Gender Discrimination’s Effect On Employees’ Performance

Abstract

This research has been conducted to analyze the gender discrimination and its effect on employees. A lot of articles have been read and analyzed along with some primary data has been taken in order to make our research logical and applicable. Our study focuses only on the impact of Gender Discrimination in the workforce. It does not focus on the assertiveness of this issue and it also has no work done in tackling the discrimination among employees.

CHAPTER 1:

INTRODUCTION

Background Of The Study:

Definitions:

According to Oxford dictionary , gender is either you are a male or female, usually considered with the reference to social and cultural difference.

Discrimination is to treat a person differently, mostly they get treated in worse way from the way you normally treat other people with, because of their skin color, sexuality or race. (Cambridge Dictionary)

Gender Discrimination is to treat people differently on the basis of their gender.

This topic is not a new topic at all. A lot of studies are taking place for this topic continuously. A lot of researchers are trying to find solutions and impact of gender discrimination in different institutions.

HRM has become a really major concern these days for organizations. Since, they are concerned with staffing, training, developing, motivating and maintaining the employees. Everything revolves around the employee of the organizations. Fifty years back, HRM was simpler because work force used to be a lot simpler. But these days it has shifted from homogenous to heterogeneous type and it has become tough for HR forces to manage them and a lot of issues are rising every day. (Decenzo,1998)

In this era of globalization, managing diversity has become crucial for any organization. Managing Diversity means to establish a heterogeneous work environment where each member is able to perform up to its potential in an equitable work environment. No member shall have an advantage or disadvantage on other employee. The most problematic issue right now in Managing diversity is of Gender discrimination. (Wayne,1995)

This study is taking this issue in consideration and along with primary and secondary data, it is going to analyze the effect of gender discrimination on an employee and his productivity.

Significance Of The Study:

This study is significant in knowing to what extent gender discrimination is being done in Karachi, Pakistan and what impact it has on the people, working in this city. It is a very limited study with limited resources but it would be helpful in determining if this topic should be continued with more resources and researched thoroughly.

Scope Of The Study:

This study is being conducted by the Undergraduate students of Iqra University. This study will be taking some primary and secondary data from various resources will be taken for studying this topic. But due to limited time all the aspects of the study wouldn’t be covered and for primary data , Questionnaire will be used to take survey of different people. No. of people surveyed would not be more than 30, due to limited resources. Statistical tests will be conducted for analyzing the primary data.

Objective Of The Study:

This study is being conducted in order to fulfill the project requirement of our course “Organizational Behavior”, being taught by Dr. Riaz Ahmed Mangi. This study is going to see the gender discrimination’s impact on the employees and the extent of it as well. This is to analyze the extent of Gender Discrimination in our city.

Hypothesis:

·         Gender discrimination has a negative impact on employee’s performance.

Variables:

Gender discrimination is an independent variable in this situation.

Employee’s performance is a dependent variable.

CHAPTER: 2:

LITERATURE REVIEW

Erik et al., (2006) have conducted the research to analyze if women are discriminated through sticky floor or glass ceiling effects in Sweden. The study showed that women in Sweden suffer more from sticky floor effects and those women who have small children face large gender penalties in their career. It showed that middle aged women face less Gender penalty than those younger and older women.

Another study was done focusing on the work place gender discrimination by Susan et al (1998). In this research they found out that the top management discriminates among women and men more than the lower management and hence at times decision makers choose to discriminate believing that their supervisors will prefer it.

In 2004, a research was conducted by Uzma. That research suggested that the identity of each person is created through society, environment and parents. Identity of a person is give by their parents. Usually parents consider their daughters weak, timid and too vulnerable, who require protection and coordination of male members of the family to survive. And since, it is engraved in our brains females can’t protest and boys of that family also get this perception that women are weak and to be taken care of by Male members. And if a male member isn’t up to the mark then he is given the title of “female” for shaming him. This is the basic point from where gender discrimination starts. It has to be stopped from here as well.

There is no definition of the term “Discrimination” in the context of law but in the context of workforce, it is taken as “the giving of an unfair advantage (or disadvantage) to some member in comparison to others”. This was stated by Wayne in 1995.

CHAPTER 3:

METHODOLOGY

Nature Of Study:

This is an empirical study. The questionnaire is in Likert scale and it can be analyzed with the help of SPSS.

Sources of Data Collection:

Primary Data: Questionnaire have been used in order to take primary data from different employees’ of the organizations.

Secondary Data: Different similar articles have been taken, analyzed and referred to in our study for secondary data.

Sample Of The Study:

Population of this study would be infinite. Hence, a sample of 30 employees’ have been taken randomly for this study.

Questionnaire:

Questionnaire have been taken from Causes Identification of Employees Politics by Avinash Advani (2015) and then some changes have been made into it with the help of Mr. Avinash.

