Workplace and women dicrimination

Women face some of the obstacles in the workplace that impact their efficiency. Most women have been forced to leave their careers after facing a host of difficulties. Numerous scholars have brought to the attention of society the importance of women as part of the workforce and some of the changes they experience while at work. Various surveys have made it possible for many companies to consider how to treat their female workers. This thesis examines different issues influencing women at their workplaces.
Some of the questions that this paper aims to address include how women are handled at work and how care impacts their results. In some organizations and countries, women are assaulted sexually and even denied managerial positions which affect their performance. Secondly, women have peculiar challenges such as pregnancy, and the paper aims to answer the question “are women discriminated against because of their pregnancies?” Various studies indicate that most organizations or co-workers distinguish pregnant women leading to a departure from the workforce during pregnancy or after delivery.

Armstrong, D. J., Riemenschneider, C. K., Allen, M. W., & Reid, M. F. (2007). Advancement, voluntary turnover and women in IT: A cognitive study of work–family conflict. Information & Management, 44(2), 142-153.

The authors observed that there were barriers to professional advancement and voluntary resignation of women in the information technology. To understand the reasons behind the high turnover, they sought to study the work family conflict. It was established that work stress, job qualities, work schedule flexibility, and family responsibilities management were the primary reasons for resignation. This source is essential since it points out some of the factors prevent the females’ advancements in their careers, hence, the factors can be utilized to mitigate the effects.

Carnes, W. J. & Radojevich-Kelley, N. (2011). The effects of the glass ceiling on women in the workforce: where are they and where are they going? Review of Management Innovation & Creativity, 4(10), pp. 70-79. doi: 10.2308/bria.2010.22.2.27.

There has been a dramatic increase in the number of women joining the workforce and becoming entrepreneurs eventually. The authors argue that women still lag behind regarding representation in the workforce in spite of their success in the middle and lower tiers of management. As the authors observe, women face various challenges when working for an organization which forces them to start their own business. The authors used the secondary information to gather the knowledge. This source will be useful in providing the information on the various challenges that women face in the workforce leading to their departure to start their own business.

del Mar Alonso-Almeida, M. (2014). Women (and mothers) in the workforce: Worldwide factors. Women’s Studies International Forum, 44(1), pp. 164-171. doi: 10.1016/j.wsif.2014.01.010

In the article, Alonso-Almeida highlights that the number of women in the workforce has increased over time steadily. However, the numbers are not proportional to the population they represent. As the authors observed, there are various factors have led to the steady increase in the number of women in the workforce to include nondiscrimination laws, eliminating discriminating restrictions and friendly family policies. These empirical research findings indicate that provision of child care services improved the number of women workforce. This source will be useful in identifying some of the issues that can promote the number of women in the workforce.

Fox, A. B. & Quinn, D. M. (2014). Pregnant women at work: The role of stigma in predicting women’s intended exit from the workforce. Psychology of Women Quarterly, 39(2), pp. 226–242. doi: 10.1177/0361684314552653

Fox and Quinn state that pregnant women are discriminated against at their places of work leading to the resignation of more than half of postnatal mothers resign from their jobs. The authors suggest that discriminatory experience at the workplace is related to the high turnover of mothers post-delivery. 142 women were interviewed during and after delivery, and it was established that stigma at the places of work during and after pregnancy is the primary reason as to why most of them leave work. This research paper will provide in-depth information in pregnancy and childbearing as one of the major issues that women face at their places of work.

Iwanyk, B., McDonnell, E. L. Smith, M., Luckinbill, T., Luckinbill, T. (Producers) & Villeneuve, D. (Director). (2015). Sicario [Motion Picture]. United States of America: Lionsgate.

In the film written by Taylor Sheridan, Kate, a female FBI agent, is the lead character in charge of an operation to arrest Diaz, a notorious drug dealer from Mexico. As the film depicts, women have been given even tougher tasks of apprehending notorious criminals which is a job that has been reserved for men over time. Kate performs her duties well, and she can help to identify the drug dealer and his cartel. Unfortunately, before the drug dealer could be apprehended, one of the men on the team, went ahead and killed the entire cartel and forcing Kate to legitimize his illegal operations at a gun point. This film will reaffirm the fact that women can lead in risky operations, notwithstanding the challenges that they face as result of their gender.

Lieberman, T., Hoberman, D., Burr, K. (Producers) & Fletcher, A. (Director). (2009). The proposal [Motion Picture]. United States of America: Walt Disney Studios Motion Pictures.

