Modern contemporary society is a complex, highly productive and unstable society of organizations.
Organizations are forms of human grouping that have become essential for achieving personal life goals and satisfying our most important needs.
They are made up of a diversity of people, whose differences make them unique; At the same time, this diversity generates situations of prejudice and fear that create environments of violence in the family, society and in the workplace.
Violence is a multidimensional problem, which can be detected in all social sectors.
Highly competitive, highly mediated societies highly valued for rented activities have, in public or private organizations, a place for manifestations of violence and especially towards women. To modify acts of violence in the workplace, it is necessary to have knowledge about organizational behavior. This will allow knowing about the way in which people, both individually and in groups, act in organizations; It is an effective tool, given that it provides us with instruments for analysis and contributes to taking actions that allow the correction of acts of violence, on one or more members of the organization and especially towards women.
Although men and women shared the work throughout humanity, in modern times women achieve a higher education, which makes them become massively integrated into public and private organizations, where they carry out the most diverse tasks and functions. But women's entry into the paid workforce does not alter the hierarchical structure; men, who disproportionately occupy positions of power in organizations, continue to demonstrate how gender bias operates. It is men who decide who to hire, for what position, who does it well and deserves a promotion, how to offer a lower salary if the applicant is a woman instead of a man.
There are also jobs labeled "female," those that supposedly require less strength, capacity, and skill than identical jobs considered "male." Women's successful performances are also sometimes considered to be due to their luck, while men's achievements are attributed to personal effort. (Wittig and Lowe, 1989). This occupational segregation contributes to creating a gender gap, since women's work is paid cheaper than men's work. These situations, along with others that are common practice in organizations, are considered one of the ways in which workplace violence manifests itself.
To reflect, understand and eradicate violence in the workplace towards women, we must consider what it means and how both gender perspective and violence are considered.
When violence began to be seen culturally as a public and not a private (family) issue, it began to be a matter of concern and discussion for citizens. The democratization of society and the defense of human rights contributed to reflecting on it and its consequences.
Being violence, in some way, controlled and controllable by the family, culture, education, the State, among others, it was supposed that there were no problems, but, by exceeding the real or supposed limits that society allowed, it was They narrowed the margins of tolerance regarding violence, and especially in 1948 when the "Universal Declaration of Human Rights" emerged. Universal Declaration of Human Rights (1948), as the document that encourages the common ideal of coexistence between peoples and nations. Implicitly in its articles is the commitment to have non-violent societies, with freedom of belief, with relationships founded on the respect, dignity and value of people, without distinction by race, color, sex, language, religion, national or social origin, political opinion, economic position,birth or any other condition; without slavery or servitude, without torture or cruel treatment, without discrimination.
The problem of violence is very complex, given that what is considered violence varies with time and with the prevailing social culture in each era. It is important to say that each culture and each society defines what it accepts, rejects or tolerates, so we may ask ourselves what "violence" is. Many times we associate the term violence with physical abuse or mistreatment. Now, the etymology of the word violence comes from the Latin "violentia" and its root is "vis", which means force, that is, to do it with force.
The Royal Spanish Academy defines it as:
- Quality of violent, action and effect of violent or violent. Violent action or against the natural way of proceeding, making abusive use of force. Action of raping a woman.
We can say that these meanings seem narrow definitions and with little information when we need to talk about the subject today. Norwegian sociologist and mathematician Johan Vincent Galtung differentiated three types of violence. The first was called direct violence, which is related to physical abuse. The second is structural violence, which consists of attacking a group of people from political or economic structures, for example: misery, hunger, marginalization. And the third, cultural violence, which refers to mistreatment and assaults from cultural characteristics that give legitimacy for its use.
Human beings react in different ways to these manifestations of violence and, from being afraid, being exposed or even losing their lives, that is why in many cases they decide to remain silent about what is happening to them and many become depressed. There are also workers who overlap and generate a new attitude towards the situation of violence.
But violence is in contradiction with social norms and rules; It has a coercive character, since it forces another - and by various means - to do something against the will of his person. It can also be directed at animals, nature, or things. In any case, violence transgresses and disrupts not only personal and work life, but society as a whole.
And it is society itself that must eradicate all kinds of violence and one way is to incorporate diversity as a wealth that supports equality between women and men. At the same time they are born, babies are classified by the term sex (in reference to reproduction) in girls and boys, but what is not determined is what the male or female should be like. For this reason it is important to ask ourselves if identity is determined biologically or by social constructions.
The term gender refers to non-biological, culturally and socially produced distinctions between men and women, and between masculinity and femininity (Laslett and Brenner, 1989; Oakley, 1972). Ideas about how women and men should behave are strongly assumed and culturally reinforced, helping to maintain gender roles, and expectations about the tasks that must be done and are done, for one or the other. Although we must consider that women today have greater equality with men than that enjoyed by grandmothers and mothers, nevertheless inequalities persist and are subject to violence.
