This document summarizes a paper on women empowerment and cracking the glass ceiling in the workplace. It discusses how women have made progress in certain fields and achieving high-level positions, but are still underrepresented at the top levels of companies globally. Structural obstacles like policies and cultural beliefs have limited women's career progression. While laws have aimed to promote women's empowerment, full potential and equal opportunity have yet to be achieved. Continued efforts are needed to remove barriers facing women.
Gender diversity on corporate boards a case of indiaIAEME Publication
The document summarizes a study examining gender diversity on the boards of 185 companies listed on India's BSE500 index over six years. Some key findings include:
- On average, 40% of companies had at least one woman on their board, but women accounted for only 5% of total directorships on average.
- The study estimated a 30% increase in women on boards in the next five years and a 61% increase over ten years based on current trends.
- Women held few board or committee chair/membership positions, suggesting they may be token representatives without real influence.
The document analyzes data from Grant Thornton's annual research on the proportion of senior business leadership roles held by women globally. Some key findings:
- The proportion of senior roles held by women has increased only slightly over the past decade, from 19% to 22%, and the proportion of businesses with no female leaders has decreased from 38% to 32%.
- Eastern Europe leads in gender diversity, with 35% of senior roles held by women, while Japan remains at the bottom with only 8%.
- While some European countries have made progress through quotas, little change was seen in North America or the UK. Latin America has declined, with Brazil seeing a large drop.
- Asia-Pacific shows some
- Women's participation in education has greatly increased globally over recent decades, especially in developing economies, with females now enrolling in tertiary education at higher rates than males in many countries. However, this progress is not reflected in business graduate intakes or senior management roles.
- On average, just 21% of business graduate hires globally are women, and the proportion of women in senior management has stagnated at 24% despite greater numbers of educated women.
- There are significant variations between regions and industries, with women comprising over half of senior roles only in education and social services but far fewer in industries like technology. This suggests businesses may be missing out on talent that could boost their growth.
This document summarizes the key challenges and trends faced by human resource managers. It discusses managing workforce diversity, talent acquisition, and employee retention as major challenges. It also outlines the changing role of HR from administrative to strategic. Globalization and technology changes require HR to lead organizational change. Managing diversity, recruiting talent globally, and developing strategies to retain top performers are critical skills for modern HR managers.
The aim of this presentation is to gain a better understanding of the magnitude of challenges. In particular, work style , work balance life in construction field.
The document summarizes a study that investigated the key success factors of micro, small, and medium entrepreneurs. The study surveyed 60 entrepreneurs using questionnaires. The results suggest that finance management, availability of customers, and family support positively and significantly impact entrepreneurial success in business. Most respondents were aged 25-35, had a bachelor's degree or secondary education, and owned sole proprietorships with 1-10 employees.
I am a weekly columnist for a daily newspaper, Navhind times in Goa. This article was published on 24th Oct. and is also available with following link
http://www.navhindtimes.in/metoo-and-the-cost-it-imposes-on-the-economy/
Question # 1: What differences between women and men are there?
Question # 2: What are some examples of low gender diversity?
Question # 3: What are some examples of high gender diversity?
Question # 4: How do we measure gender diversity?
Gender diversity on corporate boards a case of indiaIAEME Publication
The document summarizes a study examining gender diversity on the boards of 185 companies listed on India's BSE500 index over six years. Some key findings include:
- On average, 40% of companies had at least one woman on their board, but women accounted for only 5% of total directorships on average.
- The study estimated a 30% increase in women on boards in the next five years and a 61% increase over ten years based on current trends.
- Women held few board or committee chair/membership positions, suggesting they may be token representatives without real influence.
The document analyzes data from Grant Thornton's annual research on the proportion of senior business leadership roles held by women globally. Some key findings:
- The proportion of senior roles held by women has increased only slightly over the past decade, from 19% to 22%, and the proportion of businesses with no female leaders has decreased from 38% to 32%.
- Eastern Europe leads in gender diversity, with 35% of senior roles held by women, while Japan remains at the bottom with only 8%.
- While some European countries have made progress through quotas, little change was seen in North America or the UK. Latin America has declined, with Brazil seeing a large drop.
- Asia-Pacific shows some
- Women's participation in education has greatly increased globally over recent decades, especially in developing economies, with females now enrolling in tertiary education at higher rates than males in many countries. However, this progress is not reflected in business graduate intakes or senior management roles.
- On average, just 21% of business graduate hires globally are women, and the proportion of women in senior management has stagnated at 24% despite greater numbers of educated women.
- There are significant variations between regions and industries, with women comprising over half of senior roles only in education and social services but far fewer in industries like technology. This suggests businesses may be missing out on talent that could boost their growth.
This document summarizes the key challenges and trends faced by human resource managers. It discusses managing workforce diversity, talent acquisition, and employee retention as major challenges. It also outlines the changing role of HR from administrative to strategic. Globalization and technology changes require HR to lead organizational change. Managing diversity, recruiting talent globally, and developing strategies to retain top performers are critical skills for modern HR managers.
The aim of this presentation is to gain a better understanding of the magnitude of challenges. In particular, work style , work balance life in construction field.
The document summarizes a study that investigated the key success factors of micro, small, and medium entrepreneurs. The study surveyed 60 entrepreneurs using questionnaires. The results suggest that finance management, availability of customers, and family support positively and significantly impact entrepreneurial success in business. Most respondents were aged 25-35, had a bachelor's degree or secondary education, and owned sole proprietorships with 1-10 employees.
I am a weekly columnist for a daily newspaper, Navhind times in Goa. This article was published on 24th Oct. and is also available with following link
http://www.navhindtimes.in/metoo-and-the-cost-it-imposes-on-the-economy/
Question # 1: What differences between women and men are there?
Question # 2: What are some examples of low gender diversity?
Question # 3: What are some examples of high gender diversity?
Question # 4: How do we measure gender diversity?
This summary provides an overview of the "Woman Matter 2010" study by McKinsey & Company on gender diversity in corporate leadership. The study surveyed 1,500 business leaders and found that while some progress has been made, women remain underrepresented in corporate boards and upper management. Having more women in leadership is linked to better financial performance. Barriers like work-life balance challenges and lack of self-promotion hold women back. Companies can improve gender diversity through CEO commitment, training programs, flexible work policies, and setting diversity goals and metrics.
Conducive and inhibiting factors to the development of women entrepreneurshipAlexander Decker
Women entrepreneurs play an important role in a country's economic development. The document discusses conducive and inhibiting factors to women entrepreneurship development in Aurangabad, India. It reviews literature on the topic and outlines the study's methodology. The study aimed to understand factors helping or hindering women's entry into entrepreneurship in Aurangabad. Conducive factors included education, family support, and government programs. Inhibiting factors were lack of financing, social restrictions, and balancing work and family.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Promoting multidimensional teams has a positive impact on business outcomes. Female presence in company's executive bodies is essential to build business projects that are successful and long-term oriented.
During the meeting held by Woman's Week foundation and the Association of Directors of Communication in Spain (Dircom), Chief Communication Officer and companies, committed to equal opportunities and diversity, professionals discussed about CSR regarding gender diversity.
We are indeed living a shift of paradigm where companies are more sensitive to the economic importance of their role as social actors and the strategic and integrated management of key intangible assets such as reputation, brand, communication or public issues. We are immersed in the so-called "reputation economy".
The main advantages of promoting diversity within the corporation are the greater capacity of attracting and retaining talent, improvement of leadership and innovation strategies and a closer approach to key stakeholders for the company. In fact, the main idea of the concept of diversity is to optimize human resources presented by heterogeneous groups, this is to say, diverse regarding the gender, age, race or nationality of their members.
We are making progress in integrating diverse teams in the organization, but we are still below the goal of 40 % female board managers in companies set out by the European Parliament and the European Commission.
This insight addresses the current situation and future leadership, where diversity will play a major role for sure.
The New Business Imperative: Recruiting, Developing and Retaining Women in th...Kip Michael Kelly
Organizations with women in senior leadership positions outperform those that have none. Yet, one study of the top 1500 U.S. firms revealed that an astounding 70% of top U.S firms have no women in their senior leadership ranks. Many organizations then have the capacity for greater improvement... and greater business results.To help HR and talent management professionals eliminate the persistent gap between men and women in the workforce in terms of pay, career path, and leadership development, this UNC Executive Development white paper:• Explores the business imperative to foster women's roles in organizations• Examines the gap in female representation in leadership positions• Highlights the perception gaps between men and women in how effective organizations are when it comes to recruiting, developing and retaining women• Offers HR and talent management professionals steps they can take to recruit, develop and retain women in organizational leadership rolesDownload this white paper today and learn how to address the female leadership challenge and reap the bottom-line rewards of more fully including women in the workplace.
Reducing employee turnover in tertiary institutions in ghana the role of moti...Alexander Decker
This document discusses reducing employee turnover in tertiary institutions in Ghana. It begins by providing background on the problem of employee retention globally and in African countries. It then reviews literature on the causes of labor turnover, including job satisfaction and motivation factors. Motivation is discussed as a key way to reduce turnover. The study explores motivation and reward systems used in tertiary institutions in Ghana. It finds that employees are often not satisfied with motivational factors, contributing to high turnover. Implications of turnover are also reviewed, such as costs of replacing employees. The document recommends tertiary institutions take staff development policies seriously to help reduce turnover through improved motivation.
Gender Role in Performance of Small Scale Industry, Factors Affecting Women E...iosrjce
To identify the effect of the gender of owner on the small scale enterprise performance in Delhi (India)
is significant to investigate the relationship between gender and performance, and the difference in performance
between male owned and female owned businesses were stated. Using parametric statistical techniques
such as PLCC, the gender not only significantly effects the performance of the small business but shows a significant
difference in the levels of performance between male owned businesses and females owned businesses.
The National Foundation for Women Business Owners reported that between 1987 and 1994, the number of
women-owned businesses grew by 78% and women-owned firms accounted for 36% of all firms. Although the
growth in the number of women-owned businesses is encouraging, the size of such businesses remains small in
terms of both revenues and number of employees, especially in comparison to male-owned businesses quite often
because of the lack of financial .Women owners still face hard challenges in small scale industries and the
factors which influence the performance of female entrepreneur have been easily investigated by field study of
various small scale industries in disparate locations in Delhi and confronted with several policies recently formulated
for supporting the growth of small scale industry.
