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Things You May Want To Know About Human Resources Management

Why Can't Gender Equality Be Achieved Easily?

Gender equality had become a heated area of focus within our society for the recent decade. Yet, it is not easy to achieve gender equality when it comes to different types of situations. Especially in a workplace, there are always circumstances when women and men can often be treated unequally under different conditions. You may then ask why? Why can't gender equality be achieved easily? Reasons of such may be highly debatable at times. But to me, it may just be simply summed up to a word: stereotypes. There are mainly two branch of stereotypes that has the most influences on this subject of matter:

Gender Stereotype

Gender stereotype is a concept that had been deeply rooted into our minds. Factors like religions and cultures influence our values and therefore leads to different stereotypes of gender. For instance, under patriarchy, women may not be highly regarded or get promoted in a workplace no matter how competent they are just because they are perceived to be more emotional and thus; incapable of handling stress that might accompany that particular job (Varnekar, 2016).

Furthermore, women had always been associated with roles such as 'birth giver'. They are often perceived to be responsible of doing a 'second shift' of housework and childcare when they get back home from work (Harvard Summer School, 2018). In such cases, there may be a lower chance for women to take up complex tasks in workplace as their boss may think that they can't fully focus on those tasks.

Influenced by the similar system of education, we might uphold similar values and have a similar standards when it comes to subjective judgements. Sometimes it is simply not that easy for us to forget about these typecasts. For example, women may be considered as bossy when they are directing others while men are only treated as assertive (Doering & Thebaud, 2017). A male manager may be easier to win over authority amongst their team as those members are more willing to take orders from a self-confident man than from a bossy woman. Hence, less than 20% of the top management positions are held by women around the world (Varnekar, 2016).

Job Stereotype

Apart from stereotyping gender, we may also stereotype jobs. Fields are classified as either 'male' or 'female' specific according to their characteristics and requirements. Business-related fields such as accounting and marketing are labelled as male-dominant whilst education or sociology are considered as female majors (England, P, 2010). Likewise, some 'male' fields may require more physical abilities such as policeman and some 'female' fields may require more emotional sensitivity like kindergarten teachers. In such cases, a gender filter may be applied when it comes to the recruitment of employees. With expectations labelling a man or a woman on being more capable and better for the job, he or she may not even be considered as a suitable candidate no matter how qualified he or she is. Therefore, chance for a woman to get into a 'male' fields is lower than that for a man and vice versa.

Additionally, clients may treat managers differently if they stereotyped the job. For instance,  a male manager will receive less authority if he steps into a job with a client who initially worked with a female manager. Yet, if the client is working with a male manager in the first place, the client will be more compliant with his instructions. Thus, male managers whose clients perceived the job as a "woman's job" experiences an exceptionally larger disadvantage than as a "man's job" (Doering & Thebaud, 2017).

Conclusion

In my opinion, it is not that complicated when it comes to overcoming the obstacles of achieving gender equality. You may say stereotyping is an outdated notion and achieving gender equality in the workplace shouldn't be stopped by such. Yet, this concept had been influencing us for a pro-long period of time and it is simply unrealistic to be get rid of in a heartbeat. If we want to have an ideal workplace with gender equality, perhaps offering responsibility base on abilities and skill-sets regardless of a particular person's gender would be a great place to start.

 

What Can Be Done To Win Over Your Employee's Heart?

Employees are always the most important resource of a company. With different sets of talents and combinations, there are often some surprising outcomes that may lead to an organization's success in a long-run. However, sometimes it may not be easy to win over your employees' hearts to making them work for your company whole-willingly. If you are struggling to gain respect, trust and loyalty from your team members, here are some hints.

Reduce Overtime Frequency

When deadlines are coming, overtime is just an unavoidable solution to finish all your jobs. Although there are often compensations for workers, there are still downsides when it comes to working overtime too frequently. Overworking can cause burn-outs increasing the risk of heart-related problems (Mahuron, 2018). According to the cross-sectional University of Zaragoza study, those who work for more than 40 hours per week are presented with a greatest risk of burn-outs compared to those working fewer than 35 hours. Moreover, people who work more than 10 hours a day are more likely to have heart-related problems (COX & UNIT, 2010). In short, to make your employees more energetic and passionate in your company, you may start thinking of reducing overtime working frequency.

Provide Training and Development

Internal promotion opportunities are essential for employees to develop a foreseeable career. Therefore, it is always one of their most concerned when it comes to the deciding whether to stay or leave. Sometimes, ongoing staff training might be a key to their decisions. With in-company training, existing staff can acquire new skills and be ready for new tasks (WorkReady, 2018). Effective training may increase an employee's performance (Whatishumanresource.com, 2018). With better performance, comes better opportunities. Making it easier for them to obtain a higher position in their respective field.

Work-Life Balance

A good work-life balance enables employee to feel more in control of their work life and therefore may lead to a reduction in staff turnover (Nibusinessinfo.co.uk, 2018). For instance, Big Space believes that work and play should be intertwined to keep work passionate and at the same time combat burnouts (Murphy, 2018). Hence, with a higher passion in work, employees have a higher tendency to stay. Additionally, everyone has their own families and friends. If work and life are balanced, your staff are less likely to miss out on important events in their lives because of late work (Mahuron, 2018). You will be more appreciated by your employees for certain if they are allowed to go to their children's graduation day.

Conclusion

Apart from increasing salaries, there are numerous other ways such as reducing overtime frequencies which may be the key to creating a fully engaged, committed and contented workforce. You may consider them next time when it is needed for your employees to regain their passion in their daily routine. Perhaps wining their hearts sometimes is easier than you have expected.

 

How To Increase Your Workplace Productivity?

