Finding the factors affecting attitude towards woman at workplace and impact on the women employees.
The attitude plays a vital role on the behaviour of an individual. In both the developed and developing countries women access to the workforce/workplace are restricted by the cultural values. This is also limited due to familial limitations, Studies on the general attitude concerning on the women at the work place shows that, the world economy and stringency also effects on the attitude of the employees at the workplace.
As mentioned and briefed in the different web portals and different journals, at any workplace a supervisor of the employees or team may have generalized attitude for a group or for an individual who are categorized by some certain attributes (Mylearning.org 2018). This leads to generalized concept of the superior may affect the supervisor’s behaviour towards a female employee and his way of treating a member of that specific group (with any one of the group he or she comes into contact). The concept may lead to preferential treatment for a woman employee or discriminatory, exclusionary actions against the group or individual from that group.
At the work places Women employees are still under rated at different levels in the corporate organizations of different industries. According to the different researchers, it is assumed that, this happens because women are leaving organizations at higher rates than compared to men (Abdullah Ismail and Nachum 2016). Some other researchers suggest that this happens due to the difficulties faced by the women employees in balancing family and work.
There are mainly three factors that influences and leads to the gender bias and segregation between the employees depending on the gender. These three principle factors prompt sexual orientation isolation in access to monetary open doors among business people, and wage specialists: sexual orientation contrasts in time utilization (essentially coming about from contrasts in performing duties timely), sexual orientation contrasts in access to gainful sources of info (especially in case of making important decisions related to credit), and sexual orientation contrasts originating from advertise and institutional disappointments at the workplace (Pfau-Effinger 2017). Since the elements causing isolation are regular crosswise over parts of financial action, therefore it can incorporate the examination of the entrepreneurial, and wage segments inside a typical structure.
The negative and underestimating attitude towards the woman at the adversely impacts the desired output of a particular organization, thus leading to the organizations not accomplishing their pre-determined economic and performance objectives (Wgea 2018). Most of the researchers it is important to minimize the attitude gap between the men and women is desired if organizations need to perform better. With the increasing number of women entering in the workforce throughout the world and reaching the higher executive positions in the respective organizations is also contributing to the change in the negative attitude of the other employees towards the women employees/ colleagues at the workplace. The advantages of positive attitude towards the women at work are numerous (Abdullah, Ismail and Nachum 2016). These positive results can incorporate more powerful collaboration between the team members, better outputs of the undertaken projects, better job satisfaction, more satisfied clients.
According to the records collected by the researchers Abdullah Ismail and Nachum (2016) from over 30000 employees over 30 organizations, they found that, the woman employees at the work places are disadvantaged due to the culture and practices that affects the other employee’s attitude to their colleague woman employees.
According to their research, at the entry level or midlevel of any organization women and men share similar aspirations for promotion to the next level, but senior-level women are less interested in advancing than senior-level men. In addition, at every stage woman are less eager than men to become a top executive in the organization.
As mentioned in the reports Pfau-Effinger (2017) in it is found that, generally the women are paid 77% of the wage that a man earns at the same employee level. Moreover, there are only 12% women in the boards of the organization. In addition to that, it can be said that culture, in any case, as a constituting some portion that influences of human attitude has not been that unmistakable in especially monetary examinations that look at female work crosswise over nations. This may to some degree be ascribed to the many-sided quality of the term. It comprises of express and certain examples of and for conduct. Traditional, religious ideas, i.e. thoughts that are generally determined and chosen and particularly their appended esteems are of specific significance. Culture may accordingly, from one viewpoint, be considered as results of activity however it might, then again, additionally be considered as conditioning components of impacting an individual’s attitude as well as behaviours.
The authors recommended that in order to improve the attitude towards the women employees or workers at the workplace it is important to a gender related strategy, policy, activities, their implementation guidelines, and indicators. In addition to that, it is also suggested to provide staff development programs as well as mentoring for women employee’s/staff members so that the female employee can better compete for higher management jobs/executive positions in the organizations.
Attitude towards the women at the workplace is one of the most influential factors when gender discrimination and inequality is considered. Even though there is increase in the women’s participation in paid employment in the last few decades but the attitude towards these working women has not been changed too much (Goffee and Scase 2015). Most of the researchers mainly used the binary responses for the following questions,
(1) For a, it is their responsibility to do job and to earn money on the other hand the main responsibility and job is to look after the family and home
(2) Family life suffers in case a woman from the family employed to a full-time job.
The respondents were asked if they agree or disagree to these questions.
Some other researchers also collected data on the similar questions using Likert scale which ranged from “Strongly agree” to “Strongly disagree”.
According to the researchers it is important to have a positive attitude towards the woman employees which will help and encourage them to progress in their career and to have higher executive positions at the workplace.
