Compile Project

Running head: HUMAN RESOURCE 1

Gender and Work-Life Attitudes

Michell Muldrow

Columbia Southern University

:

Gender and Work-Life Attitudes

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Gender equality in the workplace can be attained when employees access and benefit from

similar rewards, opportunities, and resources despite their gender (Gurchiek, 2019). Considerable

progress has been made regarding gender equality, especially in the participation of female in the

workforce, education, and health. In some workplaces, however, the gender gap remains

prevalent. For instance, men continue earning more than women, are more likely to be successful

in advancing their careers than women, and accumulate more superannuation or retirement

savings. The goal of workplace gender equality is to attain widely equal outcomes and

opportunities for men and women. The behavior of employees in the workplace mostly depends

on the way they feel regarding the workplace.

Consequently, to understand people's behavior in the workplace will depend on

comprehending people's work attitudes. Regarding the workplace, an attitude describes people’s

opinions, feelings, and beliefs regarding aspects of their environment (Gurchiek, 2019). There

are two work attitudes in a work environment which have great potential in influencing how

people behave. The two work attitudes are organizational commitment and job satisfaction.

Demographics of Gender in the Workplace Concerning Position, Pay, and Expectations

There are several common inequalities which exist in the workplace. This includes gender-

based imbalances, of persons in command and power regarding the organization's management.

Women are unable to quickly shift to higher positions regarding pay, as compared to men

(Meriküll, Jaanika & Mõtsmees, 2017). The American corporate sector has not made any

progress regarding the improvement of women's representation in the last four years. This is

according to “McKinsey Study on Women in the Workplace.” The research indicates that there is

an underrepresentation of women on all levels. The research further showed that women

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underrepresentation regarding high-level positions does not owe to lack attrition rates or

education. It also indicates that inequality increases as employees go up the ladder. Out of one

hundred men, only seventy women get promotions to the level of manager. Given that women

normally earn less compared to men, eighty cents on dollar currently, they work longer to get an

equal amount.

Advantages and Disadvantages of Flexible Schedules and Work Responsibilities

Flexible schedules can be of benefit to both the employee and employer if the employer

agrees to the arrangement (Shagvaliyeva & Yazdanifard, 2014). Inflexible employee schedules

can perform their work responsibilities from anywhere, for instance, during commuting, home,

cafes, among others. However, there may be challenges to both employees and employers

regarding flexibility in working hours, for instance, adjusting schedules, and compressing the

working days. Advantages of flexible schedules for employees include adaptability which helps

employees meet their obligations efficiently, efficiency, having control over working hours,

decreased employee stress, employee fulfilment, less cost, and minimized absenteeism, among

others. Some disadvantages include; arrangement not suitable for each employee, taking

advantage of hours by employees, managers may experience difficulties in monitoring, among

others.

Human Resources Benefits of Offering Child and Elder Care in the Organization

When organizations offer assistance to their employees regarding how to manage both

family and work, some positive outcomes can be achieved by both the employer and employee

(Shagvaliyeva & Yazdanifard, 2014). Examples of such benefits include improved morale,

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reduced absenteeism, improved commitment in the organization, decreased turnover, increased

steady productivity, job satisfaction, improved psychological and physical employees’ well-

being, enhanced retention, enhanced recruitment perspective, among others.

Work-Life Balances Regarding Achieving Greater Results for the Organization

To achieve greater outcomes for the organization, companies should assist their employees

by finding the ideal balance regarding work and personal engagements. The organization can do

this by implementing effective strategies for work-life balances (Shagvaliyeva & Yazdanifard,

2014). Some of the strategies include providing employees with additional flexibility, supporting

the staff with technology, persuading employees to go for annual leave, supporting time for

family, investing in exercises for team building.

Help your team perform better with our expert advice . Learn more

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References

Gurchiek, K. ( 2019). "Study: Global Gender Pay Gap Has Narrowed but Still Exists". SHRM.

Retrieved May 25, 2020.

Meriküll, L., Jaanika M., Mõtsmees, P. (2017). "Do you get what you ask? The gender gap in

desired and realized wages". International Journal of Manpower. 38 (6): 893–908.

Shagvaliyeva S., Yazdanifard R. (2014). Impact of Flexible Working Hours on Work-Life

Balance, American Journal of Industrial and Business Management, Vol. 4, pp 20 – 23