This issue of "Value-Added" will be devoted to articles based on the "Gender and Team Building" presentation of Dr. Carolyn Desjardins, of the National Institute for Leadership Development, given at the UofA Cooperative Extension Annual Conference on Dec. 8. According to Martha Gilliland, UofA vice-provost who introduced Desjardins, "Carolyn is skilled in bringing research to experential learning."

In the restricted space of this newsletter, we can only present an abbreviated version of the workshop and the research on which it was based. For more information and a bibliography of the supporting research, call 621-7145.

Men and women are more similar than they often admit.

Desjardins said, that as women move into the workplace, they have begun to acknowledge some of their maleness. But, she said, this society does not allow men to acknowledge any female qualities. Female and masculine characteristics are not fixed; they have changed over time.

Together, more than 100 Arizona Extension men and women explored the issues involved in understanding each other. They began by stating what they liked—and didn't like—about their respective genders. Women agreed that they liked:

• the ability to become mothers;
• freedom to focus on home;
• freedom to be androgynous;
• freedom to admit their feelings;
• the ability to enjoy a fuller range of human experiences;
• freedom to be close friends, especially with other women.

Men stated that they liked:

• avoiding the pain of childbirth;
• not facing a "glass ceiling;"
• being physically stronger;
• being more independent;
• having less societal pressure to stay young;
• not having to put up with menstrual cycles and hormonal changes;
• facing fewer fears about personal security;
• facing less emotional stress; and
• less group discrimination.

Just as women and men like being their specific gender, they also realize the inherent difficulties they face. The Conference delegates shared these difficulties in their efforts to understand each other.

Men said:

• it's hard to keep a balance between family and work obligations;
• we are stereotyped by societal expectations;
• we are threatened by the changes women are making;
• we are tired of having to be strong, always;
• we are expected to have fewer friends and to be less expressive.

Women said they also face societal stereotypes that make life more difficult:

• we typically have less power on the job;
• to succeed in careers, we must be twice as good as a man;
• we are expected to be nurturing care-givers, always;
• we face more pain—in childbirth and every month;
• men become distinguished as they age, but women just get older.

Women and men get very different messages from society—their parents, peers, teachers, media—as they grow up, Desjardins said. Participants at the workshop found that those messages themselves have changed during the past 50 years, but they've changed more for women than for men.

Women in their 50s and 60s remembered being told:

• be a good wife and mother;
• get a man as soon as possible;
• men don't like smart women.

Some remembered being told that higher education was a waste of time for women; others said they had full parental support.

Women in their 40s received mixed messages:

• grow up, get married, have dinner ready when your husband gets home from work and provide grandchildren;

Versus:

• go to college, have a career because careers equal the freedom to choose.

This was the generation that learned about the double standard; it also was the age of "Superwoman."

Younger women grew up in a diverse world:

• the dutiful housewife image was gone, but the mixed message was evident in marriage roles—make sure your husband makes money, and always nurture him.

Younger or older, men have received consistent messages:

• to be successful means getting a good job and making money;
• have a strong work ethic;
• be in charge of "everything;"
• compete, compete, compete.

Moral Orientation Theory

Moral orientation is gender-related, but not gender specific, Desjardins said. More men base decisions about morality on less personal ideas about what is just and fair. More women approach morality from a personal, caring, attached standpoint. Both approaches have implications for the ways in which men and women lead.

Leadership Styles

Men, Desjardins said, tend to:

• see themselves as able to make important contributions to society;
• are open to change;
• enjoy challenges and seek them out;
• move swiftly to take advantage of opportunities;
• set challenging, but realistic, goals;
• build behind-the-scenes support for their positions;
• casually interact with coworkers; but
• get to know all of them.

Women tend to:

• view themselves objectively and can laugh at themselves;
• bounce back quickly from set-backs;
• take personal responsibility for things that go wrong at their workplace;
• set high personal standards;
• take calculated risks;
• introduce new ideas;
• identify problems before they become critical;
• can make unilateral decisions;
• help people understand policy implications;
• help subordinates be in spotlight; and
• take people's feelings into account.

Overall, men balance opposing claims; women include diverse needs. Men don't want to interfere with the rights of others; women are concerned with the needs of others. Women wish to be at the center, and men want to be alone at the top.

For more information, contact Shirley O'Brien at 621-7145.

"Understanding Cultural Diversity," Jan. 13-14, Tucson National Golf and Conference Resort, $70 registration fee. Call Jody Wood, 621-1821.

"A Workplace of Difference, Diversity Training Program," Jan. 10, Los Angeles, CA, $25 registration fee. Call Debbie Stogel, (310) 446-8000 Ext. 225

"Expanding Minority Opportunities," Jan. 19-21, Arizona State University, Tempe, $275 registration fee. Call Michael J. Sullivan, 965-5388.