Exam 4 PSY 334 || A+ Graded Already.
• What does the unpaid work women disproportionately do include? correct answers o Unpaid
domestic & relational work is often undervalued, both within & outside the family (e.g., not
included in GDP).
• What is status-enhancing work (or a "two-person career") and how does it make women
vulnerable? correct answers o career -‐ wives serve as unofficial contributors to husbands work.
o Political wives, wives of CEOs
o Childcare, secretarial tasks, entertaining clients, hosting charity events, serving as his advisor,
& stepping in his place in his absence.
o Cost: women who achieve through their husbands are vulnerable.
• What is sex segregation in the workplace? correct answers o differences in the types of jobs
and status of jobs women and men have.
o Understand horizontal segregation
the tendency for men and women to hold different jobs.
o Understand vertical segregation.
: the tendency for men to hold positions that have higher status and better pay than the jobs
women hold within an organization or occupation.
• What is the glass ceiling? correct answers o The phenomenon that women seem to be promoted
and to advance well in their company up to a certain point, and then there seems to be a barrier
that prevents them from rising higher.
• What is the current gender wage gap? correct answers o Women earn about 78 cents for every
dollar of men's earnings.
• Understand how human capital theory is used to explain the wage gap, and how this argument
is flawed. correct answers o : one's income is directly related to the extent to which they build
human capital (i.e., make investments in their employment such as by gaining additional training
and developing work-¬‐related skills).
o Why this is flawed:
o Women are more likely than men to invest in college education: 57% of college students are
women.
o When analytic techniques are used to control for differences in "human capital" (variables such
as years worked, education obtained, and absences) a gender wage gap still remains substantial.
• What is a "token" woman, and what difficulties do "token" women face? correct answers o type
of individual accounting for less than 15% of the larger group (the minority).
o Treated as representatives of the marginal social group to which they belong often.
o Feel performance pressure & are isolated and stereotyped.
• What is the glass escalator? correct answers o the phenomenon whereby men rise higher and
faster than women in female dominated positions
, • Why do women find it difficult to find role models & mentors within their organization?
correct answers o Vertical segregation: limited visibility of same-¬‐sex role models
o Why are women excluded?: relatability, an in-¬‐group bias, lack of gender consciousness,
sexism.
• What are "old-boy networks"? correct answers o : informal male networks within organizations
which yield power and look out for each other's interests.
• Understand the two types of sexual harassment. correct answers o Quid Pro Quo Harassment:
unwanted sexual advances or behavior are a condition of employment. Employee will be fired or
suffer in some way if she does not comply.
o Hostile Work Environment Harassment
when speech or conduct creates an intimidating or demeaning environment that negatively
affects a person's job performance (more difficult to recognize).
• Why do men sexually harass women in the workplace? What are some theories? correct
answers o Sex-¬‐Role Spillover Theory: harassment occurs when a woman's gender is more
salient than her role as a worker.
o Power Theory: harassment is an abuse of power. Men have more formal power in
organizations, and can misuse it.
o Male Dominance Theory: men are socialized to take sexual initiative, be sexually persistent,
and get what they want.
• What are the psychological & practical consequences of sexual harassment for women? correct
answers o Psychological effects: guilt, self-¬‐esteem, anxiety, depression, post-¬‐traumatic stress
disorder (PTSD)
o Sexual harassment is not inevitable. Companies can send a clear message to employees that
harassment will not be tolerated, and support systems for victims should be in place.
• What is achievement motivation? correct answers o desire to accomplish something valuable
and important and to meet high standards of excellence.
• What theory explains why men and women tend to channel their achievement motivation in
different directions? Understand this theory. correct answers o : individuals' choice, persistence,
and performance can be explained by their beliefs about how well they will do on the activity
(expectancies) and the extent to which they value the activity.
• What social and personality factors predict high achievement in women? correct answers o
What social factors make the difference?
o Presence of same-¬‐sex role models in their profession.
o Upbringings that provide them with an enriched view of women's capabilities.
o Working moms, supportive fathers.
o Late marriage, few or no children.
o Personality matters, too.
o High self-¬‐esteem, strong self-¬‐ efficacy (belief in one's capabilities to achieve a goal or an
outcome).
