How employee motivation and productivity get effected by gender

How employee motif and productivity get effect by tripualityMy selected thesis vellicateic elementalally lays emphasis on how employee motivation and productivity get effected by sex activity disagree put to deform forcet in oeuvre and how different variables effects under different envirnoment. turn upright I shall move to explaining the topic in detail.OVERVIEWMy research interest is in this field because I know the gravity of the situation and how important it is for both genders to treat each different equally. As we move towards development an integrated effort is needed and e actually one has to do his/her bit. Women need to be looked upon as equals by men from the very start so that they bay window get effective education and pursue good c beers in the future. gender contrariety is a very real and actual problem that is creation faced by firms and to a greater extent importantly women in our society. It is important to none that gender contrariety clears place not only at the piece of work only if in every walk of life for a common Pakistani muliebrity. When being faced by pressure from all sides, it is very tough for the woman to carry out her day to day activities and work at her extensive to the highest stop of us wake up in the morning, go to college or our respective commerce and act in ways that be to a greater extent(prenominal) or less our own. We respond to the atmosphere around and the volume in it with little thought as to why what extend tos us do such(prenominal)(prenominal)(prenominal) things e.g. why we enjoy healthful-nigh activities more than others and why we fine some recreational activities better(p) than others. All these actions argon motivated by something. motivation is defined as the forces all indoors or outdoor(a) to a singular that arouse persistence and want towards completing a assumption course of action. Employee motivation affects productivity and disjoint of a managers task is to rut motivation towards the accomplishment of organisational goals. Thus, a manager has to field that what motivates his employees and what influences their pickax of action furthermore why they persist in that action everywhere beat. So the way people atomic number 18 interact deeply affects how they testament perform at the work. Gender difference against someone will on the face of it affect his/her productivity this charter is intended to prove how deeply the devil are connected to each other. secretion is treating of employees ground on criteria that are not channel related, these may include race, color, gender, ethnicity and religion.Organizations these days are touching towards diversity which means women and minorities will play a larger fictitious character in the workplace than in the past tense and it will be more important to keep them functional at their optimum level if succeeder is intended in the future.MANGERIAL CONCERNSWhen someone in the w orkplace is judged, appraised, promoted or embodiment a pay base on criteria which are not hire out related, disparity occurs. This disparity leads to the employee being demotivated because he/she knows that no matter what bar of work they put in, they will be reward on the stem of criteria which are not job related.My teach is not entirely based on the wage differentials but also deals with motivational effects of discrimination at the workplace on the whole. The main motivating factor for employees has ceaselessly been pay. There has used a huge gender gap in pay in Pakistan but has now decreased over epoch but still exists. This gap in motivation is mainly because of differences in characteristics of the jobs carried out, the labor market experience they bring to the job and homophobic word of women by employers or co-workers (which will be my area of theater of operations). All these factors act in legion(predicate) complex and different ways. Thus reservation i t hard-fought to determine precisely how oft of the difference can be attributed to discrimination. Women and men do differ greatly in their preference of jobs and the roles they play in families. Still, the skill set of a woman has now come much closer to a mans. As my thesis shall suggest, there is continuing discrimination against women in the labor market which leads to demotivation because there is loss of confidence for the worker. self-assertion in self abilities and in the firm one is working for measure as a great motivating factor. According to Maslows hierarchy of inescapably one of the pillars of motivation is to get appreciation for doing a certain task. some women are raped, innerly harry and given unfair interference by the society leading to high rates of fe staminate illiteracy and prostitution. In my view, it is very important for the woman to be soundly better because in our society the responsibility of raising children mainly lies with the mother. When the mother herself is not educated she can not possibly give her child the support and basic fundamental training needed to become a good charitable being.Moving to gender discrimination