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Key Topics
MANAGING AND RETAINING STAFF
Human Resource practice implication.
Executive summary
In this assignment employee’s retention and managing the staff has been discussed. The importance of gender equality in a way to retain the maximum employees in the organization has been detailed.
The relevant issue in regards to gender inequality has been also covered. A secondary method has been adopted to analyze the situation. An advantage of having gender equality in the organization is also mentioned and how to bring the gender equality in the organization is also covered in this assignment.
The proper solution, the recommendation at the last of this assignment has been given with proper conclusion.
The relevant issue in regards to gender inequality has been also covered. A secondary method has been adopted to analyze the situation. An advantage of having gender equality in the organization is also mentioned and how to bring the gender equality in the organization is also covered in this assignment.
The proper solution, the recommendation at the last of this assignment has been given with proper conclusion.
New stories
New stories about gender equality are that now a day's gender equality prevails all over the world. And this is not new to the organization as in organization also gender discrimination has been found which is resulting in the negative consequence and increasing the employee turnover day by day.
Recently to address this situation all the Human Resource Manager has focused to eliminate this gender discrimination in a way to reduce the employee turnover and to
retain the employee up to maximum period
Now due to increasing the importance of equality HR Manager also become keen to have gender equality in the organization mainly to retain the employee and to have a good corporate image. Due to this gradually the rate of discrimination is decreasing. Which is very fruitful and effective for all.
New stories about gender equality are that now a day's gender equality prevails all over the world. And this is not new to the organization as in organization also gender discrimination has been found which is resulting in the negative consequence and increasing the employee turnover day by day.
Recently to address this situation all the Human Resource Manager has focused to eliminate this gender discrimination in a way to reduce the employee turnover and to
retain the employee up to maximum period
Now due to increasing the importance of equality HR Manager also become keen to have gender equality in the organization mainly to retain the employee and to have a good corporate image. Due to this gradually the rate of discrimination is decreasing. Which is very fruitful and effective for all.
Purpose
The main purpose of this assignment is to study the gender equality and its importance in retaining the employees.
The main purpose of this assignment is to study the gender equality and its importance in retaining the employees.
Gender Inequality and its effect on organization life and outcome.
It refers to the gender-based inequality against women. But it can be against men. Also, women are often denied their social, cultural, economic, and political rights leading to a decline in the condition of the women (Gidden et al., 2016). In the same way in an organization or corporate world gender inequality has been observed for a long time and which hurts the organization as well as on the individual also.
Gender inequality is when people of all gender do not get equal opportunity, privileges. So it refers to the unequal treatment of the people belonging to particular genders. It is an unjust situation when women are devoid of their right to be treated equally with their male counterpart. According to data of 2016-2017 released by WGEA that is Workforce Gender Equality Agency it observed that most of the employers are engaged in addressing the issues of gender imbalances and inequalities in the organization (Stead et al., 2016).
In an organization, Human resource plays an important role as they are the key to success as they use to formulate new policies procedure and various programs in a way to stay ahead of the competitors. In the same way, Human Resource management ensure gender equality in the organization if there is no biasness in the organization regarding gender then all the employees working in the organization will feel equality and are motivated and work with zeal and interest. As a result, performance and efficiency and effectiveness will be increased, and in this way, employee retention can also be ensured (Stainback et al., 2016). Gender discrimination is the debatable topic for a long time, and it has an only negative effect on the organization in the long run.
Glass Ceiling- the Wall Street Journal made this a popular phrase in the 1980s as it is defined as a transparent ceiling that hinders women and minorities to reach upper-level management in the workforce (Glass et al., 2016).
After further research, I found that according, to Linda Babcock and Sara Laschever, they argue that women perceive themselves as an inferior and perceive that their circumstance is more fixed and less negotiable than they are which is also supporting discrimination at the workforce (Martin et al., 2006).
According to my perception and research on this gender inequality what I found is that it has a negative impact on the organization and it also affects the person with whom discrimination is done. The issues are also that most of the women use to pursue the education in art stream, where more number of male opt-in engineering and science which has more growth opportunity as compared to arts subject. So somewhere it also creates the barriers to equality in the workforce.
Furthermore, managers rate women as having less promotion potential than men (Roth et al., 2012). Thus, men have faster ascent in organizational hierarchies than women.
One more reason to discrimination is when talking to promotion in the Organization men are ready to reallocate themselves whereas women feel insecure and are not easily ready to reallocate themselves to a new place which is also creating hindrance to promotion in case of women.