This document discusses stress among women employees in the Business Process Outsourcing (BPO) sector in India. It notes that the BPO industry has experienced rapid growth and demand for female workers. However, women face unique stressors working in this sector. They have to balance work responsibilities with household duties. Additionally, women face issues like societal prejudices regarding working in BPOs, glass ceilings limiting their career advancement, security concerns regarding transportation especially at night, and gender discrimination from employers including unequal treatment and compensation. The document examines these various stress generator factors affecting women in the Indian BPO industry.
The document summarizes key findings from India's latest employment data from 2009-2010:
- There was hardly any increase in overall employment between 2004-2005 and 2009-2010, despite high GDP growth, indicating nearly jobless growth.
- The labor force participation rate declined significantly, especially for women, both in rural and urban areas, which cannot be fully explained by higher education enrollment.
- Unemployment rates decreased due to many, especially women, withdrawing from the labor force rather than lack of job opportunities.
- Self-employment declined while casual labor increased, especially in rural areas. Real wages increased across worker categories.
However, declining agriculture employment was not matched by increasing manufacturing jobs,
Rarely has so much ink and research been dedicated to such an abstract and mercurial science. In this slideshow, we present a choice sample from the deluge.
IBR 2012 - Women in senior management – still not enoughGrant Thornton
Women remain underrepresented in senior management positions globally. The report found that women hold only 21% of senior management roles, similar to the 19% level in 2004. Regions with the highest representation of women in senior management are Russia (46%), Botswana, Thailand and the Philippines (all 39%), while Germany, India and Japan have the lowest levels (13%, 14%, and 5% respectively). While a growing body of research indicates that greater gender diversity in leadership can benefit business performance, women continue to face barriers to advancing to the highest levels of organizations.
The document provides a critical analysis of the national business cultures of Ireland and the United Arab Emirates using Hofstede's cultural dimensions framework. It finds that the two countries differ significantly in their power distance, with Ireland scoring low at 28 and the UAE scoring high at 90. This implies a flatter hierarchy in Irish businesses versus a more centralized and hierarchical structure in UAE businesses. The high power distance in the UAE is accepted and unchallenged, while Irish managers are more approachable. These differences could lead to misunderstandings between the two cultures in areas like leadership style, decision-making processes, trust between individuals, and approaches to conflict.
Having a gender diverse workplace benefits businesses in several ways:
1) It helps address skills shortages as women now make up a large portion of the college-educated workforce.
2) Diverse organizations will be better able to attract and engage millennial employees, who value diversity and flexible work environments.
3) Gender diversity at leadership levels allows companies to better understand different customer demographics and make better decisions.
Having a gender diverse workplace benefits businesses in several ways:
1) It helps address skills shortages as women now make up a large portion of the college-educated workforce.
2) Diverse organizations will be better able to attract and engage millennial employees, who value diversity and flexible work environments.
3) Gender diversity at leadership levels allows companies to better understand different customer demographics and make better decisions.
Nigerian Women Entrepreneurs: Challenges, Incentives and Achievements IndicatorsIOSR Journals
Women entrepreneurship in Nigeria is the focus of this study. Some women entrepreneurs in Lagos state, Delta State and Federal Capital Territory (Abuja) of Nigeria has been selected for the purpose of this study. The study identifies challenges encountered by women entrepreneurs during business establishment and business life cycle and issues arising between work and family were examined. The study also considered the likely incentives for these entrepreneurs for starting their own businesses and factors which account for their success in business. There are similarities between the challenges faced by women entrepreneur in Nigeria which is a developing country, when compared their counterparts in European countries. However, issues between work and family in Nigeria for women entrepreneur are less significant and these likely to account for their being able to start their own businesses and level of achievements in business
1) The study examines the impact of female directors and board size on the financial performance of textile firms in Pakistan. Data is collected from 11 textile firms over 2008-2012.
2) Regression analysis finds a negative relationship between board size and earnings per share, but no significant relationship with return on assets. The number of female directors is negatively correlated with return on assets but not significantly related to earnings per share.
3) Firm size, used as a control variable, is positively but not significantly related to earnings per share but positively and significantly related to return on assets. The regression models explain 60-70% of the variation in performance.
The primary objective of the present study is to identify the constraints and problems faced by women entrepreneurs while starting and managing their enterprise in Jodhpur district of western Rajasthan. Women entrepreneurs in manufacturing, trading and servicing sector were selected .100 samples were selected through simple random sampling. Primary data was collected through interview schedule. Data collected was suitably tabulated and analyzed and further conclusions were drawn. This paper also suggests some measures on the part of government and other organizations supporting the growth of women entrepreneurship. Suggestions are also given for existing and potential women entrepreneurs.
Role of Women in Top Management Positions and its Impact on Company Leadershipijtsrd
Women score 86 higher than men in emotional self awareness, according to Hay Group. Emotional self awareness includes understanding emotions and their effect on performance and how those emotions drive one’s actions. Adaptability, empathy, and social awareness are also areas within the soft skill spectrum where women excel. Women make up half of the worlds population, but they continue to face inequalities in every field, whether in government or non government organisations, and particularly in leadership because men believe women cannot be good leaders or managers, whereas men agree for women to work at home because men believe women are only good for domestic work. Attaining gender equality in organisations at all levels is a lengthy and difficult process that necessitates the involvement of the entire firm as well as a strong commitment from top management. Women constitute half of the worlds population, undertake two thirds of the worlds labour, but receive just a third of the worlds income, according to UN publications on women issues of the year 2000. I make a tenth of its income and hold less than a hundredth of its assets. Women account for more than 40 of the global labour force and half of the global population. Over the years government seeks to establish policies and programmes to progress women in government companies and organisations. Women produce more than 55 percent of the food grown in developing countries, particularly in rural areas. According to several surveys, women have shown to be successful business owners as well as managers. According to the research, women make up 16 percent of junior management jobs, 4 percent of middle and senior management positions, and only 1 of organisational leadership positions CEOs . This paper is based on secondary information. The study focuses on the challenges that women face in India when it comes to top management position and overall leadership and management. Shreya Kulkarni "Role of Women in Top Management Positions and its Impact on Company Leadership" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-2 , April 2023, URL: https://www.ijtsrd.com.com/papers/ijtsrd56251.pdf Paper URL: https://www.ijtsrd.com.com/management/other/56251/role-of-women-in-top-management-positions-and-its-impact-on-company-leadership/shreya-kulkarni
Status of Women Workforce in Corporate Sector With Reference To Glass Ceiling...iosrjce
GLASS CEILING EFFCT as the name suggests is an invisible barrier which prevents women from reaching
the top of the corporate hierarchy. One would like to imagine that the glass ceiling effect is something that is
easily reversible by women as long as they know the proper ways to fight it. Unfortunately, the glass ceiling is
embedded within our society through a variety of barriers that can both indirectly and directly afftect a females
ability to obtain management positions across the country. It is no secret that the glass ceiling is an issue faced
by women all over the world, likely for many of the same reasons.
The disparity doesn’t end here.They also have to face yet another discrimination in terms of pay.This paper
intends to highlight the distribution of women on top rungs in corporate and the disparity of income .
This document summarizes a research study examining the existence and impact of the "Queen Bee Syndrome" in private sector organizations in Gaborone, Botswana. The study interviewed 10 women from executive and junior positions across 5 private companies. The findings revealed that queen bee behaviors, such as failing to mentor other women or promote their careers, do exist among some female executives and could contribute to the lack of women in top leadership roles. However, the study was limited to a small sample size. Future research could expand to more organizations and sectors to further understand the influence of queen bee behaviors on women's career advancement.
Women are Taking Over Irving, Amanda
Volume 3, Issue 1 38 Journal for Global Business and Community
http://jgbc.fiu.edu Consortium for Undergraduate International Business Education htt
Women are Taking Over: Welcome to Twenty First
Century Business
By: Amanda Irving
Business Administration-Southern New Hampshire
University
[email protected]
01/31/12
Women are Taking Over Irving, Amanda
Volume 3, Issue 1 39 Journal for Global Business and Community
http://jgbc.fiu.edu Consortium for Undergraduate International Business Education htt
The Rise of Female CEOs
Today, more and more organizations are starting to realize the power women have in
business and how women can bring many different talents to the table compared to men.
Welcome to twenty first century business, where women are significantly making a difference in
organizations and moving to the top. Starting January 1, 2012, there will be 18 female CEOs
working for companies on the Fortune 500 (Petrecca, 2011). More women coming into power
gives other women more determination to strive for success and overcome the barriers faced in
the workplace, which is needed right now more than ever. The success of women in the West is
also starting to help with female success internationally. Given the CEO position, women are
starting to evolve in other areas of business, such as corporate boards, in entrepreneurship, and
internationally, which most people never thought possible.
Today, numerous studies show how valuable women are to the business world. Isobel
Coleman (2010) stated that when there are educated women in the workforce, economies
expand, cycles of poverty are broken, and agricultural productivity rises (pg. 3). International
development is significantly improved and advanced when the status of women is promulgated.
Women help generate a great deal of productivity, human capital, and profits for corporations,
especially in an international sense (Coleman, 2010). If women are so pertinent and beneficial
for business, then why has there been so much hesitation to let females run companies until
recently?
There are some significant female role models taking over the reins of Fortune 500
companies right now. Irene Rosenfeld, CEO of Kraft, and Indra Nooyi, CEO of Pepsi, are two
females who are paving the way for women to have the opportunity to climb the corporate
ladder. These women have made this milestone achievement by being well-educated, reinforcing
their education with varied experience, having a solid understanding of business and finance, and
by getting on the path to succeed and continuing to do so with nothing getting in their way
(Silver, 2009). To.
This summary provides an overview of the "Woman Matter 2010" study by McKinsey & Company on gender diversity in corporate leadership. The study surveyed 1,500 business leaders and found that while some progress has been made, women remain underrepresented in corporate boards and upper management. Having more women in leadership is linked to better financial performance. Barriers like work-life balance challenges and lack of self-promotion hold women back. Companies can improve gender diversity through CEO commitment, training programs, flexible work policies, and setting diversity goals and metrics.
