This study was undertaken to present the functions of gender for promotion and describe the forms of gender discrimination in the workplace. The researchers present knowledge about the Gender discrimination in the workplace and the study is deemed significant for it benefit the following sectors and groups of person; This study is therefore useful socially, economically and academically. Socially it enables employees to co-exist peacefully without discriminating against others due to their ethnic background, gender or race. The researchers used descriptive method, method of research which is a fact-finding study with adequate and accurate interpretation of data. It describes with emphasis what actually exist such as the current condition of the phenomenon. The respondents of the study were the employees and employers of selected business establishments in Cabanatuan city. First, the researchers presented the profile of the respondents as to age; sex; highest educational attainment; length of service and period of promotion granted .Next is the functions of sex in promotion and the forms of discrimination in the workplace. For the summary of findings and conclusions, majority of the respondents are not new in their work, female dominated the study, respondents were promoted after their provisionary period. Female are more supportive and approachable while male are more cooperative in the study. The respondents are continue seeking knowledge to be promoted or to have a higher position. Respondents are not new in service or in their job. Respondents are promoted after their provisionary period. Male easy recognize the scenario and straight forward in decision making. Men prefer a hierarchical leadership structure because it allows for easier role clarity and delegation of authority. Employers and employees are both believe in the patriarchal leadership that male are superior but women communicate properly in the workplace because they are more perfectionist and meticulous .Male are direct to the point in controlling the organization ,they do not use any further words to give their thought unlike women. And it is not usual for male to have corrective actions in every undertakings. Women are more efficient and almost perfectionist in all actions to be done .Women are less competent than men and lacking in leadership potential, because of these perceptions, women encounter greater challenges to or skepticism of their ideas and abilities at work. Men and women are correctly predicting the differential experiences that they would encounter with professional advancement and are making sound decisions. It is also possible that women are overestimating the negative consequences associated with power, that men are underestimating them, or both.
Narrations of Work-Life Balance among Academic Staff in an Open Distance Lear...QUESTJOURNAL
ABSTRACT: This study explores Work-Life-Balance among academic staff in an Open Distance Learning institution. A qualitative case study is used. Data for the research was collected from 16 academic staff using purposeful sampling. Academics describe the work-life experiences in the context of five overarching themes: (a) time demands, (b) ideal academic (c) career advancement (d) technology, and (e) work environment. This analysis revealed that academics’ work-life experiences are driven by a dearth of time and an excess of roles. Their involvement in multiple, interdependent roles although enriching through career advancement, presents ongoing time-based conflicts due to intense pressures of work. The tension associated with juggling roles significantly impacts their personal well-being and career satisfaction. Recommendations for this study are twofold; those that aid the university management towards more poignant work-life balance policies in the university and the need to conduct more research in Work-Life-Balance in Open Distance Learning institutions.
Narrations of Work-Life Balance among Academic Staff in an Open Distance Lear...QUESTJOURNAL
ABSTRACT: This study explores Work-Life-Balance among academic staff in an Open Distance Learning institution. A qualitative case study is used. Data for the research was collected from 16 academic staff using purposeful sampling. Academics describe the work-life experiences in the context of five overarching themes: (a) time demands, (b) ideal academic (c) career advancement (d) technology, and (e) work environment. This analysis revealed that academics’ work-life experiences are driven by a dearth of time and an excess of roles. Their involvement in multiple, interdependent roles although enriching through career advancement, presents ongoing time-based conflicts due to intense pressures of work. The tension associated with juggling roles significantly impacts their personal well-being and career satisfaction. Recommendations for this study are twofold; those that aid the university management towards more poignant work-life balance policies in the university and the need to conduct more research in Work-Life-Balance in Open Distance Learning institutions.
The Relationship between Organizational Justice, Organizational Commitment an...inventionjournals
The current study examines primarily the relationship between organizational justice, organizational commitment, and intention to leave. Investigating if there are gender differences in their levels of organizational justice, organizational commitment and intention to leave the organization is the second objective of this study. Data were collected from 384 health employees of a private hospital in Turkey by related instruments. Consequently, OJ was measured using Niehoff and Moorman’s (1993) scale; Mowday, Steers and Porter’s (1979) scale to measure OB was used and INTL was measured using Bluedorn’s (1982) scale. The reliabilities of the survey instrument was assessed, frequency tests were employed, correlation, regression and independent t-test were made in order to evaluate the relationships between organizational justice, organizational commitment and intention to leave of health employees’. The findings of the study suggest important implications for management theory and practice. The results show that OJ is positively related to OB and negatively related to INTL. OB is negatively related to INTL. As predicted, gender has significant effect on OB, OJ, and INTL. Further, males appear to have a higher OJ and INTL perception, females tend to engage higher OC.
Components in qualitative research proposal Three aspects of qualitative wri...Nidhin Chandrasekharan
Three aspects of qualitative writing- Practice, Genre and Audience.
Components in qualitative research proposal,-
Problem Statement , Focus of Inquiry , Research Design, Methods, Sample (Data collection methods ) , Data Analysis Procedures , Reporting the Outcomes , References, Appendix
EDUC 8102-6: Applied Research and Adult Learneckchela
This is a North Central University course (EDUC 8102-6): Applied Research and Adult Learn. It is written in APA format, has been graded by an instructor (A), and includes references. Most higher-education assignments are submitted to turnitin, so remember to paraphrase. Let us begin.
DQ#1 Treatment planning is emphasized as collaborative, but is thiDustiBuckner14
DQ#1 Treatment planning is emphasized as collaborative, but is this an ideal that is not realized in practice? How does the treatment planning process at your site differ from the ideal that is described in the lecture for this topic?
[email protected] How do you resolve the dilemma that is created when biopsychosocial assessment clearly identifies a major problem area that the client does not wish to contemplate changing?