In his film, the proposal to Peter Chiarelli intrudes Margaret Tate as the editor in chief of a publishing company. Tate had violated her work visa and was about to be deported to her country Canada, despite the fact that she had had tremendous success in running the company. She is forced to get married to Andrew, her assistant, to avoid deportation. From the film, it is evident that women can go to the extremes to their places of work to retain their jobs. At the same time, she was very successful as an executive editor, hence, showing that women can do well in managerial positions.

Marcinkus, W. C., Whelan-Berry, K. S., & Gordon, J. R. (2007). The relationship of social support to the work-family balance and work outcomes of midlife women. Women in Management Review, 22(2), 86-111.

The researchers seek to find the role of social support to women’s performance in their workplace through career accomplishment, organizational commitment, and job satisfaction. 72 women of ages 37 to 50 were interviewed. The results showed than women received more personal social support than work-based social support. Form the study, social support plays a huge role in the job satisfaction of the women and organizational commitment which will eventually lead to quality work. This source will be useful in providing information on some of the interventions that can promote the wellbeing of female in their places of work.

McBride, A. (2011) Lifting the barriers? Workplace education and training, women and job progression. Gender, Work and Organization, 18(5), pp. 528–547. doi: 10.1111/j.1468-0432.2011.00574.x.

The advancement of women at their places of work has remained impeded over time irrespective of the fact that education and training have been increased at the workplace. The authors established that managers at the place of work play a role in hindering professional development over time since most of the managers ensure that women develop as line managers. The research was conducted using secondary sources. The paper focuses on some of the hindrances to women’s professional development.

McKenna, A. B. (Producer), & Michell, R. (Director). (2010). Morning Glory (2010 film) [Motion Picture]. United States of America: Paramount Pictures.

The movie puts women at the forefront in the workforce. Becky, the lead character in the film, is a female who has been left with the responsibility of ensuring that the failing morning show is revived. She went through a lot of challenges and was on the verge of giving up, however, at the end of the day she managed to revive the show with the help of other people. From the film, women can do better so long as they are given the responsibilities and authority to run an organization. The source will provide information about the industry of women and their limits at their places of work.

Stockemer, D. & Byrne, M. (2012). Women’s representation around the world: The importance of women’s participation in the workforce. Parliamentary Affairs, 65(4), pp. 802–821. doi: 10.1093/pa/gsr063.

Stockemer and Byrne observesthat many factors affect the participation of females at their places of work. At the same time, the number of women elected to the various national assemblies is directly proportional to the number of the female working in different institutions. This paper will provide more information about the factors affecting women at their places of work and also provide an insight of the woman at the workplace and their leadership and participation in politic.

References

Armstrong, D. J., Riemenschneider, C. K., Allen, M. W., & Reid, M. F. (2007). Advancement, voluntary turnover and women in IT: A cognitive study of work–family conflict. Information & Management, 44(2), 142-153.

Carnes, W. J. & Radojevich-Kelley, N. (2011). The effects of the glass ceiling on women in the workforce: where are they and where are they going? Review of Management Innovation & Creativity, 4(10), pp. 70-79. doi: 10.2308/bria.2010.22.2.27.

del Mar Alonso-Almeida, M. (2014). Women (and mothers) in the workforce: Worldwide factors. Women’s Studies International Forum, 44(1), pp. 164-171. doi: 10.1016/j.wsif.2014.01.010

Fox, A. B. & Quinn, D. M. (2014). Pregnant women at work: The role of stigma in predicting women’s intended exit from the workforce. Psychology of Women Quarterly, 39(2), pp. 226–242. doi: 10.1177/0361684314552653

Iwanyk, B., McDonnell, E. L. Smith, M., Luckinbill, T., Luckinbill, T. (Producers) & Villeneuve, D. (Director). (2015). Sicario [Motion Picture]. United States of America: Lionsgate.

Lieberman, T., Hoberman, D., Burr, K. (Producers) & Fletcher, A. (Director). (2009). The proposal [Motion Picture]. United States of America: Walt Disney Studios Motion Pictures.

Marcinkus, W. C., Whelan-Berry, K. S., & Gordon, J. R. (2007). The relationship of social support to the work-family balance and work outcomes of midlife women. Women in Management Review, 22(2), 86-111.

McBride, A. (2011) Lifting the barriers? Workplace education and training, women and job progression. Gender, Work and Organization, 18(5), pp. 528–547. doi: 10.1111/j.1468-0432.2011.00574.x.

McKenna, A. B. (Producer), & Michell, R. (Director). (2010). Morning Glory (2010 film) [Motion Picture]. United States of America: Paramount Pictures.

Stockemer, D. & Byrne, M. (2012). Women’s representation around the world: The importance of women’s participation in the workforce. Parliamentary Affairs, 65(4), pp. 802–821. doi: 10.1093/pa/gsr063.

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