We are going through the end of the first decade of the 21st century and still the woman who is in the hired workforce endures various forms of workplace violence. There are multiple situations that in a disproportionate way or - what is worse - in a very subtle way discrimination is exerted and women are segregated at work. The social discourse considered that the lack of higher education and training was a factor that contributed to inequality, today it can be said that education does not eliminate this inequality and, on the contrary, statistics show that the work done by women has been systematically devalued.
There are various and repeated manifestations of violence and gender inequality in the workplace (discrimination, physical abuse, sexual, moral or psychological harassment - mobbing), to clarify the above and as an example we will consider a situation of workplace violence; vertical discrimination or “glass ceiling”. This can be observed when inquiring about who is responsible for senior management and leadership positions in organizations, and they are mostly held by men, women are in those with the lowest organizational responsibility.
Many women with training, skills, motivation and preparation in a position to reach high positions in organizations find an invisible barrier that does not let them advance and is the so-called "glass ceiling".
In the mid-1980s, what was called the “Crystal Ceiling” (or Glass Ceiling) appears in organizational literature, which prevents female executives from occupying various positions in organizations or from reaching managerial positions, despite having excellent working conditions. leadership. This is not an Argentine phenomenon of its own, nor is it a Third World fact, since there is also a so-called “glass ceiling” in central countries. According to studies by the International Labor Organization, the percentage of women in executive positions worldwide is only 16.5%. In turn, within the executive category, discrimination is repeated, a clear example of this is the United States, where there are 39% female executives but only 3% occupy positions at the highest decision-making levels (top management) or they become CEO.In Argentina, according to some figures provided by personnel consultants, only 3 or 4% of management positions are held by women.
In the United States, in a recent study carried out by Fortune magazine, on a thousand executives and executives from 500 companies, it was found that, with equal education, women earned less and held fewer managerial positions. This means that, despite being professionally trained, participation in decision-making places is small.
We must also analyze what are the costs in organizations for these "Glass Ceiling" practices:
- A demotivation in the female middle managers, senior positions are important in the career of women. There is a decrease in productivity, given the inequality between women and men. Not having diversity in work teams and management groups, causes more decisions biased and lack of creativity. Less supply of talent and human capital. This is a critical point in the market that has a high concentration of women among consumers, so vertical discrimination (glass ceiling) hinders the company from having women at the strategic level for decision-making.
At this point, the following question should be asked: why are these limits maintained despite the education and training of women to hold leadership positions in the world of organizations? It can be said that one of the responses to discrimination suffered by women in access to executive positions is found in the predominance of a paternalistic-macho culture that cuts across the organization and is associated with certain criteria and guidelines for the male role, such as commitment, career success, dedication to work and strength.
There are also other factors that hinder and penalize women's job development. In case of choosing maternity and not being able or not wanting to stay more than 12 hours a day in their job, they are not automatically considered for promotions and very few have the opportunity to prove that they can be mothers and business leaders.. In turn, women find themselves working double hours every day: eight hours or more at their job and then they do another full day at home, cooking, cleaning and caring for their children.
Likewise, those who do not have family responsibilities face a situation of discrimination that alludes to the weakness and fragility of women, a condition that makes them emotionally vulnerable and therefore "does not know and cannot" assume risks and responsibilities in an organization. In all circumstances, cultural mandates operate that through education contribute to reinforce this feminine model, imposed by patriarchy and reinforced by machismo, which paradoxically, many women reproduce and help to strengthen. These situations are exploited and alleged in the organizational culture to keep women in low-skilled positions.
We observe that violence in the workplace manifests itself in different ways, but all are invisible and at the same time naturalized, allowing the pattern of inequality to be repeated.
Inequality like inequity in an organization contributes to corrupt practices and this is mainly due to excessive cravings for power. For this reason, the violence that is exerted in work environments against women is an act of corruption.
This statement comes from the same word "corruption". In the Dictionary of the Royal Academy of the Spanish language we read the following meanings:
Corrupt:
- Alter and disrupt the shape of something. Spoiling, depraving, damaging, rotting, bribing or bribing the judge or any person, with gifts or otherwise. Pervert or seduce a woman. Ravage, vitiate, pervert. Stink.
Corrupt:
- Damaged, wicked, crooked.
Corrupt it:
- Bad habit or abuse, especially those introduced against the law.
Corruptor:
- That corrupts.
As we can see, the horizon of the meanings of the word corruption is also very wide.
In any case, it is a morally reprehensible, negative and undesirable situation. It is precisely what happens in a public or private organization when violence is exercised, this is both a resource and a procedure to obtain benefits, the one who exercises it is never innocent in her actions, she always knows what she does and who directs her intimidation.
