Ubisoft has been trying to find out what makes its gamers tick. Nick Yee, a researcher fronting the company’s internal “Daedalus Project,” now has a new book, The Proteus Paradox, bringing together some of the major findings from the years of interviewing and observing gamers. Perhaps most interesting, as Bryan Alexander points out in Reason, is that, no matter how otherworldly the games might be, players tend to import their offline behavior and attitudes.
For instance, Yee explains in a chapter called “The Labor of Fun,” many gamers come to see gaming as a second job, demanding hours of boring drudgery contributing to fleeting achievements. Some even exploit other gamers to do the “grinding” work of leveling-up and repay it with racism toward those willing to do the work.
Gender figures interestingly, too:
Proteus outlines how male players denigrate, harass, and drive off female players. But Yee offers two twists to this sadly familiar story. First, women report wanting to play for the same reasons men do—achievement, social interaction, and immersion—going against essentialist expectations of gender behavior difference. And second, MMOs [massively multiplayer online games] offer a pedagogical benefit of sorts to male gamers who play under female avatars.
Males do this switching with some frequency… mostly to enjoy the eye candy of an attractive female avatar displayed in a game’s third-person perspective. That gaze is then reversed, as it were, as other players ogle the same avatar from their avatar’s perspectives. It’s a surprising opportunity to experience the kinds of sexual harassment that real-world women know to well.
Love, death, and helping others all come into play. “For all the criticisms that can be made of gamers’ behavior,” Alexander writes after reading Yee’s book, “these worlds are not bleak places entirely devoid of pleasure and fellow-feeling.” Between levels, it seems, some Putnam, Goffman, and Addams have snuck into the online realm.
“Stay-at-home mother” evokes black and white images of well-coiffed women in starched aprons. Rather than a vestige of a bygone era, stay-at-home moms are on the rise, according to the findings of a new Pew Research study. In 2012, 29% of women with children under the age of 18 stayed home, a number that has been on the rise since 1999 and is 3% higher than in 2008.
However, while more women are staying home with their children, the face of the stay-at-home mom has changed dramatically since the 1950s “Leave It to Beaver” days. Stay-at-home moms today are less educated and more likely to live in poverty than working moms. Younger mothers and immigrant mothers also make up a good portion of stay-at-home moms.
The story of why mothers are staying home is more complex than you may imagine and has more to do with the poor labor market, the exorbitant price of child care, and the contemporary structure of work. In a recent interview with Wisconsin Public Radio, Barbara Risman, a sociologist at the University of Illinois at Chicago, spoke about how this report has been picked up by the mainstream media:
What’s surprising to me is the headlines and how it’s portrayed in the news. Although the numbers are going up, when you look at what mothers say, 6% of the mothers in this study say they are home because they can’t find a job. When you take those 6% of mothers out, the results are rather flat. Part of the real story here then is that it’s hard to find a job that allows you to work and covers your child care, particularly if you have less education and your earning potential isn’t very high.
These days stay-at-home moms, who are more likely to be less educated, are not be able to make enough money for working to even be worthwhile. Many times, their pay wouldn’t actually cover the cost of child care. Beyond these important financial considerations, lower wage shift work makes it extremely difficult to coordinate child care in the midst of work schedules that change on a weekly basis.
For highly-educated, formerly-professional stay-at-home moms, it’s not that they’re “opting out” from the labor force, but they’re being pushed out by the “all-or-nothing” structure of professional jobs with 24/7 demands for worker availability. The nature of these jobs makes it very hard to be both a worker and a parent.
In the age-old struggle to “have it all,” many of us try to squeeze extra hours out of each day in order to accommodate all of our work and family responsibilities. In the past this discussion has revolved around female workers, those who juggle full-time work, parental duties, and the domestic chores of the “second shift.” However, as the nature of work changes – becoming more precarious at the same time more demanding – this struggle for work-life balance extends to workers of all genders, ages, and social classes.
The root problem, of course, isn’t that employees have family or personal commitments. The root problem is the rigid conventions of work that assume work must occur at certain times and places and that mistakenly gauge productivity by the number of hours spent at work.