Gender inequality is when people of all gender do not get equal opportunity, privileges. So it refers to the unequal treatment of the people belonging to particular genders. It is an unjust situation when women are devoid of their right to be treated equally with their male counterpart. According to data of 2016-2017 released by WGEA that is Workforce Gender Equality Agency it observed that most of the employers are engaged in addressing the issues of gender imbalances and inequalities in the organization (Stead et al., 2016).
In an organization, Human resource plays an important role as they are the key to success as they use to formulate new policies procedure and various programs in a way to stay ahead of the competitors. In the same way, Human Resource management ensure gender equality in the organization if there is no biasness in the organization regarding gender then all the employees working in the organization will feel equality and are motivated and work with zeal and interest. As a result, performance and efficiency and effectiveness will be increased, and in this way, employee retention can also be ensured (Stainback et al., 2016). Gender discrimination is the debatable topic for a long time, and it has an only negative effect on the organization in the long run.
Glass Ceiling- the Wall Street Journal made this a popular phrase in the 1980s as it is defined as a transparent ceiling that hinders women and minorities to reach upper-level management in the workforce (Glass et al., 2016).
After further research, I found that according, to Linda Babcock and Sara Laschever, they argue that women perceive themselves as an inferior and perceive that their circumstance is more fixed and less negotiable than they are which is also supporting discrimination at the workforce (Martin et al., 2006).
According to my perception and research on this gender inequality what I found is that it has a negative impact on the organization and it also affects the person with whom discrimination is done. The issues are also that most of the women use to pursue the education in art stream, where more number of male opt-in engineering and science which has more growth opportunity as compared to arts subject. So somewhere it also creates the barriers to equality in the workforce.
Furthermore, managers rate women as having less promotion potential than men (Roth et al., 2012). Thus, men have faster ascent in organizational hierarchies than women.
One more reason to discrimination is when talking to promotion in the Organization men are ready to reallocate themselves whereas women feel insecure and are not easily ready to reallocate themselves to a new place which is also creating hindrance to promotion in case of women.
Discussion
If Human Resource is not committed to Gender Diversity and is not championing it, the needle won’t move. As people working in the organization or the companies often see HR as the key agents of change when there's a problem with a lack of women in leadership. Gender equality can be observed in term of not having proper opportunity to grow, regarding pay, promotion, and designation. And the cause or issue often comes back to culture (Shader et al., 2001).
Gender Equality.
It simply means that treating everyone in the same way. In an organization, all the employees have same opportunity and privileges (Parisi et al., 1999). So to bring gender equality in an organization is very much needed but some time manager face few difficulties like when talking about promotion women feel hesitate in reallocating themselves whereas, men are ready to reallocate themselves so here in such situation manager are bound to do discrimination in a way to stay ahead and competitive (Comin et al., 2014).
It simply means that treating everyone in the same way. In an organization, all the employees have same opportunity and privileges (Parisi et al., 1999). So to bring gender equality in an organization is very much needed but some time manager face few difficulties like when talking about promotion women feel hesitate in reallocating themselves whereas, men are ready to reallocate themselves so here in such situation manager are bound to do discrimination in a way to stay ahead and competitive (Comin et al., 2014).
Identifying the problem.
The main problem is gender inequality in the organization which is hampering the growth of the organization as well as increasing the employee turnover day by day (Cornwall et al., 2016). And this gender inequality in the organization is the result of poor or ineffective policy of Human Resource Management as they are not committed to gender diversity, and they are not focusing on its long-term implication also as a final result employee's turnover is increasing day by day, which is hampering the growth of the organization also.
According, to Barry Coleman, a former HR manager at Washington Post co. The root issue of gender inequality is culture.
The problem arising in the organization due to Gender Inequality is as follows.
Various problem and issue will emerge in an organization due to gender inequality, but it needs to be addressed quickly as it has a negative impact and consequence on the organizational growth.
The main problem is gender inequality in the organization which is hampering the growth of the organization as well as increasing the employee turnover day by day (Cornwall et al., 2016). And this gender inequality in the organization is the result of poor or ineffective policy of Human Resource Management as they are not committed to gender diversity, and they are not focusing on its long-term implication also as a final result employee's turnover is increasing day by day, which is hampering the growth of the organization also.
According, to Barry Coleman, a former HR manager at Washington Post co. The root issue of gender inequality is culture.
The problem arising in the organization due to Gender Inequality is as follows.
Various problem and issue will emerge in an organization due to gender inequality, but it needs to be addressed quickly as it has a negative impact and consequence on the organizational growth.
- Due to gender inequality, employee retention will be reduced.
- Motivation level of employees will decrease.
- It will hamper the pay structure also.
- It will lead to increase employee turnover.
