The film “Up in the Air” is directed and co-written by Jason Reitman. The film is an adaptation of the novel of the same name published in 2001 by Walter Kirn. The plot generally focuses on Ryan Bingham played by George Clooney who is identified as a corporate downsizer. He is tasked with firing employees by executives and companies whom he believes do not have enough courage to do the job all on their own. He practices a solitude life as he is always travelling more than 322 days in a year. This is the most exciting aspect of his job until a young and ambitious girl, Natalie Keener played by Anna Kendrick, is brought in the company and challenges his ideas of always being on the travel. She recommends carrying out the downsizing practices remotely from the office. It is evident that the presenting organizational concern is the gender issues in an organization as will be discussed in the following paper. Numerous theoretical assumptions have been made on the role of women in the workplace through feminist perspective, gendered organizations and management practices.
Assumptions of Theory of Gendered Organizations
It is presumed that the theory of gendered organizations will usually present a case where the different genders are treated in equal and neutral measure. Hereby, the women in the organizations are provided with equal opportunities to participate in the key activities and objectives at the workplace as much as the men. The theory however proclaims that organizational structure is usually biased towards the women by favoring men to undertake key responsibilities and leaving the simpler tasks to the women (Acker, 1990). The theory makes the assumption that the documents and contracts that are used in the construction of an organization are the key tenets that have been used to establish the gender neutrality of a firm. This has resulted in majority of organizations being dominated by the men except for the few occasions where women have been set to act as the social man (Acker, 1990).
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There are numerous reasons behind the establishment of the theory in terms of gender and organizations. The first is to identify the gender segregation of tasks where a firm’s practices identify between paid and unpaid work (Acker, 1990). Secondly, in relation to gender segregation, inequality of income and status is also seen as a key issue that is created through the processes of an organization and it is through understanding them that gender inequality can be effectively understood. Thirdly, the workplace is identified as an arena where gender images are invented and reproduce into a cultural understanding. Through the study of this theory, gender construction is effectively understood (Acker, 1990). Fourth, the processes and pressure derived from organizational objectives have led to the creation of issues of gender identity. Lastly, the theory is identified as a feminist’s project for ensuring humane goals are set to realize democracy and support within the large organizations (Acker, 1990). This is partly to ensure that gender equality is practiced by the organizations.
Gender Issues in Organizations
Masculinity
In the theory of gendered organizations, masculinity is identified as a critical issue that is presented in the various objectives associated with a task. The film begins with the main character, Ryan Bingham, describing his job as a corporate downsizer. As noted in his description, the character identifies his clients who hire him to fire some of their employees as “pussies” for lacking the courage to effectively carry out their required processes. The role played by the character is seen as the ideal version of masculinity whereby the man is able to effectively convey the message of firing different employees without having to present emotion or empathy for the bad luck of the victims. This is a prevalent practice at the workplace, where men have become constantly pressured by the society to present personalities of confidence and dominance in a bid to ensure their success in the various professions (Acker, 1990). A man who is identified as having less than the ideal traits is referred to a woman for his position and more often than not will be released from his duties in a company.
The identification of masculinity has presented a significant measure that has been used in the decision processes of an organization. The men and women in an organization are required to meet these standards as a means of achieving the various hierarchical positions that have been identified (Acker, 1990). Women in this case will more likely face harsh judgment as their biological equipment will usually disqualify them even before their skills and professions are assessed (Alvesson & Billing, 1992). The men are assumed to be an effective representation of an organization that is embedded in power and authority. This is until it is proven otherwise that the man in question does not represent the qualities that the organization is seeking. The role of Ryan Bingham is seen as an invaluable resource to the organization in seeking to present the effective carrying out of the numerous duties that have been laid out.
Gendered organization
According to an article by Broadbridge and Hearn (2008), the issue management and its numerous practices have been gendered in numerous respects. Despite the extensive declaration of gendering organizations, there exist not significant establishment of the gender-explicit tasks. The numerous university departments have failed to establish secure initiatives, insights and organizing forms in the issue of management in regards to gender. The practice of considering gender in the management of organizations has been seen as lacking only where particular individuals work tirelessly to achieve the status and income that is equal to the men. This is presented in the film where Ryan Bingham’s love interest, Alexandra Goran is seen to work almost as hard as his counterpart to achieve a similar status. The 34-year old is seen as having to constantly travel while abandoning all forms of social practices to achieve success in the male dominated profession.