CAT Two: Class
Great discussion on the topic of preparing yourselves for when you complete practicum which will come fast. We discussed the beginnings of preparing your portfolio as well as being aware of your theoretical orientation as you try out new theories and approaches with clients. How comfortable are you feeling with this process and defining the finer points of who you are as a counselor and being able to present this in interviews to obtain a job once you are done with practicum? What areas did you find you still need to work on?
Problem Statement and Theoretical Approach
The studies explored in the problem statement provide various theoretical approaches to understanding the effects of leadership and women. Specifically, the health of women in society, as well as their leadership positions, has been outlined through various theories. The multiple methods present a useful view of the problem statement and research proposed in this paper. The following theories were derived from the studies, and they highlight the means which researchers have operationalized them as well as how they can be used to support this study.
Affective Events Theory
This theory focuses on the effects of emotions on job satisfaction and worker performance. Its application by Walter (2007) in his study of leadership rests on the central role of affective reactions of leaders towards developing charismatic leadership. This theory argues that the emotional responses of leaders and other employees in the workplace affect work attitudes and behaviors. In this study, the main variables include the affective and attitudinal influences of leaders and workers (Walter, 2007). These are independent variables that the researcher believes affect behaviors in the workplace. The researcher has thus used these variables to define charismatic leadership as developed through consistent application of positive affective practices by the leader. Positive affect has been prioritized as an antecedent of charismatic behavior. This theory supports my study by showing how people in an organization interact with female leaders. If affective emotions are used in the workplace, female leaders can grow into charismatic leaders by influencing the behaviors and attitudes of workers in the organization.
Social Equity
Social equity is yet another theory which has been utilized in the studies to highlight women’s role in society. This theory is based on the concept of applying justice and fairness in accessing social amenities (Atakro et al., 2019). Access to healt ...
Submit your alignment table to demonstrate the alignment between p.docxjames891
Submit your alignment table to demonstrate the alignment between problem, purpose, and research questions.
Effects of Gender Diversity on Job Performance in the Banking Industry
DIS-9901A Assignment # 3
Student Name
Professor Name
Date
Contents
1.0 Introduction 3
1.1 Basic Concepts of the Study 3
1.2 Facts and Relevant Contexts 4
1.3 Overview on the To1pic 7
2.0 Background of the Study 8
3.0 Statement of the Problem 9
4.0 Purpose of the Study 12
4.1 Study Method 12
4.2 Study Design 12
4.3 Variables 12
4.4 Target Population 13
4.5 Sample Frame 13
4.6 Sampling Techniques 13
4.6 Sample Size 13
4.7 Data Collection Method 13
4.8 Data Analysis 14
4.9 Summary of Results 15
5.0 Research Questions 16
6.0 Research Method 18
7.0 References 21
Appendix 24
LAST, FIRST_DIS9901A-8-3 1
LAST, FIRST_DIS9901A-8-3 14
1.0 Introduction
Diversity is an aspect in that we know of and deal with in our daily lives. Diversity applies in all organizations. Over the years, organizations and companies have embraced workforce diversity and invested more in diversity programs because organizations that embrace a culture of workforce diversity seem to attract broader talent pools of employees. This increases the organization’s reputation and strengthens its cultural values. Workforce diversity involves different aspects to include gender, age, education, and ethnicity amongst others (Anitha, 2014). This study seeks to examine the effect of gender diversity in the banking sector by using control variables of age, ethnicity, and education diversity. The study also establishes the relationship between the variables using four research questions and a sample size of 230 middle managers from 13 headquarter banks because middle managers make most employment decisions and they interact with the employees frequently. The study also uses qualitative and quantitative research methods. However, this is not the first study focusing on gender diversity in the banking sector, but there is little literature on the topic. Therefore, this study aims to add to the little existing literature on the topic and provide further research.1.1 Basic Concepts of the Study
Gender diversity might add value to an organization like resulting in more social sensitivity when solving problems and an increase in diverse thoughts resulting in better performance of the company (Anitha, 2014). Many studies show evidence of a positive relation between gender diversity on executive and board position and job performance of firms. However, little is known about the effects of gender diversity on job performance in the banking sector. A research gap exists on this topic and there is a need for further research. This study achieves this by using various research methods and design, using an appropriate sample for efficient results, and research questions.
The study uses descriptive research design. Descriptive research design aims at describing the population systematically and accurate.
The Relationship between Organizational Justice, Organizational Commitment an...inventionjournals
The current study examines primarily the relationship between organizational justice, organizational commitment, and intention to leave. Investigating if there are gender differences in their levels of organizational justice, organizational commitment and intention to leave the organization is the second objective of this study. Data were collected from 384 health employees of a private hospital in Turkey by related instruments. Consequently, OJ was measured using Niehoff and Moorman’s (1993) scale; Mowday, Steers and Porter’s (1979) scale to measure OB was used and INTL was measured using Bluedorn’s (1982) scale. The reliabilities of the survey instrument was assessed, frequency tests were employed, correlation, regression and independent t-test were made in order to evaluate the relationships between organizational justice, organizational commitment and intention to leave of health employees’. The findings of the study suggest important implications for management theory and practice. The results show that OJ is positively related to OB and negatively related to INTL. OB is negatively related to INTL. As predicted, gender has significant effect on OB, OJ, and INTL. Further, males appear to have a higher OJ and INTL perception, females tend to engage higher OC.
Components in qualitative research proposal Three aspects of qualitative wri...Nidhin Chandrasekharan
Three aspects of qualitative writing- Practice, Genre and Audience.
Components in qualitative research proposal,-
Problem Statement , Focus of Inquiry , Research Design, Methods, Sample (Data collection methods ) , Data Analysis Procedures , Reporting the Outcomes , References, Appendix
EDUC 8102-6: Applied Research and Adult Learneckchela
This is a North Central University course (EDUC 8102-6): Applied Research and Adult Learn. It is written in APA format, has been graded by an instructor (A), and includes references. Most higher-education assignments are submitted to turnitin, so remember to paraphrase. Let us begin.
