Women In Management Research Paper Examples
The women in different generations have been consciously or unconsciously pushed to the periphery due to a number of reasons. Women have had to struggle to gain similar recognition that the men get into the society. In the recent past, women have come up to form unions and groups with a sole purpose of fighting for their place in the different spheres of the society. Through different initiatives by women, it has become possible for the ladies in different areas to climb through to leadership positions. Essentially, the upward mobility has been relatively achieved for the women. However, in the business and management world, the women are still finding it difficult to break the barriers and move to the managerial positions.
Women are view with contempt compared to their male counterparts. Most companies prefer men to take up the managerial positions as opposed to offering women some leadership spots. The women still subordinate the men in almost every area including top leadership positions. Women in the modern dispensation have similar and better capabilities in managerial and leadership issues like the men yet still find themselves in much lower positions (Trzcinski & Holst, 2012). This text puts into perspective the issues that women encounter in the management and employs quantitative and qualitative research methodologies to analyze the facts.
The modern dispensation women are working hard to fight off the notion that they are not capable of taking up managerial and leadership positions in various spheres of the society. For decades, women have been pushed to the periphery to the extent that they are viewed as weak and incapable of performing like their male counterparts. Today, women have the necessary and competence and capabilities capable of ensuring that they move up the social leader yet with such improvements they remain subordinated to the men. The society is yet to accept the improved nature of the women in terms of allowing competition on a level playing the ground just like the men. In most parts of the society, men are the dominant personnel in various management and leadership positions effectively confirming the fact that the women have been sidelined when it comes to key managerial positions.
There are measures that have been invoked various areas of the society to deal with the disparities that exist between the men and the women in terms taking up leadership roles in various organizations. The disparities in women occupying managerial and leadership positions are rampant in developing nations. The implementation of the programs aimed at promoting women’s upward mobility depends on the level of dedication and commitment to ensuring a success.
Women have been for decades sidelined and pushed to the periphery in key spheres of the society. Lack of recognition has been a major setback for women because of marginalization and inherent stereotyping. The challenges are manifest in the society especially in the areas of work where women are unevenly represented as appropriate. Limited numbers of women occupy senior positions in workplaces effectively providing an indication of the imbalances that exist between the male and the female gender. Stereotyping is a critical issue that has worked against the women in a number of ways. For instance, in the society, women are viewed as inferior creatures that have limited capacity to take part in the development agenda.
Essentially, the society views women as subordinates other than people who have the capacity and the know-how to take part in the various sectors that are relevant for the well-being of the community. Sahay (2008) notes that the negative perceptions driven by women are a conspiracy by the men to take up various managerial positions in various organizations. Women are to a greater extent as less oriented and weak in decision-making.
Women stagnation in career development is based pegged on their nature. In many disciplines, women are less recognized and given much space because their nature does not exhibit aggressiveness and the will to succeed in various fields. In some sections of the society, affirmative action has to some extent aided some women to climb the social ladder. Even though, the disparities are a direct consequence of the women failing to go the extra mile in achieving certain objectives. While women are seen as the weaker gender, it is important to note that ladies have the capabilities necessary for ensuring that they become managers in various organizations.
Purpose of the study
The purpose of the study is to determine the various challenges faced by women in management. Women face varied challenges from accessing managerial positions to discrimination. It is against this background that the study seeks to put a number of issues with respect to the difficulties face in management.
Significance of the problem or concern
The significance of the problem is to determine challenges that face women and the appropriate measures that need to be taken in addressing the issues. The problem enhances the debate on steps that need to be taken in dealing with challenges of male domination in management that pushes women to the periphery.
A number of studies that have been carried out have indicated that women are more likely to increase the productivity of an organization while in management positions (Deszo & Ross, 2012). However, the challenges that face the women can be understood based on a number of theories. For instance, women are normally faced with the challenge of balancing work and family affairs. Unlike the men, women have a responsibility of taking care of the young ones and fending for their families. To this end, women find it difficult in coping with the demand of being in leadership due to the challenges faced.