Natalie Keener, who is presented to have just graduated from the University is also presented as an over-ambitious young woman seeking to mark her place in the world. The organization Career Transition Counseling is identified as partly gendered as it brings her into the fray to boost the business objectives of the company. The gendered organizations seek that women present the male dominant traits that are required as a means of achieving success in the competitive world of business (Broadbridge & Hearn, 2008). This is evident where Ryan visits Alexandra at her home only to realize that she is a married woman with kids. She points out that the personality that he has gotten to know was merely an escape to deal with the pressures associated with her job. As such, it is evident that organizations have failed to establish a strong gender neutral environment for its workers.
Gender Roles
In the study of gender and management, it is noted that women have usually been considered as the ideal participants of undertaking the minor tasks in the organization. This is presented where Ryan is asked to take up Natalie Keener in a bid to show her the need to keep travelling to conduct the layoffs. Natalie Keener as a new employee has suggested that the organization cut costs spent on travelling and instead carry them out remotely. This has been identified by Ryan as a lack of competence as she has does not understand the key processes required in handling the angered employees who have been fired. In so doing, Ryan presents a common trait where men in the organization feel insecure once the women present are actively working to compete for similar status at the workplace. The men will seek various reasons as to why the women are lacking in their decision making or propositions to improve the workplace.
As presented in the systematic theory of gender and organizations, women are identified as the followers while the men are the leaders. Ryan in the film is seen to be the leader and the know-it-all in his department. His suave character has led to him being feared and respected both by his boss and the clients. He is identified to present the ideals of any successful man in the society. Accordingly, he is invited to numerous conferences to provide motivation to other employees. It is here that it is seen that despite the embracing of women as core to organizational practices, men are offered considerably more important roles than the women (Calas & Smircich, 2006). Ryan points out that the only key to success is shedding off the numerous responsibilities and establishing a more solitude life.
Emotion at work
The theory of gender and organizations has identified the impact feminists may have in the study of management (Calas & Smircich, 2006). Women are generally identified as emotional beings as opposed to their male counterparts. This is evident where women are noted to be more capable of establishing effective human connection in the workplace as opposed to the men. In the film, “Up in the air” Ryan is seen to coach Natalie on the various strategies to undertake while going through airport security in a bid to work effectively. It is here that Natalie realizes that some of his decisions have prejudicial aspects as he discriminates against lining up behind elderly people and opts for Chinese men who are more efficient in their travel practices. Ryan believes that his assumptions are effective to ensure that he remains on time and achieves his required deadlines.
Natalie is seen to have an impact on Ryan as he makes him realize that he has little or no contact with other human beings. The article by Brewis and Linstead (2009) identifies the importance of women in management capacities as they effectively use emotion in the governance of the organization. In this case, women and men are seen to be socialized differently and hence the need to incorporate them into management of an organization. The women through their natural and learned social skills are capable of providing effective techniques to ensure minimal conflict and positive motivation of employees (Brewis & Linstead 2009).
The above discussion is integral to promoting the incorporation of women in to management and higher hierarchies of the organization. The feminist movement has been active to identify the equality of men and women in professional capacities. However, it is evident that despite the extensive literature on the issue, few organizations have applied its key tenets to their organizational practices. The individuals in the society have presented numerous cases where the women are viewed as inferior to the men with their main roles identified as following the men’s leadership.
References
Acker, J. (1990). “Hierarchies, jobs, bodies: A theory of gendered organizations.” Gender & Society , 4(2), 139-158.
Alvesson, M., & Billing, Y. D. (1992). “Gender and organization: Towards a differentiated understanding.” Organization Studies , 13(1), 73-103.
Brewis, J., & Linstead, S. (2009). “Gender and management.” In S. Linstead, L. Fulop, & S. Lilley Management and Organization: A Critical Text (pp. 89-148). Basingstoke: Palgrave Macmillan.
Broadbridge, A., & Hearn, J. (2008) “Gender and management: New directions in research and continuing patterns in practice.” British Journal of Management , 19, S38–S49.
Calas, M. B., & Smircich, L. (2006). “From the ‘woman’s point of view’ ten years later: Towards a feminist organisation studies.” In S. R. Clegg, C. Hardy, W. R. Nord (eds.) The Sage Handbook of Organization Studies (2nd Ed.) (pp. 284-346). London: Sage.