DQ#1 Treatment planning is emphasized as collaborative, but is thiDustiBuckner14
DQ#1 Treatment planning is emphasized as collaborative, but is this an ideal that is not realized in practice? How does the treatment planning process at your site differ from the ideal that is described in the lecture for this topic?
[email protected] How do you resolve the dilemma that is created when biopsychosocial assessment clearly identifies a major problem area that the client does not wish to contemplate changing?
CAT Two: Class
Great discussion on the topic of preparing yourselves for when you complete practicum which will come fast. We discussed the beginnings of preparing your portfolio as well as being aware of your theoretical orientation as you try out new theories and approaches with clients. How comfortable are you feeling with this process and defining the finer points of who you are as a counselor and being able to present this in interviews to obtain a job once you are done with practicum? What areas did you find you still need to work on?
Problem Statement and Theoretical Approach
The studies explored in the problem statement provide various theoretical approaches to understanding the effects of leadership and women. Specifically, the health of women in society, as well as their leadership positions, has been outlined through various theories. The multiple methods present a useful view of the problem statement and research proposed in this paper. The following theories were derived from the studies, and they highlight the means which researchers have operationalized them as well as how they can be used to support this study.
Affective Events Theory
This theory focuses on the effects of emotions on job satisfaction and worker performance. Its application by Walter (2007) in his study of leadership rests on the central role of affective reactions of leaders towards developing charismatic leadership. This theory argues that the emotional responses of leaders and other employees in the workplace affect work attitudes and behaviors. In this study, the main variables include the affective and attitudinal influences of leaders and workers (Walter, 2007). These are independent variables that the researcher believes affect behaviors in the workplace. The researcher has thus used these variables to define charismatic leadership as developed through consistent application of positive affective practices by the leader. Positive affect has been prioritized as an antecedent of charismatic behavior. This theory supports my study by showing how people in an organization interact with female leaders. If affective emotions are used in the workplace, female leaders can grow into charismatic leaders by influencing the behaviors and attitudes of workers in the organization.
Social Equity
Social equity is yet another theory which has been utilized in the studies to highlight women’s role in society. This theory is based on the concept of applying justice and fairness in accessing social amenities (Atakro et al., 2019). Access to healt ...
Submit your alignment table to demonstrate the alignment between p.docxjames891
Submit your alignment table to demonstrate the alignment between problem, purpose, and research questions.
Effects of Gender Diversity on Job Performance in the Banking Industry
DIS-9901A Assignment # 3
Student Name
Professor Name
Date
Contents
1.0 Introduction 3
1.1 Basic Concepts of the Study 3
1.2 Facts and Relevant Contexts 4
1.3 Overview on the To1pic 7
2.0 Background of the Study 8
3.0 Statement of the Problem 9
4.0 Purpose of the Study 12
4.1 Study Method 12
4.2 Study Design 12
4.3 Variables 12
4.4 Target Population 13
4.5 Sample Frame 13
4.6 Sampling Techniques 13
4.6 Sample Size 13
4.7 Data Collection Method 13
4.8 Data Analysis 14
4.9 Summary of Results 15
5.0 Research Questions 16
6.0 Research Method 18
7.0 References 21
Appendix 24
LAST, FIRST_DIS9901A-8-3 1
LAST, FIRST_DIS9901A-8-3 14
1.0 Introduction
Diversity is an aspect in that we know of and deal with in our daily lives. Diversity applies in all organizations. Over the years, organizations and companies have embraced workforce diversity and invested more in diversity programs because organizations that embrace a culture of workforce diversity seem to attract broader talent pools of employees. This increases the organization’s reputation and strengthens its cultural values. Workforce diversity involves different aspects to include gender, age, education, and ethnicity amongst others (Anitha, 2014). This study seeks to examine the effect of gender diversity in the banking sector by using control variables of age, ethnicity, and education diversity. The study also establishes the relationship between the variables using four research questions and a sample size of 230 middle managers from 13 headquarter banks because middle managers make most employment decisions and they interact with the employees frequently. The study also uses qualitative and quantitative research methods. However, this is not the first study focusing on gender diversity in the banking sector, but there is little literature on the topic. Therefore, this study aims to add to the little existing literature on the topic and provide further research.1.1 Basic Concepts of the Study
Gender diversity might add value to an organization like resulting in more social sensitivity when solving problems and an increase in diverse thoughts resulting in better performance of the company (Anitha, 2014). Many studies show evidence of a positive relation between gender diversity on executive and board position and job performance of firms. However, little is known about the effects of gender diversity on job performance in the banking sector. A research gap exists on this topic and there is a need for further research. This study achieves this by using various research methods and design, using an appropriate sample for efficient results, and research questions.
The study uses descriptive research design. Descriptive research design aims at describing the population systematically and accurate.
Submit your alignment table to demonstrate the alignment between p.docxdeanmtaylor1545
Submit your alignment table to demonstrate the alignment between problem, purpose, and research questions.