- Employees will not work with zeal and interest. As a result performance of an employee will decrease and due to this overall performance of the organization will be affected.
Consequences- there are several effects and consequences of gender discrimination, especially in employment. Gender inequality in the workplace leads to an increase in employee turnover, and it also creates a hostile work environment, condition (Hurst et al., 2016). As gender inequality or discrimination also promotes harassment and possible workplace violence.
Solutions and Recommendation -diversity and inclusion policies will help to remove or eliminate gender inequalities in the workplace. Several state and federal laws prohibit gender discrimination and offer remedies for such behavior in employment as well as education and financial institutions.
- Equal pay Act- it should be followed as it promotes equal pay for equal work irrespective of gender.
- The Civil Rights Act- it should also be followed in a way to avoid gender discrimination.
Analyses
In terms of various theory and literature analyses on gender Inequalities has been done and it was found that if in at workplace discrimination on the basis of gender is prevails than employee turnover will automatically increase, and it will also create holistic working environment as a result individual performance will decrease, and the employee will not be in position to work with zeal and interest (Kwenin et al., 2013). So due to this overall performance of the organization will also be decreased.
Literature tells us that men get promoted quicker than women because they are more willing to reallocate and it is more acceptable to move the family for the husband's job. Men usually have the potential to work for a longer hour than women. But according to Skoloda, 2005, men and women are likely to work on the weekends and take work home in the evenings.
According, to Gayle, Golan, & Miller, 2008 they point out that not only do women are discriminated, but they have less continuity in the workforce. So it can be analyzed that women are somehow discriminated in workforce place, and some reason is like education as women opt arts subject more and men use to go into the field of engineering and science which have more opportunity for growth in the corporate sector (Lutter et al., 2015).
According to Beckman and Menkhoff, they explain that discrimination is done due to women, are more risk-averse, sometimes tends to be less confident and are not much competition. Thus, to avoid this woman needs to be more competitive. Women are not in a position to negotiate, so they need to build the skill of negotiation to avoid inequalities. Many kinds of literature tells us that in many organization discrimination is frequently done, but it needs to be addressed as soon as possible because it has a negative impact on the working climate of the organization, employees of the organization as end it hamper the overall growth of the organization (Fincher et al., 2016). It creates stress among the employees, and favor holistic working environment in the organization. But during recent years the trends are changing day by day as nowadays corporate also focus on equality to build good corporate image and to retain the employee in the organization for a longer period. Now various rules and act have been implemented which all the organization needs to follow, and practice and failure to do so will lead them to trouble, and their image will be in danger.
A study conducted by Mckinsey Global Institute on Gender diversity in the workplace, Mead says that the study show companies are more successful with more women in the ranks. They have higher average returns, fewer incidences of fraud, better decision making, lower turnover and higher productivity. It has also been found that Female-friendly companies have an edge when attempting to attract and retain the best talent.
A practical recommendation to avoid gender inequalities or discrimination in the workplace.
It is the need of the hour to resolve the issues of gender inequalities or discrimination at the workplace.
There are various recommendation, and some are as follows-
In terms of various theory and literature analyses on gender Inequalities has been done and it was found that if in at workplace discrimination on the basis of gender is prevails than employee turnover will automatically increase, and it will also create holistic working environment as a result individual performance will decrease, and the employee will not be in position to work with zeal and interest (Kwenin et al., 2013). So due to this overall performance of the organization will also be decreased.
Literature tells us that men get promoted quicker than women because they are more willing to reallocate and it is more acceptable to move the family for the husband's job. Men usually have the potential to work for a longer hour than women. But according to Skoloda, 2005, men and women are likely to work on the weekends and take work home in the evenings.
According, to Gayle, Golan, & Miller, 2008 they point out that not only do women are discriminated, but they have less continuity in the workforce. So it can be analyzed that women are somehow discriminated in workforce place, and some reason is like education as women opt arts subject more and men use to go into the field of engineering and science which have more opportunity for growth in the corporate sector (Lutter et al., 2015).
According to Beckman and Menkhoff, they explain that discrimination is done due to women, are more risk-averse, sometimes tends to be less confident and are not much competition. Thus, to avoid this woman needs to be more competitive. Women are not in a position to negotiate, so they need to build the skill of negotiation to avoid inequalities. Many kinds of literature tells us that in many organization discrimination is frequently done, but it needs to be addressed as soon as possible because it has a negative impact on the working climate of the organization, employees of the organization as end it hamper the overall growth of the organization (Fincher et al., 2016). It creates stress among the employees, and favor holistic working environment in the organization. But during recent years the trends are changing day by day as nowadays corporate also focus on equality to build good corporate image and to retain the employee in the organization for a longer period. Now various rules and act have been implemented which all the organization needs to follow, and practice and failure to do so will lead them to trouble, and their image will be in danger.
