Chapter 9 Vocabulary: How Does Gender Affect the Type of Work We Do?1. Formal paid labor: an hourly wage or salary, or some kind of paycheck from which taxes were taken (meaning the income was reported to the government)2. Informal labor: there is no legal contract for the work, not necessarily a set hourly wage or salary, & none of the income is reported to the government by the employer or employee3. Own-account workers: those who are self-employed with no employees working for them4. Contributing family workers: a kind of own-account worker who works without pay in an establishment operated by a related person living in the same household5. Vulnerable employment: the sum of own-account workers & contributing family workers; less likely to have formal work arrangements, & are therefore more likely to lack decent working conditions, adequate social security & ‘voice’ through effective representation by trade unions &similar organizations6. Compensatory masculinity: lower-class husbands follow this; an exaggerated form of masculinityinvolving drugs, alcohol, & sexual carousing that is used to demonstrate defiance & independence from both the control of their wives & the establishment (higher-status men)7. Egalitarian masculinity: higher-class men do not engage in the same compensatory masculinity that lower-class men engage in & therefore are able to express their masculinity as more civilized, refined, & closer to a situation of gender equity8. Oppositional culture: “a coherent set of values, beliefs, & practices which mitigates the effects ofoppression & reaffirms that which is distinct from the majority culture”9. Glass escalator: the invisible pressure that men in these occupations face to move upward in their professions10. Glass ceiling: refers to the fact that despite the progress women have made into many managerial positions in the business world, they are still far less likely than men to have jobs thatinvolve exercising authority over people & resources11. Sex segregation: refers to the concentration of women & men into different jobs, occupations, & firms 12. Occupational sex segregation: refers to the concentration of women & men in different occupations13. Job level sex segregation: focuses on “the specific positions that workers hold within specific establishments” 14. Putting-out industry: rather than workers traveling to one central building (the factory) where everyone assembled hosiery, the raw materials needed to assemble hosiery were distributed to individual households where individuals assembled them on their own schedules & within their own homes15. Piece-meal work or cottage industry: putting-out industry method of production16. Protective labor legislation: argued that women could not work too many hours in factories or do certain kinds of labor because of the detrimental effects on women’s health & their ability to perform their crucial household duties as wife & mother17. Ghettoization: happens when lower paid “women’s” jobs are separated from the better-paid “men’s” jobs within an occupation, job, or firm through the use of informal gender typing18. Resegregation: happens in the workplace when an entire occupation transitions from one gender to another, usually from a predominantly male to a predominantly female occupation19. Maquiladoras: located in Mexico, assembly plans largely owned by American & other foreign companies that are located along the Mexico-U.S. border in order to take advantage of the supply of cheap labor across the border, 85% to 90% of the workers are women20. Gender wage gap: regardless of whether women are working in completely different occupationsor doing different kinds of jobs within the same occupation, women are paid less than their malecounterparts21. Socialization theory: the lifelong process of inheriting & disseminating norms, customs, & ideologies, providing an individual with the skills & habits necessary for participating within his or her own society22. Human capital theory: influenced by economic thought in its emphasis on an individual’s choice of occupation as resulting from her or his attempt to maximize the benefits & reduce the costs involved in any particular job23. Human capital: refers to the skills workers may acquire (through education, job training, & job tenure) that affect their ability to be productive in their job24. Gendered organizations: argues that organizations like businesses are gendered in fundamental ways; organizational routines, jobs, & behavioral assumptions are gendered; employers & employees operate within a context that is fundamentally gendered25. Family wage: the sum necessary to sustain all family members26. Internal labor markets: describes the ways in which larger firms frequently provide structured opportunities for advancement to those who are currently employed within the firm27. Patriarchal dividend: “the advantages men in general gain from the subordination of women”28. Comparable worth: as a policy seeks to raise the wages of the low-paying jobs occupied predominantly by women by demonstrating the gendered ways in which jobs are socially constructed 29. Job evaluation: determining how pay is assigned to jobs & also evaluating those pay rates as fair or unfair30. Queuing theory: focuses on the importance of rank ordering on the part of both workers & employees in term of what are desirable jobs & who are desirable workers in ways that take into account race & gender &, therefore, have implications for sex & racial segregation in the workplace31. Labor queue: made up of all the available works who might potentially fill a job; employers form a labor queue that ranks the most desirable workers they would like to fill a particular job, & so alabor queue takes into account the perspective of employers32. Job queues: the set of jobs available to workers, & they involve potential workers creating a rank ordering of the most desirable possible jobs; these rank orderings of jobs are developed from the perspective of potential workers33. Gender queue: (in example) “male workers are generally seen as superior to female