The number of women employed has reduced due to issues such as the recession. The world today is undergoing a number of challenging events including recession effectively condemning a huge number of people out of their jobs. The women have been the victims of the recession in the sense that men have lost fewer jobs compared to the women. Women are seen as weaker beings not capable of taking up leadership positions, and this has to a greater extent contributed to the discrimination of women in management.
The discrimination of the women in various spheres of the society is an issue that has existed for decades yet there are fewer concerns about dealing with the issue. Men have for decades dominated the women both at places of work and the position in the society. It is important to note that women find themselves in awkward positions in the sense that while some have successfully moved up the social ladder, it is difficult for them to fight for positions as the men. Case in point is that their nature of being weak and less aggressive has played a bigger role in ensuring that they remain at the periphery. It is ethical that the society allows equal chances for the women to occupy leadership and managerial positions for those who qualify.
The law should be implemented to the latter to ensure that issues of discrimination against women are seized of to ensure a level playing the ground. However, it is important to note that not much has been done in ensuring that the women are protected and guarded against discrimination (Fredman, 2011). For instance, in most parts of the society, men are still the dominant groups while women play the role of subordinates however much they are qualified. It is important that more punitive measures are put to ensure that the women get to the positions for which they are qualified for with relative ease without discrimination.
The research on under-representation of women in key management positions can be studied using two research methodologies. Quantitative and qualitative research methodologies are significant in providing answers to the disparities exhibited in various spheres of society in so far as women representation in management is concerned. Quantitative research methodology can be employed in establishing quality for women in management. Consequently, qualitative methodology examines the view of organizational management as a basis of representation between men and women. The essence of employing quantitative and qualitative research methodologies is to establish the value of women while in leadership and what is lost in their absence.
Women have a tendency of exhibiting negative attitudes towards taking up managerial jobs. It is a problem that can be studied by employing qualitative research methodology. Primary and secondary data can aid to a great extent in producing the necessary outcome critical for understanding the phenomenon. Sampling of women in various fields must be done with relative precision to ensure valid and objective results. The application of qualitative research methodology in understanding the issue is fundamental and of the essence (Hoobler and Wayne, 2011). The assumption in employing qualitative research method is that the women will be educated and able to take part in the study by the time of the study. When the women consent to take part in the study, a time frame will be set, and preparations enhanced for carrying out the exercise. The study will involve the testing of the relationship between variables and the research. The components that indicate progression of divisions will be investigated as appropriate in order to establish a connection between various elements and ladies commitments to an association. It is expected that the variables will vary depending on the relationship exhibited by the variables. Essentially, the aim of the methodology is to establish the relationship that exists between women’s attitude and their representation at senior management levels.
Women are to some extent subjective and the methodology to be employed in studying the phenomenon is quantitative research. The study will establish the number of ladies in management positions who require collaboration in order to make some critical management decisions. The study will be done through a combination of factors that include evaluation for misrepresentation of women and destination of study. The two variables will focus on coming up with solutions for issues undermining women’s wellbeing in the job market. Alternative variables and regular asset blessing are critical elements in explaining misrepresentation of women in managerial positions. The women can employ qualitative research methodology in understanding the drawback of exposure of organizations insider information. The number of women who provide critical and confidential information about their organizations determines the relationship between misrepresentation of women in key managerial positions and their weaknesses (Kessel and Vitulli, 2011).
The issue of unfavorable working condition for the women can be studied by employing quantitative research method. Some organizational operation systems perfectly accommodate the women yet it has been established that even longer working hours do not necessarily benefit the ladies. Longer working hours failing to favor the women and underrepresentation can be understood based on household duties, underperformance and the defenseless nature of ladies (Sahay 2008). Essentially, the issues of underrepresentation that are dictated by independent variables will be viewed as subordinates. The climax of the study in this context will establish the relationship between the working conditions and the issue of misrepresentation in managerial positions.
