Managing Conflict in a Female Dominated Workplace

instantly more companies have opened its doors for wo hands workers than in the past twenty years. more(prenominal) women are having full-time jobs and even holding positions of power and influence in the corporate world. This reality might not have totally eliminated the grump ceiling concept, yet this argues that the gender discrimination issue is slowly eliminated in the world of work.Women have signifi pottly impacted the corporate world. However, some studies suggest that in women-dominated workplace new challenges pot emerge. This is because women interact differently and comport different things from their co-workers than men. Risk of unresolved combat is also high as women have different climb to dealing with departure than men.Womens approach to conflict is usually dictated and influenced by their role in the society, womens tendency to be judgmental and subjective, and societys stomachations. The groundbreaking accommodate of Phyllis Chesler Womans Inhumanity to Woman revealed that women have the tendency to malefactor down that they are competitive, give more importance to relationship and belonging than succeeding, and expect nurture, support, and sympathy from early(a) women. It further revealed womens subjective perception of admonition and their tendency to judge harshly other women.These airs of women are potential reference point of conflict and back end check conflict resolution difficult. Tracy Douglass suggested ways to constructively deal with these behavior of women in the workplace to effectively deal with conflict among them. She said that the ability to recognize exclusionary behavior of women workers and evaluate criticism constructively, make a balance and objective response, making constructive statements that are focus on the problem and not on the person, communication skills, and personal cognisance of ones own behavior are important to be able to effectively manage women workers and also conflict in the workp lace.The phrase of Tracy Douglass presented only a grain of truth about working womenand their behavior that can be a source of challenge and conflict in the workplace. The description sounded more of a social stereotyping than an objective epitome of the causes of conflict in a female dominated workplace and how to manage it. If the analysis presented is true then the percentage of women working will not increase.The dynamic and expanding role of women in the management structure of the modern corporations (Rue & Byars, 2000, p. 13) proves that companies recognize that women can be effective as men. It proves that women have successfully shown that they are candid of objectively dealing with personal and work issues, as well as achieving competence in their work.Women may have inherent weaknesses but these can be eliminated or use constructively in the workplace attached proper mentoring, training and other sustainmental programs. Nowadays an increasing egress of people beli eve in equality of ability and opportunity of men and women, thus more companies use mentoring programs to ensure that women gain skills and visibility essential to move into managerial positions (Noe, Hollenbeck, Gerhart, & Wright, 2000, p. 342).The daycare center is not different from other working environment where training, mentoring and other developmental activities are applicable to get up personal and professional skills of women employees. The daycare center director can turn the described handicap of women workers in dealing with conflict and co-women employees into a arouse because their nurturing, sympathetic and supportive behaviors are what children need from their care providers.It is said that hugs interchangeable water and food are vital to health and development of infants and children (Cromie, 1998) and these withal give children the sense of belongingness and safety. The female staffs are generally capable of providing these to the children with warmth, sen sibility and affection so the children will have sound social development. Conflicts among women employees can be avoided if every challenge is taken as an opportunity to develop the employees and the team as a whole.ReferencesCromie, W.J. (1998). Of hugs and hormones. Retrieved January 10, 2007Noe, R.A., Hollenbeck, J.R., Gerhart, B. & Wright, P.M. (2000). Human resourcemanagement Gaining a competitive advantage (3rd ed.). Singapore McGraw-HillHigher Education.Rue, L.W. & Byars, L.L. (2000). Management Skills and application (9th ed.). U.S.A.McGraw-Hill Companies, Inc.