nue to experience inequitable outcomes associated with gender bias, including discriminatory actions in relation to selection, promotion, recognition, and discipline. In turn, inequitable outcomes related to promotion leads to inequities in compensation for female staff members.
This project investigated the issue of gender bias in the operation of the III MEF, Command Center with objectives of (a) establishing the presence of gender bias, (b) identifying the locus of gender bias in the Command Center รน formal organizational policies or informal perceptions and working practices, and (c) developing recommended changes form implementation by the officers responsible for the operations of the III MEF, Command Center that will be beneficial to Command Center effectiveness, staff performance, and equitable to all members of the Command Center staff within the contexts of equity theory, distributive justice, procedural justice, and social justice.
The investigative process delineated by Stringer (1999) provided the framework for the methodological approached followed in the conduct of the research for this study. The Stringer (1999) model structures a methodology that involves the following steps:
Gathering relevant data and constructing a scenario that effectively describes the problem and issues
Exploring, analyzing, and interpreting the data in relation to the problem
Acting to correct the problem, which includes developing an action plan, implementing the action plan, and evaluating the outcome of the implementation of the action plan
The preceding section of this project, "Focusing and Framing the Issue", identified and defined the issue, as well as delineated the setting for the conduct of this project. The following section of this project, "Deconstructing the Literature", establishes the (a) research context for this project and (b) the theoretical framework for the conduct of the project.
Following the "Deco...