Effects of Gender Diversity on Job Performance in the Banking Industry
DIS-9901A Assignment # 3
Student Name
Professor Name
Date
Contents
1.0 Introduction 3
1.1 Basic Concepts of the Study 3
1.2 Facts and Relevant Contexts 4
1.3 Overview on the To1pic 7
2.0 Background of the Study 8
3.0 Statement of the Problem 9
4.0 Purpose of the Study 12
4.1 Study Method 12
4.2 Study Design 12
4.3 Variables 12
4.4 Target Population 13
4.5 Sample Frame 13
4.6 Sampling Techniques 13
4.6 Sample Size 13
4.7 Data Collection Method 13
4.8 Data Analysis 14
4.9 Summary of Results 15
5.0 Research Questions 16
6.0 Research Method 18
7.0 References 21
Appendix 24
LAST, FIRST_DIS9901A-8-3 1
LAST, FIRST_DIS9901A-8-3 14
1.0 Introduction
Diversity is an aspect in that we know of and deal with in our daily lives. Diversity applies in all organizations. Over the years, organizations and companies have embraced workforce diversity and invested more in diversity programs because organizations that embrace a culture of workforce diversity seem to attract broader talent pools of employees. This increases the organization’s reputation and strengthens its cultural values. Workforce diversity involves different aspects to include gender, age, education, and ethnicity amongst others (Anitha, 2014). This study seeks to examine the effect of gender diversity in the banking sector by using control variables of age, ethnicity, and education diversity. The study also establishes the relationship between the variables using four research questions and a sample size of 230 middle managers from 13 headquarter banks because middle managers make most employment decisions and they interact with the employees frequently. The study also uses qualitative and quantitative research methods. However, this is not the first study focusing on gender diversity in the banking sector, but there is little literature on the topic. Therefore, this study aims to add to the little existing literature on the topic and provide further research.1.1 Basic Concepts of the Study
Gender diversity might add value to an organization like resulting in more social sensitivity when solving problems and an increase in diverse thoughts resulting in better performance of the company (Anitha, 2014). Many studies show evidence of a positive relation between gender diversity on executive and board position and job performance of firms. However, little is known about the effects of gender diversity on job performance in the banking sector. A research gap exists on this topic and there is a need for further research. This study achieves this by using various research methods and design, using an appropriate sample for efficient results, and research questions.
The study uses descriptive research design. Descriptive research design aims at describing the population systematically and accurate.
Week 5 WorksheetDirections For this assignment complete the work sh.docxhelzerpatrina
Week 5 WorksheetDirections: For this assignment complete the work sheet below. Please type out your answers on a separate Word document and then upload it . Don’t forget to number your answers so they can be matched up to the correct question.
1. People were asked how many miles they lived from work. The responses were
22, 20, 1, 25, 35, 23, 18, 5, 22, 22, 15, 7, 14, 21, 5, 9 and 13. The national average distance from work is 20 miles. Find the following:
a) Mean
b) Median
c) Mode
d) Standard deviation
e) Z-Score
f) Range
d) What would be the most appropriate measure of central tendency and why? Does this data represent a skewed distribution? Why or Why not?
2. At a pet store, a survey was taken asking how many pets each person had. The results were: 2, 5, 3, 1, 0, 4, 2, 7, 0, 2, 5, 1, 2, 6, 2, 10, 7, 3. The population average is 2. Find the following:
a) Mean
b) Median
c) Mode
d) Standard deviation
e) Z-Score
f) Range
d) What would be the most appropriate measure of central tendency and why? Does this data represent a skewed distribution? Why or Why not?
3. A sample of eight students were randomly selected and asked, "How many times did you check your email yesterday?" The numbers were: 3, 0, 8, 7, 10, 2, 6, 12, 45, 82, 1, 23, 11, 4, 55, 0. The average number of email checks in the population is 16.
a) Mean
b) Median
c) Mode
d) Standard deviation
e) Z-Score
f) Range
d) What would be the most appropriate measure of central tendency and why? Does this data represent a skewed distribution? Why or Why not?
Running Head: ORGANZIATIONAL CULTURE AND PRODUCTION 1
ORGANIZATIONAL CULTURE AND PRODUCTION 2
Organizational Culture and production
Name
Institutional Affiliation
Maamari, B., & Saheb, A. (2018). How organizational culture and leadership style affect employees’ performance of genders. International Journal of Organizational Analysis, 630–651.
Organization Culture and Production
Summary
The topic of the source is how organizational culture and leadership affect employees’ performance of gender. The authors sought to research on how the leaders’ choice and corporate culture influence employees. The study aimed to investigate if there is statistical evidence of the significant effects of organizational culture on the performance of the various genders and whether the leadership style in such an organization has an impact on the relationships. The study used observational method to conduct quantitative research and observation to identify organizational behavior and regularities. The study uses past literature on organizational culture, leadership, and performance in validating and carrying out the research (Maamari & Saheb, 2018). The authors concluded that the leadership style chosen by the organization and the organization culture has an effect on employee performance and gender implication.
Analysis
The authors have clearly outlined the research question, which was to identify the effects of leadership ...
Criterion
Status
Criterion Feedback
Introductory Remarks
Does not meet
The study overview is incomplete or unclear.
Key elements are inadequately addressed, all points are not supported in the literature, key concepts lack coherence and clarity. Not framed to proper program of study.
You might add more references to the general literature.
Statement of the Problem
Meets
Your study is novel, but you could do well to more explicitly state the problem: "A lack of diversity results in..."
Purpose of the Study
Meets
The purpose of the study is described and aligns to the stated problem, a summary of how the study will be/was conducted is provided.
Introduction to Theoretical/Conceptual Framework
Meets
The theory(ies) or conceptual framework used to frame the study are identified and explained through use of the literature and study topic.
If multiple frameworks are used, a description is provided for how they interrelate within the context of the study topic and literature.
Nature of Study
Meets
A brief overview of the study design, variables/constructs, instruments, and analyses is provided based on current literature describing why the proposed method and design were chosen to address the study’s research question(s).
This part s Strong!!!
Research Questions/Hypotheses
Does not meet
The research questions are incomplete or lack coherence, clarity, not testable, and/or not aligned to the problem and purpose.
The core concepts and/or operational variables are missing.
The hypotheses (quantitative studies only) are incomplete or lack coherence and clarity, are not testable or not aligned to problem, purpose, and/or design.
The research questions are strong, but the language "job performance" infers analyzing individuals' job performances whereas your DVs seem to be firm-level.