A study conducted by Mckinsey Global Institute on Gender diversity in the workplace, Mead says that the study show companies are more successful with more women in the ranks. They have higher average returns, fewer incidences of fraud, better decision making, lower turnover and higher productivity. It has also been found that Female-friendly companies have an edge when attempting to attract and retain the best talent.
A practical recommendation to avoid gender inequalities or discrimination in the workplace.
It is the need of the hour to resolve the issues of gender inequalities or discrimination at the workplace.
There are various recommendation, and some are as follows-
- Eliminating Biases- human resource should or can use technological tools such as Textio, which helps employers or manager to create a gender-neutral job description to avoid gender inequality at the time of recruitment of the candidate.
- Throwing stones at the Glass Ceiling- management should give a chance to women also to climb higher position in the organization, they need to give the motivational program to build confident also.
Meanwhile, an April report the Mckinsey Global Institute indicated that the United States could add up to $ 4.3trillion to its annual gross domestic product by 2025 if women were to attain full gender equality in the workplace.
- Being Flexible- through being flexible inequalities can be reduced and avoided or eliminated from the workplace. As one of the most significant reasons for the gaps between men and women is tied to parenthood, with mothers typically taking on more caregiving responsibilities.
- Drive skills development equally- equal opportunity should be given to both men and women in the organization to obtain and participate in skills development programs to enhance skills and capabilities.
- Create role Models- a push for more women at the helm can have a trickle-down effect that inspires other women to aspire to the executive level.
- Eliminating gender-based roles- to avoid discrimination management should eliminate gender-based roles that they should ensure that anybody who can do the certain or particular task can do it there is no gender biasness (Samuel et al., 2009). Closing the gender gap starts with looking at the way organization develops all employees, and making sure you provide an equal opportunity from entry level onwards. Women are a critical part of the workforce, and when women do well, organization do well. Providing equal training to all employees also ensure equality.
Conclusion.
At last, after doing this assignment and deep analysis of the various literature on gender inequality, I found that it has a negative impact on the overall performance of the organization. It has been practiced due to many reasons such as culture, education, stereotyping and so on. So when it has a negative impact like increasing employee turnover and making working environment holistic, so it gains the attention of management to avoid this discrimination in a way to stay ahead and in a way to retain and manage staff for a longer period.
But in recent years various states and federal and organization focus on to eliminate gender biasness in a way to retain employment and to be competitive. So various act have also been incorporated like equal pay and Civil Right to avoid any discrimination and harassment.
As recent literature prove that women are developing much and companies are also focusing on bringing equality in a way to build good corporate image and reduce turnover of employees.
At last, it can be concluded that if this discrimination exists organization will not grow after some time as it will increase employee turnover. So in a way to retain employee manager need to bring equality in the organization.
But in recent years various states and federal and organization focus on to eliminate gender biasness in a way to retain employment and to be competitive. So various act have also been incorporated like equal pay and Civil Right to avoid any discrimination and harassment.
As recent literature prove that women are developing much and companies are also focusing on bringing equality in a way to build good corporate image and reduce turnover of employees.
At last, it can be concluded that if this discrimination exists organization will not grow after some time as it will increase employee turnover. So in a way to retain employee manager need to bring equality in the organization.
References.
Giddens, A., Duneier, M., Appelbaum, R. P., & Carr, D. S. (2016). Introduction to sociology. WW Norton.
Stead, V., Elliott, C., Blevins-Knabe, B., Chan, E., Grove, K. S., Hanold, M., & Smith, A. E. (2016). Social media, gender inequality, and the workplace. Closing the Gender Gap: Advancing Leadership and Organizations, 1(6), 4.
Stainback, K., Kleiner, S., & Skaggs, S. (2016). Women in power: Undoing or redoing the gendered organization?. Gender & Society, 30(1), 109-135.
Glass, C., & Cook, A. (2016). Leading at the top: Understanding women's challenges above the glass ceiling. The Leadership Quarterly, 27(1), 51-63.
Samuel, M. O., & Chipunza, C. (2009). Employee retention and turnover: Using motivational variables as a panacea. African journal of business management, 3(9), 410.
Comim, F., & Nussbaum, M. C. (2014). Capabilities, Gender, Equality. Cambridge University Press.
Shader, K., Broome, M. E., Broome, C. D., West, M. E., & Nash, M. (2001). Factors influencing satisfaction and anticipated turnover for nurses in an academic medical center. Journal of Nursing Administration, 31(4), 210-216.
