5 Assignment 10

Part A

What I got from the essay doing gender “Giving Good Service” is that the another was trying to make a connection between gender and how it affects people’s definition and of what good service is. She discusses how gender affects ones behavior in their job. I like her example of the waitress, because female waitresses arose from the stereotype that women provide a motherly and caring vibe. Because of this women’s behavior changes to adapt to the stereotype. Another example used was the police officer in which is female officers are not seen at the same superiority as male officers and therefore are not given the same respect or seriousness. Hall also discusses how gender is used to determine whether male or female would be more beneficial for the business to earn. She brings up women’s jobs such as housekeeping, nanny, waitress, or bartender because women are seen as caregivers or sex symbols. The gender is used as a tool to benefit the business or customers. Business really add to this idea in that they make provocative uniforms for their female employees to wear rather then the males. This can be seen today in food industries such as hooters. I am pretty certain that the men do not walk around in bras or belly shirts. In the NY Times employees from hooters discussed how degrading the uniform was and that refusing to wear it is not an option and will lead to be fired from the job. I believe the excuses business use to defend themselves is that they are trying to appeal to the customer however they are not realizing the message they are sending out to their employees and young men and women. A big problem that arises is harassment that comes with particular job such as waitress or bartending. Superiors will inform employees that flirting and sex appeal is a requirement of their job. I find this completely outrageous and don’t understand why this is being accepted in today society. We must step away from money being more important than our self-respect and dignity.

Part B:

Budig and England explore how motherhood affects employed women’s wages. They come to the realization that there is in fact a wage penalty for motherhood. Through their research they give five explanations as to why mothers wages are affected. The first reason as to why women are not offered more money or earn less is because employers believe that mother hood causes women to lose job experience. Women move from full time positions to part time or take time off to care for children or take maternity leave. Budig and England’s research (pg205) showed that men suffer no such penalty even after having children. Although most business owners see time off for mothers as a negative, Budig and England see the positives of mothers taking time off to care for their children. The idea presented here is that “caring labor” equals “productive adults” who later contribute to economic productivity. Higher pay goes to women who are deemed qualified because of their seniority which is a result of their work attendance. The research shows that the wages of women who take time off or “lose work experience” are in fact affected and lowers chances of better pay or more hours. The second reason for wage penalty is due to mothers moving into “mother friendly” jobs. Most times women will exchange a higher paying job for a lower paying job due to the fact that the work is less demanding or allows them more time off. It is believed that motherhood results to lower productivity, the third reason ties into the stigma is that mothers are exhausted from their home duties or they are less pro-active at work because they are in fact storing energy so they are able to do what’s know as second shift work. Childbearing Women are seen as unreliable due to their need to check in with their children, go to appointments and take sick leave for both themselves and their children. This is the reason why women try to find mother friendly jobs; they acquire flexible hours or jobs that have onsite day care. The fourth reason behind the reason for un fair wages is due to discrimination from employers. Along with all of the previous reasons the authors state that employers find it distasteful to employ mothers. Examples of employers discriminating against mothers is by placing them in jobs with less benefits minimal promotion as well as giving them minimal hours or minimal pay. Lastly the last reason for the wage penalty for motherhood is the idea that it is the characteristics of the women and not so much the discrimination from the employer. Budig and England state that women are more likely to have children because they feel motherhood will bring more satisfaction to their lives then their careers.

The article, “ Wage Penalty for Motherood,” by Michelle Budig and England, is a great example for what mothers have to deal with in the work force, I completely agree with their artice and research. They give examples on why mothers are being penalized in their workplace, the way their job expereicen are interrupted do to the caretaking of children.Mothers take lower paying jobs that are mother friendly,t they become less productive at work due to the demands child taking demands, they start to be discriminated by their employers.

When women leave their job to take care of their children, because they have to go on maternity leave they are taking time away from work and away from having more experience in the work field. It becomes domino affect because the women have to take time out to care fo their children and while they are home, and away from their work place, they are setting back from learning new techniques or keeping up to date with what the work place needs.Therefore by the time they return to work they have been penalized with wges cut for not been up to date in the job field.

