A representação das mulheres de carreira no cinema: uma análise sob a ótica das metáforas de desigualdade de gênero
DOI:
https://doi.org/10.7769/gesec.v12i2.1209Palavras-chave:
Desigualdade de Gênero, Análise Fílmica, Metáforas de Gênero, Reprodução de Estereótipos, LiderançaResumo
As obras cinematográficas são consideradas eficientes para avaliar a sociedade e os ambientes de trabalho, pois refletem a maneira como a sociedade, de modo geral, pensa, age e se comporta sobre determinados assuntos. Diante do papel do cinema de reproduzir e produzir elementos sociais e individuais que envolvem a vida privada e profissional de mulheres que ambicionam ter sucesso nas suas carreiras, o presente artigo possui como objetivo analisar como os filmes retratam os desafios que as mulheres enfrentam para avançar em suas carreiras através das lentes das metáforas da desigualdade de gênero. Os filmes foram acessados por meio do site IMDb (Internet Movie Database), usando os descritores: women, business, career e manager. Considerados filmes produzidos de 1981 a 2019, obteve-se 205 peças cinematográficas.Aplicados os critérios de inclusão e exclusão, restaram 39 filmes para análise. Desse modo, a maneira como as mulheres de negócios são representadas pelo cinema é discutida por meio das metáforas: Teto de Vidro; Penhasco de Vidro; Fenômeno Abelha Rainha; Parede Materna; Segundo Turno; Labirinto; e Tokenismo. A construção das personagens, segundo as obras visitadas nesse artigo, evidenciou singularidades na abordagem na construção das protagonistas. Todos os filmes analisados nessa pesquisa apresentaram em alguma cena, diálogo ou modo como a personagem principal é descrita dentro da narrativa pelo menos uma das metáforas abordadas.Downloads
Referências
Brailey, C. D., & Slatton, B. C. (2019). Women, Work, and Inequality in the US: Revising the Second Shift. Journal of Sociology, 7(1), 29-35. https://doi.org/10.15640/jssw.v7n1a4.
Canabarro, J. R. S., & Salvagni, J. (2015). Mulheres líderes: as desigualdades de gênero, carreira e família nas organizações de trabalho. Revista de Gestão e Secretariado, 6(2), 88-110. https://doi.org/10.7769/gesec.v6i2.347.
Carli, L. L., & Eagly, A. H. (2016). Women face a labyrinth: An examination of metaphors for women leaders. Gender in Management: An International Journal. 31(8), 515-527. https://doi.org/10.1108/GM-02-2015-0007.
Carvalho, R. O. (2016). Sociedade, mulher e profissão. Revista de Gestão e Secretariado, 7(1), 27-44. https://doi.org/10.7769/gesec.v7i1.396.
Derks, B., Van Laar, C., & Ellemers, N. (2016). The queen bee phenomenon: Why women leaders distance themselves from junior women. The Leadership Quarterly, 27(3), 456-469. http://dx.doi.org/10.1016/j.leaqua.2015.12.007.
Derks, B., Ellemers, N., Van Laar, C., & De Groot, K. (2011). Do sexist organizational cultures create the Queen Bee?. British Journal of Social Psychology, 50(3), 519-535. https://onlinelibrary.wiley.com/doi/abs/10.1348/014466610X525280.
Dowling, G. (2017). The glass ceiling: fact or a misguided metaphor?. Annals in Social Responsibility, 3(1), 23-41. https://doi.org/10.1108/ASR-05-2017-0002.
Dubois, D. (2001). 'Seeing the Female Body Differently': Gender issues in The Silence of the Lambs. Journal of Gender Studies, 10(3), 297-310. https://doi.org/10.1080/09589230120086502.
Eagly, A. H., & Carli, L. L. (2007). Through The Labyrinth: The Truth About How Women Become Leaders, Boston, MA. Harvard Business Review.
Eagly, A. H., & Carli, L. L. (2012). Women and the labyrinth of leadership.. In W. E. Rosenbach, R. L. Taylor, & M. A. Youndt (Eds.), Contemporary Issues in Leadership (7ª ed., pp. 147–162). Colorado: Westview Press.
Ezzedeen, S. R. (2015). Portrayals of career women in Hollywood films: implications for the glass ceiling’s persistence. Gender in Management: An International Journal. http://dx.doi.org/10.1108/GM-07-2013-0073.
