Tiêu đề GENDER PSYCHOLOGY.pdf ✅

PREVIOUS YEAR QUESTIONS https://t.me/upscpsychology PSYCHE-SIMPLIFIED WWW.PSYCHESIMPLIFIED.COM GENDER PSYCHOLOGY 1. Discuss the challenges of managing gender biases in Indian Society. (B/4b/2011/30) Ans. Gender bias, deeply ingrained in Indian society, presents a multitude of challenges on the path towards equality. Here's a breakdown of some key hurdles: Socio-cultural Norms and Traditions:  Patriarchal System: India's patriarchal system prioritizes male dominance, limiting women's opportunities in education, careers, and inheritance. Traditional beliefs often dictate gender roles, confining women to domestic spheres.  Son Preference: A strong preference for sons persists in many parts of India, leading to gender- biased sex selection and neglect of daughters. This imbalance creates social and economic problems. Education and Awareness:  Limited Access to Education: The lower literacy rate among females compared to males creates a knowledge gap and hinders women's empowerment. Lack of education restricts their ability to challenge traditional norms and advocate for their rights.  Gender Stereotypes in Education: Curriculums and educational materials often perpetuate gender stereotypes, limiting girls' aspirations and reinforcing traditional roles. Economic Participation:  Occupational Segregation: Women are often relegated to low-paying, informal jobs with limited growth prospects. This reinforces the notion that men are the primary breadwinners, hindering women's economic independence.  Unequal Pay: The gender pay gap persists in India, with women earning significantly less than men for the same work. This economic disparity perpetuates the power imbalance between genders. Legal and Policy Issues:  Ineffective Implementation of Laws: While India has laws protecting women's rights, their implementation is often weak. Issues like dowry harassment, domestic violence, and sexual assault remain prevalent due to inadequate enforcement.  Lack of Gender-Sensitive Policies: Policy frameworks may not adequately address the unique challenges faced by women. For instance, workplace policies might not consider childcare needs, hindering women's participation in the workforce. Shifting Mindsets:  Resistance to Change: Traditional mindsets that view women as subordinate can be resistant to change. This social inertia creates a significant challenge in achieving gender equality.  Internalized Bias: Women themselves may have internalized societal biases, limiting their own aspirations and hindering their ability to challenge the status quo. Addressing these challenges requires a multi-pronged approach:
PREVIOUS YEAR QUESTIONS https://t.me/upscpsychology PSYCHE-SIMPLIFIED WWW.PSYCHESIMPLIFIED.COM  Education and Awareness Campaigns: Promoting gender equality through education campaigns aimed at both men and women can help dismantle stereotypes and empower individuals to challenge bias.  Stricter Enforcement of Laws: Strengthening legal frameworks and ensuring stricter enforcement of existing laws that protect women's rights is crucial to deterring gender-based violence and discrimination.  Policy Reform: Developing and implementing gender-sensitive policies in areas like education, employment, and healthcare can create a more equitable environment for women.  Economic Empowerment: Investing in initiatives that promote women's entrepreneurship and provide skills training can enhance their economic independence and participation in the workforce.  Shifting Cultural Narratives: Promoting positive portrayals of women in media and popular culture can challenge traditional gender roles and inspire girls to pursue their aspirations. Change takes time, but by working towards these goals, India can create a more just and equitable society for all. 2. What are the causes of domestic violence? How is 'belief in a just world' used to rationalize this violence? (B/5c/2012/12) Ans. Domestic violence is a complex issue with multiple contributing factors. Here's a breakdown of some key causes and how the belief in a just world can be misused to rationalize it: Causes of Domestic Violence:  Power and Control: The perpetrator seeks to exert power and control over the victim. This can manifest through physical violence, emotional abuse, threats, and intimidation.  Unhealthy Relationship Dynamics: A history of unhealthy communication patterns, jealousy, or possessiveness can create a breeding ground for violence.  Mental Health Issues: While not an excuse, mental health issues like depression, anxiety, or substance abuse can contribute to violent behavior.  Societal Influences: Exposure to violence in the family of origin or witnessing violence in society can normalize abusive behavior.  Economic Stress: Financial strain and poverty can exacerbate existing tensions within a relationship, increasing the risk of violence. The Belief in a Just World and Domestic Violence: The belief in a just world (BJW) posits that people get what they deserve. This can be twisted to justify domestic violence in several ways:
