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Gender Discrimination in workforce and its impact on the employees

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Noorulain Waheed

on 10 July 2013

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Transcript of Gender Discrimination in workforce and its impact on the employees

Gender Discrimination in Workforce and its Impact on the Employees Gender Discrimination in Workforce and its Impact on the Employees Literature Review Problem statement This research paper explores the issue of gender discrimination in workforce and its impact on the satisfaction and motivation, commitment and enthusiasm and stress level of the employees. Gender discrimination turns the employee emotionally brittle, simple peace loving employees turns into paranoid and suspicious, fearful and angry individuals.
Elimination of gender discrimination is necessary for the satisfaction & motivation, commitment & enthusiasm and lesss stress of the employees. Introduction - Fifty years before HRM was simpler as workforce was homogenous.
- But now-a-days workforce changed from homogenous to heterogeneous.
- Managing Diversity
- Issue of Discrimination Erik in 2006 conducted research in Sweden and finds out - Women suffer more from sticky floor effects than glass ceiling.
- Women with small children face a largest gender penalty in careers.
- Gender penalty is larger for younger and older women and less for middle aged women. Susan in 1998 concluded that businessmen discriminated women and people at the top of the organization are more biased against women than people at the bottom.
His research also confirmed that discrimination is more becaues of external pressures than from internal. Habib (2000) in Bangladesh studied the effects of Brick Wall & Glass ceiling in public administration of Bangladesh. - Women are discriminated in civil services from entry to higher posts.
- Social cultural factors act as a wall for entry of women.
- For upper class women their is no discrimination. Objectives of the Study To access the gender
discrimination in the
workplace To study the impact of
gender discrimination on
women employees To propose practices to
help reduce the sticky floor and glass ceiling effect. Hypotheses H1: GD at workplace prevails more in public
sector than in private sector

H2: GD decreases job satisfaction in women

H3: GD reduces commitment and enthusiasm
in women workers

H4: GD increases stress level in women workers Scope of the Study - To access GD in Hyderabad & Jamshoro.
- Health & Education Departments.
- To measure impact of GD on Job satisfaction & motivation, commitment and enthusiasm and stress level of women workers. Research Methodology - Sample size = 526
- C.I = 95%
- Population = 27000 Research Methodology Public Edu. Dept. ( Hyderabad & Jamshoro)
Male = 73 Female = 80
Private Edu. Dept. (Hyderabad & Jamshoro)
Male = 44 Female = 78

Public Health Dept. (Hyderabad & Jamshoro)
Male = 80 Female = 85
Private Health Dept. (Hyderabad & Jamshoro)
Male = 46 Female = 40 - Stratified method of probability sampling
- Questionaire
- Likert Scale
- Nominal, ordinal & interval scale of measurement Analysis _ SPSS
- Independant sample t-test. , correlation,
ANOVA and multiple regression. Results - H1 rejected so females are discriminated more than males in private sector.
- H2 accepted so GD decreases job S & M
- H3 accepted so GD decreases C&E
- H4 accepted so GD increases stress Limitations . The research has less external validity and can’t be generalized due to small sample size.
. Sample is restricted to Hyderabad & jamshoro.
.Participants were not allowed to share information related to the topic as this is not related to the scale. Proposed Study - Sample size should be increased
- Data should be collected from more cities
of Pakistan.
- Qualitative research should be conducted to
know opinions of the participants.
- Research should also be conducted in other
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