integration overview Even though literature about work-family does not have a general comprehensive theory to direct research, a few theoretical methodologies exist that propose the significance of a family- supportive working environment. A standout amongst the most prevalent hypothetical points of view to family and work is the one in role theory. It predicts that numerous roles of life cause inter-role strife as people encounter trouble performing every role effectively due to INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS 7 demands that are conflicting (Voydanoff, 2005). The role of Work-family strain is the consequence of the consolidated impact of demands and dealing with resources got from family, individual and other sources that are work-related. As indicated by the theory, while the aggregate demands of numerous role can bring about role strain, accessible resources might reduce or prevent role strain by empowering people to adapt to these demands. Lately, Grzywacz, Almeida, and McDonald, (2002) recommended that the model of Conservation of Resources (COR) may provide a theoretical manual for comprehension of the literature of work– family. The model was created on the premise of a few stress theory and suggests that people are motivated to maintain and procure resources. In accordance with both of these theoretical views, it appears to be sensible to see a familysupportive workplace as a coping resource for people to manage adjusting nonwork and work roles. Family supportive advantages, supervisors and the general workplace should fill in as worker resources. However, Voydanoff, (2005) defined two family supportive components of the work environment: family-supportive supervisors and policies. Policies that are family accommodating are services, for example, child-care and flextime that assist in making everyday family responsibility management easier. The supervisor who is family-supportive is the one who is thoughtful to the worker's want to look for balance amongst family and work who takes part in efforts to enable the worker to accommodate his or her family and work obligations. Aryee, Srinivas, and Tan (2005) illustrated a dimension of the family-accommodating culture alluded to as managerial support that comprised both particular administration behaviors and organization general perceptions. INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS 8 Nevertheless, Even if the worldwide economy has experienced a noteworthy economic and financial crisis, with another debilitating in GDP development since late 2010, work-family adjustment remains a focal issue for employers and employed parents (Grzywacz, Almeida & McDonald, 2002). Pressures from an inexorably competitive workplace are resulting to priorities that are conflicting for governments and employers causing extensive worries for employees endeavoring to "juggle" family obligations with work. In some European nations, money related strains have prompted cuts in existing postponement or policies and cancellations to already declared changes (Gröpel and Kuhl, 2009). While in other regions of the world that are less economically stressed, paid policies for parental leave are being presented for the first time Regardless of the worldwide monetary downturn, work-family adjust keeps on being of extraordinary significance for communities in light of the fact that in an ever-increasing number of nations women labor, there is an expansion in participation. Retaining and finding sufficient work to economically provide, and in addition having sufficient time to watch over the old, young and defenseless individuals from family groups is challenging for contemporary parents. The pressure is accelerated for parents bringing up kids alone after widowhood or separation, a developing family form in developed and developing nations (Voydanoff, 2005). For those working, the work force has expanded, because of new information technology advancements in combination with the related quickening pace of production and communication techniques. Despite the fact that the usage of family-accommodating advantages can enable workers to manage various work and family obligations, the accessibility of these advantages alone does not address essential parts of the organization that can restrain workers from effectively adjusting family and career. For instance, family amicable programs frequently don't influence INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS 9 organization values and norms that deter workers from utilizing benefits, for example, the absence of informal help from supervisors (Clark, 2000). In a similar manner, people who make use of these choices, and in this way noticeably show interest individual and family life, might face pessimistic judgments with respect to their absence organization commitment. Voydanoff, (2005), oppose that providing family-accommodating benefits does not go far enough to address workers concerns except if these benefits provided are additionally accompanied organization values with respect to the suitable interaction amongst family life and work. Moreover, Shanafelt et. al (2015), contend the organization environment is essential to the accomplishment of policy implementation. Undoubtedly, inside the United States, some reports keep on suggesting that, family-accommodating benefits utilization isn't excitedly embraced by line administration and that workers worry that exploiting these benefits will imperil their career (Grzywacz, Almeida & McDonald, 2002). In entirety, in spite of the efforts of the company to obtain a competitive advantage and help workers by providing familyaccommodating benefits, workers as often as possible don't trust that the company's environment changes to encourage these efforts. Regularly workers view that the firm encourages employees to commit themselves to their work to the detriment of other life areas (Gröpel, & Kuhl 2009). This is a serious point, as the execution of family-accommodating benefits might not have the impact expected if