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Sexist Pockets

On a recent trip where I was travelling by myself, I had to be doubly careful about my connectivity (two phones) and my money. I wore my jeans to the airport and realized I needed to have some spare money on my person just in case. And then came the disturbing bit. My phones occupied the two tiny pockets, and I would surely misplace the notes in the rush to pick up and answer calls. And at 4.30 am standing in immigration I realized—my jeans had sexist pockets.

            Although not as dramatic as I’m making it out to be, the experience brought to mind the varying proportions of form and function across women and men’s apparel. Scant pockets (or even a lack thereof) are a gross disutility today. Women either buy apparel with “fake pockets” or incredibly small pockets, leaving nowhere to keep money or property on their person (see also Myers, 2014). Pockets featured in menswear long before, more diversely, and largely (in size) than in women’s attire. Pockets imply agency and autonomy; they denote dedicated sections in apparel that are meant to store personal belongings, money, keys, phones, cards, and whatnot. The absence or presence of pockets and their size have associations beyond design and convenience.

            Researchers in dress and gender studies have examined the history of pockets, and their socio-cultural and economic implications. For instance, Hannah Carlson’s PhD dissertation (2009) was about the cultural history of pockets and pocketed possessions, making references to the spatial distribution of pockets on male and female apparel, and pocket-specific gestures, among others. For instance, putting one’s hands in one’s pockets is a more male gesture, than female, deemed a sign of dominance and relaxation. Similarly, pockets may represent gender-specific behaviours and utilities much more than we notice on a daily basis. The form and aesthetic of women’s apparel continues to supersede basic functionalities, like pockets, restricting hands-free mobility.

            This may seem like a feminist rant on inequalities appearing in the strangest of places (like in your pockets). However, this derives from a need for women’s apparel to become more utilitarian, without losing its femininity; presumably the latter is guarded more closely by the fashion industry, paying little attention to the former, leading to discontent among women. For instance, this article states that women should not buy the iPhone 6 Plus because it will not fit into their pockets! To reiterate, pockets enable the carrying of property, which women now have; ergo, pockets have become a common feature in their apparel. Yet, women’s attire does not have “big enough” pockets to carry larger property. Thus, limitations inherent in women’s jeans, skirts, and so on may directly affect purchase decisions; the opposite may also happen, however it may be less likely that the iPhone is re-designed to accommodate it into women’s pockets.

            Minimal functional designs for women’s attire have several consequences. In the absence of pockets, women may choose to carry handbags and purses—another booming market in fashion. Women may often not have their belongings on their person with immediate access, inconveniencing them, not to mention making it unsafe in the case of theft. A lack of adapted designs for daily use is disadvantageous for both genders, because an overemphasis on form in everyday apparel is likely to be met with disdain, sooner than later.

            Fashion serves the dual purposes of aesthetic appeal and utility. While men’s apparel has seemed to find a good balance between the two, women’s apparel is grossly lopsided on the appearance-and-fit end. Baggy, large, and several pockets may not be the immediate solution; however, sensitizing designers to the current requirements of women may be a good place to start. In India, this may be even more difficult, given that the saree is less amenable to being fitted with pockets. Yet, creative designers have found a way to make this traditional attire more utilitarian, without being less fashionable.

            Most kurtas and kameezes have stitched-in pockets, possibly recognizing their importance for men and women alike. Skirts, too, come with pockets now. However, these are the exception to the rule, rather than the rule itself. It may take a while for practical and functional attire to become the norm for women, but until then I’d suggest doing what my mother did 25 years ago: go to a tailor and get them stitched on.

Hansika Kapoor


Everybody’s got a dark side

There has been a lot of research on dark personality traits over almost a decade and many of these studies have focused on how they affect the workplace. The dark personality is the median between normal and clinical personalities allowing individuals to function without interference in their daily lives. Research in organizations by Jonason (2011) and others about the dark personality has focussed predominantly on three traits, i.e. Machiavellianism, narcissism, and psychopathy collectively known as the Dark Triad (DT) as seen in Paulus and Williams (2002).

In organizations, these subclinical traits are often measured with the Hogan Development Survey (HDS) which assesses 11 of these traits. When high, these subclinical traits might adversely affect an individual’s personal or work lives when they are stressed. Machiavellianism seems to align with Skeptical which is characterised by cynicism and distrust, narcissism with Bold which corresponds to excessive self-confidence and psychopathy with Mischievous on the HDS because they take risks and seek excitement (Spain, Harms, & Lebreton, 2013).

Leadership development and performance have been found to be related to the dark personality traits. Harms, Spain, and Hannah (2011) explored this, and found a negative relationship between DT and the development of leaders over extended periods of time. It highlights the link between personality and the growth of leaders, and the circumstances in which both positive and negative personality traits affect leadership development. Measurement of leadership effectiveness is usually done through bright personality traits like confidence, initiative, responsibility, curiosity, and achievement orientation. By understanding a leader’s dark personality traits, we may pre-empt what could derail employees and affect leadership and performance.