Budig and England also discuss that women chose mother-friendly jobs, which are jobs that come with ower paying jobs but they are flexiable to understading the high demands of motherhood. The penalized for motherhood comes with a low wage and a reward to be able to be flexiable to atten any motherly events or duties. If the job were a high demaning paying job, they would not be mother friendly jobs. A mother friendly job allows mothers to attend work while earning a low wage in exchange for flexiably for motherhood.

Motherhood also get discriminated by their employers,they second guess themselves when giving a promotion to mothers because they will have more flexiability and will be more productive. They would rather give the job to a women who has no kids they believe she will be more productive and flexiable to the high demands of the work field.

Motherhood has the rewrds of having giving birth, yet it is penelazied for it. Motherhood caue with penalization in the work field, a woman has to have settle for lower wages and go to motherfriednly jobs to have flexiablilt to be a mother and have child care. They also look down by their employeers and coworkers because they may seened tired or unproductive with the demands of child caring and raising. It seems to be ironic that motherhhod comes with a high penalization when we should be caring and making the process for child care for women to be able to succeed in their work fields.

Part B

In Michelle Budig and Paula England’s essay, “The Wage Penalty for Motherhood,” they both present the arguments of why our society penalizes mothers by paying them lower wages than their male counterparts. Budig and England present us with the data that supports the link between motherhood and low wages and why we should care. They tell us that it’s not only a large issue that symbolizes gender inequality that has always existed but because it has a lifetime effect on our society.  The following are the causes of why women in their childbearing years have lower hourly pay:

The first cause is believed to be because of the lost of job experience. As the mother needs to be away from work and stay at home to take care of the children, in return creates the break of employment. It is believed that mothers lose job experience with the interruption of work, as it stops the involvement of the on-the-job training. As per Buding and England, there are studies that show that continuation and experience may influence higher pay (205).

The second cause is that motherhood reduces job effort and productivity. Children take up a lot of time, which in return leaves the mother exhausted and distracted from work. Working mothers are considered to be less productive at work because they are always more concern with what is happening with their children rather than concentrating on their jobs. It is believed that non-mothers have more time for leisure and therefore have more energy for paid work.

The third cause is believed to be that mothers trade off higher wage jobs for “mother friendly” jobs that support their parenting. Mothers need to have flexible jobs that allow them to have time to take care of their children. They often settled for less paying jobs so they can have flexible hours, pay sick leave and vacation.

The fourth cause is that they are discriminated by their employers. They often place mothers in less rewarding jobs. If there is chance of a promotion they will likely give that job to woman who doesn’t have kids as they are viewed as more dependable and productive.

The fifth cause is the effects of motherhood on wages. They argue that lower wages leads to having more children. They are less interested in affluence therefore are more likely to have more children. As they find themselves valuing their family more than money.

Budig and England concluded that motherhood leads to employment breaks. That through time the lack the accumulation of work experience and seniority, which in return diminish the pension payments needed for retirement. We should be concentrating on “caring labor” that ultimately increases the level of care for the next generation (205).

In the article,”Doing Gender by Giving Good Service by Elaine Hall she explains how gender roles are a significant contribution to how people treat and rate their service if it’s good or bad. Hall describes two approaches gendered organization approach and gender in organization approach; she goes into detail to explain the relationship between both and how one has more power over the other using her information from her research.

Hall defines the gender in the organization approach to be center more to the differences between the genders and their behavior in the work environment. Hall explains that the gender in an organization is brought into a gender-neutral work environment by the person. She uses the example of the woman police officer who is classified as a gender neutral career, however as the difference between female and male police officers are very easily to rise to question when sexual harassment is involved. Also, society tends to view female police officers as weak and not up to the standards as male police officers would be. This is when the gender roles and their behavior set them apart.