workers don't view environment of the company as affable to their efforts to look for a balance between their family life and work. Notwithstanding the affirmation that the working environment condition is critical for individual life and work balancing by Voydanoff, (2005), Shockingly minimal empirical research has been done on determining worker perception with respect to the degree that a workplace is a family accommodating. Most researchers have determined the direct connection INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS 10 between the accessibility of benefits that are a family with results of interest, for example, employment satisfaction, and commitment of the organization. A few outstanding exceptions have of late showed up in literature. Clark, (2000) resented that family accommodating workplaces were made out of two noteworthy parts: family accommodating policies and family accommodating supervisors. The two components embody company effort in supporting workers needs of family responsibilities and work. Lately, Gröpel and Kuhl, (2009) established a measure intended to evaluate family- work, for example, the mutual suspicions, convictions, and values with respect to the degree to which a company values and supports the integration of workers’ family lives and work. Future Research Trends Family life and Work have at all times been interdependent, however the rise in employment of mothers, increased family hours at job, currently is globalizing service-intensive economy, and the long hours working trend for some and family income which is inadequate for other people have caused this interdependence to be more problematic as well as visible. The consequence of all this is that both employees lives and their work and are under stress, as well as have brought changes in ways not expected by the policies, institutions, and assumptions, that have before molded experiences in family life and work. As the Ralph Gomery and Sloan Foundation’s Kathleen Christensen put it, a family of two parents with three jobs and with only two individuals to do them (Grzywacz, Almeida & McDonald, 2002). For single parents, it is even more difficult balancing their responsibilities at home and work. INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS 11 Studies on family-work balance are only prone to increment among organization researchers. One explanation for increased interest around the world in family-work balance currently is changing workers socioeconomics. A general pattern all over the world is a steady yet consistent development in the labor market of women participation. Considering the United States, for instance, which possess highest rates, studies by the Work and Families Institute shows that 83% of both parents with kids under eighteen years have both mother and father working at least part of this time (xxx). Another research by Cohen reports of all kids under eighteen half of them will live with their single parent in their childhood in the United States (Clark, 2000). Other than people with kids, family-work balance concerns influence workers at large. For instance, study by the Work and Families Institute reports that of the total workers 1/3 of them say they need to pick between progressing in their employment and dedicating their attention to individual lives or family lives and 33% will have managed elder parent care for the past year (Clark, 2000). Another explanation behind developing interest relates technological changes that have brought about a few work environments working every minute of every day and additionally the capacity to telecommuting and be always available to jobs and work by mobile phone and email, and pagers when not at the workplace formally (Clark, 2000). With all-day operations, the meaning of normal workday, as well as normal working hours, are normal in supporting family work balance in a similar manner needs to be defined. For instance, a United States based perspective of a nine-five Eastern Time zone of typical working hours, might not give balance to employees where it is at night in China or India. Future studies on family work balance will concentrate on contrasts in culturally diverse recognitions, how requirements for balance change over the course of life, and how varying job occupations, structures of families, and group INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS 12 demographics might differ in their access to, view of and results from the level of family work balance they are managed off and on the job. Integrating individual on Multi-level research and organizational measures and perspectives, and negative and positive measures are also likewise prone to increase in future studies. Assessing Work-Life Balance Practices Return on Investment From several research employees and employers are clearly showing a keen interest in taking part in work options that are more flexible and enabling an enhanced balance amongst caregiving, paid work, and other responsibilities and roles (Shanafelt et. al, 2015). In various countries Policymakers are also investigating the methods to extend access to FWAs, work schedules that are family-friendly and family accommodating via legislation, policies, resources and information for workers (Aryee, Srinivas, & Tan, 2005). New policies are of specific interest, such as the ones adopted in the United Kingdom that offer workers with the right to request for flexible working schedules or options that accommodate responsibilities of family care. In this manner, cost-benefit analysis that is accurate of life-work balance practices and info on how to make sure their effectiveness is important. Actually, some researchers and employers have proposed that all that matters is urgency. There are various reasons why companies ought to assess the ROI of life-work balance practices. To start with, HR experts and senior officials with duty regarding managing and executing such practices its necessary for them to know whether they are of an essential use of resources of organization