Women’s experience in the workplace is discussed in this paragraph. Women’s labor has been growing due to the improved access to education and equity legislation for women worldwide. Despite the fight for gender equity and transformation in many nations in the world women’s experiences in the workplace are still unsatisfactory to women. There are economic incentives for females to reduce the domination of male occupations (England 2010) historically.
The issue women experience in the workplace is facing the attempt to persevere and penetrate a work environment that males historically dominate came from traditional gender norms and hierarchies that prevail in society and family. Despite gender empowerment and equity, the household units have the structure and still make male dominant. The traditional opinion is that organizations should develop practices and policies that will maintain females’ marginalized roles, and this becomes entrenched in the gender-biased culture of the organization.
Initially, males were dominating policy development in institutions and organizations. They are still structured and functioning in a way that does not support the career patterns of women, and there is a need to integrate those jobs with family responsibilities. There are changes in the institutional culture to empowerment strategies of women, but still, women are marginalized. Therefore, according to (Cunningham Fennimore 2005) males have predominantly documented women’s history, and they work through their eyes.
There is a need for researchers to think of different means about the impact of gender on career aspirations and trajectories in men-dominated environments by males. The focus of women in male-dominated occupations will remain in concern in light of the studies which point out the negative social consequences and personals the women face at the hands of men. There is a need to be aware of the effect of work-family conflicts and women’s responsibilities at home and at work on how they affect their health; this gives caution against the consequences of the problem in the family relationship.
In the world, women’s workplace experience was working on issues quite differently from how men take responsibility. Normally, the desire for power, status, and social comparisons drive men to do their work. However, women are motivated by good jobs and organizational functioning. Women have unique working experiences which coupled with archaic role structures of working life based on gender. In this case, career-driven women are generally more focused on their jobs, but sometimes they are harassed by men.
When women and men are working side by side; they are tackling the same problems of business, walking similar hallways, and sitting in the same meetings, both can perform relatively the same if they are given equal opportunity. New research on working women shows that the common ground ends there. Men normally win promotions, access to the top leadership roles, and challenging assignments than women do. It is this way because men are more likely to feel more confident in their assigned roles and are stronger at undertaking their responsibilities than women. The researchers suggest that many men can work in any environment despite the weather conditions or situation and they are more easily to any environment than women. This is why many men dominate working in many organizational structures. Women taking responsibility need more consideration of many factors that may affect their performance and health condition. The research illustrates that 30 percent more men are likely to be promoted than women in management roles. Continuing this in the career leads to many men moving up the ladder. However, women hold fewer leadership positions and management roles.
Women working in men dominate the environment, they are subjected to many challenges that men develop. Some of the issues they face are sexual harassment, performance pressure, coworkers doubting their competence, and low support from coworkers and management. As the issues persist, research shows that women will experience dysregulation in their stress responses, which leads to the creation of vulnerability for future illness and also raises the risk of mortality. Therefore, it’s important that this condition of the environment should change to encourage women to work in this organization, to prevent this in the institution, the organization should reevaluate its structure and develop a smooth communication strategy that will enable easy report of complaints from the employee and quickly respond to the complaint. This will help to reduce harassment of the women in their working environment. Women will continue exploring the fields mostly occupied by men, such as engineering positions, scientific fields, and tech industries if the environment suits them. Therefore, everyone should change how they respond to those women undertaking men’s dominant careers.
For the organization to encourage gender equity in their working environment, a strategy should exist that assists the women’s performance. This may be possible if the women are included in the organization’s top management. Many women are good leaders, but the problem is that they don’t get the opportunity to practice it. Therefore, it’s important for the management of the organization to encourage women to be leaders so that they can handle their issues in the organization. Women in executive roles should find ways to mentor other junior women to leadership by developing unions that will handle their issues. Women should be encouraged to pursue further education to acquire the required skills and knowledge like their male counterparts. This will allow them to compete equally with men in the top management position. Women can take on the same responsibilities as men if educated and encouraged. However, the main issue in the success of women is the traditional culture that hinders women’s progress.
References
Candace West, D. H. Z., 1987. Doing Gender. California: Sage Publications.
England, P., 2010. The gender revolution. Gender & Society. Career Development International.
Finnemore, M. &. C., 1995. Women and the workplace. Industrial Sociology.
Manago B, T. C., 2015. Occupational Sex Segregation and Physiological Stress Exposure. American Sociological Association Meetings.
Schein, V. E., 2006. Women in management: reflections and projections. Pennsylvania, USA.