Conducive and inhibiting factors to the development of women entrepreneurshipAlexander Decker
Women entrepreneurs play an important role in a country's economic development. The document discusses conducive and inhibiting factors to women entrepreneurship development in Aurangabad, India. It reviews literature on the topic and outlines the study's methodology. The study aimed to understand factors helping or hindering women's entry into entrepreneurship in Aurangabad. Conducive factors included education, family support, and government programs. Inhibiting factors were lack of financing, social restrictions, and balancing work and family.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Promoting multidimensional teams has a positive impact on business outcomes. Female presence in company's executive bodies is essential to build business projects that are successful and long-term oriented.
During the meeting held by Woman's Week foundation and the Association of Directors of Communication in Spain (Dircom), Chief Communication Officer and companies, committed to equal opportunities and diversity, professionals discussed about CSR regarding gender diversity.
We are indeed living a shift of paradigm where companies are more sensitive to the economic importance of their role as social actors and the strategic and integrated management of key intangible assets such as reputation, brand, communication or public issues. We are immersed in the so-called "reputation economy".
The main advantages of promoting diversity within the corporation are the greater capacity of attracting and retaining talent, improvement of leadership and innovation strategies and a closer approach to key stakeholders for the company. In fact, the main idea of the concept of diversity is to optimize human resources presented by heterogeneous groups, this is to say, diverse regarding the gender, age, race or nationality of their members.
We are making progress in integrating diverse teams in the organization, but we are still below the goal of 40 % female board managers in companies set out by the European Parliament and the European Commission.
This insight addresses the current situation and future leadership, where diversity will play a major role for sure.
The New Business Imperative: Recruiting, Developing and Retaining Women in th...Kip Michael Kelly
Organizations with women in senior leadership positions outperform those that have none. Yet, one study of the top 1500 U.S. firms revealed that an astounding 70% of top U.S firms have no women in their senior leadership ranks. Many organizations then have the capacity for greater improvement... and greater business results.To help HR and talent management professionals eliminate the persistent gap between men and women in the workforce in terms of pay, career path, and leadership development, this UNC Executive Development white paper:• Explores the business imperative to foster women's roles in organizations• Examines the gap in female representation in leadership positions• Highlights the perception gaps between men and women in how effective organizations are when it comes to recruiting, developing and retaining women• Offers HR and talent management professionals steps they can take to recruit, develop and retain women in organizational leadership rolesDownload this white paper today and learn how to address the female leadership challenge and reap the bottom-line rewards of more fully including women in the workplace.
Reducing employee turnover in tertiary institutions in ghana the role of moti...Alexander Decker
This document discusses reducing employee turnover in tertiary institutions in Ghana. It begins by providing background on the problem of employee retention globally and in African countries. It then reviews literature on the causes of labor turnover, including job satisfaction and motivation factors. Motivation is discussed as a key way to reduce turnover. The study explores motivation and reward systems used in tertiary institutions in Ghana. It finds that employees are often not satisfied with motivational factors, contributing to high turnover. Implications of turnover are also reviewed, such as costs of replacing employees. The document recommends tertiary institutions take staff development policies seriously to help reduce turnover through improved motivation.
Gender Role in Performance of Small Scale Industry, Factors Affecting Women E...iosrjce
To identify the effect of the gender of owner on the small scale enterprise performance in Delhi (India)
is significant to investigate the relationship between gender and performance, and the difference in performance
between male owned and female owned businesses were stated. Using parametric statistical techniques
such as PLCC, the gender not only significantly effects the performance of the small business but shows a significant
difference in the levels of performance between male owned businesses and females owned businesses.
The National Foundation for Women Business Owners reported that between 1987 and 1994, the number of
women-owned businesses grew by 78% and women-owned firms accounted for 36% of all firms. Although the
growth in the number of women-owned businesses is encouraging, the size of such businesses remains small in
terms of both revenues and number of employees, especially in comparison to male-owned businesses quite often
because of the lack of financial .Women owners still face hard challenges in small scale industries and the
factors which influence the performance of female entrepreneur have been easily investigated by field study of
various small scale industries in disparate locations in Delhi and confronted with several policies recently formulated
for supporting the growth of small scale industry.
This document discusses stress among women employees in the Business Process Outsourcing (BPO) sector in India. It notes that the BPO industry has experienced rapid growth and demand for female workers. However, women face unique stressors working in this sector. They have to balance work responsibilities with household duties. Additionally, women face issues like societal prejudices regarding working in BPOs, glass ceilings limiting their career advancement, security concerns regarding transportation especially at night, and gender discrimination from employers including unequal treatment and compensation. The document examines these various stress generator factors affecting women in the Indian BPO industry.
The document summarizes key findings from India's latest employment data from 2009-2010:
- There was hardly any increase in overall employment between 2004-2005 and 2009-2010, despite high GDP growth, indicating nearly jobless growth.
- The labor force participation rate declined significantly, especially for women, both in rural and urban areas, which cannot be fully explained by higher education enrollment.
- Unemployment rates decreased due to many, especially women, withdrawing from the labor force rather than lack of job opportunities.
- Self-employment declined while casual labor increased, especially in rural areas. Real wages increased across worker categories.
However, declining agriculture employment was not matched by increasing manufacturing jobs,
Rarely has so much ink and research been dedicated to such an abstract and mercurial science. In this slideshow, we present a choice sample from the deluge.
IBR 2012 - Women in senior management – still not enoughGrant Thornton
Women remain underrepresented in senior management positions globally. The report found that women hold only 21% of senior management roles, similar to the 19% level in 2004. Regions with the highest representation of women in senior management are Russia (46%), Botswana, Thailand and the Philippines (all 39%), while Germany, India and Japan have the lowest levels (13%, 14%, and 5% respectively). While a growing body of research indicates that greater gender diversity in leadership can benefit business performance, women continue to face barriers to advancing to the highest levels of organizations.
The document provides a critical analysis of the national business cultures of Ireland and the United Arab Emirates using Hofstede's cultural dimensions framework. It finds that the two countries differ significantly in their power distance, with Ireland scoring low at 28 and the UAE scoring high at 90. This implies a flatter hierarchy in Irish businesses versus a more centralized and hierarchical structure in UAE businesses. The high power distance in the UAE is accepted and unchallenged, while Irish managers are more approachable. These differences could lead to misunderstandings between the two cultures in areas like leadership style, decision-making processes, trust between individuals, and approaches to conflict.
Having a gender diverse workplace benefits businesses in several ways:
1) It helps address skills shortages as women now make up a large portion of the college-educated workforce.
2) Diverse organizations will be better able to attract and engage millennial employees, who value diversity and flexible work environments.
3) Gender diversity at leadership levels allows companies to better understand different customer demographics and make better decisions.
Having a gender diverse workplace benefits businesses in several ways:
1) It helps address skills shortages as women now make up a large portion of the college-educated workforce.
2) Diverse organizations will be better able to attract and engage millennial employees, who value diversity and flexible work environments.
3) Gender diversity at leadership levels allows companies to better understand different customer demographics and make better decisions.
Nigerian Women Entrepreneurs: Challenges, Incentives and Achievements IndicatorsIOSR Journals
Women entrepreneurship in Nigeria is the focus of this study. Some women entrepreneurs in Lagos state, Delta State and Federal Capital Territory (Abuja) of Nigeria has been selected for the purpose of this study. The study identifies challenges encountered by women entrepreneurs during business establishment and business life cycle and issues arising between work and family were examined. The study also considered the likely incentives for these entrepreneurs for starting their own businesses and factors which account for their success in business. There are similarities between the challenges faced by women entrepreneur in Nigeria which is a developing country, when compared their counterparts in European countries. However, issues between work and family in Nigeria for women entrepreneur are less significant and these likely to account for their being able to start their own businesses and level of achievements in business
1) The study examines the impact of female directors and board size on the financial performance of textile firms in Pakistan. Data is collected from 11 textile firms over 2008-2012.
2) Regression analysis finds a negative relationship between board size and earnings per share, but no significant relationship with return on assets. The number of female directors is negatively correlated with return on assets but not significantly related to earnings per share.
3) Firm size, used as a control variable, is positively but not significantly related to earnings per share but positively and significantly related to return on assets. The regression models explain 60-70% of the variation in performance.
The primary objective of the present study is to identify the constraints and problems faced by women entrepreneurs while starting and managing their enterprise in Jodhpur district of western Rajasthan. Women entrepreneurs in manufacturing, trading and servicing sector were selected .100 samples were selected through simple random sampling. Primary data was collected through interview schedule. Data collected was suitably tabulated and analyzed and further conclusions were drawn. This paper also suggests some measures on the part of government and other organizations supporting the growth of women entrepreneurship. Suggestions are also given for existing and potential women entrepreneurs.
Role of Women in Top Management Positions and its Impact on Company Leadershipijtsrd
Women score 86 higher than men in emotional self awareness, according to Hay Group. Emotional self awareness includes understanding emotions and their effect on performance and how those emotions drive one’s actions. Adaptability, empathy, and social awareness are also areas within the soft skill spectrum where women excel. Women make up half of the worlds population, but they continue to face inequalities in every field, whether in government or non government organisations, and particularly in leadership because men believe women cannot be good leaders or managers, whereas men agree for women to work at home because men believe women are only good for domestic work. Attaining gender equality in organisations at all levels is a lengthy and difficult process that necessitates the involvement of the entire firm as well as a strong commitment from top management. Women constitute half of the worlds population, undertake two thirds of the worlds labour, but receive just a third of the worlds income, according to UN publications on women issues of the year 2000. I make a tenth of its income and hold less than a hundredth of its assets. Women account for more than 40 of the global labour force and half of the global population. Over the years government seeks to establish policies and programmes to progress women in government companies and organisations. Women produce more than 55 percent of the food grown in developing countries, particularly in rural areas. According to several surveys, women have shown to be successful business owners as well as managers. According to the research, women make up 16 percent of junior management jobs, 4 percent of middle and senior management positions, and only 1 of organisational leadership positions CEOs . This paper is based on secondary information. The study focuses on the challenges that women face in India when it comes to top management position and overall leadership and management. Shreya Kulkarni "Role of Women in Top Management Positions and its Impact on Company Leadership" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-2 , April 2023, URL: https://www.ijtsrd.com.com/papers/ijtsrd56251.pdf Paper URL: https://www.ijtsrd.com.com/management/other/56251/role-of-women-in-top-management-positions-and-its-impact-on-company-leadership/shreya-kulkarni
Status of Women Workforce in Corporate Sector With Reference To Glass Ceiling...iosrjce
GLASS CEILING EFFCT as the name suggests is an invisible barrier which prevents women from reaching
the top of the corporate hierarchy. One would like to imagine that the glass ceiling effect is something that is
easily reversible by women as long as they know the proper ways to fight it. Unfortunately, the glass ceiling is
embedded within our society through a variety of barriers that can both indirectly and directly afftect a females
ability to obtain management positions across the country. It is no secret that the glass ceiling is an issue faced
by women all over the world, likely for many of the same reasons.
