BRAVO, ELLEN.   Term Paper ID:25631 Click to get this paper

Essay Subject: Life, career, leadership of author & director of 9 to 5, National Association of Working Women.... More...

5 Pages / 1125 Words 5 sources, 6 Citations, MLA Format $20.00 Return to List of Papers

Paper Abstract: Life, career, leadership of author & director of 9 to 5, National Association of Working Women. Paper Introduction: Introduction Ellen Bravo is a published author and executive director of 9 to 5, National Association of Working Women based in Milwaukee. She has dedicated much of her adult life to eliminating sexual harassment on the job, and toward helping define the term "sexual harassment" itself. Bravo is recognized as a leader among working women, but little research has been conducted into her leadership style. This research examines her life and her leadership, and evaluates how others can learn from Bravo's example in this field. Biographical Background Born in 1944, Bravo is one of three children raised in the midwest by parents who initially maintained a traditional oneincome, one full-time homemaker partnership in their marriage. As the children Text of the Paper: The entire text of the paper is shown below. However, the text is somewhat scrambled. We want to give you as much information as we possibly can about our papers and essays, but we cannot give them away for free. In the text below you will find that while disordered, many of the phrases are essentially intact. From this text you will be able to get a solid sense of the writing style, the concepts addressed, and the sources used in the research paper. She married and had twochildren, and stayed at home to raise her sons. Bravo's first book, the 9to5 Guide to Combating Sexual Harassment, waswritten with 9to5 co-founder Ellen Cassedy and published in 1992, one yearafter the Clarence Thomas sexual harassment hearings on Capitol Hill. By recognizing that such issues are far more complicated than theyare often presented, and by recognizing that women have both madeconsiderable progress and still have considerable progress to make, Bravohas brought a sensibility to these issues which was otherwise missing. In this book, Bravo emphasizes that family leave and family-friendlyworkplaces are not merely "women's" issues; instead, she notes that theseissues affect all workers and employers. She (and the organization she nowruns) maintains that women continue to be undervalued and low paid becausethey perform jobs which are perceived as less valuable because they areperformed by women. While the organization focuses on womenat all levels of organizations, Bravo emphasizes that women at the lowerrange of the pay scale are likely to continue to suffer more than theircounterparts higher in the organization. By the early 197 s, Bravowas teaching women's studies courses at St. Despite her education and her later "feminist" views, Bravo's lifemirrored that of many women of her generation. Bravo, Ellen & Ellen Cassedy. W. She hasdedicated much of her adult life to eliminating sexual harassment on thejob, and toward helping define the term "sexual harassment" itself. Bravo is a staunch supporter of the FMLA, whichallows workers to take up to 12 weeks of unpaid leave to care for newbornchildren, ill family members, or for personal illness. Conclusion There is little doubt that Bravo's early recognition that women earnedless than men and performed jobs which were perceived as having less valuethan "men's" jobs affected her professional choices and career. 9to5, National Association of Working Women, was formed by KarenNussbaum and Ellen Cassedy in 1973; Bravo formed the Milwaukee chapter ofthe association in 1982 with a group of women frustrated by the sameproblems (pay inequity, promotional limitations and schedulinginflexibility) in the workplace. In 1993, Bravo was elected executive director of 9to5, and she servedon the 12-member Federal Commission on Leave, a committee established byPresident Clinton which evaluated the effectiveness of the Family andMedical Leave Act (FMLA). This type of leadership, which istransformation rather than transactional, leads subordinates by providingthem the tools to make decisions rather than making decisions for them.Bravo offers her listeners and readers tools for determining whethersomething does (or does not) constitute harassment, and gives specificguidelines for taking steps to remedy harassment and discrimination inthose instances where they do exist. "Sexual Harassment." Women in Business(Sep-Oct 1992): 22-23. By the early 198 s,however, economics required her to return to work to help support herfamily, and it was during these work years that she encountered the sametype of wage discrimination and workplace inflexibility which would shapeher later activities ("Ellen Bravo" 4 ). This research examines her life andher leadership, and evaluates how others can learn from Bravo's example inthis field. Although she oncetaught "women's studies," she now positions her "causes" as more thanwomen's issues; instead, she suggests that the issues on which she focusesare employer and even societal issues, and she emphasizes the importance oftaking a step-by-step approach to fighting sexual harassment as well asbringing greater equality to the workplace. Using anecdotal informationgleaned from her work on the Federal Commission on Leave, as well as newresearch, Bravo notes that many employers are reluctant to comply with theFMLA in the mistaken (and short-sighted) belief that it will increase theircosts while decreasing their productivity. Introduction Ellen Bravo is a published author and executive director of 9 to 5,National Association of Working Women based in Milwaukee. She doesnot view all sexual innuendo as sexual harassment, for example, nor doesshe expect women to tolerate behavior or comments which they considerinappropriate. She defines sexualharassment as "sexual attention that is unwanted, offensive, usuallyrepeated and [which] interferes" with the ability to perform a person's job(Garrett 37). Bravo received a bachelor of arts degree from Cornell (where shestudied Greet and Latin literature) and later earned a master's degree.Her studies took her to Cambridge University as a Fulbright scholar, andshe also studied at McGill University. Works Cited Bravo, Ellen. NY: H. NY:John Wiley, 1995. Inaddition to the book she co-wrote with Cassedy, Bravo has given extensiveinterviews, lectures and seminars on the topic. Dauer, Christopher. Garrett, Echo Montgomery. She also notes thatmany victims of sexual harassment tend to blame themselves (similar tovictims of assault and rape), which has made helping eliminate sexualharassment difficult in the past (Bravo & Cassedy 22). Her experiences onthe committee led to her second book, the Job/Family Challenge: Not forWomen Only, published in 1995. It is Bravo's ability to guide rather than dictate which hascontributed to her professional success. She provides instruction by providing examples, and offersconcrete guidelines and easy-to-understand examples in order to guide herlisteners and readers through particularly difficult material. Solong as absences were scheduled in advance, they were often excused;unfortunately, illness cannot be scheduled in advance. Indeed, Bravo's position is that sexual harassment isconcerned with power, not with romantic attraction, and likens the behaviorassociated with sexual harassment to assault and rape. Bravois recognized as a leader among working women, but little research has beenconducted into her leadership style. The Job/Family Challenge: Not for Women Only. "Many Firms Fail to Follow Family Leave Act."National Underwriter Property & Casualty-Risk & Benefits Management (Aug22, 1994): 2-3. Bravo cites examples whereexactly the opposite is the case, and gives readers step-by-step examplesfor ways to ensure that employers are compliant with the FMLA. This close-to-home encounter with pay inequity made a strong andlasting impression on Bravo, and influenced her later activities ("EllenBravo" 39). Herpersonal style of leadership, her method of building consensus, and herrecognition that all participants (including employers and families) havemuch at stake, are all critical factors in her success. However,her educational background did not indicate that she would be politicallyactive, and she set out on a traditional "wife and mother" role. Wilson, 1997. "Ellen Bravo." Current Biography Yearbook. As the children grew older,Bravo's mother returned to work in order to save money for the children'scollege education (college was an expectation for all three children).When Bravo's father was unable to work for an extended period after beinginjured in an accident, Bravo learned that her mother's wages weresignificantly lower than her father's, ostensibly because her mother was awoman. Since women stillcarry the bulk of the responsibility of caring for children even when bothparents work, and since schools and child care providers typically will notaccept ill children, this inflexibility affects women far more than men(Dauer 2). She seeks to bring reason and understanding to thediscussion, and is not unyielding in her approach. Politically active from an earlyage, Bravo participated in Vietnam war protests. It washer strong reaction to a workplace which had changed little in the 2 yearsbetween the time her mother re-entered it and the time that Bravo enteredit which shaped her professional involvement with family issues and the jobmarket. A critical aspect of this definition is the concept ofaffecting the person's ability to perform their day-to-day activities, apoint which was used by the judge in dismissing the Paula Jones sexualharassment case against then-Governor Clinton. Bravo's leadership style is highly personal, and her well-attendedlectures and seminars demonstrate that she retains an educator's approachto her work. Inaddition, she also offers guidelines on how employees can help theiremployers be more "family-friendly" beyond the FMLA through the use of flex-time, job sharing and other creative techniques (Bravo 118). Leadership Style Bravo is an active participant in the sexual harassment discussionwhich is going on in the United States, and has been for many years. Biographical Background Born in 1944, Bravo is one of three children raised in the midwest byparents who initially maintained a traditional one-income, one full-timehomemaker partnership in their marriage. Providing guidance in such indistinct areas can bedifficult. "What You Need to Know About SexualHarassment." Money (Wntr 1994): 37. Such leadership is likely to givegreater numbers of women (and men, with regard to FMLA considerations),better tools for helping to create workplaces which are "family friendly"and which meet the needs of today's two-income households far better thantraditional, inflexible employers can. Mary's College of Maryland andat San Diego University in California. Thebook sets forth specific guidelines on how to confront sexual harassment,but the authors note that most men do not sexually harass their femalecounterparts. Bravo discovered that employers were remarkably inflexible aboutunscheduled absences which resulted from parental responsibilities. Throughout her career, and particularly in her written works, Bravohas recognized that the area of gender discrimination and sexual harassmentis emotionally charged. If this paper is not what you are looking for, you can search again: Search for: or Click here to request an essay written just for you.