keeping in mind the end goal is to settle on choices about policy sustainability and implementation. Second, decision-making and effective analysis require an INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS 13 unmistakable comprehension of the intended aims of life-work balance practices, execution issues attention, examination of organization values willingness and processes of supervisory influencing take-up of employee and employer. Third, analyzing the adequacy of life-work balance practices needs an approach which is systematic in assessing how they impact the performance of employee, retention, attitudes, and development of career and the organizational goals achievement, for example, quality / productivity of service, the satisfaction of the customer, and value of shareholder. However, the little review has been done on C& S Wholesale Grocers organization on how it accommodates the family responsibilities in its operation, and therefore the purpose of this paper is to carry out an investigation on this company in order to come up with the answer on this question. Research question How does C& S Wholesale Grocers accommodate family responsibilities? Data collection strategy Participants The total amount of participants will be 522 people working in different settings of C& S Wholesale Grocers. The sample will comprise workers of C& S Wholesale Grocers divided into three sections, those working at utility sector, technology sector and women’s professional business association members present in C& S Wholesale Grocers. For the demographic questions those that will be responding, the total sample will comprise 138 males and females INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS 14 will be 382, 39.88 years will be the average age, 89.1% will be White /Caucasian, and college degree of 4-year will be the median education. 9.32 years will be the average organizational tenure and 4.49 years will be average job tenure. Four hundred and thirty-six people will be living with their partners or married and four hundred and ten will have one or more kids. Procedures The technology sector sample will comprise of people employed in different of whitecollar jobs (for example, network systems analyst and senior sales representative). Surveys questions will be mailed to the human resource representative in the firm, who will distribute them to 166 workers in a particular business unit of the firm. The author will receive the completed surveys that will be brought back through business reply envelopes that are postagepaid. Completed surveys will be used in the determination of response rate. On the utility sector, the mailing and names of a mounting to 600 white-collar (For example, representative of marketing) and blue-collar (for example, mechanic responsible for maintenance) workers, a company representative will provide the researchers to them. A business post-paid reply envelops, a cover letter, and surveys will be mailed directly to workers and completed surveys will be brought back to the researchers directly. The 278 remaining participants in the research will be women’s business group members working in occupations that are accounting associated. Most respondents will be working as accountants (involving controllers, chief financial officers, staff accountants and others.), for other job titles (for example, payroll, bookkeeper, and bursar) will also be also represented. A mailing list for membership will be from the organization. Surveys will be directly mailed to the 800 members business address from all regions across the company branches. Completed surveys will be brought back to the author through business INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS 15 postage-paid reply envelopes. The research will be described to respondents as a study designed for the examination of their views concerning family life and balancing. Measures Twenty items in total will be generated at an initial point to determine how C& S Wholesale Grocers accommodate family responsibilities. To make sure the validity of content is taken care of, theory and literature family and work will be reviewed from published work of different scholars. Items will be derived theoretically to determine perceptions of workers concerning the extent that the environment of work accommodates family responsibilities of workers. Research on item content specific ideas will be done from diverse articles published by a different scholar. Items will be necessary to be reflective of people perceptions concerning experiences and assumptions within the organization concerning family interactions and the type of work. The first pool of twenty items will be pilot-tested with 71 employees sample attending classes at different universities. The pretest will be used for selecting items for the research. All respondents will be expected to be at work for at least of 30 hours per week. The preceded of items will contain these guidelines: “To which level are you in agreement with the given statements symbolizing beliefs or firm philosophy (the beliefs aren’t supposed to be personal beliefs, but that which one believes pertains to the organization philosophy).” The rating of items will be on a response scale of 5-point varying from one will represent that one strongly disagrees to five which will represent one strongly agrees. Scores, which are high, will indicate perceptions that are more favorable. Additionally, on the items on how C& S Wholesale Grocers INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS 16 accommodate family responsibilities, a pilot survey will comprise measures work-family conflict, benefit availability and use, supervisor support. Work-family conflict It will be measured using the scale of eight-item to evaluate the integral conflict (for example, “My working program always conflicts with the life of my family”), this scale is in accordance with the study of Kopelman, Greenhaus, and Connolly (1983). The rating of items will be on a response scale of 5-point varying from one