The disparity doesn’t end here.They also have to face yet another discrimination in terms of pay.This paper
intends to highlight the distribution of women on top rungs in corporate and the disparity of income .
This document summarizes a research study examining the existence and impact of the "Queen Bee Syndrome" in private sector organizations in Gaborone, Botswana. The study interviewed 10 women from executive and junior positions across 5 private companies. The findings revealed that queen bee behaviors, such as failing to mentor other women or promote their careers, do exist among some female executives and could contribute to the lack of women in top leadership roles. However, the study was limited to a small sample size. Future research could expand to more organizations and sectors to further understand the influence of queen bee behaviors on women's career advancement.
Women are Taking Over Irving, Amanda
Volume 3, Issue 1 38 Journal for Global Business and Community
http://jgbc.fiu.edu Consortium for Undergraduate International Business Education htt
Women are Taking Over: Welcome to Twenty First
Century Business
By: Amanda Irving
Business Administration-Southern New Hampshire
University
[email protected]
01/31/12
Women are Taking Over Irving, Amanda
Volume 3, Issue 1 39 Journal for Global Business and Community
http://jgbc.fiu.edu Consortium for Undergraduate International Business Education htt
The Rise of Female CEOs
Today, more and more organizations are starting to realize the power women have in
business and how women can bring many different talents to the table compared to men.
Welcome to twenty first century business, where women are significantly making a difference in
organizations and moving to the top. Starting January 1, 2012, there will be 18 female CEOs
working for companies on the Fortune 500 (Petrecca, 2011). More women coming into power
gives other women more determination to strive for success and overcome the barriers faced in
the workplace, which is needed right now more than ever. The success of women in the West is
also starting to help with female success internationally. Given the CEO position, women are
starting to evolve in other areas of business, such as corporate boards, in entrepreneurship, and
internationally, which most people never thought possible.
Today, numerous studies show how valuable women are to the business world. Isobel
Coleman (2010) stated that when there are educated women in the workforce, economies
expand, cycles of poverty are broken, and agricultural productivity rises (pg. 3). International
development is significantly improved and advanced when the status of women is promulgated.
Women help generate a great deal of productivity, human capital, and profits for corporations,
especially in an international sense (Coleman, 2010). If women are so pertinent and beneficial
for business, then why has there been so much hesitation to let females run companies until
recently?
There are some significant female role models taking over the reins of Fortune 500
companies right now. Irene Rosenfeld, CEO of Kraft, and Indra Nooyi, CEO of Pepsi, are two
females who are paving the way for women to have the opportunity to climb the corporate
ladder. These women have made this milestone achievement by being well-educated, reinforcing
their education with varied experience, having a solid understanding of business and finance, and
by getting on the path to succeed and continuing to do so with nothing getting in their way
(Silver, 2009). To.
Gender inequality in management sector (1)tabishkamran
This document discusses gender inequality in the management sector. It defines gender as a social construct that differentiates females and males and assigns them different roles and expectations. Gender inequality means receiving unequal treatment based solely on gender, with women most commonly facing discrimination in the workplace. Historically, women have played a supportive rather than leadership role in economic value creation. Several studies highlight barriers faced by women entrepreneurs and disparities in pay and career advancement compared to men. However, policies and changing social attitudes are helping to reduce gender gaps in management over time.
Women Leading Growth: An Empirical Analysis on the Effects of Women in Leader...Avril Espinosa-Malpica
UBC Economics 490: Seminar In Applied Economics Research Essay
250 years ago the wealthiest country was at most four times richer than the poorest country. Today the richest country is almost 100 times richer than the poorest. In this seminar, I tried to answer this question: Why have some countries grown so quickly over the long run while others have stagnated? To answer this, I focused on understanding and interpreting the effects of women in leadership positions on GDP through economics.
Impact of career enablers and flexible working methods on workforce participa...IAEME Publication
This document summarizes a research study examining factors that influence career enablers for women professionals and their impact on workforce participation in India. The study used a sample of 1,064 women who attended a job fair. Most were under age 30, married, working full-time with less than 5 years' experience. The study aims to analyze relationships between work-life balance, career growth, longevity, engagement and use of flexible work arrangements. Initial analysis found that personal demographics like age, marital status and family type can influence women's work participation more than workplace factors for many in the sample. The research will further examine how career enablers like flexible schedules relate to indicators of career strength and longevity in the workforce.
Making the Business Case for Gender EquityKelly Services
"Making the Business Case for Gender Equity" is talking why we need to unlock the full potential of women in the global economy. This is a business case for improving gender equity.
This document discusses women in business and entrepreneurship. It provides statistics showing that while the number of women on corporate boards and as entrepreneurs is rising, women still only make up a small percentage. For example, only 14.7% of Fortune 500 board seats are held by women, increasing at half a percent per year. As entrepreneurs, women range from 1.5-45.4% of the adult female population in different countries. The document also notes that women face various barriers in business, such as responsibility at home, lack of education and training, and discrimination. However, it highlights several successful women entrepreneurs in India who have overcome these challenges to build large, influential companies.
This document summarizes a study on Women's Leadership in the Development Sector. It discusses the underrepresentation of women in leadership roles in the development sector despite the work focusing on gender equality. The study includes interviews with over 50 women leaders and surveys to understand the challenges faced. It aims to help organizations create gender-inclusive workplaces and support women pursuing leadership. The report provides recommendations to increase social enterprises' effectiveness in supporting women's empowerment.
This document discusses women in leadership and what established businesses can learn from women-owned businesses. It finds that women are increasingly leaving corporate jobs to start their own businesses. Women-owned businesses are succeeding and account for significant economic output. However, established businesses are still failing to get more women into senior leadership roles, despite evidence that mixed gender leadership benefits business performance. Through interviews with over 35 senior women, the document identifies some key lessons for established businesses. These include the need to change organizational culture and structures to be more flexible, collaborative and accommodating of women's leadership styles and lives outside of work in order to retain female talent.
A study of the existence of glass ceiling in the telecommunication sector of ...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
This document is a research paper examining the lack of women CEOs and managers in Fortune 500 companies. It notes that while women make up around half the workforce, they hold only a small minority of top leadership positions. The paper aims to understand what barriers prevent more women from rising to the highest levels of large companies. It will review literature on the topic and examine possible causes, such as implicit bias or lack of opportunities. The findings could help promote more gender diversity in corporate leadership.
Why do so few women make it to the top of the business world? And what can we do about it?
These are the key questions considered by our 2015 women in business report which looks at the barriers and enabler along the path to business leadership. Drawing on a suvey of 5,404 business leaders and in-depth interviews with 20 policymakers, academics and senior decision-makers from inside and outside Grant Thornton, we draw out 12 recommendations for society, government, businesses and women themselves on how to facilitate female advancement.
The document analyzes data from Grant Thornton's annual research on the proportion of senior business leadership roles held by women globally. Some key findings:
- The proportion of senior roles held by women has increased only slightly over the past decade, from 19% to 22%, and the proportion of businesses with no female leaders has decreased from 38% to 32%.
- Eastern Europe leads in gender diversity, with 35% of senior roles held by women, while Japan remains at the bottom with only 8%.
- While some European countries like France and Spain have made progress through quotas, little change was seen in the UK, US, and Canada over the past decade. Latin America has declined.
- Barriers
This document summarizes a report on gender diversity in European companies. It finds that while women's representation on corporate boards has grown in recent years, it remains lower on executive committees. Most companies have initiatives to promote gender diversity but have yet to see significant results. The best performing companies show high management commitment, carefully monitor gender representation, and address mindsets to support diversity. However, women remain underrepresented at senior levels across industries due to leaks in the talent pipeline as they advance.
This document discusses the importance of empowering women to participate fully in the global economy. It notes that women represent an enormous untapped market equivalent to adding another billion people to the global workforce and economy. However, many barriers currently prevent women from achieving their full potential, especially in leadership roles in business and society. The document advocates harnessing women's talents through initiatives like flexible work policies, increasing access to financing for women-owned businesses, and promoting women in leadership and decision-making positions. It highlights Ernst & Young's commitments to gender diversity through programs supporting women entrepreneurs and leadership. Research shows empowering women enhances organizational performance and profitability.
The Value of Women is our report on the financial case for investing in companies with women in senior management and Board positions. It also examines the importance of philanthropy focused on providing opportunity for women to impact their communities.
Investment in women is highly impactful. It is a key indicator for higher investment performance for investors.
Women have historically been underrepresented in management roles. While women now make up about 33% of managerial positions in developed countries and 15% in Africa and Asia, significant barriers still exist. In India, women comprise only 2% of total managerial roles, though this is improving as more women pursue higher education and careers. Support from family and organizations, as well as women's own determination, are key factors for women to succeed in management. As attitudes continue to change, it is believed the role of women in management will continue rising globally.