Many of our Papers can be Downloaded From This Site!

PLEASE READ THIS, IT IS IMPORTANT!

Office hours are Monday through Friday, from 9 am to 5 pm (PST). You may place orders for custom research over the phone during office hours. E-mail requests can be made to our graduate and undergraduate department any time, and will be reviewed during office hours. You may also contact customer service any time through e-mail, and we will review your message during business hours. A great many papers can be downloaded right from this site, but not all of them. If you would like to know if a particular paper is downloadable, just look in the description for: "Available for Internet Download: Y" or "Available for Internet Download: N" If you wish to purchase a paper which is NOT available for immediate download, you will need to make other shipping arrangements. Also, please be aware that these orders are processed Monday through Friday from 9 am to 5 pm (PST). If you place your order after 4:45pm on Friday, it will not be processed until the following Monday morning. We charge $8 per page for all of our pre-written reports, plus shipping (and tax for California residents). However, the highest cost of any ONE report is $136, or 17 pages. Please, take a moment. Make sure you have chosen the report you want or need BEFORE you complete your order. If you are not sure, allow us to help you. We do not offer refunds or exchanges, so it is important for you to let us answer your questions during office hours. Reports which are e-mailed or downloaded are in Microsoft Word format. We are making more reports available for e-mail delivery faster than we can update our listings. Please call to check on the status of particular reports. There are many other shipping options which are listed on the Checkout page.