Productivity is often the root to successful business practices. An efficient utilization of a company's resource may increase their overall performance and value. An example for you to believe such statement would be Chancellor's Autumn Budget 2017. It is stated in Chancellor's Autumn Budget 2017 that failure to raise the rate of productivity growth will prevent the economy from growing at speed for over the next 10 years (Partington & Monaghan, 2018). In order to catch up with such trend, it is certain the time for you to do something in order to increase your workplace productivity.

Hiring The Right Person

Hiring the right person doesn't only help you to reduce overall costs but may also increase your workplace productivity. Everyone has their unique talents and are suitable for different tasks. Time can be saved if you put the right person to the right job. For instance, if a new hire isn't as good of a team player as you originally thought they would be, but has been put into a team. Tension may be created and morale will be naturally ruined (S.R. Clarke & Associates, 2017).

In addition, running an extensive hiring program can be expensive and time consuming. Things to do during the process of hiring such as advertising, reviewing applications and interviewing all take an enormous amount of time commitment and requires man-power. However, it is definitely worth-while in the long-run. By hiring the right person, second hiring process and added cost can then be avoided. Furthermore, opportunity cost that takes training a new employee that may not be part of your company can be saved if you happens to hired the right person in the first place (TalentClick, 2017). Likewise, people won't be pulled out of their day-to-day routines and hence in short; productivity may be enhanced creating a more efficient workplace.

Increasing Employees' Job Satisfaction

Job Satisfaction is always the key to increase an employee's willingness to work for the company. According to the happy/productive worker theory, the tendency of unhappy people to emphasize negative aspects of their work leads to lower performances (Böckerman, P., & Ilmakunnas, P., 2012). This means that human resources managers are responsible in thinking of ideas to improve job satisfaction of the whole company and thus increasing overall productivity indirectly. For instance, more training opportunities can be provided. With training opportunities, employees can deepen their knowledge and get specialized in a field they enjoy (EmployeeConnect, 2018). Thus, employees may contribute in areas that they demonstrate the most interest in, increasing their productivity.

Conclusion

The importance of productivity should never be neglected. Being one of the fundamentals of successful business practices, enhancing productivity may increase a company's competitiveness within their market. Efficient utilization of a company's human resource will be a key to lower the overall cost of production, raises the company's production capacity, increasing sales profit. A higher profit will then attract more investors and create a sustainable business growth in the long-run.

 

References:

Advantages of improved work/life balance. (2018). nibusinessinfo.co.uk. Retrieved 25 March 2018, from https://www.nibusinessinfo.co.uk/content/advantages-improved-worklife-balance

Advantages Of Training Programme - What is Human Resource? (Defined) Human Resource Management-whatishumanresource.com-Labour Laws. (2018). Whatishumanresource.com. Retrieved 24 March 2018, from http://www.whatishumanresource.com/advantages-of-training-programme

Benefits of training your staff | WorkReady - Skills and Employment. (2018). Skills.sa.gov.au. Retrieved 24 March 2018, from http://www.skills.sa.gov.au/for-employers-business/training-your-staff/benefits-of-training-your-staff

Böckerman, P., & Ilmakunnas, P. (2012). The job satisfaction-productivity nexus: A study using matched survey and register data. ILR Review, 65(2), 244-262.

COX, L., & UNIT, A. (2010). Working 10 Hour Days Hurts Your Heart. ABC News. Retrieved 23 March 2018, from http://abcnews.go.com/Health/HeartHealth/working-overtime-hurts-heart/story?id=10614406

Doering, L., & Thebaud, S. (2017). The enduring reason you believe all nurses are women. Quartz. Retrieved 19 March 2018, from https://qz.com/1037132/the-enduring-reason-you-believe-all-nurses-are-women/

England, P. (2010). The gender revolution: Uneven and stalled. Gender & society, 24(2), 149-166.

Gender Inequality and Women in the Workplace. (2018). Harvard Summer School. Retrieved 19 March 2018, from https://www.summer.harvard.edu/inside-summer/gender-inequality-women-workplace

Mahuron, S. (2018). The Disadvantages of Overtime. Work.chron.com. Retrieved 23 March 2018, from http://work.chron.com/disadvantages-overtime-5388.html

Murphy, J. (2018). How to Retain Employees: 15 Practical Takeaways from 6 Case Studies. SnackNation. Retrieved 25 March 2018, from http://www.snacknation.com/blog/how-to-retain-employees/

Montero-Marín, J., García-Campayo, J., Fajó-Pascual, M., Carrasco, J. M., Gascón, S., Gili, M., & Mayoral-Cleries, F. (2011). Sociodemographic and occupational risk factors associated with the development of different burnout types: the cross-sectional University of Zaragoza study. BMC psychiatry, 11(1), 49.

Partington, R., & Monaghan, A. (2018). Budget focus on skills and technology aims to bolster UK productivity. the Guardian. Retrieved 25 March 2018, from https://www.theguardian.com/uk-news/2017/nov/23/budget-focus-on-skills-and-technology-aims-to-bolster-uk-productivity

S.R. Clarke & Associates. (2017). The Importance of Hiring the Right Person. S.R. Clarke & Associates. Retrieved 25 March 2018, from https://www.srclarke.com/blog/executive-recruiters-can-help-hire-the-right-person/

TalentClick. (2017). 9 Benefits to Hiring the Right Candidate the First Time Around - TalentClick. TalentClick. Retrieved 25 March 2018, from https://www.talentclick.com/hiring/9-benefits-hiring-right-candidate-first-time-around/

Varnekar, V. (2016). Patriarchal Society: Definition, Examples, and Ill-effects. Buzzle. Retrieved 20 March 2018, from https://www.buzzle.com/articles/patriarchal-society-definition-and-examples.html

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