Two Gender Styles Of Tannen's Ideas

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Two Gender Styles For decades, researchers have concluded that women and men have different forms of acting, thinking, and even communicating. Due to the differences in their behavior men and women usually do or say things that disappoints their partner. In occasions a simple misinterpretation of a response can make a person feel bad. Could it be that men and women express their words differently? Or does the communication style make men and women to decode the response differently? In what follows we will discuss the different ideas of the different communication styles given by Tannen in her book, metamesages, and the problem with glass ceiling.
Tannen’s Ideas
One of the most important ideas from Tannen’s chapter is asymmetry vs symmetry.
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A response can say more than what the sender originally mend depending on how the receiver interprets the message. Secret messages inside responses are also known as metamessages. Metamessages can indicate two things, the depth of a relationship, and hierarchy in our society (Mahaffey, 2016). For example, if one person says to another “I think that is a bad idea”, it might sound as a humble opinion, but in reality it involves a metamessage of superiority. The opinion can be interpreted as “I’m better than you” indicating a higher position in the latter. Therefore, it is really important to properly hear, decode, and respond to metamessages to understand how close you are with a person, and in what position you are in the pecking order. If a metamessage is not properly heard, or decode it can make a person feel less important or in an inferior position without having the intent to do it. Having the knowledge of understanding and using mettamessages properly can help you become an excellent …show more content…
Due to the different behavior men and women have, bosses and managers give special treatment to their employees, specially men. This has caused men to have easy access to higher positions, and deny the opportunity for women to rise to higher positions. The invisible barrier that prevents women from rising to the top is known as the glass ceiling (Tannen,1990). One of the parts that stuck this author the most from the glass ceiling is that bosses don’t really give credit to the person that works more. Most, of the time women have good ideas, work hard, and help their coworkers, but their work is rarely appreciated by the manager or owner. Due to the style of communication women have, they tend to make their male coworkers feel superior by giving them confidence. Once confident males do good jobs, that could have not been done without the help of females. However, only the men job is appreciated and all the credit is given to him and the female jobs goes unseen. Moreover, one thing that this author did not know is that women don’t like to promote themselves. Women don’t like to say the good things they did for their company in order to receive credit, rather they like to do good things for the benefit of the organization. Men on the other hand, like to speak up for their accomplishments and receive credit for the things they have done. Due, to that men have escalated rapidly to

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