Do men and women communicate differently?

As I take a look at how men and women communicate to one another in the work place I find basic differences between them and why good communication skills are so important to organizational success. Dealing with the diversity of todays workforce is complex and not only deals with gender but also cross culturally. In my research for studies on this subject I found an article done by Margery Weinstein who observes that, each gender is a culture unto itself, one that comes with norms and standards that can be misunderstood by those of the opposite sex.She quotes Connie Glaser as saying in the female culture, the relationship, the connectedness, the rapport is ultimately the most important thing. Thats what really gives women their base of power and influence. In the male culture, the sense of hierarchy and status is much more important Connie Glaser suggest that it is imperative To ensure men and women understand where one another is coming from..You need to have the gender talk, That even the differences in how men and women sometimes interpret humor can even affect how each other chooses to exert power at work. According to further findings, an opinion from Gurtman & Lee showed results from 2 studies suggesting a dimension of difference involving problems in Hostile-Dominance vs. FriendlySubmission. Portraying men as dominating and tended to act more hostile in order to get ahead. Whereas, women have behaved more friendly and perhaps seemed to appear submissive. Another critique comes from Steven Svoboda whose opinion it is that Career women have higher than average testosterone levels. Whether this is a fact or not that trend may be changing. It is my opinion that women, overall, seem to be more ambidextrous, able to handle multiple issues simultaneously with ease and have a more adaptable nature. In my research I got an impression that women were keeping their jobs at a higher percentage rate than men in this economic downturn.

In the organization men and women are dealing with their differences in communication through guide lines and training. Whether gender based or cultural based, organizations usually have training in place to handle the communication diversities they are faced with. Training to communicate has long been part of the preparation for executives but now, is increasingly for employees (Mohn 2010)

The goal in communication training, whether it is gender or culture, is to eliminate areas of misunderstanding. An individual, may observe the same phenomena and use similar terms to describe it, their articulation of their findings can be radically dissimilar. Pointing out that what we see is largely dependent on what we have been trained to see. (Dixon & Dougherty 2010) On top of just gender Culture influences what people communicate, to whom they communicate, and how they communicate. (Van Scotter & Pakdil 2009) The result is that through communication teams of people working together are expanding capabilities, and forging new ideas. Diverse backgrounds bring fresh ideas and new approaches to problem solving. (Ochieng & Price 2009).

In conclusion, the reason why communication skills are so important to organizational success is that bringing together diverse groups of people can bring fresh ideas and new approaches. Teaching communication skills level the playing field and incorporate a pleasant working environment to further ensure the success of the organization...

REFERENCES Margery Weinstein. (2006, November). The differences between boys and girls... at the office. Training, 43(11), 8. Retrieved March 21, 2010, from ABI/INFORM Global. (Document ID: 1164950321).Connie Glaser (gender talk works (if you do it right): 7 steps for cracking the gender code at work

Gurtman, M., & Lee, D.. (2009). Sex Differences in Interpersonal Problems: A Circumplex Analysis. Psychological Assessment, 21(4), 515. Retrieved March 21, 2010, from Research Library. (Document ID: 1935321321).

J Steven Svoboda. Transitions. Manhasset: Sep/Oct 2008. Vol. 28, Iss. 5; pg. 5, 2 pgs http://proquest.umi.com/pqdweb?did=1615090831&sid=4&Fmt=3&clientId=74379&RQT=3 09&VName=PQD

TANYA MOHN. (2010, March 9). Finding the payoff in knowing what, and how, another culture is thinking :In person or online, training helps companies solve invisible puzzles. International Herald Tribune,22. Retrieved March 22, 2010, from ProQuest Newsstand. (Document ID: 1978277441).

Edward Godfrey Ochieng, & Andrew David Price. (2009). Framework for managing multicultural project teams. Engineering, Construction and Architectural Management, 16(6), 527-543. Retrieved March 22, 2010, from ABI/INFORM Global. (Document ID: 1920012881).

Dixon, M., & Dougherty, D.. (2010). MANAGING THE MULTIPLE MEANINGS OF ORGANIZATIONAL CULTURE IN INTERDISCIPLINARY COLLABORATION AND CONSULTING. The Journal of Business Communication, 47(1), 3. Retrieved March 22, 2010, from ABI/INFORM Global. (Document ID: 1944532461).

Leonard, K., Van Scotter, J., & Pakdil, F.. (2009). Culture and Communication: Cultural Variations and Media Effectiveness. Administration & Society, 41(7), 850. Retrieved March 22, 2010, from ABI/INFORM Global. (Document ID: 1906420821).