Kelly and Moen research flexible working policies that can dramatically shift the very nature of work in order for this balance to be more attainable. They have found that the most effective flexible policies are those that are available to all workers, rather than perhaps mothers or specific individuals and that are collectively implemented with both employees and managers sharing control.
To move beyond decades of discussing work-life balance to meaningful change, employers need to shift from one-off accommodations. It’s time to make working efficiently, creatively, sustainably and flexibly the new norm.
These policies, such as remote work and varied hours, benefit organizations as well as employees. With these flexible policies, employees are not only more healthy and less stressed but also are more likely to work hard to keep their jobs.
Best Buy has ended its Result Only Work Environment (ROWE) program, which famously allowed employees to telecommute, working in the office on a set schedule, or have the flexibility to do both. Evaluations were based solely on job performance, with no consideration of attendance. Best Buy’s policy change follows a similar change at Yahoo, where CEO Marissa Meyer no longer allows staff to work from home.
Executives at both companies cite a need to improve competitiveness, and they argue that requiring employees to come to the office will enhance collaboration and innovation. Erin Kelly, a sociologist at the University of Minnesota, is skeptical. She argues that ROWE is not to blame for the companies’ struggles:
“I’m concerned that these flexibility initiatives and telework initiatives are getting blamed for what may be other problems those organizations are facing in the broader market,” Kelly told the Star Tribune.
Jennifer Glass, a sociologist at the University of Texas, similarly disputes research claims that required attendance improves innovation among employees.
[M]uch of this “research” simply shows that workers who collaborate with others in loose networks generate better ideas. It doesn’t suggest that the best way to create new products and services is by isolating your employees in the silo of a single location.
Best Buy and Yahoo are calling for all hands on deck, but do all hands need to be on deck at the same time?
It seems like there’s never enough time: today’s workplaces demand efficiency and getting more done in less time. Workers cut down on breaks, vacation, and precious sleep. Luckily, Tony Schwartz brings good news in his op-ed for the New York Times:
A new and growing body of multidisciplinary research shows that strategic renewal—including daytime workouts, short afternoon naps, longer sleep hours, more time away from the office and longer, more frequent vacations—boosts productivity, job performance and, of course, health.
In a country where “more than 50 percent [of workers] assume they’ll work during their vacations,” “an average of 9.2 vacation days [go] unused,” and “sleep deprivation costs American companies $63.2 billion a year in lost productivity,” these midday renewals offer much needed relief. Schwartz cites study after study showing everything from a full night’s sleep improving basketball performance to naps improving memory test results and alertness and reaction time among air traffic controllers. Another study found:
Working in 90-minute intervals turns out to be a prescription for maximizing productivity. Professor K. Anders Ericsson and his colleagues at Florida State University have studied elite performers, including musicians, athletes, actors and chess players. In each of these fields, Dr. Ericsson found that the best performers typically practice in uninterrupted sessions that last no more than 90 minutes.
Next time you find yourself joking about needing a nap, pull up that carpet square, kindergarten style. Those kids know what they’re up to.
In an op-ed published in the New York Times a few weeks ago, Sociologist Stephanie Coontz argues that claims about the end of men greatly exaggerate the change in the distribution of power that has taken place over the last half century.
Fifty years ago, every male American was entitled to what the sociologist R. W. Connell called a “patriarchal dividend” — a lifelong affirmative-action program for men. The size of that dividend varied according to race and class, but all men could count on women’s being excluded from the most desirable jobs and promotions in their line of work, so the average male high school graduate earned more than the average female college graduate working the same hours. At home, the patriarchal dividend gave husbands the right to decide where the family would live and to make unilateral financial decisions. Male privilege even trumped female consent to sex, so marital rape was not a crime.
Yes, things have changed. For example, women’s real wages have been rising for decades, while the real wages of men have fallen. Yet, this hardly makes women the “richer sex.” Women started from a much lower base. Furthermore, “….the median wages of female managers are just 73 percent of what male managers earn. And although women have significantly increased their representation among high earners in America over the past half-century, only 4 percent of the C.E.O.’s in Fortune’s top 1,000 companies are female.”