As opined by the researchers, today the women look for careers not only earning money and livelihood; but also for their personal growth, identification and self-esteem, self-actualization (Bongiorno, Bain and David 2014). The working woman not just focuses on supplementing the family earnings but also to make a bursting use of their skills and talents in order to secure for themselves as well as their family. This includes their desire to provide best of education to their children, nourishment as well as cultural life.
As opined by the researchers Goffee and Scase (2015), in their paper they stated that, even though the gender gap at the workplaces has been narrowed and participation of the women at the workplaces has been increased but the difference of attitude towards a woman employees is still persistent in both developing and developed countries like UK. In addition to that, gender differences in routine experiences at the workplace and salary/ wage levels still persist. Till date large proportion of women and men most men back up the outdated division of labour between the men and women employees of the organization. According to them differences in salaries justifiable according to the gender which is mainly supported by the negative attitude toward the women employees at the workplace. According to this large proportion childcare and family are being the main the responsibilities for the women.
According to the other researchers like Arpino Esping-Andersen and Pessin, (2015) the religion is another factor that influences the attitude and behaviour of an employee towards a woman employee or colleague. Other researchers found that, other employees working at the same workplace consider the women emotionally weaker compared to the men as the women find difficulties in handling stresses at the workplace. In addition to that, according to the researchers Bongiorno, Bain and David (2014), women are also stressed out due to the other elements in the workplace scenarios as far as different components or elements at the work place, for example, absence of job security, interpersonal relations at workplace, social insurance, uncertainty, conflicts with superiors and job responsibilities, absence of autonomy, hierarchy of the organization, work place environment, profession prospects, work and family balance, low wage, disproportionate workload distribution among the employees at the same work place and so forth. In addition to that, women also be likely to earn ominously less amount as salary when compared with men in same occupations and same levels of employment. Women also found the high-level promotions difficult compared to men.
Again, in case of having supervisory positions, it is found that there is mostly positive attitude towards the women managers. Sex of the of the supervisors or managers was found to be statistically significant in determining the supportive nature of the supervisors for the employees at the work place. Women managers gets positive feedback as female are considered more supportive to the team or to the workforce at the supervisory positions.
Recommended by the authors like Goffee and Scase (2015), Gender equality at the workplace can be achieved when it will be possible for everyone to enjoy and access the same resources, rewards as well as opportunities regardless of their gender. Even though it is not possible that every individual will receive similar rewards. The reason behind this can be stated as; different managers allow different benefits for their employees in which the gender equality can be used as the framework to change the negative attitude of others towards women at workplace.
As the result of influence of religion that impacts on the behaviour of an individual, it is found by the authors, that an employed woman is not only discouraged but also disapproved by the other employees in the workplace (mainly belongs to some specific religious societies and communities). In those societies, prevalent attitude and general conceptions is that a husband or a father is undignified if they live on the earning of their daughters and their wives respectively (Abdullah, Ismail and Nachum 2016). This attitude towards the women colleagues are responsible for discouraging the qualified women in different work areas.
The main objective of this secondary data analysis and literature review is to find out the reasons behind the positive and negative attitudes towards the women employees at the workplace. In different reaches it is mostly negative attitude towards the general women employees as well as towards the women managers and leadership positions. According to a study it is, found that women employees occupies only 11%- 15 % per cent of the top managerial positions throughout the world. From the above analysis of the collected data and literature review it is evident that there are moderate changes in the attitude of other gender towards the woman at workplace.
Despite the effect and influence of the religious factors, there are several indicators that states that the current situation would change in the favour of woman in the coming future. This may be improved with the increased educational and employment opportunities for women. Our research found that attitudes towards the women at different work places has been improved over the last two decades or so a universally.
References
Abdullah, S.N., Ismail, K.N.I.K. and Nachum, L., 2016. Does having women on boards create value? The impact of societal perceptions and corporate governance in emerging markets. Strategic Management Journal, 37(3), pp.466-476.
Arpino, B., Esping-Andersen, G. and Pessin, L., 2015. How do changes in gender role attitudes towards female employment influence fertility? A macro-level analysis. European Sociological Review, 31(3), pp.370-382.
Bongiorno, R., Bain, P.G. and David, B., 2014. If you’re going to be a leader, at least act like it! Prejudice towards women who are tentative in leader roles. British Journal of Social Psychology, 53(2), pp.217-234.
Goffee, R. and Scase, R., 2015. Women in Charge (routledge Revivals): The Experiences of Female Entrepreneurs. Routledge.
Mylearning.org. (2018). Women’s Rights – The Equal Pay Debate – Part of the front cover of the pamphlet Equal Work Deserves Equal Pay by Mavis Tate. [online] Available at: https://www.mylearning.org/womens-rights–the-equal-pay-debate/images/1-915/ [Accessed 9 Jan. 2018]
Pfau-Effinger, B., 2017. Development of culture, welfare states and women’s employment in Europe. Routledge.
Wgea.gov.au. (2018). About workplace gender equality. [online] Available at: https://www.wgea.gov.au/learn/about-workplace-gender-equality [Accessed 9 Jan. 2018].
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