The problems of workplace inequality has been around the society for many years. In the workplace, women are having difficulties for not taking up about half of the jobs compared to men throughout the society. How can we prevent the unequal ratio of both genders in the workplace? The authors Sheryl Sandberg and Rosa Brooks explain the problems of women moving in and out of the workplace and managing the housework with taking care of the family. In order to prevent workplace inequality, we should provide a true partner,leave out of frequent presence in the workplace, and never leave out any opportunities behind. In “Why There Aren’t More Women Leaders” by Sheryl Sandberg, she explains the problems of prejudice for the imbalance of having a
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According to Sandberg, she explains that women should motivate themselves to succeed in the workforce to think positively without underestimating their own proficiency (2). Her point is that women shouldn’t put themselves down, so they can be expected to maintain the sufficient working levels with men in the workplace. In the article "Recline!" by Rosa Brooks, the problems with women joining into the workplace more often can be an overwhelming and stressful experience because of managing the house work and childcare altogether. Brooks’ main criticism of Sandberg's argument states that Sandberg wants to motivate women for a "lean in" to take advantage of risky challenges in the workplace. According to Brooks, the excessive amount of joining the workplace made her feel depressed because she was away from her friends, having too much focus on developing her organization, feeling exhausted to do any imaginative perspectives, and missing out most of family life management (4). In other words, Brooks is having a hard time doing several hours of participating in the workplace that can make her life an overwhelming and upsetting disaster. According to “Why Gender Equality In The Workplace Is Not …show more content…
However, this may be a stressful and overwhelming choice to prevent being dropped out of the workplace to keep housework management maintained at the same time. For instance, women connect their success to other outside circumstances, such as receiving help from someone to perform very well in the workforce. On the other hand, no one can try to manage a full day job because of plenty of housework and childcare that will unequally harm women based on the everyday presence of both workplace expectations and parenting expectations which will sometimes cause chances of dropping out of the workplace. Brooks argues, “If we actually want gender equality, we need to confront the expectation that more is always excellent, and the expectation that men don’t depreciate as much as women when they’re tired and have no opportunity for family or enjoyment” (7). Her point is that both genders should fairly maintain the amount of time used to balance the opportunities and productivities to prevent fatigue throughout the family. Brooks also states, “When a workplace is full of workers who always join in and never leave out, it’s full of workers who are tired, unstable, and unqualified of showing much imagination or making proper arrangements” (7). What she’s saying here is that workers are having serious difficulties when working full time dealing with stress and depression
According to Sandberg, she explains that women should motivate themselves to succeed in the workforce to think positively without underestimating their own proficiency (2). Her point is that women shouldn’t put themselves down, so they can be expected to maintain the sufficient working levels with men in the workplace. In the article "Recline!" by Rosa Brooks, the problems with women joining into the workplace more often can be an overwhelming and stressful experience because of managing the house work and childcare altogether. Brooks’ main criticism of Sandberg's argument states that Sandberg wants to motivate women for a "lean in" to take advantage of risky challenges in the workplace. According to Brooks, the excessive amount of joining the workplace made her feel depressed because she was away from her friends, having too much focus on developing her organization, feeling exhausted to do any imaginative perspectives, and missing out most of family life management (4). In other words, Brooks is having a hard time doing several hours of participating in the workplace that can make her life an overwhelming and upsetting disaster. According to “Why Gender Equality In The Workplace Is Not …show more content…
However, this may be a stressful and overwhelming choice to prevent being dropped out of the workplace to keep housework management maintained at the same time. For instance, women connect their success to other outside circumstances, such as receiving help from someone to perform very well in the workforce. On the other hand, no one can try to manage a full day job because of plenty of housework and childcare that will unequally harm women based on the everyday presence of both workplace expectations and parenting expectations which will sometimes cause chances of dropping out of the workplace. Brooks argues, “If we actually want gender equality, we need to confront the expectation that more is always excellent, and the expectation that men don’t depreciate as much as women when they’re tired and have no opportunity for family or enjoyment” (7). Her point is that both genders should fairly maintain the amount of time used to balance the opportunities and productivities to prevent fatigue throughout the family. Brooks also states, “When a workplace is full of workers who always join in and never leave out, it’s full of workers who are tired, unstable, and unqualified of showing much imagination or making proper arrangements” (7). What she’s saying here is that workers are having serious difficulties when working full time dealing with stress and depression