Communication 3nine2 The Penis People

The Penis People    Diane Kay Sloan

Emma is a consultant with a successful track record of working with leaders of large national and international organizations. For this particular job, she entered into a contract with a plumbing manufacturing corporation of national note. Bruce, the CEO of the company, asked Emma to take on the job of leadership training for their 300 managers located throughout the country. Under his plan, the managers would be divided into groups and flown to corporate headquarters for their training. Because of the size of the project, Emma had asked Sheila, another independent consultant, to work with her. Initially the project had started out well and the daily evaluations were positive. Gradually, however, the tenor of the group became more boisterous and crude. Jokes and discussions about male genitalia were frequent and disrupting. Emma and Shirley had tried to ignore them, but the comments became more lewd and directed at them. Not only was the class culture nearly unbearable for the two, but the entire future of their leadership training was in jeopardy. Emma and Shirley realized they had to figure out some sort of solution and fast.

This case examines: (a) the degree to which hostile gendered communication can silence others, (b) ways in which socially constructed gender relations may supersede contextual power relations, and (c) the "damned if you speak out and damned if you stay silent" communication bind that can constrain women who work in male-dominated organizations.

Consultants—Independent contractors or people who are hired from outside the organization for an agreed-upon period of time. It is assumed that they bring to the organization their particular expertise such as leadership, computer expertise, team building, etc.

Team Teaching—Two or more instructors teaching one class.

Feminist theories—Theories that explore a gendered perspective on covert power. Feminist theories assume that gender is socially constructed and a fundamental dimension of the way we experience our worlds.

Masculine and feminine values—Values that are not biological in nature, yet they are more closely associated with one sex than the other. That is, these gendered values have been socially constructed in patriarchy, a system that for centuries has privileged men and marginalized women.

Overt power—Power that is open, not hidden.

Patriarchy—An ideology in which certain values are considered superior, specifically those that drive competitive and dominant behavior. A fundamental element of this system is that these values are traditionally associated with men. Men are privileged by this system, which serves to express and maintain their power. Within patriarchy, the values associated with women are ones considered to be of a peaceful nature, collaborative and caring.

Organizational patriarchy—The larger social system of patriarchy is maintained and perpetuated in organizations. Rather than being gender neutral, organizational practices routinely privilege masculine meanings, judgments, and actions over feminine. Women remain marginalized, as is manifested in lower pay, lower positions and less power.

Sexual harassment—Legally sexual harassment has two categories: (a) quid pro quo, a situation in which a supervisor or co-worker uses their power as a threat unless sexual favors are received, and (b) harassing or hostile environment which occurs when a supervisor or co-workers) creates a gendered hostile environment that makes it difficult or impossible for the recipient to do her or his job. A hostile environment may include such things as inappropriate physical contact, degrading language, and sexually explicit photos or other symbols.

Because of the ambiguity that accompanies the category of harassing or hostile environment, courts have traditionally used a "reasonable person" standard. That is, would a reasonable person find certain behaviors to be intimidating, hostile, or harassing? In 1991, however, in recognition that the reasonable person standard, like many organizational standards, could be male biased or masked in false gender neutrality, several courts have switched to a "reasonable woman" standard including the Ninth Circuit Court of Appeals. In its decision, the Ninth Circuit Court argued that, indeed, when it comes to sexual violence and abuse, women live in an environment in which their experiences are different from men’s and in which private and public experiences cannot and should not be separated.

The central issue in critical theory is power, and organizations provide fertile frameworks for considering power relationships. Major considerations are who has the power and how power is being abused to oppress others (Eisenberg & Good all, 2001).Organizations are environments for competitive struggles for power.

There are numerous specific theories under the overarching umbrella of critical theory, each having its own emphasis. In this section, two such theoretical concepts that can help in our understanding of the interactions in this particular case will be discussed. First, French (1968), in their foundational study, emphasized definitions of several forms of power

1. Reward Power—power that leads people to act in order to be rewarded.

2. Coercive Power—power that and/or noncompliance.

3 Referent Power—power of a person who is likely admire and want to be like him or her.

4. Expert Power—Power that a person with great knowledge or expertise has.

5. Legitimate Power hierarchy.

Power as discussed by French and Raven (1968) is overt, that is, not generally hidden. However, many critical theories focus on covert power—power that is beneath the surface, harder to recognize and, for that reason, dangerous in its veiled presence. One group of theories that explores a particular perspective on covert power is feminist in nature. Although feminist theories vary, they tend to agree that gender is socially we experience our worlds (Littlejohn, 2002).

In the belief that gender is socially constructed, it is assumed that concepts of masculine and feminine values do not emerge from men and women’s biological orientations. Instead they have been historically, socially, and economically constructed in patriarchy, and marginalized women for centuries (Eisler, 1995; Mumby, 1998).

Within patriarchy, certain values are considered superior, specifically those that drive competitive and dominant behavior. A fundamental element of this system is that these values are associated with men (Eisler, 1995; Mumby & Putnam, 1992). Both men and women are taught to equate true masculinity with violence and dominance and to see men who do not conform to this ideal as too soft or effeminate (Eisler, 1995). Men are privileged by this system and their values associated, dominating behaviors serve to express and maintain their power. Within patriarchy, the values associated with women are ones considered to be of a peaceful nature, collaborative and caring (Eisler, 1995; Mumby & Putnam, 1992). It is true that laws and women’s rights have changed over time, but the system of patriarchy and its accompanying dominance over women values may well establish an environment that normalizes discrimination and sexual harassment. remains (hooks, 2000).

Patriarchy and its assignment of gendered values are reproduced and perpetuated in organizations (hooks, 2000). Rather than being gender neutral, organizational practices routinely privilege masculine meanings, judgments, and actions over feminine ones. Women remain marginalized as is manifest in lower pay, lower positions and less power. This combination ofmasculine values as dominant and the discounting of feminine