I N T R O D UC T I O N

The distinction between men and women, depending on one’s sex, has a long issue, and under
various forms, is present in all societies. Since the appearance of human beings on earth, physical
differences and abilities have played a role in this distinction. Indeed, due to their greater physical
strength, men were usually in charge of hunting and of other outdoor activities which required more
strength (Eagly, 1987). On the contrary, women, who were considered weaker, and with the physical
capability of bearing children, were consequently in charge of less physically demanding tasks such as
picking berries, taking care of the household or rearing children (Eagly, 1987). Throughout centuries,
masculine and feminine roles have become standardized. Today, men and women are expected to
follow certain behaviors that are considered specific to one’s gender. In this sense, in today’s
interconnected societies, sex-differentiated roles and behaviors seem more globally established.
The 1980s in Philippine history marked the beginning of substantial changes to the
organizational workplace with respect to gender equality, it is when Corazon Aquino declared as
President of the Philippines, when Ferdinand Marcos withdraw from power, fleeing to Hawaii. During
those years, government and society worked to decrease discrimination against women.
While there has been a dramatic decrease in explicit sex-based discrimination, discrimination
still continues in a less apparent yet almost equally harmful form. This implicit sex-based
discrimination prevents women from fully benefiting from high-earning positions. Women, especially
at the managerial level, continue to face numerous obstacles pertaining to matters, such as
compensation, promotion, and representation, even years after the initial impact of the movement. For
example, in every 73 pesos earned by womens, 100 pesos are being earned by men in the same job
and position. Instructions from female supervisors are considered as an order or a punishment to male
subordinates while instructions emanating from male managers are duly accepted and welcomed by
male colleagues and subordinates. Why do women not have the right to be heads? Are managerial
positions ascribed to men only? Or are leadership positions solely to be inherited by men?
The negative stereotypes attitudes toward female jeopardize the outputs of the institutions,
making most organizations not achieving their set objectives. In organizational behavior theory,
perception is defined as the way in which people observe, view, and interpret others and events
around them to create a sense of order for their environment. Perception greatly affects the attitudes
employees have of others and themselves, as well as the decisions they make within an organization.
This papers, through execution of experimental studies, aims to examine the surrounding
contexts that causes differences in perceptions held by male workers towards their female co-worker,
and how the work place adopt stereotypical male leadership roles.

(** Hindi to kasali, pero para magkaroon ka ng idea about sa objective mo ito yung dapat mo
maipaliwanag sa study mo.)

 To assess whether male subordinates prefer working under female leaders/co-workers.

 To examine the attitude of male subordinates towards female leaders/co-workers.
 To analyze the negative stereotype traits for describing female leaders/co-workers.
 To identify views of male subordinates about female leaders/co-workers.
Research Question

 What are the views of male subordinates working with female leader/co-worker?
 What are the attitudes of male subordinates toward female heads at the work place?
Examining Male Subordinates’ Attitude towards Female Heads
 Men employees take liberties with female heads
 Managerial positions are coded as masculine
 Female managers are labelled when they are decisive and take charge

 What are the negative stereotypes characteristic of or associated with female leader/co-
worker?
Negative Perceptions about Ghanaian Female Heads
 Female heads are slow in decision making
 Female managers are not psyched to manage difficult issues
 Female heads aren't free to take on time consuming task due to family
commitments
 Female heads are not consistent in discharging their duties
 There are specific roles in management which can be played only by males
not females
 Female heads are emotionally not stable when faced with challenges
 I can't make serious management decisions and contributions when a
woman is my head
 What are the views of male subordinates toward female leaders/co-workers?
Views of Ghanaian Male Subordinates about Female Heads
 Female heads must be well trained before assuming managerial positions
 Female heads place family demands above work
 Female heads prefer being accorded with recognition than working hard

Legend:
 = answerable by yes or no or undecided, (pasasagutan mo to sa mga teachers,
professors, employees, staff ng school.)
after nyan saka ka pa lang makakagawa ng conclusions, discussions, recommendations.

Gawan mo ng table yung questions. Or gagawan na lang kita kapag kailangan mo na.