The ‘70s and ‘80s saw a reduction in job segregation by gender, especially in middle-class occupations. But, as sociologists David Cotter, Joan Hermsen and Reeve Vanneman explain, this reduction in segregation slowed during the subsequent decades. And, some fields even became more segregated. In 1980, 64% of social workers were women; today, the figure has risen to 81%.
Further, many who note the rise of women often cite that, today, women earn almost 60% of all college degrees. Yet, women are still concentrated in traditionally female areas of study.
According to the N.Y.U. sociologist Paula England, a senior fellow at the Council on Contemporary Families, most women, despite earning higher grades, seem to be educating themselves for occupations that systematically pay less. Even women’s greater educational achievement stems partly from continuing gender inequities. Women get a smaller payoff than men for earning a high school degree, but a bigger payoff for completing college. This is not because of their higher grade point averages, the economist Christopher Dougherty concludes, but because women seem to need more education simply to counteract the impact of traditional job discrimination and traditional female career choices.
The decline of men has also been exaggerated. As Coontz notes, rates of domestic violence have halved since 1993, and rapes and sexual assaults against women have fallen by 70%. Husbands have also doubled their share of housework.
Yet, just like women, men also face an obstacle: over-investment in their gender identity.
Just as the feminine mystique discouraged women in the 1950s and 1960s from improving their education or job prospects, on the assumption that a man would always provide for them, the masculine mystique encourages men to neglect their own self-improvement on the assumption that sooner or later their ‘manliness’ will be rewarded.
Boys who engage in “girlie” activities are often bullied and ostracized, and men who take an active role in childcare and housework are more likely to be harassed at work.
Contrary to the fears of some pundits, the ascent of women does not portend the end of men. It offers a new beginning for both. But women’s progress by itself is not a panacea for America’s inequities. The closer we get to achieving equality of opportunity between the sexes, the more clearly we can see that the next major obstacle to improving the well-being of most men and women is the growing socioeconomic inequality within each sex.
At the American Sociological Association’s Annual Meeting in Denver, researchers presented their on-going research to colleagues in the field. This week, several news sources have covered sociologists’ findings about how events in the lifecourse (like getting married, divorced, or having kids) are related to health issues.
Medical News Today reports on a study by Adrianne Frech and Sarah Damaske, finding that moms who work full-time are healthier at age 40 than are other mothers. Particularly concerning is that the least healthy mothers at age 40 are those who are persistently unemployed or in and out of work, not by choice. Consistent work, these findings suggest, may be good for women’s health.
Co-author Adrianne Frech, Assistant Sociology Professor at the University of Akron in Ohio, told the press, work is good for both physical and mental health, for many reasons:
“It gives women a sense of purpose, self-efficacy, control and autonomy.”
“They have a place where they are an expert on something, and they’re paid a wage,” she added.
NBC News details research conducted by Michael McFarland, Mark Hayward, and Dustin Brown exploring how marriage is related to biological risk factors, such as high blood pressure. They found that women who were continuously married for longer periods of time had fewer cardiovascular risks, whereas women with experiences of divorce or widowhood had increased risk factors.
For women, the researchers found, the longer the marriage, the fewer cardiovascular risk factors. The effect was significant but modest, McFarland said, with every 10 years of continuous marriage associated with a 13 percent decrease in cardiovascular risk.
But when marriage is disrupted, it can be hard on the health. Women who were continuously married had a 40 percent lower count of metabolic risk factors than women who experienced two episodes or divorce or widowhood, the researchers found.
Finally, Deseret News picked up on research presented by Corinne Reczek, Tetyana Pudroyska, and Debra Umberson (also highlighted on Citings&Sightings). Their research found that being in a long-term marriage was associated with more alcohol consumption for women (compared to divorced or recently widowed women). In an interesting contrast, however, married men drink less than other men.