Analysis Technique:

Regression Analysis on SPSS has been used for the analysis of this study.

CHAPTER 4:

RESULTS

Finding and Interpretation Of The Result:

Hypothesis: There is a negative impact of gender discrimination on employee’s performance.

Variables Entered/Removeda
Model	Variables Entered	Variables Removed	Method
1	GenderDisc.Meanb	.	Enter
a. Dependent Variable: EmployyPerformanceMean
b. All requested variables entered.

Model Summary
Model	R	R Square	Adjusted R Square	Std. Error of the Estimate
1	.057a	.003	-.032	.73659
a. Predictors: (Constant), GenderDisc.Mean

ANOVAa
Model		Sum of Squares	Df	Mean Square	F	Sig.
1	Regression	.050	1	.050	.092	.764b
	Residual	15.192	28	.543
	Total	15.242	29
a. Dependent Variable: EmployyPerformanceMean
b. Predictors: (Constant), GenderDisc.Mean

Coefficientsa
Model		Unstandardized Coefficients		Standardized Coefficients	T	Sig.
		B	Std. Error	Beta
1	(Constant)	2.325	.539		4.318	.000
	GenderDisc.Mean	.070	.231	.057	.303	.764
a. Dependent Variable: EmployyPerformanceMean

Result:

Hypothesis has been rejected.

Interpretation:

In this hypothesis Gender Discrimination has been taken as an independent variable and Employee performance is a dependent variable. In model summary , the R value represents the simple correlation and is 0.057 (the "R" Column), which indicates a low degree of correlation. The R² value (the "R Square" column) indicates how much of the total variation in the dependent variable. In Anova sig value is also more than .05 which indicates that overall, the regression model statistically does not predict the outcome variable.

Discussions:

This hypothesis has been rejected. It might be because of the limited number of sample that has been taken. This research shall be done with a larger number of people and under a good research group then those results can be said to be authentic and then only we would know if gender discrimination has a negative or positive impact on employee’s performance.

CHAPTER 5:

CONCLUSION

Conclusion:

This research showed us that there is no significant relation between gender discrimination and employee performance.

Literature Support:

A lot of literature has showed that there is a significant relation between gender discrimination and employee’s performance. And they are negatively related to each other.

Limitations:

This research was conducted by an undergraduate student have almost no knowledge of a research and limited resources with a very short span of time.

Future Recommendations:

It is recommended for future researcher to increase the sample size as well as the time to conduct the data. This  research would be very beneficial for people of Karachi and the new organizations as well as the old organizations operating in our city.

REFERENCES:

Ø    Ackler, J. (1990). Hierarchies, jobs, Bodies: A theory of gendered organizations. Gender and Society, 4(2), 139-158. Anwar, Shaheen. (2004).

Ø    The glass ceiling effect. Social Forces, 80 (2), 655-681. David, A.D. De Cenzo., Stephen, P. Robbins. (1998). Human Resource Management (5th edition). John Wiley & Sons, New York. Eatzaz, Ahmad., Amtul, Hafeez. (2007). Labor supply & earning functions of educated working women. The Pakistan Development Review, 46(1), 45-62.

Ø    Erik, Bihagen., Marita Ohls. (2006). The glass ceiling-where is it? Women’s and men’s career prospects in the private vs. the public sector in Sweden 1979-2000.

Ø    The Sociological Review, 54(1), 20-47. Habib, Zafarullah. (2000).T

Ø    hrough the brick wall and the glass ceiling: women in the civil services in Bangladesh. Gender, Work and Organization, 7(3), 197-209. Hiau, Joo. Kee. (2008). Glass ceiling or sticky floor exploring the Australian gender pay gap. The Economic Record, 82(59), 408-427. John, M. Ivancevich. (2004). Human Resource Management ( 9th edition). McGraw Hill, USA.

Appendix

Gender Discrimination's effect on employees.

Your name: *

Age *

·         below 15

·         15-20

·         20-25

·         above 25

Gender *

·         Male

·         Female

·         Prefer not to say

Have you experienced gender discrimination? *

• Yes
• No
•  Maybe

What problems have you experience because of gender discrimination? *

• lower salary
• Poor work treatment
•  lower chance of promotion
• None

Are men and women stereotyped a lot in your office? *

·

• Strongly agree
• agree
• neutral
• disagree
• strongly disagree

I feel encouraged to come up with new and better ways of doing things. *

• Strongly agree
• agree
• neutral
• disagree
• strongly disagree

My work gives me a feeling of personal accomplishment. *

• Strongly agree
• agree
• neutral
• disagree
• strongly disagree

My job makes good use of my skills and abilities. *

• Strongly agree
• agree
• neutral
• disagree
• strongly disagree

How satisfied are you with your involvement in decisions that affect your work? *

• Strongly agree
• agree
• neutral
• disagree
• strongly disagree