In a gendered organization, Hall describes to be the gender who play a role in what job the person would perform better. It Dates back to when a woman would be only good as caregivers at home due to their gender. Hall explains how in the restaurant business women have to be flirty, to give excellent service, when the waiters do not have to be flirty to provide good service. The gender organization portrays a role different when it comes to gender. If you’re a woman you are mostly to be hired as a housekeeper or a nanny, why?. Because society has set the idea that woman are born with a giving to be caretakers and therefore will be performed better as so. Their gender plays a significant role when getting hired for certain jobs.
Depending on what the job is looking for they will hire you, in the club/restaurant business if they are seeking to attract men as consumers, they will hire young good looking girls and give them uniforms in which benefits their bodies. Not only do they have to wear tiny and rebelling uniforms they also have to flirt and be well put with their hair and makeup done. This is an example of how gender organization plays a role in whether or not you will hire and once hired you still have to keep up with the job requirements of the workplace giving more power when it comes to addressing the way gender constructed within the workplace.

In the reading “Doing Gender by Giving ‘Good Service’” the author Elaine Hall discusses about two identifiable approaches to the relationship between gender and organizations. These two approaches are connected to one another and I feel that are based on the perception of the people and their expectations. Both the customer and the organization play a big role into these gender roles and expectations. One of those approaches is the defining of gender in organization distinguished as incongruity. To further explain what gendered in organization looks like Elaine Hall explains and gives the example of the waitress and waiter example. Elaine Hall explains that it is more stressful for waiters than waitresses because the data showed that waiters get insulted more. Later on the author explained that waiters who were interviewed explained that waitresses get insulted more often because they are viewed as servant and sex appeal. Also another way is having the mindset that female customers are more stressful than males, because there is a perception that female customers are more demanding. Those are the examples of how organizations are gendered. The next approach to the relationship between gender and organizations is gendered work roles. In the waitering service waitresses are usually seen as sex objects and often the waitresses are instructed to approach customers in a friendly, flirty approach. At restaurants that are female servers it is seen as an obligatory job flirt. But it is also seen as a less of a male’s job, so males tend to be more reserved. I saw that both the approaches of icongruity and gendered work roles go hand by hand because since waitresses are seen as sex objects and servants because they are requested to flirt with the costumers then customers have the chance to offend them, harass them and make them feel less than them like their servant. The actions that most restaurants request from these waitresses are the outcome of the violations some customers have against waitresses. These women are seen with less respect than any job, it is unfair after all.
In the reading “The Wage Penalty for Motherhood” by Michelle Budig and Paula England they discuss about the difference wage between mothers and fathers due to motherhood. In this essay they spoke about motherhood penalty that exist in the United States and also in the United Kingdom. I had no idea there was a “motherhood penalty”, which honestly makes no sense. But Budig and England explained the reasons to why these countries have such penalty for mothers. This penalty also depends if the female is a first time mother or has two or more children. Fathers in the other hand, has no penalty against them to affect their wage or at times they have an increase of wage after their child is born. The motherhood penalty ranges from four percent to six percent of wage decrease for mothers of one child. The more children the higher the percentage gets. It ranges from twelve percent to fifteen percent of wage decrease for mothers that have two or more children. Now that is mind blowing, because that is quiet a high percentage and it affects their income a lot. The reasons stated for this motherhood penalty are the following, companies feel that mothers have less experience than non mothers, are less productive and may work less. The companies believe that mothers have less experience than those who do not have children or are not mothers (fathers) because of the maternity leave, to need to stay with the child, doctor’s appointments all that makes it hard for a mother to always be at work to obtain all that constant job experience. Also the believe that mothers are less productive because they might be tired of the duties they do at home or also might be storing energy for when they arrive home, to have energy for the work at home that awaits them. Also, companies believe that mothers will spend their work time worrying about their child instead of concentrating on work related issues. Lastly, that mothers work less, they mentioned on their essay that mothers might work less because they might have to call out sick to deal with their child’s sickness or appointments. These reasons that were stated to why there is a motherhood penalty do occur but fathers do not pay the same price mothers have to pay. But also there is a reason why we receive “paid sick days”, among other benefits. Women already get paid less than men in general and now are getting paid even less just for producing children. This mostly sounds like a discrimination against women. Lastly they also stated that mothers tend to ask for less demanding occupations to have fewer duties since they consider motherhood to be an “extra shift”.