in the workplace regarding Pakistan, almost of the women are dramaturgy wives in our country and there are very hardly a(prenominal) double income families. Although the gender gap in the workplace has reduced significantly over the past decade it still remains high with most of the working women mainly pursuing very low paid jobs e.g. teaching, nursing, receptionists and galore(postnominal) of them work in houses as maids and helpers etcTerm subject areaing Definition need aMotivation refers to the forces either within or external to a soulfulness that arouses enthusiasm and persistence to pursue a certain course of action.Discrimination bTo discriminate complaisantly is to make a intelligibleion in the midst of people on the basis of class or category without regard to individual merit.G ender Discrimination at the workplace cPromoting/Rejecting or treating one person differently to another based on a criterion which is not job related. In this case mainly gender accomplishmentforce alteration dHiring people with different human qualities who be coherent to various cultural or sub cultural groups.Glass Ceiling eInvisible barriers that separate women and minorities from top commission positions.Disparate Treatment Gender Discrimination fThis is also called operate discrimination. To put it simple, it is treating an employee a different dash because of their gender.Harassment gHarassment refers to a wide spectrum of offensive behavior. When the term is used in a ratified sense it refers to behaviors that are found threatening or set offing, and beyond those that are sanctioned by society.Verbal Harassment hVerbal agony refers to intractable and unwanted verbal advances, typically in the workplace, where the consequences of refusing are potentially very disadva ntaging to the victim. Also casually known as flirting.Sources(Daft, Richard, (2000), management 4th Edition, p. 526)(Stokes, DaShanne. (In Press) Legalized separationism and the Denial of Religious Freedom)(Daft, Richard, (2000), Management 4th Edition, p. 524)(Daft, Richard, (2000), Management 4th Edition, p. 453)(Daft, Richard, (2000), Management 4th Edition, p. 462)(Taylor, Allison, (2005). Wrongful Termination)(Taylor, Allison, (2005). Wrongful Termination)(Wikipedia, http//en.wikipedia.org/wiki/Harassment)Study ObjectivesTo study wage differences between men and women working on equal level in the banking sector.To do questionnaire surveys from employees to find out differences in treatment for males and females.Study how difficult it is for a woman to get promoted in a workplaceHow treatment of supervisors differs from males to femalesIs the working surroundings psychologically suitable for a woman to work in on a long-term basis.The ways agony takes place for a women i n her workplace and who is the main harasserLITREATURE REVIEWGender discrimination and anguish are topic of immense importance as they demand been under discussion for over more than a decade, many studies and researches nurse been conducted to investigate on the different aspects of this topic, to correlate and identify the various variables from within the studies to contribute to the society in a direct or an validating way. All the studies point out to a healthy working environs for both Men and Women so that they are more motivated producing better results for the companies as a whole. The areas of research on this topic in the past focuses on Law, job felicity, employee turnover, organizational harm, social responsibility and corporate finale providing insights into many factors influenced by gender discrimination and worrying. Almost all the studies focuses on problem faced by women from within the organization and social external factors involving discrimination an d effecting productivity. Relationship between the variables drawn in the previous studies bases the precaution of the research and how the factors interrelate with each other.Studies show that people cast bulwark against this menace of discrimination and anguish but its lastingness is always challenged and debated for over some time. Law and justice are always closely looked upon when it comes to anguish at work place.A study Gender-Based Harassment and the Hostile Work Environment (Joshua F. Thrope) tests whether non- innerly motivated gender discrimination is as serious a factor in creating a hostile working environment as versedly motivated gender discrimination. Although Title VII of the Civil Rights guess of 1964 applies to all gender-motivated discrimination, in practice many lower federal motor inns make a diaphanousion between sexually motivated gender discrimination and non-sexually motivated gender discrimination (gender-based agony) in a work environment. Thi s study illustrates a court case of Dwyer v. Smith in which a law of nature officer pronounced that her co-workers and supervisors engaged in a pattern of opprobrious conduct that take ind a hostile working environment. (Thorpe). The failure of the plaintiff to allege a case of sexual harassment proved to be disastrous to her case. versed harassment is only a part of gender discrimination