Our survey results show that continuously divorced and recently widowed women consume fewer drinks that continuously married women,” they wrote. “Our qualitative results suggest this occurs because men introduce and prompt women’s drinking and because divorced women lose the influence of men’s alcohol use” when the marriage fails.
As these studies indicate, it is essential to consider how social factors may be related to health outcomes, and sociologists are well positioned to contribute cutting-edge research on these issues.
Over at NPR’s Planet Money Blog, reporter Lam Thuy Vo takes a quick look at some of the latest statistics from the Bureau of Labor to look at how women’s role in the economy (at least, on the employment side) has changed since 1972—coincidentally, the year the House and Senate both passed the Equal Rights Amendment, which would have mandated equal pay for equal work, but was not ratified by the states within the federal 10-year deadline.
Despite lacking legal backup in the fight against sex discrimination, women have certainly made strides in workforce participation in these forty years. They’ve gone from just 36.1% of the American workforce in 1972 to almost an even split at 49.3% in 2012. Vo further breaks out the gender division in workers across sectors for an interesting look at changing economies. It’s certainly worth a visit to look at not only how women’s roles in certain job categories have changed, but also how the proportion of those jobs in the American economy as a whole have changed in just four decades.
Kudos to University of Illinois sociologist and Council on Contemporary Families head Barbara Risman for putting pen to paper (or fingers to keys, more likely) for CNN.com in an insightful commentary about why it is that the so-called Mommy Wars are a distraction—and how they’re keeping us from truly addressing work-life balance in the United States.
In her short piece, Risman points out just four of the many contradictions between society’s values and actions that put the lie to the valorization of care-giving, using research from sociology and beyond to demonstrate that post-war workplaces don’t (and, quite possibly, can’t) serve millenial families. In one particularly telling example, Risman writes:
Sociologist Mirra Komarovsky pointed out these contradictions back in 1953. She argued back then that if society truly believed caretaking was an important and difficult job, nursery school teachers would rate a salary at least equal to the beginning salary of a street cleaner. Not much has changed since then. As Stephanie Coontz, a historian and co-chair of the Council on Contemporary Families, told me: “It’s time for politicians to stop competing over the women’s votes and start competing over who has the best programs to support all parents, whatever their employment status or their gender.”
She concludes with a succinct call to action: “Let’s call a truce on the fictional mommy wars and start a war on workplaces that don’t allow mommies and daddies to live full lives, on the job and at home.”
Multitasking is taking a bigger toll on working mothers than on working fathers, confirms a new study published in the American Sociological Review. The authors suggest the key to the difference in stress may lie in which tasks each group is juggling. As the Los Angeles Times reported, the parents all spent nearly equal hours doing paid work, but the women were spending about nine more hours each week multitasking. In addition, that maternal multitasking often involved juggling housework and childcare.
The story for dads was a bit different, the Times wrote:
Multitasking by fathers was far less likely to involve child care, the study found, and unlike moms, dads tended to report they were more focused when in charge of their kids. Researchers said this jibes with much research showing that fathers are more likely than mothers to engage with their children in “interactive activities” that are “more pleasurable than routine child care tasks.” When mothers had child care duties, they were more likely to take the kids along on errands, drive them to activities or supervise their homework, the study found.
“This helps explain why women feel more burdened than men,” lead author Shira Offer, an assistant professor of sociology at Bar-Ilan University in Israel, told Time. “It’s related not just to amount but to their experience when they multitask.”
Barbara Schneider, study co-author and a sociologist at Michigan State University in East Lansing, also told the Los Angeles Times article that the families studied were not necessarily “typical American families”:
Participants in the 500 Family Study may not be representative of American families economically, educationally or by ethnicity, Schneider acknowledged. But by focusing on some of the busiest parents, she said, the study underscores the disproportionate emotional toll that multitasking may be taking on women as they shoulder a wider range of responsibilities in the family.
The take-away from the study, according to Time‘s interview with study author Offer:
Dads, pitch in more (without being asked!). Employers and policy-makers, make that possible by understanding that it’s not only mom who should transport the kids to day care and school or stay home with a sick child.
*Photo by Liz Throop, populational.com
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