Gender Issues: Research and Investigations
Equality and Ethics
The Projection and the Problem
It is obvious that our generation is looking to advance their systems into sustainability and longevity. Executives are finally acknowledging that high turn overs and low morale are not elements of success. Diversity management have played a minor role over the last 600 years. At that time, people have ignored the impacts of culture, gender, class and ethics. In this week’s discussion, I have chosen the elements in this article by Groysberg and Connolly, (2013), that our global focus is shifting from an industrial rush into an intellect rush, but to be futuristic, comparable to an emotional intellect rush. It is with this critical reflexive analysis that 24 CEOs are compared to the traditional normalcy for financial exchange and financial profits regarding cultural leadership and gender leadership. Women, of course, is a hot topic, and with that women in general as a gender may be a construction of identity according to feminist ideology, (Stanford, 2008), therefore, as long as feminine roles as to social normalcy of women, mothers and the role of nurturer tie to women as a general construct, women are conditioned, trained as children, to perform, play the role of their construct. Of course, this article does not address social construction, since it is a feminist perspective. It is not going to address variables of oppression, since the heuristics of the researchers will miss these covert issues of construction of oppression within gender and culture. But, the main theme pattern in this article is the 24 CEOs that are intentionally strategical ethics around gender and culture management in the work place to increase their bottom line. The question is not the ethics factor to the bottom line, but the strategy and integration process of social evolution in a work environment when in competition with stronger opponents in the market.
The Critical Component, Analysis & Calculation
The fascinating element in this article is not that these 24 CEOs discovered the value in diversity management, ethics and social freedom instead of social control, but the heuristics that still remain within the agenda of diversity management. The elements of covert issues within the dividing lines of the digital age. This reminded me of the North and South of the Civil War. The South was interested in keeping slavery for the market base of free labor which saved millions for the slave master, the employer. This same practice have continued as a baton in a relay race. The evidence have shown over the years, free labor is better than labor with a higher price. But, the North did not see the South perspective due to the torture and deaths incline of slaves that changed the infrastructure of profits at large. The number count for slaves had declined. The population of slaves became scarce, and people were not able to have sustainable profits due to the deaths, torture and sick slaves that could no longer perform. The North made a decision for ethics due to profit decline. The slave health seem to be of importance to perform their labor, talent and skill. At that deciding factor, the two competitors had two agendas. This discussion, of course, should be thought provoking, the article still show evidence of similar values. The 24 CEOs are performing these diversity management systems not due to the value of women, culture, class for the sake of humanity or the value of humanity. The article did not indicate the goodwill contract for these groups. The article did show evidence that the profits and mission was to compete, a stronger element than their competition.
The Discussion, Reflexion and Recommendation
The stronger element, it is the factor of sustainability and longevity. The strongest survives. This is true in many cases of shifting consciousness from one location to the other. It is very rare that populations shift their consciousness based on leisure and recreation. In due respect, the basic notion, of survival, these elements and variables in this week’s topic, generate concern for the feminist lens. The concern is not that these scholars found 24 CEOs for their research, but that these 24 CEOs out of 2400 CEOs or greater practice a formula of dehumanization. Within this 24 CEOs, they still hold some formula of dehumanization that seem to be an underline standard for acceptability in an age that still hold some quality standards of oppression against gender and cultures. The favorite quote that comes to mind is Dr. Reverend Martin Luther King Jr., an unjust law is a not acceptable. And if there is injustice in one location there is injustice everywhere. I find these types of research based conclusions to be incomplete and lack of skill for the sake of science. It shows lack of variables, deviation and intersection to the topic that concerns me in business which is profits. The overall agenda should have proved that the “Abolishment” of slavery is all inclusive likewise gender issues and cultural issues should be abolished with the intent of known factors that it is unjust to discriminate based on elements irrelevant to the task at hand.
Conclusion & Awareness Agenda
My disclaimer is these illustrations, examples and comparisons, contrasts and evidence of weakness and strengths in this analysis display the covert issues that are missing in most investigations. The construction identity and the strategies of each component of past, present and potential projections of future heuristics can create patterns, schema and profiling for scholars in their own limitations and short sightedness to be insightful and effective. The discourse in this week is to build awareness for the topic, the concern, the task and the futuristic component of business, leadership and organizational management within leadership science, education and interpersonal communications with the role of inclusivity and theories of diversity management, leadership management and change management in mind.
Groysberg, B., & Connolly, K. (2013). Great leaders who make the mix work. (cover story). Harvard Business Review , 91 (9), 68-10.
Stanford Encyclopedia of Philosophy, (2008). Feminist Perspective Sex and Gender. Retrieved from, http://plato.stanford.edu/entries/feminism-gender/