representing one strongly disagrees to five which will represent that one strong agrees. Scores which are high will indicate a greater level of work-family conflict. Supervisor support In evaluating Supervisor support respondents will be required to report on how frequent their supervisor in the preceding two months had involved in family accommodating acts, for example, Juggled duties/ tasks to support one responsibility of his or her family. Ratings of items will be on the scale response of 5-point varying from one representing one strongly disagrees to five which will represent that one strong agrees. Scores which are high will indicate a greater level of supervisor support Benefit use and availability. Respondents will be offered with a list of ten benefits that are family supportive normally given by organizations. The grouping of this list will be into 2 benefits categories: • FWA (Flexible work arrangements), (part-time work, compressed workweek, flextime, and telecommuting) INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS • 17 local children care which is Subsidized, on-site children caregiving center, referral services/children caregiving information, elder care, paid paternity leave, DCS (Dependent care supports) and paid maternity leave. Respondents will be given a list with benefits and requested to put a checkmark in every benefit given by their firm and another checkmark in every benefit given by the firm that they are singing at the present time or had been using previously. Benefits that will be unavailable or will not be used will be coded as 0 and the available benefits used will be coded as 1. Availability total benefits score will be computed through the summation of the number of checked benefits by the respondents for the scores that are high to indicate a larger number of available benefits. The repetition of same procedure will be done to compute an overall used benefits score. In addition, availability and usage score of the benefit of the 2 benefits sets will be computed. Job satisfaction The measurement of satisfaction of Job will be done using the 3-item scale of overall Satisfaction of Job obtained from Michigan Organizational Assessment Questionnaire (For example, “Generally speaking, I am contented with my work”) (Cammann, Fichman, Jenkins, & Klesh, 1979). The rating of items will be on a response scale of 5-point from one representing one strongly disagrees to five which will represent that one strong agrees. Scores which are high will indicate a greater level of satisfaction of satisfaction. Commitment of Organizational INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS 18 It will be determined with the Scale 8-item Affective Commitment (For example, “This firm has a big deal of personal importance to me”) Meyer and Allen (1984). The rating of items will be on a response scale of 5-point varying from one representing one strongly disagrees to five which will represent that one strong agrees. Scores which are high will indicate a greater level of organizational commitment. Intent to turnover It will be measured with 3 items (For example, “I am seriously thinking about leaving my work.”). The rating of items will be on a response scale of 5-point varying from 1 = I disagree strongly to 5 = I agree strongly. Scores which are high will indicate intentions of leaving the organization. Control Variables Race, education, current salary, age, marital status, family responsibility, organizational tenure, and Gender, will be involved in control variables in the equations of regression due to their relationships potential with variables that are dependent. Dummy variable will be the coding of gender (female = 1 and male = 0). Age will be in years. The measurement of a race will be with one item containing 6 categories; nevertheless, due to the minority’s small number, Whites / Caucasian will be coded “0” and all others will be coded “1.” Education will be measured with one item with eight categories ranging from 1 = some high school to 8 = graduate work. Marital status will be coded as a dummy variable (not married = 0 and not married but living with a partner or married = 1. Organizational tenure will be reported in months and years. Family responsibility level measurement will be done through adaptation of RFD (responsibility for dependents) measure established by Rothausen (1999). The responsibility for dependents INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS 19 determines the dependent responsibility that a person has through weighting the dependents of varying age’s number and with dissimilar living arrangements in a different way (For example, kids under one year when compared with kids between 15-18 years are weighted more heavily. Additionally, adults that might be living with respondents that need the responsibility of caregiving (for example, handicapped adults and elderly parents) are factored in the responsibility for dependents measure. Scores that are high will indicate a greater level of family responsibility. Lastly, current salary report will be in dollars in regard to annual salary. INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS 20 References Aryee, S., Srinivas, E. S., & Tan, H. H. (2005). Rhythms of life: antecedents and outcomes of work-family balance in employed parents. Journal of applied psychology, 90(1), 132. Cammann, C., Fichman, M., Jenkins, D., & Klesh, J. (1979). The Michigan Organizational Assessment Questionnaire. Unpublished manuscript. Ann Arbor, MI: The University of Michigan. Clark, S. C. (2000). Work/family border theory: A new theory of work/family balance. Human relations, 53(6), 747-770. DeLong, T. J., Mody, T., & Ager, D. (2003). C&S Wholesale Grocers: Self-managed teams. Grzywacz, J. G., Almeida, D. M., & McDonald, D. A. (2002). Work–family spillover and daily reports of work and family stress in the adult labor force. Family relations, 51(1), 28-36. Gröpel, P., & Kuhl, J. (2009). Work–life balance and subjective well‐being: The mediating role of need fulfilment. British