• What does the unpaid work women disproportionately do include? correct answers o Unpaid
domestic & relational work is often undervalued, both within & outside the family (e.g., not
included in GDP).
• What is status-enhancing work (or a "two-person career") and how does it make women
vulnerable? correct answers o career -‐ wives serve as unofficial contributors to husbands work.
o Political wives, wives of CEOs
o Childcare, secretarial tasks, entertaining clients, hosting charity events, serving as his advisor,
& stepping in his place in his absence.
o Cost: women who achieve through their husbands are vulnerable.
• What is sex segregation in the workplace? correct answers o differences in the types of jobs
and status of jobs women and men have.
o Understand horizontal segregation
the tendency for men and women to hold different jobs.
o Understand vertical segregation.
: the tendency for men to hold positions that have higher status and better pay than the jobs
women hold within an organization or occupation.
• What is the glass ceiling? correct answers o The phenomenon that women seem to be promoted
and to advance well in their company up to a certain point, and then there seems to be a barrier
that prevents them from rising higher.
• What is the current gender wage gap? correct answers o Women earn about 78 cents for every
dollar of men's earnings.
• Understand how human capital theory is used to explain the wage gap, and how this argument
is flawed. correct answers o : one's income is directly related to the extent to which they build
human capital (i.e., make investments in their employment such as by gaining additional training
and developing work-¬‐related skills).
o Why this is flawed:
o Women are more likely than men to invest in college education: 57% of college students are
women.
o When analytic techniques are used to control for differences in "human capital" (variables such
as years worked, education obtained, and absences) a gender wage gap still remains substantial.
• What is a "token" woman, and what difficulties do "token" women face? correct answers o type
of individual accounting for less than 15% of the larger group (the minority).
o Treated as representatives of the marginal social group to which they belong often.
o Feel performance pressure & are isolated and stereotyped.
• What is the glass escalator? correct answers o the phenomenon whereby men rise higher and
faster than women in female dominated positions
, • Why do women find it difficult to find role models & mentors within their organization?
correct answers o Vertical segregation: limited visibility of same-¬‐sex role models
o Why are women excluded?: relatability, an in-¬‐group bias, lack of gender consciousness,
sexism.
• What are "old-boy networks"? correct answers o : informal male networks within organizations
which yield power and look out for each other's interests.
• Understand the two types of sexual harassment. correct answers o Quid Pro Quo Harassment:
unwanted sexual advances or behavior are a condition of employment. Employee will be fired or
suffer in some way if she does not comply.
o Hostile Work Environment Harassment
when speech or conduct creates an intimidating or demeaning environment that negatively
affects a person's job performance (more difficult to recognize).
• Why do men sexually harass women in the workplace? What are some theories? correct
answers o Sex-¬‐Role Spillover Theory: harassment occurs when a woman's gender is more
salient than her role as a worker.
o Power Theory: harassment is an abuse of power. Men have more formal power in
organizations, and can misuse it.
o Male Dominance Theory: men are socialized to take sexual initiative, be sexually persistent,
and get what they want.
• What are the psychological & practical consequences of sexual harassment for women? correct
answers o Psychological effects: guilt, self-¬‐esteem, anxiety, depression, post-¬‐traumatic stress
disorder (PTSD)
o Sexual harassment is not inevitable. Companies can send a clear message to employees that
harassment will not be tolerated, and support systems for victims should be in place.
• What is achievement motivation? correct answers o desire to accomplish something valuable
and important and to meet high standards of excellence.
• What theory explains why men and women tend to channel their achievement motivation in
different directions? Understand this theory. correct answers o : individuals' choice, persistence,
and performance can be explained by their beliefs about how well they will do on the activity
(expectancies) and the extent to which they value the activity.
• What social and personality factors predict high achievement in women? correct answers o
What social factors make the difference?
o Presence of same-¬‐sex role models in their profession.
o Upbringings that provide them with an enriched view of women's capabilities.
o Working moms, supportive fathers.
o Late marriage, few or no children.
o Personality matters, too.
o High self-¬‐esteem, strong self-¬‐ efficacy (belief in one's capabilities to achieve a goal or an
outcome).
