Kurzus nemzetközi vendég- és részidős hallgatóknak

Kar

Pedagógiai és Pszichológiai Kar

Szervezet

PPK Pszichológiai Intézet

Kód

PSZM21-MO-VEZ-110

Cím

Gender, Career and Leadership

Tervezett félév

Mindkét

ECTS

4

Nyelv

en

Oktatás célja

COURSE DESCRIPTION (GENERAL DESCRIPTION) A tárgy neve: Gender, career and leadership A tárgy kódja: PSZM21-MO-VEZ-110 Tárgyfelelős: Kovács Mónika Oktatás célja A tárgy képzési célja: The goal of the course is to discuss the effect of gender stereotypes, prejudices and sexism on career and leadership. The course examines how gender stereotypes, gender role expectations, different types of sexism leads to sex-based discrimination in workplace context, giving an introduction into some critical and culturally sensitive theories that focus on the power relations between the sexes and their effects on career and politics. It will discuss the different social psychological phenomena that have been introduced by researchers in relation to gender and career: the token situation, the glass ceiling, the glass cliff, the glass escalator, the glass slipper and the queen bee effect as well as the backlash and the backlash avoidance. The course draws attention to the significance of gender-mainstreaming and interventions at aiming gender prejudice reduction and promoting women in leadership positions and in political offices. Tanulási eredmények, kompetenciák tudás: Acquaintance with the most important theoretical approaches and concepts on the effect of gender stereotypes and prejudices on the careers of men and women Familiarty with the basic criteria of programs and trainings aiming at promoting women’s career attitűd: Understanding the different individual and social experiences resulted by gender inequalities and prejudices Respecting human rights and human dignity képesség: Abilty to differentiate between essentialist gender prejudices, stereotypes, and their consequences Ability to reflect at own gender stereotypes and prejudices autonomy, responsibility: Students are able to apply the acquired knowledge on their own, in accordance with the ethical guidelines of psychology, but only for purposes corresponding to their level of competence. Tantárgy tartalma Fő tartalmi, tematikai egységek Gender stereotypes and gender roles Ambivalent sexism and modern sexism Gendered interests and career choices Gendered behaviors: backlash and backlash avoidance Think manager – think male Work as masculinity contest Sexual harassment Male and female tokens, the glass escalator Gender identities and the queen bee phenomenon Belonging and identification with the leader Think crisis – think female: the glass cliff Gendered leadership Interventions Tervezett tanulási tevékenységek, tanítási módszerek Interactive presentations Group work (female leaders in the media) Essay Számonkérési és értékelési rendszere Követelmények és az értékelés módja, szempontjai: Követelmények az értékelés módja: Group work: 50 % Essay: 50 % az értékelés szempontjai: Adequate knowledge of the literature and the topics discussed in class Application of the theoretical knowledge for the essay The references are in accordance with the APA’s requirements Irodalom Kötelező irodalom Berdahl, J. L., Cooper, M., Glick, P., Livingston, R. W., & Williams, J. C. (2018). Work as a masculinity contest. Journal of Social Issues, 74(3), 422-448. Cheryan, S., & Markus, H. R. (2020). Masculine defaults: Identifying and mitigating hidden cultural biases. Psychological Review, 127(6), 1022. Kark, R., Waismel-Manor, R., & Shamir, B. (2012). Does valuing androgyny and femininity lead to a female advantage? The relationship between gender-role, transformational leadership and identification. The Leadership Quarterly, 23(3), 620-640. Dormanen, R., Sanders, C. S., Maffly-Kipp, J., Smith, J. L., & Vess, M. (2020). Assimilation Undercuts Authenticity: A Consequence of Women’s Masculine Self-Presentation in Masculine Contexts. Psychology of Women Quarterly, 44(4), 488-502. Goodwin, R. D., Dodson, S. J., Chen, J. M., & Diekmann, K. A. (2020). Gender, Sense of Power, and Desire to Lead: Why Women Don’t “Lean In” to Apply to Leadership Groups That Are Majority-Male. Psychology of Women Quarterly, 44(4), 468-487. Bruckmüller, S., Ryan, M. K., Rink, F., & Haslam, S. A. (2014). Beyond the glass ceiling: The glass cliff and its lessons for organizational policy. Social issues and policy review, 8(1), 202-232. Derks, B., Ellemers, N., Van Laar, C., & De Groot, K. (2011). Do sexist organizational cultures create the Queen Bee?. British Journal of Social Psychology, 50(3), 519-535. Morgenroth, T., Ryan, M. K., & Sønderlund, A. L. (2020). Think Manager–Think Parent? Investigating the fatherhood advantage and the motherhood penalty using the Think Manager–Think Male paradigm. Journal of Applied Social Psychology. Diehl, A. B., Stephenson, A. L., Dzubinski, L. M., & Wang, D. C. (2020). Measuring the invisible: Development and multi‐industry validation of the Gender Bias Scale for Women Leaders. Human Resource Development Quarterly. Feenstra, S., Begeny, C. T., Ryan, M. K., Rink, F. A., Stoker, J. I., & Jordan, J. (2020). Contextualizing the Impostor “Syndrome”. Frontiers in Psychology, 11, 3206. Morgenroth, T., Ryan, M. K., Rink, F., & Begeny, C. (2020). The (in) compatibility of identities: Understanding gender differences in work–life conflict through the fit with leaders. British Journal of Social Psychology. Ajánlott irodalom Rudman, L. A., & Glick, P. (2012). The social psychology of gender: How power and intimacy shape gender relations. Guilford Press. ISBN: 9781606239636 Ridgeway, C. L. (2011). Framed by gender: How gender inequality persists in the modern world. Oxford University Press. ISBN: 978-0199755783 Eagly, A.H. – Carli, L.L. (2007) Through the Labyrinth. The truth about how women become leaders, Harvard Business School Press. ISBN: 9781422116913

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