Part A

In Elaine Hall’s essay “Doing Gender by Giving ‘Good Service,” she explains the association between gender and organizations by identifying two different models: the gender-in organization and the gendered organization approach. Hall explains that the gender-in organization tends to be gender-neutral organizations that affect men and women differently. This model tends to be a disadvantage for women, as it tends to steer men towards the better jobs. As for the gendered organizations instead of supposing neutrality it directs the worker to their given role. This model tends to breakdown how organizations and workers differentiate gender at work. (Hall 453).

Hall clarifies that the gender-in organization model identifies men and women as different types of workers that give specific meaning to their jobs. She uses the example of the role of a police officer; society tends to see policewomen as less authoritative than the policemen. Their gender is what brings meaning to a neutral setting. As for the Gendered organization model its when specific occupations are viewed as gender specific. Their gender is viewed as an essential part of doing their job and its something that people do with their behavior (Hall 454).

Elaine Hall believes that the gendered organization model has more explanatory power in the restaurant industry because they generally “do” gender by:

• Creating gender divisions, they view restaurant work as women’s work.
• Creating the image of deferential servant, waitresses have to learn to “accept one’s Place”
• Creating the image of women as being sexual objects, they hire attractive young women to attract the opposite sex.

The gendered model that restaurants use specifically allocates men and women to the different jobs that are needed in restaurants and they define the job performances in gender terms. Hall notes that regardless of the type of restaurant, in order for their employees to provide good service they must follow three scripts: Friendliness, subservience and flirting (Hall 465). In their initial training employees are taught to always welcome patrons with a smile, make them feel welcome. Being that women are viewed as friendlier, this is when the gender division comes in. The second script is subservience; in this the customers do differentiate, as they often treat their waitresses as less than and look down on them more so than a waiter. The third scrip is the flirting, this is suggested as the owners see it as essential to keeping the customers interested in coming back to spend their money.

Part A

In “Doing Gender By Giving Good Service” Hall identifies two different approaches on the relationships between gender and organizations which are gender-in-organizations and gendered organization.

In Hall’s essay on gender-in-organization she explains that systems that are in place at certain organizations create disadvantages for women from the early stages of recruitment. Also, there are both collective and individual ways that genders, particularly women take on roles in organizations. In collective gender we see that generally the organization has generally made a certain position a woman’s job. For example a retail clerk is collectively designated to a woman. Individually, gender-in-organization a woman would take on stereotypically female roles such as a caregiver or a mother like role. (Bell 453) Hall also describes that gender-in-organization is brought into gender-neutral workplaces by individuals themselves. She gives us the example of the a police woman who is supposed to be considered to be in a gender neutral occupation but the gender differences can easily be distinguished when sexual harassment is involved. This differentiates the gender roles and what is appropriate and not appropriate behavior. (454)

In gendered organization, organizations are assuming that the gender will play a role in all organizations and will be a part of the person’s job. They will use whichever gender in their particular position in order to successfully complete their task. Gendered organization has already assumed that your gender will be used in a particular way that will benefit the organization and specific clientele. One great example of this method is in the hospitality industry. A waiter or waitress, are given two different names not just one gender-neutral name for a server. Both genders are typically expected to better serve a client of the opposite sex. Waitresses are expected to appear talkative, happy and always smiling. It is also acceptable for a waitress at certain organizations to flirt with male clients. Waiters (men) are expected to do the same with female clients but are allowed to be assertive in this industry. The level of flirting and assertiveness can vary depending on the individual and what the restaurant prefers.

Bell found that gendered organization explanatory power is greater because it defines what male and female roles are in each organization. Organizations, which in her essay are restaurants, the waiters or waitress are able to be in these generalized gender roles but are able to play around with the degree of stereotypical behaviors depending on the restaurant. Gendered organization provides a wider spectrum of issued that can be researched.

Part B

Budig and England give five distinctive cause of how mothers are being penalized in the workplace. Interrupted job experience do to caretaking of children, taking lower paying jobs that are convenient for mothering needs, lack of productivity due to exhaustion from mothering, employer discrimination and the association of motherhood that leads to a lower paying job.