PREVIOUS YEAR QUESTIONS https://t.me/upscpsychology PSYCHE-SIMPLIFIED WWW.PSYCHESIMPLIFIED.COM  Victim Blaming: The perpetrator might believe the victim caused the abuse through their behavior (e.g., "She made me angry, so I had to hit her"). This absolves the perpetrator of responsibility and shifts the blame onto the victim.  Minimizing the Abuse: The abuser might downplay the severity of the violence or deny it altogether, clinging to the idea that the victim doesn't deserve sympathy because "it wasn't that bad" or "they're overreacting."  Deserving Punishment: The abuser might believe the victim deserves the violence as a punishment for perceived transgressions (e.g., "She cheated on me, so I had to teach her a lesson"). This reinforces a sense of control and a warped sense of justice. BJW can also make it harder for victims to leave abusive relationships:  Fear of Disruption: The victim might believe they deserve the abuse or that leaving will disrupt the natural order of a relationship, causing further problems.  Fear of Judgment: The victim might fear being judged by others or ostracized from their social circle if they leave the abuser. It's important to remember that BJW is a faulty justification for violence. Nobody deserves abuse, and victims are never to blame. 3. What is glass-ceiling effect? Explain the causal factors underlying it. What remedial steps can be taken by the employing organizations to minimize the glass-ceiling effect? (B/7c/2012/20) Ans. The glass ceiling effect is a metaphor used to describe the invisible barrier that prevents women and minorities from reaching upper-level management positions within an organization. While they may excel in their roles and climb the corporate ladder to a certain point, they often face unseen obstacles that hinder their progress to the top echelons of leadership. Causal Factors Underlying the Glass Ceiling Effect:  Implicit Bias: Unconscious stereotypes and prejudices held by those in leadership positions can influence promotion decisions. Recruiters or decision-makers might favor candidates who resemble themselves or fit a certain mold, even if they're not the most qualified.  Lack of Mentorship and Sponsorship: Women and minorities may have fewer opportunities to connect with mentors and sponsors who can advocate for their advancement and provide guidance. These relationships are crucial for career progression, but access to them can be limited due to unconscious bias.  Work-Life Balance Challenges: Societal expectations often place the burden of childcare and domestic responsibilities on women. This can make it difficult for them to dedicate the long hours often expected in leadership roles, putting them at a disadvantage compared to male counterparts.
PREVIOUS YEAR QUESTIONS https://t.me/upscpsychology PSYCHE-SIMPLIFIED WWW.PSYCHESIMPLIFIED.COM  Organizational Culture: A corporate culture that is not inclusive or doesn't value diversity can create a hostile environment for women and minorities. This can lead to feelings of isolation, lack of belonging, and ultimately hinder their advancement.  Policy Shortcomings: Inadequate parental leave policies, lack of flexible work arrangements, or unconscious bias in performance evaluation systems can all contribute to the glass ceiling effect. Remedial Steps to Minimize the Glass Ceiling Effect:  Diversity and Inclusion Initiatives: Organizations can implement programs that promote diversity at all levels, including unconscious bias training for leadership and recruitment teams.  Mentorship and Sponsorship Programs: Creating formal or informal mentorship and sponsorship programs can connect women and minorities with experienced professionals who can guide their career development and advocate for their promotions.  Flexible Work Arrangements: Offering flexible work schedules, remote work options, and on- site childcare facilities can help women and minorities manage work-life balance challenges and remain competitive for leadership positions.  Rigorous Review of Promotion Practices: Regularly reviewing promotion criteria and processes to ensure fairness and eliminating bias in performance evaluations can create a more level playing field.  Setting Measurable Goals for Diversity: Organizations can set clear goals for increasing diversity in leadership and hold themselves accountable for achieving them. This demonstrates a commitment to dismantling the glass ceiling. By taking these steps, organizations can create a more inclusive and equitable work environment where talent is recognized and rewarded regardless of gender or background. This not only benefits women and minorities but also fosters a more diverse and innovative workplace, leading to greater success for the organization as a whole. 4. Discuss the psychological implications of the 'glass ceiling' effect from the perspective of an administrator. (A/2b/2013/15) Ans. Loss of Motivation and Engagement: Facing invisible barriers can be incredibly discouraging. Qualified women and minorities who see their advancement blocked due to factors beyond their control can lose motivation and become less engaged in their work.  Decreased Self-Confidence: Constant evaluation and potential microaggressions can chip away at self-confidence. This can lead to feelings of inadequacy and hinder their willingness to take on challenging projects or leadership roles.  Increased Anxiety and Stress: The constant pressure to prove themselves and the fear of being overlooked can lead to chronic anxiety and stress, impacting their well-being and overall health. Impact on the Organization:  Loss of Talent and Expertise: When qualified individuals are denied opportunities for advancement, it leads to a loss of valuable talent and expertise. This hinders innovation and growth within the organization.