Similar to Women empowerment cracking glass ceiling at workplace (20)
Submission Deadline: 30th September 2022
Acceptance Notification: Within Three Days’ time period
Online Publication: Within 24 Hrs. time Period
Expected Date of Dispatch of Printed Journal: 5th October 2022
MODELING AND ANALYSIS OF SURFACE ROUGHNESS AND WHITE LATER THICKNESS IN WIRE-...IAEME Publication
White layer thickness (WLT) formed and surface roughness in wire electric discharge turning (WEDT) of tungsten carbide composite has been made to model through response surface methodology (RSM). A Taguchi’s standard Design of experiments involving five input variables with three levels has been employed to establish a mathematical model between input parameters and responses. Percentage of cobalt content, spindle speed, Pulse on-time, wire feed and pulse off-time were changed during the experimental tests based on the Taguchi’s orthogonal array L27 (3^13). Analysis of variance (ANOVA) revealed that the mathematical models obtained can adequately describe performance within the parameters of the factors considered. There was a good agreement between the experimental and predicted values in this study.
A STUDY ON THE REASONS FOR TRANSGENDER TO BECOME ENTREPRENEURSIAEME Publication
The study explores the reasons for a transgender to become entrepreneurs. In this study transgender entrepreneur was taken as independent variable and reasons to become as dependent variable. Data were collected through a structured questionnaire containing a five point Likert Scale. The study examined the data of 30 transgender entrepreneurs in Salem Municipal Corporation of Tamil Nadu State, India. Simple Random sampling technique was used. Garrett Ranking Technique (Percentile Position, Mean Scores) was used as the analysis for the present study to identify the top 13 stimulus factors for establishment of trans entrepreneurial venture. Economic advancement of a nation is governed upon the upshot of a resolute entrepreneurial doings. The conception of entrepreneurship has stretched and materialized to the socially deflated uncharted sections of transgender community. Presently transgenders have smashed their stereotypes and are making recent headlines of achievements in various fields of our Indian society. The trans-community is gradually being observed in a new light and has been trying to achieve prospective growth in entrepreneurship. The findings of the research revealed that the optimistic changes are taking place to change affirmative societal outlook of the transgender for entrepreneurial ventureship. It also laid emphasis on other transgenders to renovate their traditional living. The paper also highlights that legislators, supervisory body should endorse an impartial canons and reforms in Tamil Nadu Transgender Welfare Board Association.
BROAD UNEXPOSED SKILLS OF TRANSGENDER ENTREPRENEURSIAEME Publication
Since ages gender difference is always a debatable theme whether caused by nature, evolution or environment. The birth of a transgender is dreadful not only for the child but also for their parents. The pain of living in the wrong physique and treated as second class victimized citizen is outrageous and fully harboured with vicious baseless negative scruples. For so long, social exclusion had perpetuated inequality and deprivation experiencing ingrained malign stigma and besieged victims of crime or violence across their life spans. They are pushed into the murky way of life with a source of eternal disgust, bereft sexual potency and perennial fear. Although they are highly visible but very little is known about them. The common public needs to comprehend the ravaged arrogance on these insensitive souls and assist in integrating them into the mainstream by offering equal opportunity, treat with humanity and respect their dignity. Entrepreneurship in the current age is endorsing the gender fairness movement. Unstable careers and economic inadequacy had inclined one of the gender variant people called Transgender to become entrepreneurs. These tiny budding entrepreneurs resulted in economic transition by means of employment, free from the clutches of stereotype jobs, raised standard of living and handful of financial empowerment. Besides all these inhibitions, they were able to witness a platform for skill set development that ignited them to enter into entrepreneurial domain. This paper epitomizes skill sets involved in trans-entrepreneurs of Thoothukudi Municipal Corporation of Tamil Nadu State and is a groundbreaking determination to sightsee various skills incorporated and the impact on entrepreneurship.
DETERMINANTS AFFECTING THE USER'S INTENTION TO USE MOBILE BANKING APPLICATIONSIAEME Publication
The banking and financial services industries are experiencing increased technology penetration. Among them, the banking industry has made technological advancements to better serve the general populace. The economy focused on transforming the banking sector's system into a cashless, paperless, and faceless one. The researcher wants to evaluate the user's intention for utilising a mobile banking application. The study also examines the variables affecting the user's behaviour intention when selecting specific applications for financial transactions. The researcher employed a well-structured questionnaire and a descriptive study methodology to gather the respondents' primary data utilising the snowball sampling technique. The study includes variables like performance expectations, effort expectations, social impact, enabling circumstances, and perceived risk. Each of the aforementioned variables has a major impact on how users utilise mobile banking applications. The outcome will assist the service provider in comprehending the user's history with mobile banking applications.
ANALYSE THE USER PREDILECTION ON GPAY AND PHONEPE FOR DIGITAL TRANSACTIONSIAEME Publication
Technology upgradation in banking sector took the economy to view that payment mode towards online transactions using mobile applications. This system enabled connectivity between banks, Merchant and user in a convenient mode. there are various applications used for online transactions such as Google pay, Paytm, freecharge, mobikiwi, oxygen, phonepe and so on and it also includes mobile banking applications. The study aimed at evaluating the predilection of the user in adopting digital transaction. The study is descriptive in nature. The researcher used random sample techniques to collect the data. The findings reveal that mobile applications differ with the quality of service rendered by Gpay and Phonepe. The researcher suggest the Phonepe application should focus on implementing the application should be user friendly interface and Gpay on motivating the users to feel the importance of request for money and modes of payments in the application.
VOICE BASED ATM FOR VISUALLY IMPAIRED USING ARDUINOIAEME Publication
The prototype of a voice-based ATM for visually impaired using Arduino is to help people who are blind. This uses RFID cards which contain users fingerprint encrypted on it and interacts with the users through voice commands. ATM operates when sensor detects the presence of one person in the cabin. After scanning the RFID card, it will ask to select the mode like –normal or blind. User can select the respective mode through voice input, if blind mode is selected the balance check or cash withdraw can be done through voice input. Normal mode procedure is same as the existing ATM.
IMPACT OF EMOTIONAL INTELLIGENCE ON HUMAN RESOURCE MANAGEMENT PRACTICES AMONG...IAEME Publication
There is increasing acceptability of emotional intelligence as a major factor in personality assessment and effective human resource management. Emotional intelligence as the ability to build capacity, empathize, co-operate, motivate and develop others cannot be divorced from both effective performance and human resource management systems. The human person is crucial in defining organizational leadership and fortunes in terms of challenges and opportunities and walking across both multinational and bilateral relationships. The growing complexity of the business world requires a great deal of self-confidence, integrity, communication, conflict and diversity management to keep the global enterprise within the paths of productivity and sustainability. Using the exploratory research design and 255 participants the result of this original study indicates strong positive correlation between emotional intelligence and effective human resource management. The paper offers suggestions on further studies between emotional intelligence and human capital development and recommends for conflict management as an integral part of effective human resource management.
VISUALISING AGING PARENTS & THEIR CLOSE CARERS LIFE JOURNEY IN AGING ECONOMYIAEME Publication
Our life journey, in general, is closely defined by the way we understand the meaning of why we coexist and deal with its challenges. As we develop the "inspiration economy", we could say that nearly all of the challenges we have faced are opportunities that help us to discover the rest of our journey. In this note paper, we explore how being faced with the opportunity of being a close carer for an aging parent with dementia brought intangible discoveries that changed our insight of the meaning of the rest of our life journey.
A STUDY ON THE IMPACT OF ORGANIZATIONAL CULTURE ON THE EFFECTIVENESS OF PERFO...IAEME Publication
The main objective of this study is to analyze the impact of aspects of Organizational Culture on the Effectiveness of the Performance Management System (PMS) in the Health Care Organization at Thanjavur. Organizational Culture and PMS play a crucial role in present-day organizations in achieving their objectives. PMS needs employees’ cooperation to achieve its intended objectives. Employees' cooperation depends upon the organization’s culture. The present study uses exploratory research to examine the relationship between the Organization's culture and the Effectiveness of the Performance Management System. The study uses a Structured Questionnaire to collect the primary data. For this study, Thirty-six non-clinical employees were selected from twelve randomly selected Health Care organizations at Thanjavur. Thirty-two fully completed questionnaires were received.
Living in 21st century in itself reminds all of us the necessity of police and its administration. As more and more we are entering into the modern society and culture, the more we require the services of the so called ‘Khaki Worthy’ men i.e., the police personnel. Whether we talk of Indian police or the other nation’s police, they all have the same recognition as they have in India. But as already mentioned, their services and requirements are different after the like 26th November, 2008 incidents, where they without saving their own lives has sacrificed themselves without any hitch and without caring about their respective family members and wards. In other words, they are like our heroes and mentors who can guide us from the darkness of fear, militancy, corruption and other dark sides of life and so on. Now the question arises, if Gandhi would have been alive today, what would have been his reaction/opinion to the police and its functioning? Would he have some thing different in his mind now what he had been in his mind before the partition or would he be going to start some Satyagraha in the form of some improvement in the functioning of the police administration? Really these questions or rather night mares can come to any one’s mind, when there is too much confusion is prevailing in our minds, when there is too much corruption in the society and when the polices working is also in the questioning because of one or the other case throughout the India. It is matter of great concern that we have to thing over our administration and our practical approach because the police personals are also like us, they are part and parcel of our society and among one of us, so why we all are pin pointing towards them.
A STUDY ON TALENT MANAGEMENT AND ITS IMPACT ON EMPLOYEE RETENTION IN SELECTED...IAEME Publication
The goal of this study was to see how talent management affected employee retention in the selected IT organizations in Chennai. The fundamental issue was the difficulty to attract, hire, and retain talented personnel who perform well and the gap between supply and demand of talent acquisition and retaining them within the firms. The study's main goals were to determine the impact of talent management on employee retention in IT companies in Chennai, investigate talent management strategies that IT companies could use to improve talent acquisition, performance management, career planning and formulate retention strategies that the IT firms could use. The respondents were given a structured close-ended questionnaire with the 5 Point Likert Scale as part of the study's quantitative research design. The target population consisted of 289 IT professionals. The questionnaires were distributed and collected by the researcher directly. The Statistical Package for Social Sciences (SPSS) was used to collect and analyse the questionnaire responses. Hypotheses that were formulated for the various areas of the study were tested using a variety of statistical tests. The key findings of the study suggested that talent management had an impact on employee retention. The studies also found that there is a clear link between the implementation of talent management and retention measures. Management should provide enough training and development for employees, clarify job responsibilities, provide adequate remuneration packages, and recognise employees for exceptional performance.