Women lose job experience when they have children and have to care for them. They either temporarily leave work, go from full time to maternity leave or from full time to part time in due to child rearing or order to care for their child. This time lost creates a loss in work experience and loss of on the job training creates a long-term effect for their future wage earnings. The lapses in jobs also contribute to lower wages verses someone who has continuously worked and “proves” that they have more experience.

Some women chose mother-friendly jobs, which are most commonly lower paying jobs in order to balance their lives as mothers. These jobs pay less but the compensation acceptable to mothers because they are able to attain a flexible schedule. The mother-friendly job is less demanding or less hours are required of them. This would be beneficial in exchange for being able to spend more time with their children. If a mother would take on a demanding job with many hours, they would me more likely to be unfocused or distracted due to being tired and household demands, which will eventually make them less productive at work.

The penalty of discrimination by employers is broken down into two different ways. Discrimination based on taste, which would be that an employer just thinks they just would not like to employ mothers, or if they believe their clientele would not like them. The other way an employer can discriminate a mother would be the statistical discriminations. In this method of discrimination, an employer would use generalized data to measure the productivity level that someone with children would likely have. This would help the employer determine/penalize the mother or whichever type of person they are discriminating against and offer them a much lower wage than someone who does not have children.

Motherhood in general can cause someone to be on the lower end of the pay scale. Having a lower education level therefore bearing more children at an earlier age can put a mother out of the job force for a long amount of time, which will eventually lead to a lower wage in the future.

Part: A

In the Doing Gender by Giving “Good Service” essay Elaine Hall describes the differences between gender -in- organization perspective and the gendered organization approach and how they are both define in the work environment.

The author describes how gender in-organization is different for women and men and it implies that different gender has different approach to the same kind of work. The different genders also are view differently by costumers. (in p.454) This article describes how for example police women are trying to resolve the gender role between being women and a police officers. How the gender expectations and behavior when harassment is involved these behaviors are inappropriate.

In gendered organization approach (in p.454) it describes that the type of job a person chooses will imply the gender at work. This approach is different than gender in organization approach because it tells us that men and women bring different gender behaviors to work. But the gender organization approach implies that the type of job determines how men and women behave differently when it comes to the work environment.

When addressing the way, gender is constructed within and between restaurants. All this because restaurants makeup their own rules when it comes to hiring people to work for them. Some restaurants only hire young beautiful women in order to attract more customers into their establishment. This discriminates on other people trying for the same job. Some places discriminate depending on what type of restaurants they tend to hire older women, not young ladies because they tend be mothers and house wife and are able to take care of families. But if it’s a restaurant they tend to want young women with nice bodies in order to attract and flirt with male costumers. For example, I have a close friend that used to work in a fancy restaurant in Washington highs where I live, my friend felt so much pressure from her place of work and from other co-worker and waitress that she made the decision to go have plastic surgery in Dominican Republic. She felt other waitress were making more money because they had better bodies specifically bigger behinds than she did.

In this case, both the gender -in-organization and the gendered organization played a role in how my friend was able to get this job. Because in this job she walked in with gender neutral believes but quickly realized that wasn’t how she was supposed to act at work but Instead gendered organization determined how she was supposed to look and act around costumers at work, in order to make more money.

Part: B

In the article “The wage Penalty for motherhood” The authors Michelle Budig and Paula England write about how women in their childbearing years are being paid less than women that are not in their childbearing years. All this because when women have children they tend to spend more time at home and away from their jobs. They may get discriminated against because of having children and be seen as less reliable than women without children.

The first explanation (in p.205) is that when women are in childbearing years they spend more time away from work because they are taking care of children causing them to interrupt they carriers and therefore their job experience. For example, when my children where young I had to work and spend more time away from home than I wanted to. But that made me feel guilty about not being with them I was missing out on my children growth. At the same time, I had to work because of fear of losing my place at work, it was a lot of pressure from both sides.

The second explanation (in p.205) is that some mothers may want to change jobs to more mother friendly jobs even if those jobs offer less pay because to them it is more beneficial to be in a mother friendly job, like for example working in a school were later on mothers could bring their children to work with them which makes it essayer for them instead of having to pay for childcare and it saves time.

