Job motivation

1. Differences in Job Motivation among
Female and Male Employees in the
Industrial Sector of Pakistan
Supervisor Name
Presented By
Department/University

2. Introduction of the
Project/Dissertation
• Global Unemployment Rate by ILO (2017)
– 5.5% males and 6.2% females
• Gender Gap in Southern Asia of labor force:
Region Gap (%) Men (%) Women (%)
Arab States 55.2 76.4 21.2
Northern Africa 51.2 74.1 22.9
Southern Asia 50.8 79.4 28.6
Northern America 12.1 68.3 56.2
Sub-Saharan Africa 11.7 76.3 64.6
Gender gap in participation of labor force (ILO)

3. Objectives and Significance
Research Hypothesis:
• H1: Women in Pakistani industry tend to be less
motivated compared with men.
• H2: There is a gender gap in the workplace, and women
receive less organizational assistance than males

4. Objectives and Significance
**Objectives**
• Investigate gender-based differences in job motivation.
• Identify obstacles faced by female employees in career
growth.
• Examine the impact of gender biases on job motivation.
• Explore links between job satisfaction, support, and
gender-based motivation.
• Provide practical recommendations for promoting gender
equality.

5. Objectives and Significance
**Significance**
• Addresses gender inequalities in the industrial sector.
• Enhances understanding of gender dynamics in
motivation.
• Offers data-driven strategies for career advancement.
• Guides policy-making for inclusive work environments.
• Contributes to a more equitable and motivated
workforce.

6. Data Collection
The industry chosen: “Style Textile Mills Pvt Ltd”
• Online Questionnaire (Google Forms)
• Duration: 5-15 June (10 Days)
• 40 participants (28 men, 12 women)
Questionnaire
• Section 1 (Introduction of respondent)
• Section 2 (Opinion about job motivation)
• Section 3 (Organizational Opportunities and Gender
Biasness)

7. Data Processing
• Auto responses gathered in Google Sheets
• Google Sheets converted to Excel file
• Conducted separate percentage analysis to determine
gender opinions on each question.

8. Data Analysis
71.4
60
Average level of Motivation
Male % Famle %

9. Data Analysis
4
16
16
4
12
0 5 10 15 20
Intrinsic factors (e.g., challenging
work, sense of accomplishment)
Extrinsic factors (e.g., salary,
promotions, benefits)
Work-life balance
Career growth opportunities
Organizational support and
recognition
Motivating Factors

10. Data Analysis
57.14
42.85
66.67
33.33
0
10
20
30
40
50
60
70
80
Yes No
Gender biasness in job motivation in your organization
Male Female

11. Data Analysis
4
8
12
4
4
8
0
2
4
6
8
10
12
14
Strongly
Agree
Agree Neutral Disagree
Your organization's support for your career
development opportunities.
Male Female

12. Data Analysis
57.14
26.67
Significance of positive work environment and supportive
fellow workers in terms of job motivation
Male % Female %

13. Data Analysis
54.28
40
Your perception of gender biases and stereotypes within
your organization
Male % Female %

14. Data Analysis
57.14
42.85
66.67
33.33
0
10
20
30
40
50
60
70
80
Yes No
Pakistan's male-dominated society prevents women from
growing in the workplace?
Male Female

15. Conclusion/Findings
Research Hypothesis:
• H1: Women in Pakistani industry tend to be less
motivated compared with men.
• H2: There is a gender gap in the workplace, and women
receive less organizational assistance than males.
Proven true
Proven true

16. Recommendations
• Use qualitative research to understand gender-based
job motivation differences.
• Compare across industries and countries to confirm
gender motivation differences.
• Examine how management styles contribute to
gender inequalities in engagement.
• Empower women and boost job motivation through
developing workplace norms.
• Examine how addressing gender motivation
disparities affects productivity and financial success
in the long run.

17. Thank You