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Gender and gender roles are aspects that for quite some time have been the highlight of debate and discussion. As is commonly stated, it is a man's world. Owing to this, females constantly face glass ceilings in businesses and careers, while men make the most of glass escalators. Gender and gender roles have adversely impacted the growth and development of women, especially in relation to business. Not only is there poor representation of women in executive organizational positions, but women are also paid much less in comparison to men.
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The contemporary conceptualization of gender in career examination is centered on dichotomization, bringing about a binary separation of men and women when taking into account career aspects and success. Generally, it is the women who are largely negatively affected with respect to career results (Schneidhofer et al., 2010). Gender and gender role types are considered to be career capitals that increasingly influence an individual's career success over the course of time. In particular, Schneidhofer et al. (2010) find that feminine gender role types have an adverse impact on objective career achievement for both males and females. Ramaswami et al. (2010), considers the correlation between senior-male mentoring and compensation within industries that are male-gendered. Outcomes of the research study indicated that links between...
In addition, the extent of protege sex-by-mentoring relations on career accomplishment revealed a distinct sensitivity to the context and the type of mentor (Ramaswami et al., 2010).
Personal career accomplishment mirrors an individual's inner understanding and assessment of his or her career, cross wising any scopes that are considered pertinent by the individual. This has constructive outcomes of numerous personal and organizational results, for example, job performance, personnel obligation, work-associated retaining, in addition to organizational retaining. Taking into account that women experience and face gender discrimination in their place of work, (Herrbach and Mignonac, 2012) consider whether the extent of experienced discrimination pointed out by women is associated with their individual career success. Outcomes of the study indicated that gender discrimination was adversely linked to subjective career achievement in general. Nevertheless, occupational anchors, such as lifestyle, security and independence dilute the correlation between the two variables (Herrbach and Mignonac, 2012).
According to Fairlie and Robb (2009), in as much as the business ownership rates of females has increased in the past number of years,…
References
Fairlie, R. W., & Robb, A. M. (2009). Gender differences in business performance: evidence from the characteristics of business owners surveys. Small Business Economics, 4, 375-395. DOI: 10.1007/s11187-009-9207-5.
Herrbach, O., & Mignonac, K. (2012). Perceived gender discrimination and women's subjective career success: The moderating role of career anchors. Industrial Relations, 67, 25-50.
Ramaswami, A., Dreher, G. F., Bretz, R., & Wiethoff, C. (2010). Gender, mentoring, and career success: The importance of organizational context. Personnel psychology, 2, 385-405.
Schneidhofer, T.M., Schiffinger, M., & Mayrhofer, W. (2010). Mind the (gender) gap. Gender, gender role types, and their effects on objective career success over time. Management Revue, 4, 437-457. DOI: 10.1688/1861-9908
Gender discrimination is a business pitfall that could result in hazardous, time-consuming, and expensive lawsuits. Today, businesses and managers need to be fully aware of the legal implications of perceived differences between how employees are treated. For this reason, specific safeguards can be implemented to prevent the hazards associated with gender discrimination lawsuits. In the event that a suit has already been filed, businesses can also enter into alternative settlement
One of the problems with discrimination laws is that they the law does not have the power to completely cure social problems. For example, affirmative action was a necessary part of the effort towards equality because many employers were simply unwilling to give woman an equal chance at job opportunities. However, many areas of overt gender discrimination have been cured, or cannot be cured by quotas because of a lack
Gender Discrimination still continues unabated even after so much awareness is generated and legislations enforced to that effect. It is the responsibility of the human resource managers to oversee the company's policies and to ensure that fair treatment is meted out to women in the organization. Gender discrimination still continues to be a universal problem and even in the United States, the nation known for its freedom and equal rights women
Females make up forty two percent of the workforce yet, as can be demonstrated by the following HR report, the glass ceiling is alive and well at Company X. Level FM Total As the court can clearly see, there are no upper management female employees and there are only 2 at level 4. In other words, ninety eight percent of the decision making positions of Company X are held by men
Ethics and Human Resource Management As society progressed out of the 19th century - an era when two-thirds of all women were illiterate -- women embarked on a mass migration that would see them out of their kitchens and into the workplace (Thompson, 2008). More than a hundred years later (and having survived a few extreme feminist movements between then and now), we enter the post-feminist era; an era where
Wal Mart Gender Discrimination Lawsuits Wal-Mart Gender Discrimination Lawsuits Wal-Mart Expanded into Florida in 1962. Now, there are exactly 191 stores all over the state. They are also planning to open 10 new, mostly smaller locations in South Florida by the end of 2013. One of the best performing stores in the state of Florida is in Winter Springs, Florida. Walmart's Board of Directors member Jim Cash lives in Sarasota. Also, members