ATTRITION IN THE IT INDUSTRY DURING COVID-19 PANDEMIC: LINKING EMOTIONAL INTE...IAEME Publication
Globally, Millions of dollars were spent by the organizations for employing skilled Information Technology (IT) professionals. It is costly to replace unskilled employees with IT professionals possessing technical skills and competencies that aid in interconnecting the business processes. The organization’s employment tactics were forced to alter by globalization along with technological innovations as they consistently diminish to remain lean, outsource to concentrate on core competencies along with restructuring/reallocate personnel to gather efficiency. As other jobs, organizations or professions have become reasonably more appropriate in a shifting employment landscape, the above alterations trigger both involuntary as well as voluntary turnover. The employee view on jobs is also afflicted by the COVID-19 pandemic along with the employee-driven labour market. So, having effective strategies is necessary to tackle the withdrawal rate of employees. By associating Emotional Intelligence (EI) along with Talent Management (TM) in the IT industry, the rise in attrition rate was analyzed in this study. Only 303 respondents were collected out of 350 participants to whom questionnaires were distributed. From the employees of IT organizations located in Bangalore (India), the data were congregated. A simple random sampling methodology was employed to congregate data as of the respondents. Generating the hypothesis along with testing is eventuated. The effect of EI and TM along with regression analysis between TM and EI was analyzed. The outcomes indicated that employee and Organizational Performance (OP) were elevated by effective EI along with TM.
INFLUENCE OF TALENT MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE A STUD...IAEME Publication
By implementing talent management strategy, organizations would have the option to retain their skilled professionals while additionally working on their overall performance. It is the course of appropriately utilizing the ideal individuals, setting them up for future top positions, exploring and dealing with their performance, and holding them back from leaving the organization. It is employee performance that determines the success of every organization. The firm quickly obtains an upper hand over its rivals in the event that its employees having particular skills that cannot be duplicated by the competitors. Thus, firms are centred on creating successful talent management practices and processes to deal with the unique human resources. Firms are additionally endeavouring to keep their top/key staff since on the off chance that they leave; the whole store of information leaves the firm's hands. The study's objective was to determine the impact of talent management on organizational performance among the selected IT organizations in Chennai. The study recommends that talent management limitedly affects performance. On the off chance that this talent is appropriately management and implemented properly, organizations might benefit as much as possible from their maintained assets to support development and productivity, both monetarily and non-monetarily.
A STUDY OF VARIOUS TYPES OF LOANS OF SELECTED PUBLIC AND PRIVATE SECTOR BANKS...IAEME Publication
Banking regulations act of India, 1949 defines banking as “acceptance of deposits for the purpose of lending or investment from the public, repayment on demand or otherwise and withdrawable through cheques, drafts order or otherwise”, the major participants of the Indian financial system are commercial banks, the financial institution encompassing term lending institutions. Investments institutions, specialized financial institution and the state level development banks, non banking financial companies (NBFC) and other market intermediaries such has the stock brokers and money lenders are among the oldest of the certain variants of NBFC and the oldest market participants. The asset quality of banks is one of the most important indicators of their financial health. The Indian banking sector has been facing severe problems of increasing Non- Performing Assets (NPAs). The NPAs growth directly and indirectly affects the quality of assets and profitability of banks. It also shows the efficiency of banks credit risk management and the recovery effectiveness. NPA do not generate any income, whereas, the bank is required to make provisions for such as assets that why is a double edge weapon. This paper outlines the concept of quality of bank loans of different types like Housing, Agriculture and MSME loans in state Haryana of selected public and private sector banks. This study is highlighting problems associated with the role of commercial bank in financing Small and Medium Scale Enterprises (SME). The overall objective of the research was to assess the effect of the financing provisions existing for the setting up and operations of MSMEs in the country and to generate recommendations for more robust financing mechanisms for successful operation of the MSMEs, in turn understanding the impact of MSME loans on financial institutions due to NPA. There are many research conducted on the topic of Non- Performing Assets (NPA) Management, concerning particular bank, comparative study of public and private banks etc. In this paper the researcher is considering the aggregate data of selected public sector and private sector banks and attempts to compare the NPA of Housing, Agriculture and MSME loans in state Haryana of public and private sector banks. The tools used in the study are average and Anova test and variance. The findings reveal that NPA is common problem for both public and private sector banks and is associated with all types of loans either that is housing loans, agriculture loans and loans to SMES. NPAs of both public and private sector banks show the increasing trend. In 2010-11 GNPA of public and private sector were at same level it was 2% but after 2010-11 it increased in many fold and at present there is GNPA in some more than 15%. It shows the dark area of Indian banking sector.
EXPERIMENTAL STUDY OF MECHANICAL AND TRIBOLOGICAL RELATION OF NYLON/BaSO4 POL...IAEME Publication
An experiment conducted in this study found that BaSO4 changed Nylon 6's mechanical properties. By changing the weight ratios, BaSO4 was used to make Nylon 6. This Researcher looked into how hard Nylon-6/BaSO4 composites are and how well they wear. Experiments were done based on Taguchi design L9. Nylon-6/BaSO4 composites can be tested for their hardness number using a Rockwell hardness testing apparatus. On Nylon/BaSO4, the wear behavior was measured by a wear monitor, pinon-disc friction by varying reinforcement, sliding speed, and sliding distance, and the microstructure of the crack surfaces was observed by SEM. This study provides significant contributions to ultimate strength by increasing BaSO4 content up to 16% in the composites, and sliding speed contributes 72.45% to the wear rate
ROLE OF SOCIAL ENTREPRENEURSHIP IN RURAL DEVELOPMENT OF INDIA - PROBLEMS AND ...IAEME Publication
The majority of the population in India lives in villages. The village is the back bone of the country. Village or rural industries play an important role in the national economy, particularly in the rural development. Developing the rural economy is one of the key indicators towards a country’s success. Whether it be the need to look after the welfare of the farmers or invest in rural infrastructure, Governments have to ensure that rural development isn’t compromised. The economic development of our country largely depends on the progress of rural areas and the standard of living of rural masses. Village or rural industries play an important role in the national economy, particularly in the rural development. Rural entrepreneurship is based on stimulating local entrepreneurial talent and the subsequent growth of indigenous enterprises. It recognizes opportunity in the rural areas and accelerates a unique blend of resources either inside or outside of agriculture. Rural entrepreneurship brings an economic value to the rural sector by creating new methods of production, new markets, new products and generate employment opportunities thereby ensuring continuous rural development. Social Entrepreneurship has the direct and primary objective of serving the society along with the earning profits. So, social entrepreneurship is different from the economic entrepreneurship as its basic objective is not to earn profits but for providing innovative solutions to meet the society needs which are not taken care by majority of the entrepreneurs as they are in the business for profit making as a sole objective. So, the Social Entrepreneurs have the huge growth potential particularly in the developing countries like India where we have huge societal disparities in terms of the financial positions of the population. Still 22 percent of the Indian population is below the poverty line and also there is disparity among the rural & urban population in terms of families living under BPL. 25.7 percent of the rural population & 13.7 percent of the urban population is under BPL which clearly shows the disparity of the poor people in the rural and urban areas. The need to develop social entrepreneurship in agriculture is dictated by a large number of social problems. Such problems include low living standards, unemployment, and social tension. The reasons that led to the emergence of the practice of social entrepreneurship are the above factors. The research problem lays upon disclosing the importance of role of social entrepreneurship in rural development of India. The paper the tendencies of social entrepreneurship in India, to present successful examples of such business for providing recommendations how to improve situation in rural areas in terms of social entrepreneurship development. Indian government has made some steps towards development of social enterprises, social entrepreneurship, and social in- novation, but a lot remains to be improved.
OPTIMAL RECONFIGURATION OF POWER DISTRIBUTION RADIAL NETWORK USING HYBRID MET...IAEME Publication
Distribution system is a critical link between the electric power distributor and the consumers. Most of the distribution networks commonly used by the electric utility is the radial distribution network. However in this type of network, it has technical issues such as enormous power losses which affect the quality of the supply. Nowadays, the introduction of Distributed Generation (DG) units in the system help improve and support the voltage profile of the network as well as the performance of the system components through power loss mitigation. In this study network reconfiguration was done using two meta-heuristic algorithms Particle Swarm Optimization and Gravitational Search Algorithm (PSO-GSA) to enhance power quality and voltage profile in the system when simultaneously applied with the DG units. Backward/Forward Sweep Method was used in the load flow analysis and simulated using the MATLAB program. Five cases were considered in the Reconfiguration based on the contribution of DG units. The proposed method was tested using IEEE 33 bus system. Based on the results, there was a voltage profile improvement in the system from 0.9038 p.u. to 0.9594 p.u.. The integration of DG in the network also reduced power losses from 210.98 kW to 69.3963 kW. Simulated results are drawn to show the performance of each case.
APPLICATION OF FRUGAL APPROACH FOR PRODUCTIVITY IMPROVEMENT - A CASE STUDY OF...IAEME Publication
Manufacturing industries have witnessed an outburst in productivity. For productivity improvement manufacturing industries are taking various initiatives by using lean tools and techniques. However, in different manufacturing industries, frugal approach is applied in product design and services as a tool for improvement. Frugal approach contributed to prove less is more and seems indirectly contributing to improve productivity. Hence, there is need to understand status of frugal approach application in manufacturing industries. All manufacturing industries are trying hard and putting continuous efforts for competitive existence. For productivity improvements, manufacturing industries are coming up with different effective and efficient solutions in manufacturing processes and operations. To overcome current challenges, manufacturing industries have started using frugal approach in product design and services. For this study, methodology adopted with both primary and secondary sources of data. For primary source interview and observation technique is used and for secondary source review has done based on available literatures in website, printed magazines, manual etc. An attempt has made for understanding application of frugal approach with the study of manufacturing industry project. Manufacturing industry selected for this project study is Mahindra and Mahindra Ltd. This paper will help researcher to find the connections between the two concepts productivity improvement and frugal approach. This paper will help to understand significance of frugal approach for productivity improvement in manufacturing industry. This will also help to understand current scenario of frugal approach in manufacturing industry. In manufacturing industries various process are involved to deliver the final product. In the process of converting input in to output through manufacturing process productivity plays very critical role. Hence this study will help to evolve status of frugal approach in productivity improvement programme. The notion of frugal can be viewed as an approach towards productivity improvement in manufacturing industries.