Significance of the Study
Meets
If you gave a preview of your findings this would be easier for the reader to detect.
Definition of Key Terms
Does not meet
The definitions of key terms are incomplete or unclear. Personal descriptions are used, too many common words are used, methods and theoretical terms are included.
"job performance" is ambiguous
Summary
Meets
Chapter ends with a basic summary of the need and purpose of the study, method and design, anticipated contributions, and transitions into the next chapter.
APA Format
Meets
Consistently applies fundamental APA formatting for TOC, List of Tables, List of Figures, throughout the Chapter. The template requirements are followed.
Writing / Presentation
Meets
Follows conventions of scholarly writing, grammar, and punctuation.
NORMAN, ELTON_DIS9901A_ALLIGNMENT TABLE 1
RESEARCH QUESTIONS 3
Statement of the Problem
Purpose of the Study
Research Questions
Conceptual framework
Despite efforts by the government to foster ethnic diversity at the workplace through practices and policies, gender diversity has fallen short in the banking sector in the United States.
The study expounds on what makes up improved performa.
Running Head: RESEARCH TOPIC 1
RESEARCH TOPIC 3
Lilisbet Alonso
Florida National University
Nursing Research
Prof: Claudia Davis PhD, RN-BC
May 12, 2020
RESEARCH TOPIC
Family nurse practitioners are much more interested in improving the general quality of nursing care and services delivery to the patients. I believe that family nursing practitioner profession is very vital in improving the quality of care by serving a very unique function in the medical care system. This is through the development of lasting relationships with patients and viewing the success of patients within the greater family and community framework.
My research topic of interest is Obesity and Weight Management Programs. The reason why I choose doing this research is due to the day by day increasing mortality rates and considerable morbidity that are linked with obesity due to the impact that it has on other conditions such as type 2 diabetes, reproductive diseases, cancer as well as gastrointestinal diseases. (Tappen, 2016). Obese individuals face a incessant, enduring struggle. This makes obesity to be one of the most prevalent diet-related health problems globally and more so in the United States. It places a significant burden on healthcare systems. There is, therefore, the importance of research to better understand the problem and how it can be maintained.
According to Lean, et al., (2018) there was a projection by the government that by the turn of 21st century, less than of 20% of adults aged 20 years and above and no more than 15% of adolescents aged 12 and above should not be overweight. This goal has not been achieved; rather, the United States is moving father rather than closer to the goal. The prevalence of overweight and obesity continues to rise and not falling.
References
https://www.youtube.com/watch?v=hXvoKE6_wQo
https://www.youtube.com/watch?v=lw8HPXJP1VA
Lean, M. E., Astrup, A., & Roberts, S. B. (2018). Making progress on the global crisis of obesity and weight management. bmj, 361, k2538.
Tappen, R. M. (2016). Advanced nursing research: From theory to practice. Jones & Bartlett Publishers. Retrieved from: https://books.google.co.ke/books?hl=en&lr=&id=DnyUCgAAQBAJ&oi=fnd&pg=PR1&dq=Tappen,+R.M.+(2015).+Nursing+Research.+Advanced+Nursing+Research:+From+Theory+to+Practice.+(2nd+ed.).+Jones+%26+Bartlett+Learning.&ots=NMrFQlcuEw&sig=BcD9_wBWYoJnfY9u6duh8Qvt5TE&redir_esc=y#v=onepage&q&f=false
NORMAN, ELTON_DIS9902A-12-1 1
LAST, FIRST DIS9902A-12-4 1
Gender Diversity and Job Performance in the Banking Industry
Chapter 2
Student Name
Professor Name
14 May 2020
Table of Contents
Introduction 3
Patterns of Gender Diversity 6
Senior Management 7
Importance of Diverse Board 8
Theoretical Background 8
Agency Theory.
Applied Research Essay example
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Sampling Methods Essay
Part 1 of my Learning Application Plan in view of my attendance to the 18th ASEAN Conference on Civil Service Matters Training on Gender Mainstreaming on Human Resource Policies, Processes and Systems, April 20-24, 2015, Marco Polo, Manila, Philippines
Q6) Do you have ability to control your feeling while trying to so.docxmakdul
Q6) Do you have ability to control your feeling while trying to solve problems with others?
In the above table we can see the distribution of the workers on if they are able to control their feelings while they are involved to others problem such as personal problems or family problems. The half of the people who took this survey answered yes which is 11 with (50 %). The percentage of the people who answered with NO were 6 which is (27.3 %) and the less percentage here went with the people who answered with MAYBE with 5 (22.7 %).
This is shows clearly that the percentage of the people who can control their feeling while they are going through any other problems was the biggest percentage, and only a few who answered with NO.
Q7) When I start my job with subordinates I am on fully aware of my emotional state.
In the atop table the percentage of the people who answered STRONGLY YES were 4 (18.2 %)
But the biggest number of people answered with just AGREE were 14 (63.6), And only a few people who answered with NATURAL were 4 (18.2).
It is undoubtedly from this distribution that people agreed on starting their jobs with subordinates on fully aware of their emotional state.
Running head: SUMMARY1
SUMMARY 3
Summary
In this data analysis and presentation, there was a research which was assigned to a selected company, which chose to use 50 questionnaires and whereby only 22 of them were responded to. The researchers, therefore, emptied the data after the collection and made some tabulation in a way that could best fit the hypothesis and the variables of the study. It was noted that from the sample, the number of men exceeded that of females with their reasoning based on the nature of the work, such as the managerial levels which seemed more likely to be led by men rather than female (Lopes et al 2006). On the broad issue of leadership and more precisely age, the researchers realized that the nature of leadership as per the presented sample by the company, they were the first and second category of ages, which generally ranged between 20-30 years of age, which represented the majority as young leaders and the aged leaders between 31-45 years of age coming third and fourth, something which called for adoption of the company with experienced leadership from older people irrespective of whether they are successful or not.