Cornwall, A., & Lindisfarne, N. (Eds.). (2016). Dislocating Masculinity: Comparative Ethnographies. Taylor & Francis.
Hurst, C. E., Gibbon, H. M. F., & Nurse, A. M. (2016). Social Inequality: Forms, causes, and consequences. Routledge.
Martin, D. C., & Anthony, J. J. (2006). The repatriation and retention of employees: Factors leading to successful programs. International Journal of Management, 23(3), 620.
Lutter, M. (2015). Do women suffer from network closure? The moderating effect of social capital on gender inequality in a project-based labor market, 1929 to 2010. American Sociological Review, 80(2), 329-358.
Kwenin, D. O., Muathe, S., & Nzulwa, R. (2013). The influence of employee rewards, human resource policies and job satisfaction on the retention of employees in Vodafone Ghana Limited. European Journal of Business and Management, 5(12), 13-20.
Fincher, L. H. (2016). Leftover women: The resurgence of gender inequality in China. Zed Books Ltd.
Parisi, A. G., & Weiner, S. P. (1999). Retention of employees: Country-specific analyses in a multinational organization. In Poster at the fourteenth annual conference of the society for industrial and organizational psychology, Atlanta, GA.
Zlotnik, J. L., DePanfilis, D., Daining, C., & McDermott Lane, M. (2005). Factors influencing retention of child welfare staff: a systematic review of research: a report from the Institute for the Advancement of Social Work Research conducted in collaboration with University of Maryland School of Social Work Center for Families & Institute for Human Services Policy.
Ramlall, S. (2003). Organizational application managing employee retention as a strategy for increasing organizational competitiveness. Applied HRM research, 8(2), 63-72.
Stead, V., Elliott, C., Blevins-Knabe, B., Chan, E., Grove, K. S., Hanold, M., & Smith, A. E. (2016). Social media, gender inequality, and the workplace. Closing the Gender Gap: Advancing Leadership and Organizations, 1(6), 4.
Stainback, K., Kleiner, S., & Skaggs, S. (2016). Women in power: Undoing or redoing the gendered organization?. Gender & Society, 30(1), 109-135.
Glass, C., & Cook, A. (2016). Leading at the top: Understanding women's challenges above the glass ceiling. The Leadership Quarterly, 27(1), 51-63.
Samuel, M. O., & Chipunza, C. (2009). Employee retention and turnover: Using motivational variables as a panacea. African journal of business management, 3(9), 410.
Comim, F., & Nussbaum, M. C. (2014). Capabilities, Gender, Equality. Cambridge University Press.
Shader, K., Broome, M. E., Broome, C. D., West, M. E., & Nash, M. (2001). Factors influencing satisfaction and anticipated turnover for nurses in an academic medical center. Journal of Nursing Administration, 31(4), 210-216.
Cornwall, A., & Lindisfarne, N. (Eds.). (2016). Dislocating Masculinity: Comparative Ethnographies. Taylor & Francis.
Hurst, C. E., Gibbon, H. M. F., & Nurse, A. M. (2016). Social Inequality: Forms, causes, and consequences. Routledge.
Martin, D. C., & Anthony, J. J. (2006). The repatriation and retention of employees: Factors leading to successful programs. International Journal of Management, 23(3), 620.
Lutter, M. (2015). Do women suffer from network closure? The moderating effect of social capital on gender inequality in a project-based labor market, 1929 to 2010. American Sociological Review, 80(2), 329-358.
Kwenin, D. O., Muathe, S., & Nzulwa, R. (2013). The influence of employee rewards, human resource policies and job satisfaction on the retention of employees in Vodafone Ghana Limited. European Journal of Business and Management, 5(12), 13-20.
Fincher, L. H. (2016). Leftover women: The resurgence of gender inequality in China. Zed Books Ltd.
Parisi, A. G., & Weiner, S. P. (1999). Retention of employees: Country-specific analyses in a multinational organization. In Poster at the fourteenth annual conference of the society for industrial and organizational psychology, Atlanta, GA.
Zlotnik, J. L., DePanfilis, D., Daining, C., & McDermott Lane, M. (2005). Factors influencing retention of child welfare staff: a systematic review of research: a report from the Institute for the Advancement of Social Work Research conducted in collaboration with University of Maryland School of Social Work Center for Families & Institute for Human Services Policy.
Ramlall, S. (2003). Organizational application managing employee retention as a strategy for increasing organizational competitiveness. Applied HRM research, 8(2), 63-72.
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