Discriminatory practices against women attack the organization itself, by sheltering and accepting attitudes of favoritism and privilege towards men that in many cases do not meet the requirements for the position. The managers of the organization have the commitment and responsibility to eliminate all types of violence and this must be carried out within the framework of the values they claim to uphold.
Keep in mind that organizations are not just instruments for achieving a goal. They are also social systems in which their members develop reciprocal ties from the tasks they perform and these tend to develop their own culture. The culture of an organization is the set of beliefs and values shared by its members.
These values and beliefs are manifested in their procedures and attitudes that are at the base of their management structures and systems. The culture constitutes the own style of thinking, feeling and reacting to the problems shared by the members of the organization, these styles are transmitted to the new members. Hence, the importance of eradicating all types of violence and especially against women in the organization, if not, the model (style) will remain permanently in force.
It is necessary, as expressed by Dr. P. Barbado, “The adoption of policies to counteract workplace violence will generate a significant change at a social level and a new work environment in which group dynamics will naturally be directed towards carrying out ethical and constructive actions”. ARGENJUS (p. 115).
Public or private organizations have a commitment to Human Rights and also an obligation given that they are guaranteed in the United Nations Charter and in Argentina in its National Constitution and one of them is the elimination of all types of violence. It is a universal value that must be respected so that the path to integration, respect and valorization of women in the workplace is a reality.
For this reason, it is of paramount importance that the organization adopt measures to prevent violence against women, and to achieve this objective, the application of different policies is recommended:
Prevention policies
- Generate organizational policies that clearly delineate the tasks and responsibilities of each employee, that motivate and offer a humanized and equitable environment that contributes to workers participating in the same conditions of equality in the organizational project. Of respect and recognition of the work carried out by women. The company must clearly state the criteria of equity and equal opportunities for workers. Act with "zero tolerance" for those who fail or carry out discriminatory or intimidating acts.
Behavioral policies
- It is important that those responsible for the organization are clear about their own behavior and that of employees in relation to situations of violence that originate against women, taking into account the language used at the time of interpersonal relationships. in workplaces and the attitudes that can be derived from them. It is advisable to document the situations to act on them.
Resolution policies
- The taking of firm decisions, the application of sanctions towards the person or persons that have originated a situation of labor violence, shows which is the conduct that the members of the organization must have. It is vitally important to explain to the workers the reasons that led the organization to take disciplinary measures (it is the affirmation of non-tolerance of violence in the workplace).
Organizations are responsible for dismantling the various situations of workplace violence and, as is known, its existence has as a consequence; fear, co-optation, naturalization, silencing, etc. and this is a precondition and necessary for the existence of corruption. It has a multidimensional scope, since it involves ethical and legal issues, with political, economic, cultural and psychosocial consequences.
In this tour we consider the importance of organizations and the need for women and men to be part of them. At birth we join an organization that is the family and we go through our entire lives through them, being of vital importance for our development and well-being. This does not imply that they are not exempt of complexity and crossed by cultures with a paternalistic-machista predominance with consequences of violence and especially towards women. The one that occurs within the family environment and is repeated in the workplace.
Eradicating workplace violence against women, which is our responsibility, is a moral and ethical requirement. And why moral and ethical? I think that it is about vindicating Human Rights, especially women and freedom, M. Herrera Figueroa in his book "Philosophy of Values" expresses, "The glory of being human can only be witnessed by their freedom, because in that is his life, that is, living it freely. It is not that freedom is one more value, but that all values dwell in it ”(p. 90).
Interpreting M. Herrera Figueroa, the value of personal freedom is what allows you to appropriate all the other values and to fully recognize yourself in order to have freedom of conscience, develop self-esteem and the capacity for self-control. Free and equal women and men tend to resolve conflicts with consensus and not through violence.
As a contribution to the eradication of workplace violence against women, organizations based on Social Responsibility should design programs organized by specialized professionals who report on the problems and physical and psychological risks suffered by victims of workplace violence, with the aim of to raise awareness and sensitize executives, managers and staff to end these practices.
Bibliography
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A. Kinicki, R. Kreitner. "Organizational behavior". McGraw Hill. 2003.
A. Lucas Marín, P. García Ruiz. "Sociology of Organizations". McGraw Hill. 2002.
Iñaki Piñuel. Neomanagement Toxic bosses and their victims. Pocket-size. 2006.
Iñaki Piñuel. "Mobbing" Self-help manual to overcome psychological harassment at work ". Aguilar. 2003.
M. Herrera Figueroa. "Philosophy of Values". LEUKA. 1997
Patricia Barbado, Art. "The New Model of Justice for Today's Argentina from a change in the Culture of Human Resources Management" ARGENJUS 2006. The article won a Merit Award.
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