From the sample presented, it was definitely clear that Namaa heavily relied on leaders from Omani for different departments to work for their company. Considering the educational background and achievements of the presented sample of leaders, it was clear that diploma graduates represented the biggest number in the company (Cherniss, 2000, April). On the issue of emotional intelligence use, we can conclude that it had been given a certain percentage of priority in the company and therefore its use is greatly encouraged. From the research done, it was evident that dealing with workers emotionally greatly affects their ...
KuberTENes Birthday Bash Guadalajara - K8sGPT first impressionsVictor Morales
K8sGPT is a tool that analyzes and diagnoses Kubernetes clusters. This presentation was used to share the requirements and dependencies to deploy K8sGPT in a local environment.
HEAP SORT ILLUSTRATED WITH HEAPIFY, BUILD HEAP FOR DYNAMIC ARRAYS.
Heap sort is a comparison-based sorting technique based on Binary Heap data structure. It is similar to the selection sort where we first find the minimum element and place the minimum element at the beginning. Repeat the same process for the remaining elements.
Harnessing WebAssembly for Real-time Stateless Streaming PipelinesChristina Lin
Traditionally, dealing with real-time data pipelines has involved significant overhead, even for straightforward tasks like data transformation or masking. However, in this talk, we’ll venture into the dynamic realm of WebAssembly (WASM) and discover how it can revolutionize the creation of stateless streaming pipelines within a Kafka (Redpanda) broker. These pipelines are adept at managing low-latency, high-data-volume scenarios.
We have compiled the most important slides from each speaker's presentation. This year’s compilation, available for free, captures the key insights and contributions shared during the DfMAy 2024 conference.
6th International Conference on Machine Learning & Applications (CMLA 2024)ClaraZara1
6th International Conference on Machine Learning & Applications (CMLA 2024) will provide an excellent international forum for sharing knowledge and results in theory, methodology and applications of on Machine Learning & Applications.
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Understanding Inductive Bias in Machine LearningSUTEJAS
This presentation explores the concept of inductive bias in machine learning. It explains how algorithms come with built-in assumptions and preferences that guide the learning process. You'll learn about the different types of inductive bias and how they can impact the performance and generalizability of machine learning models.
The presentation also covers the positive and negative aspects of inductive bias, along with strategies for mitigating potential drawbacks. We'll explore examples of how bias manifests in algorithms like neural networks and decision trees.
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Literature Review Basics and Understanding Reference Management.pptxDr Ramhari Poudyal
Three-day training on academic research focuses on analytical tools at United Technical College, supported by the University Grant Commission, Nepal. 24-26 May 2024
Welcome to WIPAC Monthly the magazine brought to you by the LinkedIn Group Water Industry Process Automation & Control.
In this month's edition, along with this month's industry news to celebrate the 13 years since the group was created we have articles including
A case study of the used of Advanced Process Control at the Wastewater Treatment works at Lleida in Spain
A look back on an article on smart wastewater networks in order to see how the industry has measured up in the interim around the adoption of Digital Transformation in the Water Industry.
Using recycled concrete aggregates (RCA) for pavements is crucial to achieving sustainability. Implementing RCA for new pavement can minimize carbon footprint, conserve natural resources, reduce harmful emissions, and lower life cycle costs. Compared to natural aggregate (NA), RCA pavement has fewer comprehensive studies and sustainability assessments.
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Terzaghi's soil bearing capacity theory, developed by Karl Terzaghi, is a fundamental principle in geotechnical engineering used to determine the bearing capacity of shallow foundations. This theory provides a method to calculate the ultimate bearing capacity of soil, which is the maximum load per unit area that the soil can support without undergoing shear failure. The Calculation HTML Code included.
Online aptitude test management system project report.pdfKamal Acharya
The purpose of on-line aptitude test system is to take online test in an efficient manner and no time wasting for checking the paper. The main objective of on-line aptitude test system is to efficiently evaluate the candidate thoroughly through a fully automated system that not only saves lot of time but also gives fast results. For students they give papers according to their convenience and time and there is no need of using extra thing like paper, pen etc. This can be used in educational institutions as well as in corporate world. Can be used anywhere any time as it is a web based application (user Location doesn’t matter). No restriction that examiner has to be present when the candidate takes the test.
Every time when lecturers/professors need to conduct examinations they have to sit down think about the questions and then create a whole new set of questions for each and every exam. In some cases the professor may want to give an open book online exam that is the student can take the exam any time anywhere, but the student might have to answer the questions in a limited time period. The professor may want to change the sequence of questions for every student. The problem that a student has is whenever a date for the exam is declared the student has to take it and there is no way he can take it at some other time. This project will create an interface for the examiner to create and store questions in a repository. It will also create an interface for the student to take examinations at his convenience and the questions and/or exams may be timed. Thereby creating an application which can be used by examiners and examinee’s simultaneously.
Examination System is very useful for Teachers/Professors. As in the teaching profession, you are responsible for writing question papers. In the conventional method, you write the question paper on paper, keep question papers separate from answers and all this information you have to keep in a locker to avoid unauthorized access. Using the Examination System you can create a question paper and everything will be written to a single exam file in encrypted format. You can set the General and Administrator password to avoid unauthorized access to your question paper. Every time you start the examination, the program shuffles all the questions and selects them randomly from the database, which reduces the chances of memorizing the questions.
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Battle of Sexes in the Workplace
Prof. Suzette DC. Domingo and Dr. Walter P. Salva
College of Management and Business Technology, Nueva Ecija University of Science and Technology, Nueva Ecija, Philippines
Abstract— This study was undertaken to present the functions of gender for promotion and describe the forms of
gender discrimination in the workplace.