The assumption of women are weak compared to the men is an issue that warrants investigation. Qualitative research is an essential methodology that can be employed in understanding the issues pertaining the questions raised in this context. The essence of having the meeting is to manage the information assembling strategy to be employed. The correlation between the independent and subordinate variables will be established as appropriate. Auxiliary information can be retrieved from articles of non-governmental organizations and government institutions (Moghadam, 2007). Past studies can also be critical in obtaining the relevant information required. Interviews will be conducted at various locations and will be scrutinized as appropriate.
Women can be encouraged and motivated to pursue and take up managerial positions just like the men (Clark and Hobbins (2014). The analysis, that is by far hypothetical, will produce deductions on the women’s misrepresentation. It is important for the researcher carrying out the study to select representative data from available datasets as measure of obtaining objective and credible results appropriately. The qualitative and quantitative research methodologies are the most appropriate for finding out the issues that hinder women in the issue of representation in various management levels. The methodologies provide a basis for understanding the relationship between the dependent and the independent variables.
Women in management face a number of challenges that varied and diverse. The difficulties, women, encounter, are not just limited management but cuts across various spheres of the society. For decades, men have dominated management positions on condemning women to the periphery. However much the women have endeavored to move up the social mobility, there have been critical barriers effectively hindering their success. Even though laws have been established to deal with the issues of discrimination, the vice has continued to manifest to a greater extent. There are steps that have been taken to deal with the problems women face in management and success is yet to be realized as appropriate. The qualitative and quantitative research methodologies are essential techniques that are important in putting into perspective the challenges faced by the women in management.
Affirmative action is a critical component that must be incorporated to ensure that women are not left out for career development and enhancement of social mobility in the society. For instance, rules and regulations should be established when hiring individuals. The rules and regulations should portray the highest degree of fairness where women have the advantage to compete with the men in various fields. The set criteria should be devoid of any biases so that whoever is qualified gets the consideration without considering masculinity as a factor. The essence of such a program is to ensure that there is a level playing ground for both genders. Women should understand the significance of being in positions of leadership. To this extent, it is important for women to undergo leadership training a basis of improving the confidence in taking certain challenges such as decision-making (Moghadam 2007). Better work etiquette is an essential component of leadership and women should as a matter of importance exhibit such skills.
The proposed recommendations are critical because they are essential for meeting certain objectives. For instance, the proposed solutions will ensure parity in allocating managerial jobs. Moreover, the stereotyping, that is exhibited when employing women in top leadership positions are bound to end effectively promoting the course of women in managerial positions. Additionally, organizations are bound to increase their productivity in the sense that women will apply the knowledge and skills learned in various areas. Men and women have unique capabilities, and the incorporation of both genders in managerial service will enhance quality management especially in service delivery. If policies and programs are implemented as appropriate, it is possible that the girl child enrollment in institutions of learning will significantly increase.
Clark, E. & Hobbins, R. (2014). Women under-represented in management positions, paid 24 per cent less than men according to workplace gender equality agency report, ABC news, and pp.1-7.
Deszo, C., & Ross, D. (2012). Does female representation in top management improve firm performance? A panel data investigation. Strategic Management Journal, 33 (9), 1072 – 1089.
Fredman, S. (2011). Discrimination Law. Oxford: Oxford University Press.
Hoobler, J.M., Lemmon, G. & Wayne, S.J. (2011). Women’s underrepresentation in upper management: New insights on a persistent problem, Organizational Dynamics Journal, 40, 151—156.
Kessel, C. and Vitulli, M.A. (2011). Critique of “Understanding Current Causes of Women’s Underrepresentation in Science”, Association for Women in Mathematics Newsletter, P.170-184.
Moghadam, V. M. (2007). From patriarchy to empowerment: women's participation, movements, and rights in the Middle East, North Africa, and South Asia. Syracuse, N.Y.: Syracuse University Press.
Sahay, S. (2008). Women and empowerment: Approaches and strategies. New Delhi:
Discovery Publishing House.
Trzcinski, E., & Holst, E. (2012). Gender differences in subjective well-being in and out of management positions. Social indicators research, 107(3), 449-463.
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