that female employees face in a hostile work employment. Ridicule, effrontery or insults directed at working women may not be sexually motivated but may still create a hostile working environment. The failure of courts to view gender-based harassment claims as actionable has reduced the availability and deterred the effectiveness of Title VII. The study claims that in magnitude to recognise gender-based discrimination as actionable it must be backbreaking or pervasive or it could be misinterpreted.Impacts and consequences have been explored in many previous findings and emphasis have been given on the nature and suit of harassment, but from within harassment sexual harassment is the concept which is quite highlighted factor discussed in findings as in,Recent Thinking about Sexual Harassment A Review Essay (Elizabeth Anderson) discusses the wrongs of sexual harassment and presents third theories that capture a different aspect of sexual harassment. Dignity speculation explains the offensiveness of harassment autonomy surmise deals with the coercive nature of sexual conduct whereas par theory highlights the group based harms of sexual harassment. This condition also gives an example of airlines that expect female flight attendants tolerate customers anger, rudeness or ogling without any objection and hence, make it difficult for them to perform their jobs satisfactorily. The audition also tries to provide remedies and explains that antidiscrimination law has been quite useful in component people understand their rights and combat sexual harassment in the work place.Most people perceive harassment and gender discrimination as a mentally or physically induced trauma but very few people measure it on the basis of the high be involved by this practice of harassment and its deeply routed and ever development cost is often ignored. One such articleThe study Estimating the organisational Costs of Sexual Harassment The Case of U.S. force (Robert H. Faley, Deborah Erdos Knapp, Gary A, Kustis, Cathy L. Z. Dubois) tested the meaning of sexual harassment on the organizational cost. The increasing costs of sexual harassment encouraged organizations to give attention to the issue of sexual harassment. These costs initially included litigation and associated settlements. However, with further research it was found that harassment can lead to an overall decrease in employee motivation towards the job resulting in increases in absentees, turnover, and requests for transfers, and use of mental health services, as well as decreases in productivity (Gute k Koss, 1993 Martindale, 1990 U. S. Merit Systems breastplate Board, 1981 and 1987). This study states that results paint a picture that the total annual cost of sexual harassment in the U.S. Army in 1988 was over $250,000,000. This not only brought attention to the organizational costs of sexual harassment and also to the seriousness of the problem as well. However, this study concludes that increase in the proportion of females in the military would increase that part of the total costs of harassment associated with females and as a result the cost of sexual harassment may grow even more. Furthermore it implies that losing a higher rank female in the army due to sexual harassment would cost a staggering amount.Hence sexual harassment continues to be a threat not only to the working individuals but also harms the companies financially.Gender Mainstreaming and Corporate Social Responsibility Reporting workplace Issues (Kate Grosser, Jeremy Moon 2005) focuses on the potential of corporate social responsibility (CSR) to gender equality. The paper states that women are provided equal opportunity in the workplace by the combination of legal compliance, business care and social regulation (Dickens 1999) and the theory of CSR combines all these three notions. This study suggests that a reason for slow furtherance in reporting gender issues is the lack of platform for gender issues to be discusses. The study has highlights the under-representation of womens issues and has focused on the need of women representation in attach to practices, as employees, community members, consumers and investors among other things.The impact of sexual harassment in a legal profession on job satisfaction is examined in The Effects of Sexual Harassment on Job triumph, Earnings, and Turnover among effeminate Lawyers (David N. Laband and Bernard F. Lentz). The results from American Bar Associations National Survey of Career Satisfaction/Dissatisfaction (1990) show that nearly two -thirds of female lawyers in private practice and nearly one-half of those in corporate or public agency settings reported either experiencing or observing sexual harassment by male superiors, colleagues, or clients during the two years prior to the survey. The study shows that overall job satisfaction is significantly lower among female lawyers who experienced or witnessed sexual harassment by male superiors and colleagues than among those who did not experience or witness such harassment. According to statistics shown in the study, job satisfaction among female employees