The researchers present knowledge about the Gender discrimination in the workplace and the study is deemed
significant for it benefit the following sectors and groups of person;
This study is therefore useful socially, economically and academically. Socially it enables employees to co -exist
peacefully without discriminating against others due to their ethnic background, gender or race.
The researchers used descriptive method, method of research which is a fact-finding study with adequate and
accurate interpretation of data. It describes with emphasis what actually exist such as the current condition of
the phenomenon.
The respondents of the study were the employees and employers of selected business establishments in
Cabanatuan city.
First, the researchers presented the profile of the respondents as to age; sex; highest educational attainment;
length of service and period of promotion granted .Next is the functions of sex in promotion and the forms of
discrimination in the workplace.
For the summary of findings and conclusions, majority of the respondents are not new in their work, female
dominated the study, respondents were promoted after their provisionary period. Female are more supportive
and approachable while male are more cooperative in the study. The respondents are continue seeking
knowledge to be promoted or to have a higher position. Respondents are not new in service or in their job.
Respondents are promoted after their provisionary period. Male easy recognize the scenario and straight
forward in decision making. Men prefer a hierarchical leadership structure because it allows for easier role
clarity and delegation ofauthority. Employers and employees are both believe in the patriarchal leadership that
male are superior but women communicate properly in the workplace because they are more perfectionist and
meticulous.Male are direct to the point in controlling the organization ,they do not use any further words to give
their thought unlike women. And it is not usual for male to have corrective actions in every undertakings.
Women are more efficient and almost perfectionist in all actions to be done .Women are less competent than
men and lacking in leadership potential,because of these perceptions,women encounter greater challenges to or
skepticism of their ideas and abilities at work. Men and women are correctly predicting the differential
experiencesthat they would encounterwith professional advancement and are making sound decisions. It is also
possible that women are overestimating the negative consequences associated with power, that men are
underestimating them, or both.
Keywords— Gender Descrimination, workplace, planning.
I. INTRODUCTION
Gender Discrimination is not an issue, which one
can ignore or tolerate silently. People should realize that
gender discrimination at workplace is a serious form of
employment discrimination, which should not be
discharged. Gender based discrimination is defined as
undesirable action or differential treatment against a person
that would not have occurred if the person had been of
another sex. Gender Discrimination is considered as a
serious form of injustice and it is illegal in certain
circumstances in most of the countries around the world.
Women still face a gender bias – especially in the
workforce. Despite the best efforts of companies to promote
diversity and equality, women still dominate the lower
paying administrative ranks while men continue to
dominate at the executive level. This inequality is hurting
corporate performance. Today’s women want it all – like
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their male counterparts. And a few are succeeding – but
only a few.
Conceptual Framework
Peterson and Thea (2006) describe that there are so
many ways of the gender biasness and discrimination in
organizations due to the unfair actions of the employer;
discrimination in job compensation package, hiring
discrimination, favoritism related to job promotion, and
biasness in wage setting for different type of job work.
Many analysts agree on this “hiring is most important;
promotion is second; and wages are third.”
Elisabeth K. Kelan (2009) claimed that gender-
quake is disturbing gender terms and relations dramatically.
It looks like that western well developed countries are well
aware this issue but don‟t like to address gender biasness
and inequality among male and female employee.
Objectives
1.To present the profile of the respondents.
2.To describe the functions of sex in promotion in the
workplace.
3. To identify the forms of Descrimination in the work
place.
II. METHODOLOGY
In this study, the researchers used of the descriptive method
of research. According to (Calderon, 2007) descriptive
method of research is a fact-finding study with adequate and
accurate interpretation of data. It describes with emphasis
what actually exist such as the current condition of the
phenomenon.
Descriptive research describe what is and
is concerned with the condition or relationships that exist,
practices that prevail, processes that are ongoing or trends
that developing (Manuel and Mendel, 1990).
The researchers used the descriptive
survey type of descriptive research, because the researcher
intended to gather relatively limited data from a relatively
large number of cases. Another reason is that a survey is
useful in improving the value of fact and focusing attention
on the most important things to be reported.
The Research Locale
The data gathering conducted in Cabanatuan City . The
researchers chose the local base on their own interest and
also the prevalence of issues that concerns the research
paper.
Table 1
Classification of respondents
N n
Employers 9 8
Employees 91 67
Total 100 75
Table 1 shows the classification of respondents, it is clearly
presented that the expected respondents for this study were
9 employers and 91 employees 100, however during the
retrieval of the questionnaire checklist some of them were
absent, thus, the total respondents are 75 based from the
retrieved copies of questionnaire.
Sampling Design
The researchers employed purposive random
sampling. Purposive Sampling technique means choosing
the sample with an underlying purpose. The researchers
may wish to make particular point and chose sample with
their purpose in mind.
Data Gathering Technique
The researchers sought the assistance of
respondents to come up with analysis interpretation and
conclusions of the study entitled “Battle of Sexes in the
Workplace: An Assessment ”
The researchers administered questionnaires to the
respondents employed in Cabanatuan City and as a result,
it helps in bringing ideas on the subject studied.
Also, the researchers employed personal interviews and
observation in some instances, such as when certain
information seems not accurate.
Research Instrumentation
The research instrument used in data gathering is
questionnaire checklist. It is the most appropriate tool in
collecting data, all information the researchers want to
know are already there and the respondents answered based
on the options given.
The questionnaire checklist was modified from
“Adhikari, S. (2014). Impact of Gender Discrimination at
Workplace. “
Statistical Treatment of Data
The researcher used the following statistical tools.
Frequency Distribution
It is tabular arrangement of data by classes or
categories together with their corresponding class
frequencies. Class frequency refers to the number of the
observations belonging to a class interval, or the number of
the items within the categories a class interval is a grouping
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or category defined by a lower limit band upper limit (Tan,
2006).