Hatton, E., & Trautner, M. N. (2013). Images of powerful women in the age of ‘choice feminism’. Journal of Gender Studies, 22(1), 65-78. https://doi.org/10.1080/09589236.2012.681184.
Hochschild, A., & Machung, A. (1989). Working parents and the revolution at home. New York: Viking.
Laufer, J. (2005). La construction du plafond de verre: le cas des femmes cadres à potentiel. Travail et emploi, 2(102), 31-44. https://dares.travail-emploi.gouv.fr/IMG/pdf/Laufer.pdf.
O'Leary-Kelly, A. M., & Bowes-Sperry, L. (2001). Sexual harassment as unethical behavior: The role of moral intensity. Human Resource Management Review, 11(1-2), 73-92. https://doi.org/10.1016/S1053-4822(00)00041-3.
O’Neil, D. A., Hopkins, M. M., & Bilimoria, D. (2008). Women’s careers at the start of the 21st century: Patterns and paradoxes. Journal of Business Ethics, 80(4), 727-743. https://doi.org/10.1007/s10551-007-9465-6.
Panayiotou, A. (2010). ‘Macho’ managers and organizational heroes: competing masculinities in popular films. Organization, 17(6), 659-683. http://org.sagepub.com/content/17/6/659.
Pennell, H., & Behm-Morawitz, E. (2015). The empowering (super) heroine? The effects of sexualized female characters in superhero films on women. Sex Roles, 72(5-6), 211-220. https://doi.org/10.1007/s11199-015-0455-3.
Pilcher, L. D., & Silverstein, M. (2015). The MS. Factor: The Power of Female-Driven Content. Recuperado em 22 novembro, 2020, de https://cdn.ymaws.com/www.producersguild.org/resource/resmgr/WIN/ms_factor_090115_01.pdf.
Schippers, M. (2007). Recovering the feminine other: Masculinity, femininity, and gender hegemony. Theory and society, 36(1), 85-102. https://doi.org/10.1007/s11186-007-9022-4.
Smith, P., Caputi, P., & Crittenden, N. (2012). A maze of metaphors around glass ceilings. Gender in Management: An International Journal, 27(7), 436-448. https://doi.org/10.1108/17542411211273432.
Spiker, J. A. (2012). Gender and power in the Devil Wears Prada. International Journal of Business, Humanities and Technology, 2(3), 16-26.
Strachicini, R. A. C. (2008). Miss Congeniality e It’s a Wonderful Life: a marca discursivo-cultural norte-americana em Portugal e no Brasil. Dissertação de Mestrado, Universidade Presbiteriana Mackenzie, São Paulo, SP, Brasil. http://tede.mackenzie.br/jspui/handle/tede/2236.
Powell, G. N. (2012). Six ways of seeing the elephant: the intersection of sex, gender, and leadership. Gender in Management, 27(2), 119-141. https://doi.org/10.1108/17542411211214167.
Ryan, M. K., & Haslam, S. A. (2005). The glass cliff: Evidence that women are over‐represented in precarious leadership positions. British Journal of management, 16(2), 81-90. https://doi.org/10.1111/j.1467-8551.2005.00433.x.
Ryan, M. K., & Haslam, S. A. (2007). The glass cliff: Exploring the dynamics surrounding the appointment of women to precarious leadership positions. Academy of Management Review, 32(2), 549-572. https://doi.org/10.5465/amr.2007.24351856.
Williams, J. C. (2004). The Maternal Wall. Harvard Business Review, 82(10), 26-27. https://hbr.org/2004/10/the-maternal-wall.
Zimmer, L. (1988). Tokenism and women in the workplace: The limits of gender-neutral theory. Social problems, 35(1), 64-77. https://doi.org/10.2307/800667.
Downloads
Publicado
Como Citar
Edição
Seção
Licença
Authors who publish with this journal agree to the following terms:
• 1. The author(s) authorize the publication of the article in the journal.
• 2. The author(s) ensure that the contribution is original and unpublished and is not being evaluated in other journal(s).
• 3. The journal is not responsible for the opinions, ideas and concepts expressed in the texts because they are the sole responsibility of the author(s).
• 4. The publishers reserve the right to make adjustments and textual adaptation to the norms of APA.
• 5. Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal.
• 6. Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See The Effect of Open Access) at http://opcit.eprints.org/oacitation-biblio.html