A MULTIPLE – CHANNEL QUEUING MODELS ON FUZZY ENVIRONMENTIAEME Publication
In this paper, we investigated a queuing model of fuzzy environment-based a multiple channel queuing model (M/M/C) ( /FCFS) and study its performance under realistic conditions. It applies a nonagonal fuzzy number to analyse the relevant performance of a multiple channel queuing model (M/M/C) ( /FCFS). Based on the sub interval average ranking method for nonagonal fuzzy number, we convert fuzzy number to crisp one. Numerical results reveal that the efficiency of this method. Intuitively, the fuzzy environment adapts well to a multiple channel queuing models (M/M/C) ( /FCFS) are very well.
How MJ Global Leads the Packaging Industry.pdfMJ Global
MJ Global's success in staying ahead of the curve in the packaging industry is a testament to its dedication to innovation, sustainability, and customer-centricity. By embracing technological advancements, leading in eco-friendly solutions, collaborating with industry leaders, and adapting to evolving consumer preferences, MJ Global continues to set new standards in the packaging sector.
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
3 Simple Steps To Buy Verified Payoneer Account In 2024SEOSMMEARTH
Buy Verified Payoneer Account: Quick and Secure Way to Receive Payments
Buy Verified Payoneer Account With 100% secure documents, [ USA, UK, CA ]. Are you looking for a reliable and safe way to receive payments online? Then you need buy verified Payoneer account ! Payoneer is a global payment platform that allows businesses and individuals to send and receive money in over 200 countries.
If You Want To More Information just Contact Now:
Skype: SEOSMMEARTH
Telegram: @seosmmearth
Gmail: seosmmearth@gmail.com
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfthesiliconleaders
In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Štancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
The Evolution and Impact of OTT Platforms: A Deep Dive into the Future of Ent...ABHILASH DUTTA
This presentation provides a thorough examination of Over-the-Top (OTT) platforms, focusing on their development and substantial influence on the entertainment industry, with a particular emphasis on the Indian market.We begin with an introduction to OTT platforms, defining them as streaming services that deliver content directly over the internet, bypassing traditional broadcast channels. These platforms offer a variety of content, including movies, TV shows, and original productions, allowing users to access content on-demand across multiple devices.The historical context covers the early days of streaming, starting with Netflix's inception in 1997 as a DVD rental service and its transition to streaming in 2007. The presentation also highlights India's television journey, from the launch of Doordarshan in 1959 to the introduction of Direct-to-Home (DTH) satellite television in 2000, which expanded viewing choices and set the stage for the rise of OTT platforms like Big Flix, Ditto TV, Sony LIV, Hotstar, and Netflix. The business models of OTT platforms are explored in detail. Subscription Video on Demand (SVOD) models, exemplified by Netflix and Amazon Prime Video, offer unlimited content access for a monthly fee. Transactional Video on Demand (TVOD) models, like iTunes and Sky Box Office, allow users to pay for individual pieces of content. Advertising-Based Video on Demand (AVOD) models, such as YouTube and Facebook Watch, provide free content supported by advertisements. Hybrid models combine elements of SVOD and AVOD, offering flexibility to cater to diverse audience preferences.
Content acquisition strategies are also discussed, highlighting the dual approach of purchasing broadcasting rights for existing films and TV shows and investing in original content production. This section underscores the importance of a robust content library in attracting and retaining subscribers.The presentation addresses the challenges faced by OTT platforms, including the unpredictability of content acquisition and audience preferences. It emphasizes the difficulty of balancing content investment with returns in a competitive market, the high costs associated with marketing, and the need for continuous innovation and adaptation to stay relevant.
The impact of OTT platforms on the Bollywood film industry is significant. The competition for viewers has led to a decrease in cinema ticket sales, affecting the revenue of Bollywood films that traditionally rely on theatrical releases. Additionally, OTT platforms now pay less for film rights due to the uncertain success of films in cinemas.
Looking ahead, the future of OTT in India appears promising. The market is expected to grow by 20% annually, reaching a value of ₹1200 billion by the end of the decade. The increasing availability of affordable smartphones and internet access will drive this growth, making OTT platforms a primary source of entertainment for many viewers.
2. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 –
6510(Online), Volume 4, Issue 2, March- April (2013)
268
rewards of female labor surpass long-standing male dominance, the ladder of success will
remain a struggle for women inhibited by contained limitations.
GLASS CEILING: AN OVERVIEW
A special report printed in the Wall Street Journal in 1986 coined a phrase that has yet
to be understood and realized among the world of corporate women. The phrase “glass
ceiling” was introduced to exemplify a world where businesswomen in their attempt to reach
top positions were obstructed by corporate tradition and prejudice (Jackson, 2001).Glass
Ceiling can come in the form of common institutional restrictions or societal and cultural
perceptions due to which career oriented professional women encounter barriers that limit
their career progression. Sonnert and Holton (1996) stated that there are two most important
factors that creates glass ceiling. These factors are- structural obstacles and behavioral
differences. Structural obstacles include barriers defined by organizational practices and
policies. Behavioral differences are reflected in corporate culture and societal traditions.
They further proposed Deficit and Difference Models to explain the barrier forms.
The Deficit Model refers to the structural barriers that prevent women from advancing
beyond a certain level. The Difference Model emphasizes the behavioral and cultural beliefs
that reduce the female desires to achieve success. While women are increasing their numbers
in the labor force, it does not indicate that they successfully reach higher positions also. Their
ambition to advance is suppressed by inadequate exposure to career building blocks such as
professional leadership, training, and experience .These factors come under structural
components. Beneath these structural factors of the glass ceiling there are behavioral
impediments of the Difference Model which includes gender stereotypes and expectations.
Corporate culture nurtures the advancement of male careers by favoring the male workers
over women.
In 1991, in an effort to empower women and as part of the Civil Rights Act, a Glass
Ceiling Commission was appointed by the executive branch and chaired by the Secretary of
Labor. The commission included 21 members. The aim of the commission was to identify
blockages and broaden career possibilities and progression options for women and minorities.
The commission redefined the concept as “invisible, artificial barriers that prevent qualified
individuals from advancing within their organization and reaching full potential” (The Glass
Ceiling Commission, 2003).
EMPLOYMENT STATUS OF WOMEN AT HIGHER LEVELS: GLOBAL
OVERVIEW
According to a study conducted by executive search firm EMA Partners, the famous
global executive search firm, there are 11 out of 240 large companies in India has appointed
Women CEO. These companies included Indian owned as well as multinational, private as
well as state-owned firms. On the other side there are only 3 per cent of the Fortune 500
companies have women CEOs. The figures clearly state that women are under-represented on
the higher positions across the world. According to a rough estimate by James Douglas ,
Chairman , EMA International about 50 per cent of our population is female, about 50 per
cent of staff is female in the job market, but the gender is hugely unrepresented in boards and
at the CEO level. Out of 1,000 public companies in the USA, with at least $1 billion in
3. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 –
6510(Online), Volume 4, Issue 2, March- April (2013)
269
annual revenue, there are only 30 female CEOs. In the UK's FTSE 100 list there were just
three female CEO. The number is really surprising and de motivating.
A study conducted by International Labour Organization(ILO) in December 1997 on
'Women's progress in workforce' stated that though women had made substantial progress in
closing the gender gap in managerial and professional jobs, still women are barred from the
top positions, in both the private and public sectors. In Fortune 500 survey it was found that
while women hold 40 per cent of all management positions in America, in Europe the figure
are between 20 and 30 per cent. American women held only 11 per cent of board seats in the
top 500 companies. In Britain, women held only 5 per cent of board seats in the top 200
companies. Further, it was observed that despite China's two decades of formal commitment
to sexual equality, there were no female business leaders of note. Similarly, in Japan the
rigidity of the corporate culture kept women out of the executive suite.
In a research survey conducted in Japan in July 1999 it was found that, the number of
female company presidents had crossed the 60,000 mark. But that was just 5 per cent of the
country's 1.14 million companies. It is disheartening to note that in countries like Japan
women face major hurdles while trying to move up the corporate ladder. Many companies
push women to quit when they marry or when they reach their mid-30s.Sari Baldauf , took
her first senior management position at Nokia and visited the company's German operations.
She experienced that workers could not accept her as the top management employee and
treated her as secretary of the company. These figures and incidents clearly show that women
all over the world are battling against such attitudes and emerging challenges. A data from
the ILO’s Yearbook of Labour Statistics (2003), from 63 countries in 1996-99 and 2000-02 in
which 48 were selected using ISCO-88 classification and 15 using ISCO-19682 showed that
women held 30 to 60 per cent of professional jobs in 45 out of 63 countries in 2000-02.
In 2000-02, women’s overall share of managerial jobs was between 20 and 40 per
cent in 48 out of the 63 countries it was clearly evident that the women were noticeably
under-represented in managerial jobs as compared to their overall share of employment. In 15
countries using the ICSO-1968 classification women’s share of managerial jobs also
increased by 1.0 to 5.0 per cent in 7 countries between 1996-99 and 2000-02. The United
States had the highest share of women administrative and managerial workers (45.9 per cent.
Similarly, Japan had (8.9 per cent), Pakistan (8.7), Bangladesh (8.5 per cent), and Saudi
Arabia (0.9 per cent) had the lowest. In Sri Lanka, Japan, Saudi Arabia, and Bangladesh, the
share of women in managerial jobs was less than half of their share of total employment.
GLASS CEILING: INDIAN SCENARIO
Indian women have played an important role in cracking glass ceiling through their
talent, skills and dedication. Indira Nooyi joined Pepsi Co. in 1994 and turned the company
into a bold risk taker. Wall Street Journal included her name in their top 50 women in 2005.