P% = F/N X 1OO
Summary of findings
The researchers used Descriptive method ,because
it describe what is and is concerned with the condition or
relationships that exist, practices that prevail, processes that
are ongoing or trends that developing. The respondents
were the employers and employees of the selected business
establishment in Cabanatuan City.
Profile of the Respondents
Age majority of the respondents belong to 31-35 years old
with 30 or 40%,followed by 15 or 20.00% belong to 26-30
years old ,there are 14 or 18.67% belong to 36040 years
old,10 or 13.33% belong to 20-25 years old, while the least
number of respondents belong to 41 years old and above
with 6 or 8.00%.
Sex, in majority of the respondents are female
with 47 or 62.67% and 28 or 37.33% male.
Highest educational attainment majority of them
earned Bachelor’s degree with 29 or 38.67% ,followed by
21 or 28.00% earned MA units,while 18 or 24.00% of them
finished MA and only 7 or 9.33% has Ph.D. units.
Length of service majority of them with 29 or
38.67% belong to 8 to 10 years and above, followed by 17
or 22.67% belong to 3-5 years, while 10 or 13.33% belong
to 1-3 years in service ,9 or 12.00% belong to 5 to 8 years.
Period of Promotion Granted majority of them
with 39 or 52.00% belong to 3 years followed by 15 or
20.00%, 10 or 13.33% belong to five years and the least
period of promotion with 7 or 9.33% belong to 8 years.
Function of sex for promotion
Planning the perception of employers it has a total
weighted mean of 4.06 and verbal interpretation of Agree,
the highest mean from the statement according to the
perception of employers is the statement number 3 “1.
Male are good in visualization and formation of
proposed activities” followed by “Male are future-oriented”
with a mean of 3.87 and verbal interpretation of Agree,and
statement number 2” Male are good programmers” with a
mean of 3.80. It implies that male easy recognize the
scenario and straight forward in decision making while in
the perception of the employees, it has a total weighted
mean of 4.30 and verbal interpretation of agree, from the
table of employees the statement with the highest mean is
the statement number 2 “Male are good programmers” with
a mean of 4.54 and verbal interpretation of Strongly
agree,followed by statement number 1 “1.
Organizing perception of the employers has a total
weighted mean of 3.76 and verbal interpretation of Agree,
from the table of employers statement number 3 “Male are
well delegated their employers /employees to the assign
task” got the highest mean 3.90 and verbal interpretation of
agree,followed by statement number 1 “Male are more
systematic in handling employees” with a mean of 3.70
then statement number 2 “Male are good in establishing
relationship with their employers/employees” has a mean
of 3.67 and verbal interpretation of Agree.
Leading from the employers perception has a total
weighted mean of 3.82 and verbal interpretation of agree,
from the employers’ table,statement number 2 “Male are
best in motivating and inspiring their employees” got the
highest mean of 3.90,followed by statement number 1”
Male possess good leadership skills” with a mean of 3.87
and statement number 3” Male communicate effectively”
with a mean of 3.70 and all are verbally interpreted Agree.
Controlling, it has total weighted mean in the employers’
perception is 3.56 and verbal interpretation of Agree
,among the statement , statement number 2 “Male are good
instructors” got the highest mean and statement 3” Male are
very effective in taking corrective actions in every
undertaking” got the lowest mean.
Forms of Discrimination in the workplace from
the perception of employers has a total weighted mean of
2.88 and verbal interpretation of Undecided, and the highest
weighted mean is the statement number 2 “Gender Entry
Gap: Discrimination is there at the time of recruitment on
the basis of gender. Males are given preference over female
for higher or top level position in the organization” with a
mean of 4.02 and verbal interpretation of agree and the
lowest is the statement number 4” Sexual Harassment:
Demand is made of sexual activities and favors in tern of
giving promotion or employment” with a mean of 1.86 and
verbal interpretation of disagree..
III. CONCLUSIONS
Based from the summary of findings the following
conclusions were drawn;
1. Female are more supportive and approachable while
male are more cooperative in the study.
2. The respondents are continue seeking knowledge to
be promoted or to have a higher position.
3. Respondents are not new in service or in their job.
4. International Journal of Advanced Engineering, Management and Science (IJAEMS) [Vol-5, Issue-7, Jul-2019]
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4. Respondents are promoted after their provisionary
period.
5. Male easy recognize the scenario and straight forward
in decision making.
6. Men prefer a hierarchical leadership structure because
it allows for easier role clarity and delegation of
authority.
7. Employers and employees are both believe in the
patriarchal leadership that male are superior but
women communicate properly in the workplace
because they are more perfectionist and meticulous .
8. Male are direct to the point in controlling the
organization ,they do not use any further words to give
their thought unlike women. And it is not usual for
male to have corrective actions in every undertakings .
Women are more efficient and almost perfectionist in
all actions to be done .
9. Women are less competent than men and lacking in
leadership potential, because of these perceptions,
women encounter greater challenges to or skepticism
of their ideas and abilities at work.
10. Men and women are correctly predicting the
differential experiences that they would encounter
with professional advancement and are making sound
decisions. It is also possible that women are
overestimating the negative consequences associated
with power, that men are underestimating them, or
both.
IV. RECOMMENDATION
Based from the summary of findings and conclusions, the
following recommendations are offered;
1. Men should know how to deal with other people and not
sorting the age ,civil status specially the sexof a person
2.Some of the respondents should continue their studies.
3.Respondents should aimfor a higher position
4.Women should learn to stick in their decision.
5.Women should not be emotional in their workplace to
avoid flat organizational structure .
6.Employers should pay attention to the capability of
women to lead ,they should have gender sensitivity in
their workplace.
7.Men should learn to accept mistakes in a nice way in
order for them to learn from it.
8.Women should know how to address adversity in order to
show their potential to lead.
9. Everyone should accept the fact that empowering women
is one of the issues of globalization in the workplace for
production, development and competence.
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