Douglas, Bore, and Manroe (2012) found that individuals who scored higher on the Dark Triad, scored lower on empathy, which is needed in managerial roles in the workplace. The same individuals scored higher on aggression, a trait which might help leaders to rise but could also be the cause of their downfall. Individuals high on the Dark Triad are also impulsive and antagonistic, which can be detrimental to the success of teams or the organization.

Research by O'Boyle, Forsyth, Banks, and McDaniel (2012) concluded that Machiavellianism and psychopathy were related to lower job performance while all three traits were associated with counterproductive work behaviour. In another study, Mathieu, Neumann, Hare, and Babiak (2014) found a relationship between corporate psychopathy and psychological distress at the workplace. Managers high on psychopathy also had subordinates who were more dissatisfied with their work.

If these dark personality traits have such disastrous consequences, then why do such individuals get hired into leadership roles in organizations at influential positions? One reason could be due to their confidence, charisma, and breadth of influence. Jonason, Slomski, and Partyka, (2012) studied influencing tactics and found that individuals high on psychopathy used hard tactics in negotiations like assertiveness, manipulation, or threats. On the other hand, individuals high on narcissism preferred to use soft tactics like compromise, favour, and ingratiation while negotiating.  Interestingly, individuals high on Machiavellianism tended to be more flexible using both hard and soft tactics to influence people, but seemed most inclined to use manipulation.

These toxic employees might pose problems for any organization, managers or peers but they get the job done. When dark personality traits exist in leaders, they seem to bring about some bright aspects of the traits like assertiveness, creativity, making a good first impression and testing the limits which in moderation are associated with business success and can help people rise in the ranks. According to Hogan & Hogan (1997), it is only when present in excess that these subclinical traits could be potential causes for leadership derailment.

While research on the dark personality has been limited to few areas within the organization, it seems to be helpful in explaining an array of behaviours at the workplace. Future research on understanding the Dark Triad in team dynamics might shed light on how successful leaders play a role in the effectiveness of team, departments and in effect organizations. The study of dark in addition to the bright personality traits gives a more rounded picture of how employees function within organizations which adds value to a holistic assessment during selection, development, and promotions into leadership roles. 

Nikita D'souza


A Game of Shows

When you can stop you don’t want to, and when you want to, you can’t
                                                                                                            - Luke Davies


“Just one more episode….I NEED to know if Jon Snow will betray the wildlings, then I will get back to my work”. “Oh, Chandler is so funny! I will watch just a couple more episodes for a quick laugh and then go to bed”. “Oh my God, I did not realize it’s 3 in the morning already!” Raise your hand if these sound familiar to you (yes, my hand’s already raised). 
The Internet has facilitated people to catch up with the shows they’ve missed due to busy schedules. The idea of watching all the episodes together without any interruption of advertisements is lucrative to people. This kind of ‘binge watching’ of shows becomes a part of weekly routine for many. Sung et al. (2015), in their study on binge watching, defined binging as watching two or more episodes in one sitting. 

Having access to a variety of shows in one place is tempting enough for people to watch more and more, thereby investing themselves emotionally in different shows. The curiosity to know more about the characters’ stories gets the better of them. Further encouraging this trend are popular websites like Netflix, Hulu, and Amazon, which are specifically aimed at facilitating binge watching. Netflix has taken a step further by even coming up with its own shows, which are released in the format of an entire season at once. This is further encouragement for people to finish watching a whole season in one or two days.
Most people would agree that binge watching TV shows is a very fun and pleasant activity. How can there possibly be anything wrong with watching your favourite show for 12 hours straight (unless your favourite show is Sherlock; then I feel truly sorry for you). In an annual survey conducted by TiVo Inc. in 2013, about 53% people viewed binge watching as a negative activity, however, the figure has reduced to 31% in 2015. A survey conducted by Harris Interactive for Netflix in 2013 even claimed that ‘binge watching is the new normal’ based on the fact that 61 percent of their respondents claimed to binge-watch Netflix regularly. However, has binging ever been associated with anything good? Binging on something essentially means indulging in excess of something, and too much of anything is seldom good. 
The general behavioural pattern associated with binge watching is that of addictions and obsessive behaviours. Sung et al. (2015) made some interesting discoveries in their study on binge watching.  They found that people who indulged in binge watching were more likely to report feelings of depression. In fact, three-quarters of the people who responded to the Netflix survey (2013) reported having positive feelings about the behavior, which may be indicative of some gloomy feelings before. It is not uncommon for binge watchers to have feelings of attachment towards the characters of the show and feel anxious when there are more episodes of the show left to be watched. This kind of attachment with the show is associated with ritualistic motives to watch the shows which is a form addiction.
Studies have also shown that people turn to their favourite TV shows when feeling lonely. People who are inclined to closeness in relationships, have a fear of abandonment or a tendency towards depression report higher frequency of binge watching behaviours. It has also been exhibited that parasocial relationships formed with the TV shows fulfil people’s belongingness needs.

Does this mean that the activity that is deemed so enjoyable by many is actually indicative of such psychological factors that are unpleasant in the first place? More research needs to be done to examine these associations further. The activity that people so dearly enjoy, if done excessively, may be an indication for them to evaluate themselves and try to steer away from a possibly impending e-problem.

                                                                                                                                       Sampada Karandikar