Fortune magazine declared her 11th most powerful women in business. Alpana Morparia and
Lalita Gupte, Joint Managing Directors of ICICI Bank, the second largest bank of India
brought a turnaround in the company. Ms. Kalpana Morparia became Executive Director,
ICICI in 2001. In 1999, for her contribution in Finance and Banking sector in India, Indian
Merchants' Chamber awarded her for her performance. Vidya Manohar Chhabria, Chairman,
Jumbo Group.
Kiran Mazumdar-Shaw—Biocon became the first female master brewer and the
richest woman in India. Simone Tata—Managing Director (former) Lakme , Also known as
4. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 –
6510(Online), Volume 4, Issue 2, March- April (2013)
270
Cosmetic Czarina of India with her visions, changed a small unknown cosmetics company,
one of the subsidiaries of Tata Oil Mills, into one of the leading cosmetic companies of India.
Lakme changed the face of Indian fashion and cosmetics forever. Indu Jain- Chairperson
(former), was the Chairman of the The Times Group, the biggest and the most powerful
media house in India. Priya Paul—Apeejay Surrendra Group,Sulajja Firodia Motwani—
Kinetic Motor, Joint Managing Director of Kinetic, and the Managing Director of Kinetic
Finance. Neelam Dhawan—Managing Director, Microsoft also brought pride and name to
Indian women.
However we have another side of the picture also. The sex‐ratio i.e number of women
per 1000 men was 933 in 2001 and is 944 in 2011. As per census 2001, the number of
workers in the urban areas was 92.28 million of which only 16.10 million were females. In
rural areas, out of 310 million workers, 111 million were females. 42.95 of the rural female
working population was engaged as agricultural Labour. Women constituted 90 per cent of
the total marginal workers of the country. As per NSS (National Sample Survey) 64th Round,
2007‐08, the workforce participation rate of females in rural sector was 28.9 on the other
hand for males it was 54.8. In Urban sector, this rate was 13.8 for females and 55.4 for males.
As per the findings of Quarterly Employment Review, Ministry of Labour, the total
employment of women in organized sector was 19.5percent in 2007.
In June 2009, out of 40 Cabinet Ministers it was surprising to see that there were only
three female Cabinet Minister and 4 female Ministers of State (MOS) out of 38 in 2009. As
on June 2009, there was no Female Judge out of 24 Judges in the Supreme Court. In the High
Courts, there were only 51 Female Judges among the total of 649 judges. However in 2011
the Supreme Court had two women judges. Once correctly identified and observed,
organizations can adopt strategies to eliminate the hurdle of success and can capitalize on the
strength and support. Further ,it is not only the CEO’s job to bring change instead women can
also help themselves to gain experience and career advancement. Building self-confidence,
self-motivation and setting role models for the success are some of the steps that women
employees can take. Some of the initiatives taken by Indian Government has put some effort
for removing hurdles to women growth . Some of them are- Women Labour Cell, Equal
Remuneration Act, 1976; Grants-in-aid Scheme ,Supreme Court Guidelines on Sexual
Harassment of Women Workers ,.Maternity Benefit Act,1961: ,National Commission for
Women: Reservation for Women in Local Self –Government ;National Policy for the
Empowerment of Women, 2001
CONCLUSION
Conventionally, women have been under-represented in organizations and the dispute
for equal opportunity employment has not given sufficient results in India. As organizations
struggle with a scarcity for talent, smarter companies are beginning to recognize the
opportunity in grooming and retaining women. The fact that legislation, labor policies, and
cultural perceptions are incrementally changing to reduce the gap between male and female
employment can’t be denied, but there is a lot of work to be done. The survival of women in
a kind of work cultures that are dominated by male ideology also depends on their
willingness to confront barriers. Hence, strong determination, motivation and continuous
learning on the part of women supplemented by initiatives by government and organizational
support can bring a significant change.
5. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 –
6510(Online), Volume 4, Issue 2, March- April (2013)
271
REFERENCES
[1]Beardon, H. ‘ICT for Development: Empowerment or Exploitation?’, Action
Aid,UK,2005.
[2]Chandragowda, M.J.,Policy Framework for Reorienting Agricultural Extension.
www.google.com.on 31.11.2011
[3]Allison, P. D. ‘Fixed Effects Regression Models’,Sage,New Delhi,2009.
[4]Arulampalam, W.; Booth, A. L.; Bryan, M. L., Is there a glass ceiling over Europe?
Exploring the genderpay gap across the wages distribution, Discussion Paper Nr. 510: Centre
for Economic Policy Research, Research School of Social Sciences, Australian National
University,2006.
[5]Becker, G. S., Human Capital, Effort, and the Sexual Division of Labor. Journal of Labor
Economics,Vol. 1, No. 3,1985,pp. 33-58.
[6]Bertrand, M.; Hallock, K. F., The Gender Gap in Top Corporate Jobs, Industrial and Labor
Relations Review, Vol. 55, No. 1 , 2001,pp. 3-21.
[7]Blau, F. D.; Ferber, M. A.; Winkler, A. E. ‘The Economics of Women, Men and Work’,
Pearson, New Jersey , 2006.
[8]Blau, F. D. and Kahn, L. M.,Understanding International Differences in the Gender Pay
Gap, Journal of Labor Economics, Vol. 21, No. 1, 2003, pp. 106-144.
[9]Blau, F. D. and Kahn, L. M., The U.S. Gender Pay Gap in the 1990s: slowing convergence
, Industrial and Labor Relations Review, Vol. 60, No. 1, 2006, pp. 45-66.
[10]Blinder, A. S., Wage Discrimination: Reduced Form and Structural Estimates, The
Journal of HumanResources, Vol. 8, No. 4, 1973, 436-455.
[11]Busch, A.; Holst, E. ‘Glass Ceiling Effect and Earnings: The Gender Pay Gap in
Managerial Positions in Germany’. DIW Discussion Paper. Berlin, DIW,2009.
[12]Chevalier, A., Education, Occupation and Career Expectations: Determinants of the
Gender Pay Gap for UK Graduates, Oxford Bulletin of Economics and Statistics, Vol. 69,
No. 6,2007,pp. 819-842.
[13]Cohen, P. N. & Huffman, M. L., Individuals, Jobs, and Labor Markets: The Devaluation
of Women's Work, American Sociological Review, Vol. 68, No. 3,2003, pp. 443-463.
[14]Cohen, P. N. and Huffman, M. L., Working for the Woman? Female Managers and the
Gender Wage Gap, American Sociological Review, Vol. 72, No. 5,2007,pp. 681-704.
[15]Doeringer, P. B. and Piore, M. M. E. ‘Internal Labor Markets and Manpower Analysis.
Lexington’,Massachusetts, Heath Lexington Books,1971.
[16]England, P., A Feminist Critique of Rational-Choice Theories: Implications for
Sociology. The American Sociologist, Vol. 20, No. 1,1989,pp. 14-28.
[17]England, P., Hermsen, J. M. & Cotter, D. A.,The Devaluation of Women's Work: A
Comment on Tam, American Journal of Sociology, Vol. 105, No. 6,2000, pp. 1741-1751.
[18]European Commission , Report on Equality between women and men ,2010,
Luxembourg.
[19]Fietze, S., Holst, E.& Tobsch, V. , Personality and Career – She’s got what it takes.
SOEP Paper, No. 250 ,2009.
[20]Fitzenberger, B.; Kunze, A., Vocational Training and Gender: Wages and Occupational
Mobility among Young Workers, Oxford Review of Economic Policy, Vol. 21, No.
3,2005,pp. 392-415.
6. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 –
6510(Online), Volume 4, Issue 2, March- April (2013)
272
[21]Foschi, M.,Double Standards in the Evaluation of Men and Women, Social Psychology
Quarterly, Vol. 59, No. 3,1996,pp. 237-254.
[22]Ibarra, H., Paving an Alternative Route: Gender Differences in Managerial Networks,
Social Psychology Quarterly, Vol. 60, No. 1, 1997, pp. 91-102.
[23]Jackson, J. C., Women Middle Managers' Perception of the Glass Ceiling, Women in
Management Review, Vol.16, No.1, 2001.pp. 30.
[24]Jacobs, J. A.; Steinberg, R. ‘Further Evidence on Compensating Differentials and the
Gender Gap in Wages’, In: Jacobs, J. A. [Ed.], Gender Inequality at Work. Beverly Hills,CA,
Sage,1995, pp. 93-124.
[25]Kirchmeyer, C., Gender Differences in Managerial Careers: Yesterday, Today, and
Tomorrow, Journal of Business Ethics, Vol. 37,2002,pp. 5-24.
[26]Kunze, A., Gender wage gap studies: consistency and decomposition, Empirical
Economics, Vol. 35, no.25,2008, pp.63-76.
[27]Maume, D. J. J., Glass Ceilings and Glass Escalators. Occupational Segregation and Race
and Sex Differences in Managerial Promotions, Work and Occupations, Vol. 26, No. 4,
1999,pp.483-509.
[28]Oaxaca, R. L., Male-Female Wage Differentials in Urban Labor Markets, International
Economic Review, Vol. 14, No. 3,1973,pp. 693-709.
[29]Polachek, S. W., Occupational Self-Selection: A Human Capital Approach to Sex
Differences in Occupational Structure, The Review of Economics and Statistics, Vol. 63, No.
1,1981, pp. 60-69.
[30]Sonnert, G. & Holton, G., Career patterns of women and men in the sciences, American
Scientist, Vol.84, No.1,1996,pp. 63-73.
http://labour.nic.in/women/WomenCell.pdf
http://www.ilo.org/dyn/gender/docs/RES/292/f267981337
[31] Dr.Y.Lokeswara Choudary & S.Chitra, “Women Empowerment Thorough Self Help
Groups A Case Study of Kancheepuram District In Tamilnadu” International Journal Of
Management (IJM) Volume 3, Issue 2, 2012, pp. 309 - 318, ISSN Print: 0976-6502, ISSN
Online: 0976-6510.
[32] Manish Roy Tirkey And Dr. Enid Masih, “Women Empowerment Through Self Help
Groups A Study Of Lucknow District” International Journal Of Management (IJM) Volume
4, Issue 2, 2013, pp. 169 - 175, ISSN Print: 0976-6502, ISSN Online: 0976-6510.