is affected more than twice as tenderly by sexual harassment than by their annual income. The study also implies that there is a direct tattle between sexual harassment and intention to quit current employment. However, the study was express by the fact that the survey did not refer to the degree of harassment.Implementation Mechanism (Shamreeza Riaz) discusses the provision of law related to sexual harassment at workplace and the effectiveness of its implementation. This study was conducted in Islamabad and Rawalpindi. Interviews were conducted with the work force of organizations, women activists, NGO workers and educational institutions. The writer argues that women participation in the making policies and in determination making can lead to a happy nation. However, the true potential of women is hindered due to the difficulties that they face at the work place. The Protection against Harassment of Women at the Workplace Act 2010 provides the definition and kinds of harassment at the workplace. According to the study, in 20-30% sexual harassment cases, women remain silent because of their haughtiness and self respect. 70% of the women are victims of physical harassment and verbal and other kinds of harassment. The writer lists the causes of harassment as lack of awareness, misuse of authority, lack of organizational insurance and a male dominant society. The study shows that sexual harassment has very serious consequences resulting in the loss of job, a hostile environment and physical and psychological breakdown while some women are obligate to quit their jobs. The International Labour Organization, United Nation on liquidation of all Forms of Discrimination against Women, Beijing program for action Declaration, European essence Legislation and Organization of American State all provide laws aiming to obstruct gender discrimination.The study Branded Corporate Image, Sexual Stereotyping, and the New nerve of Capitalism (Dianne Avery, Marion G. Crain) aims to show how the adoption of sophisticated forms of marketing are distinct from the workers physical and mental labour. The study reveals the case of Jespersen v. Harrahs Operating Co. in which the court rejected a female bartenders Title VII challenge to the workplaces policy that women wear makeup, which she found sexually demeaning. Employers sophisticated marketing techniques some times create a prope rty like interest and employers take advantage of their employees external(a) of their usual work by forcing them to propagate company brands outside of the workplace.Transforming invidious corporate cultures (Cheryl L. Wade) discusses gender equality in corporate environment. The writer argues that companies can only change if men change. She states that even if men witness discriminatory behaviour or harassment in their workplace, they fail to take inevitable action that could promote gender equality. Many male managers may expect to support gender equality but still ignore gender conflicts in the work place. If the CEO of a company strives to bring a culture of gender equality then the workers will follow his example. Moreover, the writer states that sometimes women allow sexist comments and jokes to go unnoticed in an render to show that they belong to the right workplace. The corporate workplace also seems to work on the expectation that women of colour can be given jobs that are not valued in the corporate context. Hence, such negative stereotypes adversely affect the performance of women in the workplace. As the relationship between management and its employees plays a central role in a companies success, it is necessary that problems of workplace discrimination be dealt with.The study Gender Justice and Its Critics focuses on the discriminative practices and laws on gender discrimination. The article underlines the traditional treatment of women and the current condition of women. Women were victimized by the laws made to protect them by giving decision making powers to the male members. The writer states that in contrast to these laws, the remedial laws such as prohibition of sex-based discrimination in workplace have authorize women to make their own decisions. Laws which tried to prevent discriminatory practices have created distinct profession for men and women. Furthermore, Gender Justice claims that it is not opposed to the inevitably of working mothers but offers that parental benefits be given to both males and females.The study The Price of Man and Women A Hedonic Pricing Model of incarnation Attributes in a Synthetic World (Edward Castronova 2003) investigates the demand of physical attributes and qualities of the social world. The study examines the computer generated avatars which are both male and female. However, the hedonic price analysis suggests that the female avatars are available at a dissolve and that there is less preference to have a female avatar. As this physical difference is not real in the synthetic world, this wavering can be explained by the general assumption about the effectiveness of the female avatar. However, the study does not indicate whether this is