Discrimination against women in the workplace
Workplace is normally treated as a place where one should be appreciated for the efforts he/she puts into making the organization grow. This however is not the case for all the employees in various organizations (Ayers, 2001). There is favoritism based on gender or color. This has retarded the growth of some organizations and caused resentment in others.
Further still, the best brains have been lost in organizations just because someone in the managerial position saw them as just judged their abilities by their face value as jus women or black and therefore could not be relied upon to bring any meaningful gains to the organization (Ayers, 211). Discrimination in the workplace is not a far fetched idea but rather a rife practice in many organizations. These discriminations in most case centers on gender and race (Ayers, 211). Findings In the labor market, women do not get a hearing and their feelings and opinions not given a consideration (Franzway, 148).
Their male counterparts get most of their wishes done while the women get raw deals and many a times their well intended opinions are unheeded (Franzway,148). This generates a weakness in the workforce because the women’s enthusiasm is watered down. In addition to
Gender prejudice is rife in many organizations as indicated in Ayer’s study. There is sufficient evidence that shows presence of discrimination against women in the workplace (Ayers 224). The study further showed that there is prejudice not only in big organizations but also in small retail businesses- discrimination cuts through all organizations and business enterprises. From Juanita and Harris’ Perceptions of Effectiveness of “Responses to Sexual Harassment in the U. S. Military” the values of apparent discipline in the workplace vis a vis discrimination of any one gender has a great impact.
The female military persons showed some resentment for the sexual harassment while in the workplace but such cases were few. This is an exceptional case because the military has statutes that have to be followed lest the offender face strict disciplinary measures (Harris & Juanita, 46). Organizations whose collective discipline is not provided for in their frameworks find it hard to deal with sexual harassment cases especially if such cases appear trivial to the management (Ayers, 244). Recommendations
It is for this reason that managers of various firms should adopt an all appreciative mechanism for their employees irrespective of their gender or color. Worth noting in this study also is the fact that women from both countries showed almost the same feelings about the failure to be heard and recognized for their efforts. Drawing from these findings, we can conclude that it does not matter where one is, the women workforce need recognition and equal hearing of their grievances just as their male counterparts.
Managers should, as a matter of high importance see into it that the immediate workers in their firms do not discriminate women. This should be done via encouraging of mutual discussions and the ideas of women and other minorities given a fair hearing. If their ideas prove to be worthy, it is up to the organization to put them into trial as this will give them the impression that their ideas count in the success of the firm. In the long run, they will not find a cause to leave their jobs (Chenevert & Tremblay 924)
In the case of Juanita and Harris’ findings, it is prudent for organizations to put in place a legal framework that will enhance the discipline of the organization based on the principles that will be put in place. This will not only give due punishment to sexual offenders in the workforce but also check future sexual harassment hence gender discrimination in the workplace. However small such discriminations are, they can affect the productivity of the workers a great deal hence the need to curb them.
On promotion and other appraisal activities, workers should be given an equal chance to prosper and show what positive changes they can bring to the organization should they be given a chance. In almost every industry, women do occupy a small proportion of the higher level job positions (Chenevert & Tremblay, 932) which makes them change their employers more often than their male counterparts do over the same period of time. The failure to reward them accordingly by giving them promotions or other appraisals make them lose the hope of ever reaching their self actualization in the organization.
As a result, the organization may end up losing the best manpower since the women may be better managers than their male counterparts. The failure to promote women accordingly implies that their pay will always be less than what the men with the same qualifications as them get more. Meritocracy in promotion should be put in place so that all employees get what they deserve and work towards achieving their best in the organization without the pessimism of their efforts being thwarted by unjust managers who promote due to feelings and not reason.
Proper harmonization of salaries should be done by managers so that women who have qualifications that befit a higher salary offer are rewarded accordingly (Chenevert & Tremblay, 946). Open fora for discussions may also be adopted in the organizations whereby the workers discuss issues pertinent to their work conditions and through this platform; they may express their wishes and may get a hearing. This also gives the male employees on the lower ranks a lesson when they participate in open discussions with the women a chance to understand their capabilities.
They will end up knowing a thing or two that the women may know and the men do not thus watering down the notion that women know less than men. Conclusion The gender discrimination in the workplace on the growth of organizations and individual growth of the employees is great. Discrimination has far reaching consequences since the female employees cannot progress without being hampered and their dreams killed.
The chances for progress that is availed to them are limited. The loss of brilliant brains that could have been in the managerial positions retards the progress and may completely derail otherwise profitable organizations. The role of discipline in an organization cannot be downplayed. The military type of discipline can be tailored to suit the organizations which in turn will be a check on any gender discrimination in the workplace.