Journal of Psychology, 100(2), 365-375. Kopelman, R. E., Greenhaus, J. H., & Connolly, T. F. (1983). A model of work, family, and interrole conflict: A construct validation study. Organizational Behavior and Human Performance, 32, 198–215. Rothausen, T. J. (1999). “Family” in organizational research: A review and comparison of definitions and measures. Journal of Organizational Behavior, 20, 817–836. Shanafelt, T. D., Hasan, O., Dyrbye, L. N., Sinsky, C., Satele, D., Sloan, J., & West, C. P. (2015, December). Changes in burnout and satisfaction with work-life balance in physicians and INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS the general US working population between 2011 and 2014. In Mayo Clinic Proceedings (Vol. 90, No. 12, pp. 1600-1613). Elsevier. Voydanoff, P. (2005). Social Integration, Work‐Family Conflict and Facilitation, and Job and Marital Quality. Journal of Marriage and Family, 67(3), 666-679. 21 Guidelines for Case Study (graduate students) Topic: You will apply what you have learned in this course to an in-depth analysis of a single organization. This organization can be one with which you have personal direct experience. You will focus on how gender functions within the organization. I will not restrict you in terms of exactly you choose to write about, but I will provide some suggestions. • • • • • Occupational segregation and paths to leadership Formal and informal organizational culture Interactional norms within the organization How does the organization accommodate family responsibilities? Explicit and implicit messages about sexism in organizational literature You may elect to write on any of these topics, or about another of your choosing. Sources: You will draw on the literature we are reading in class (at least 5 sources), and will supplement it with at least 3 sources that you find independently. These must be academic articles or books, governmental reports, or research publications, or other such source. Data: You must collect some original data for this paper. The data you collect must make sense given your research question. For example, if you are looking at how gender is framed in organizational literature, collecting and analyzing this literature makes sense. If you wish to describe occupational segregation, then collecting counts of employees in various departments or positions by gender would be a valid option. This does not have to be tremendously time-consuming, but you do have rely on more than memory and anecdote. Interim deadlines: To facilitate your progress, I have set deadlines for tasks you will have to complete during the semester. You will have to turn in materials at each stage. These will not be graded, but I will not accept a final paper from any student who has not turned in the earlier materials. Research question Data collection strategy List of sources Outline Literature review Draft Final 10/4 10/11 10/18 10/25 11/1 11/15 12/6 Other considerations Format: Roughly 15 pages, double-spaced, 11 pt Times New Roman, 1 inch margins Drafts/feedback. Citations. Please use APA format. Purdue Owl has a good reference website for this (https://owl.english.purdue.edu/owl/resource/560/01/). SOC-435-01 - Gender, Org, & Leadership Table Print of Contents Search Topics Overview Bookmarks Download Expand All Collapse All Send to Binder Course Schedule 68.18 % 45 of 66 topics complete Table of Contents 21 Topic 1: Theories of gender Topic 1: Theories of gender Collins R A Conflict Theory of Sexual Stratification Topic 2: Intersectionality Ortner_Is_female_to_male Topic 3: Gender and organizations west and zimmerman Doing Gender Topic 4: Occupational segregation Topic 1 Topic 5: Gender in social interaction Topic 6: Work cultures Topic 2: Intersectionality Topic 7: Women entering “male” occupations 1 Topic 8: Men entering “female” occupations 2 Topic 9: Family roles 2 Barnett Invisible Black Female Leaders CRM Berdahl Moore Double Jeopardy Ridgeway Intersecting Cultural Beliefs Topic 2 Topic 10: Family and work Topic 11: Workfamily policy 6 Topic 12: Hiring and promotion 5 Topic 13: Gendered leadership? 5 Topic 3: Gender and organizations Acker Hierarchies, Jobs, Bodies_ A Theory of Gendered Organizations Ely Theories of Gender in Organizations Topic 3 Topic 4: Occupational segregation Blickenstaff Women Science Careers Correll Gender and career choice biased self assessments Padavic Sex Segregation in the Workplace Reskin Bringing the Men Back In Topic 4 Topic 5: Gender in social interaction Lakoff Language and Women's Place Ridgeway Gender Status Leadership West Zimmerman Sex Roles Interruptions Silences CS Research question Topic 5 Topic 6: Work cultures Homosociality and hegemonic masculinity boys club Leidner Selling Hamburgers Selling Insurance Quinn Sexual Harassment and Girl Watching CS Data collection strategy Identify organization (UG) Topic 6 Topic 7: Women entering “male” occupations DJDG Chapter 3 DJDG Chapter 4 Masculinity at Police Academy CS list of sources Topic 7 Topic 8: Men entering “female” occupations Cross Girls Jobs for Boys Doucet Stay At Home Dads Williams the Glass Escalator CS Outline Identify interviewees (UG) Topic 8 Topic 9: Family roles Bianchi Family Change Time Allocation Doucet Dad and Baby in First Year Lachance Grzela Why Women do most housework CS Lit review Outline (UG) Topic 9 Key themes from Topic 9 readings Topic 10: Family and work Correll Motherhood penalty Ferree Beyond Separate Spheres Goldin Quiet Revolution Topic 10 Work and Family in Modern Womens lives Topic 11: Work-family policy Cherlin Demographic Changes 2000s Gender Inequality in the Welfare State Hegewisch Gornick Work family policies OECD CS Draft Draft (UG) Topic 11 Topic 12: Hiring and promotion Booth Choosing to Compete Goldin Orchestrating Impartiality Maume Glass Ceilings and Escalators Rudman Backlash effects Topic 12 Topic 13: Gendered leadership? Eagly Women and Labrynth of Leadership Ryan Glass Cliff van Engen Gender Leadership Styles Case study Topic 13
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