arises from a prejudice on behalf of the population or simply the numbers indicate that more male players choose male avatars. This article was chosen because of the importance it holds in outside world other than corporate sector to g ive out an overview on the gender based difference one holds in his mind.They were shortcomings and left out concerns in those previous studies which can be looked upon on the basis of variables and introducing more measurable models which could relate and interlink the variables in appropriate and a strong way.Theoretical FrameworkDEMOGRAPHICSCharacteristics of a human population periodIncomeGenderRaceExperienceGender diversityUnfair treameantPromotion billetMoral fairnessSexual orientation effeminate employee turnoverHiring firing.Work envirnomentHealthyMotivatingSafetyStress oftenness of Women Promotion yield of times women get promoted at workplaceMore promotions to male or female?ProductivityEqual treatment in terms of lucre and promotionDriveIncreased desireEncouragementInspiration motivated to workLevel of satisfactionWhat one wants from a job and what one perceives it as offeringOverall satisfactionSatisfaction with the jobSatisfaction with the workSense of achievementScop e of using own enterprisingnessInfluence over the jobHarrasmentOffensive behaviourIntent to disturb or upsetUnwanted sexual advancesBases of colour, race religion and sexFinancial and recognition rewardsWages SalaryEmpower-mentFringe benefitsSURVEY QUESTIONNAIRE TO give outTHE CORRELATES OF GENDER DISCRIMINATIONAND IT IMPACT ON pauperizationThis questionnaire is being all used for research purpose all the information provided by respondents would be kept confidential. Your co-operation would be highly appreciated.Personal infoName Age Experience in this organization EducationMarital status individual(a) Married DivorcedGender Male FemaleIncome bracket 10,000-20,000 20,000- 50,000 50,000 aboveSection ALevels of Satisfactionpowerfully protestDisagree immaterial harmonize strongly guardI enjoy at my workplace12345Factors can be added to improve employee motivation at your workplace12345Would you like to stay at your workplace for long12345I am over all satisfied by the attit ude of my stereotype and workplace12345Do you quality as an important part of your organization12345Are you satisfied by your designated authority12345GENDER DIVERSITYStrongly DisagreeDisagreeNeutral deemStrongly Agree generally the supervisors are male12345Majority of Co-workers are Male12345I belive that I have equal opportunities and potential for outgrowth as my other colleagues have12345In my view discrimination does take place at workplace.12345At times I have been judged/mistreated on criteria which is not merit based12345You have been treated and judged on the basis of Gender123451)Race123452)Physical style123453)Religion12345Working enviornement and HarassmentStrongly DisagreeDisagreeNeutralAgreeStrongly AgreeMy company is rigid on the laws of harassment.12345In majority of workplace harassment cases the harasser is 1) immediate boss123452) Subordinates123453)Colleagues12345Verbal harassment takes place1)openly12345Equal gender treatment creates a healthy environment a t workplace.12345If harassment occurs verbally my response would be1)to react to the harasser the send-off time123452)Report the harassment to my boss123453) I would turn out with it because there is no other choice.12345Strongly DisagreeDisagreeNeutralAgreeStrongly AgreeI have been mistreated in an offensive manner because of my Gender.12345Offensive treatment harm your ability to work.12345I have switched my job because of unequal treatment12345Harassment results in increased stress and anxiety12345Frequency of promotionsStrongly DisagreeDisagreeNeutralAgreeStrongly AgreeI have been quickly promoted to the post I am today.12345Male workers get normal promotions12345Female have more chances of getting hired for a job at first place when the interviewee is Male12345Male have more chances of getting hired for a job at first place when the interview is Female.12345Female workers most get in house assignment as compared to traveling assignment12345Female get more sexually harassed t han men12345MOTIVATIONStrongly DisagreeDisagreeNeutralAgreeStrongly AgreeDiscrimination affects my productivity12345Male workers are paid more salary/wage as compared to female for the same job description12345Male workers are more empowered to take decisions12345Male and Female workers get same Fringe benefits12345Low percentage of female getting promoted than men whole kit and caboodle as a less motivating factor.12345Strongly DisagreeDisagreeNeutralAgreeStrongly AgreeMen feel more superior than women which affects motivation for women in negative way12345Some people get desperate things to get promoted12345Women get more limited opportunities than Men contributing negatively towards motivation12345General training has been given to staff a your workplace in connection with general duty to promote equality between Men and Women12345Men and Women are treated equally when it comes to performance Appraisals and analysis.12345