The third explanation (in p. 207) is that some mothers may earn less pay because having to take care of a young child and working is an exhausting job that can leave them feeling sleepy and can lead them to be unfocused on the job at hand. For some women, it takes about a year to get used to the routine of juggling a job will taking care of their children.

The fourth explanation (in p.208) is that some employers can discriminate against mothers because they feel mothers are less productive than women how don’t have children for the reasons I mention above. In this society, women that have career ambition are viewed as being less ambitious if they also have children. Because bosses tend to prefer women that are not attached to children in order to have their focus on the job at hand.

The last explanation is where the authors sort of retract what they said because they mention (in p.210) that maybe women of childbearing years are at a young age. They may have a lower academic status and that is way they tend to make less money than those women who don’t have any children.

Part A

Doing Gender by Giving Good Service

In Elaine Hall’s essay, she declares two particular identifiable approaches towards the relationship between gender and organizations. Hall mentions the disadvantages of women and how they are affected in a different way when surrounded by gender neutral organizations. She illustrates preexisting systems already in play. These systematic movements have created harsh disadvantages for women since the introductory of recruitment.

Elaine Hall notes the significance of gender and work; our gender dictates the kinds of roles we play and the sort of work we do. There are two approaches, the gender in the organization approach and the gendered organization approach.  The gender in the organization approach focuses mostly on the differences between genders. With the consideration of collective and individual perspective roles in organizations, particularly women, we are able to visualize the generalized norm for certain occupations. Collective genders are organized with specific roles designated for women; such as clerical work.  Men are often identified as servers and women as the sexualized waitress, in reference to this pre-historical agenda systematically referring to women as the caregivers. Women waitresses are expected to flirt with customers as part of her job description. Elaine Hall’s research showed that women were told to mingle, smile, and engage in a friendly manner, more so than the male servers.

Elaine Hall’s notes the role of the women in the police force and the subjective notion of their gender. Immediately, they are perceived and judged based on their ability to ovulate over their professional title. The people’s behavior reflects the gendered approach. This approach reflects the social settings of their relationship among women and men when it comes to gender. Women are often sexualized and idealized for their beauty in their workplace. In a sense, Elaine Hall refers to the weaning out a process of candidates during interviews. Her example of hiring the young and sexy women, and then issuing them uniforms to bring focus to their assets to draw attention to men. This notion only feeds into this ideology of the preferred women instilled by society, conditioning every man to want, and every woman to want to become. In many ways, if you don’t fit this model of this ideal “societal norm” chances are you will become extremely limited in your choices of work. No employer would want to hire women who are not visually appealing. If hired the women is conditioned to up sell the company’s products while the men are obligated to continuously supply and pull longer hours when surrounded by beautiful women.

 Part B

The Wage Penalty for Motherhood

In Michelle Budig and Paul England essay “The Wage Penalty for Motherhood”, focused on women and their childbearing years. Women are more likely than men to be paid a lower wage for doing the same kind of work. They offer five reasoning’s for this theory:

One, Michelle Budig and Paul England speak of the women who spend the majority of their time home raising their children as a caregiver. This gave the women no time to work a full-time job with a salary; they were already doing so at home with their kids. This applies to all women who refuse to miss their child’s first anything, especially if it is their first child. With that being said, a woman with more than one would not possess any sort of free time dedicate to a paying job, making it impossible for single mothers.

Secondly, they explain the rationale of accepting a lower waged position in exchange for childcare. Women who are able to take their kids to work with them offers them the freedom and flexibility to work knowing their children are being taken care of. Women with children require many accommodations in their workplace. These women may have schedule limitations that restrict them from working certain days and needs a shorter work commute than others in order to uphold hold their main priority; their children.

Their third reasoning focuses on the children as a liability. Their children can be seen a distraction leaving the women exhausted and unfocused to their paid jobs. Excuses for further accommodations are to be expected. Like if their child was sick and now they are exhausted from lack of sleep. This cycle of behavior affects their efficiency over women without a child. Their priorities are designated at home rather in the workplace.

Fourthly, mothers in the workplace are discriminated against nonmothers. Different treatment is given to women with children. They are offered less satisfying jobs and should not expect significant wage increases or promotions. Discrimination among perceived liked gender mirrors the gap in wages. Once you become a mother, be prepared to make less than someone without a child.

