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ANNOTATED BIBLIOGRAPHY
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contributions in controlling the iniquity. The various legislations relating to this issue in
the work environment have also been detailed and how those affected can use them to
their advantage.
Mueller, C., Mulinge, M., & Glass, J. (2002). Interactional processes and gender workplace
inequalities. Social Psychology Quarterly, 163-185.
Mueller et al. bases their research article on Dr. Ridgeways work that suggest that we
can increase our understanding of gender inequality in the workplace by applying microlevel theories of social psychological processes operating in such set-ups. They have,
however, gone further ahead to suggest that the level of mixed-up interaction within the
organization is also a contributing factor to the gender biases, in what they term as the
gender organization theory.
Wolf, W. C., & Fligstein, N. D. (2008). Sex and authority in the workplace: Causes of sexual
inequality. American Sociological Review, 235-252.
The paper by Wolf and Fligstein is of the opinion that behaviors and policies of
employers the most prevalent contributing factors to sexual differences in authority in
places of work than are the attitude and characters of the victims themselves. They use
qualification, behaviors and policies of employers, and the attitudes and behaviors of
victims, women, as the basis of explaining the extent of sex gap in aspects of authority.
The article also provides useful suggestions on how those affected can navigate the
workplace environment in a manner that will ensure that they remain satisfied with their
careers. A few recommendations on how the society as a whole can help overturn the ever
growing menace of gender stratification have also been outlined.