Finally, the last reason dictates the aftermath of having a child on wages. They home in on the lack of education and the high reflection in numbers who have children. This is due to a limited outlook on available satisfaction. Uneducated women feel having a child will be fulfilling, whereas an education woman seeks a career to be satisfied.

In Elaine Halls essay titled “Doing Gender By Giving ‘Good Service”, She mentioned the two identifiable approaches to the relationship between gender and organizations. They are gender in the organization approach and the gendered organization approach. Hall states that women and women are affected differently in gender neutral organizations.

The gender in organization approach is more geared towards gender differences. Hall mentioned that gender is embedded in the jobs that we do. They believe that women and men are different kind of people who bring different kind of meaning into gender neutral setting Hall states that the jobs we do rub off on us. She mentioned that police women role conflict of being police WOMAN and the professional role of POLICE woman (Hall454). Meaning that being a woman trumps over their professional title.The gendered approach is what people do with their behavior. This approach states that women and men and women encounter gender meaning in relationships in social settings(Hall454). She goes on to talk about the relationship between women sexuality and work. She talked about how women are refer to as waitress and men are servers.  She then spoke about how waiters are caring like mothers and how service jobs are women work.

Hall first points out three ways in which restaurants “do” gender.  Division and hiring gendered women to fill them.  Two where waiters learn their place and how to behave around costumers and three Hall also talk about women servers as sexual objects by both patrons and workers. She used the example of hiring young sexy women as waitresses and giving them uniforms that highlight those areas that men like. For example, in today’s society all the women at hooters are beautiful and mostly blonde women of a certain size that they hire to serve men wings. If you don’t fit the requirement, then you won’t get hired because they need these women to help sell their products men are compelled to order more and stay longer when they are in a room filled with attractive women.

Hall talked about the flirting game where the waitress flirts which is said to be a part of her job. In halls research she found that women were told to smile more be friendly and be more friendly than their male counter parts. Females were treated as worse servant than men in the gendered organization approach just like Hall’s findings of males and female’s treatment at work by their employers and the people they serve. Hall believed the gendered organization model has more explanatory power when it comes to the way gender is constructed within and between restaurants because it fits the data and because it encompasses the multidimensional ways of gender(Hall467). It appears as if it is more explanatory because I involve one’s work and their behavior to provide a full explanation of why society is the way it is.

                                                                                  Part B

In Michelle Budig and Paul England essay “The Wage Penalty for Motherhood,” they gave five explanations to support their claim why women in their “childbearing years” are more likely to be paid less than their male counter parts for the same work. They are as follows:

The first explanation that Budig and England mentioned is that women spend most of their time at home caring for their child so they don’t have time for a fulltime job because they already have one at home. Which in some case is true if you’re a single mother with no help or its your first child you would want to be there to hold that child and watch them grow. Frist time mother hate to miss a step in their child’s life.

The second explanation is that they would take a lower paying job that cater to the fact that they are a mother for example a job where they could bring their child or have a day care attached to it. They also would need flexible hours and work that they wouldn’t have to work on weekends, less travel time and can keep in contact with their children always.  It’s said that a Mother friendly characteristic is to work part-time (207).

The third explanation is that their children may distract them and leave them tired so their productivity at work is low, they don’t make their quotas or they slack off cut corners because they were up all night with a baby with fever. Mothers are less productive than non-mothers because they storing energy for home.

The fourth point is discrimination against them because they are mothers. They are treated differently for example they are given less rewarding jobs and are not considered for promotions. Sex discrimination creates a gap in pay but not a gap between women mothers or none mothers (Budig& England 208). They spoke about both types of discrimination taste and statistical discrimination.

Last but not least they mentioned that the fifth is the effects of motherhood on wages. Where they start of by saying maybe there Is no effect on wages just because they are mothers (210). They state that women with lower academic skills may more likely have children early because of their career prospects are not good and children give more satisfaction.  I am not sure I agree with this as a female but it sound like they said women have kids because that’s all they could do if they can’t get their life together. Maybe I read it wrong.