UNIT VII Project MD&O

Unit V Project BSL 4000-16G-1A22-S1 1

Unit V Project

Justin Erby

228342

BSL 4000-16G-1A22-S1

Managing Diversity in Organizations

Unit V Project BSL 4000-16G-1A22-S1 2

Analysis of the Demographics of Gender in the Workplace Regarding Position, Pay, and

Expectations

Women get 80 cents for every dollar that men get in the workplace. Even though several

women have joined the workplace for the last few years, women still get lower pay for similar

roles, responsibilities, and job roles than their male counterparts (Feeney, 2019). Opponents of this

widely criticize that this claim doesn't have valid evidence to support economic discrimination

against women in the workplace. Most researchers contend that the gender pay gap is driven by

women's voluntary choices and not prejudice. Therefore, occupational differences occur due to the

position, pay, and preferences of these women.

The gaps in gender pay in workplaces exist for several reasons. First, this gap is mainly

driven by women's decisions about their careers, occupations, and society. These decisions do not

just happen in the blank but are shaped by the community, which defines women's fundamental

roles and responsibilities (Youssef-Morgan, 2019). Women don't like working in jobs that require

them to put in long working hours as they dwell majorly on taking care of their family duties. This

hinders them from getting the highest-paid occupations. As a result, most of the professions

dominated by women usually yield low wages.

Advantages and Disadvantages of Flexible Work Schedules and Responsibilities Advantages

Flexible work schedules have various advantages for the employees and the organization.

First, it helps the employees to adapt to different programs. Flexible working schedules enable

employees to meet both personal and family obligations and meet daily errands while finishing

work simultaneously (Feeney, 2019). Second, it reduces stress among employees. This is because

it provides improved job control among employers.

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Third, it leads to employee satisfaction. Flexible working hours enable employees to decide

what time to finish the duties of the task, which makes them happier and more satisfied. Fourth, it

leads to reduced absenteeism (Youssef-Morgan, 2019). This is because the employees can carry

out their duties and tasks at their own comfort time and location. This makes them relaxed and

more productive. Fifth, flexible working schedules increase employee loyalty. This is because they

feel more comfortable in their working environment and adapt faster to the flexible working hours.

Disadvantages

Contrary to the several advantages, flexible working hours may also present some

drawbacks. For instance, flexible working hours may not be pertinent for the employees who

deliver the best work in an office setting. They may end up depressed at home, which could lead to

low productivity (Youssef-Morgan, 2019). Second, some employees may take advantage of this

schedule and relax instead of working from home. This can ruin their concentration, hence,

productivity. Last but not least, working from home gives a wrong impression within the

community where the employees work. It can cause misunderstanding with the neighbors, friends,

or relatives.

The Benefits of Human Resources Offering Child and Elder Care within the Organization

Some of the benefits recorded by the employers that offer child and elder care programs

include decreased employee turnover and absenteeism. Researchers also record increased

productivity and improved employee morale (Feeney, 2019). Besides, the employees find it easy to

manage the expenses associated with child and eldercare. Onsite child and elder care also offer

legal exposure for the organizations. Companies that provide child and more senior care programs

may be held accountable for unsafe actions, premises, and toys of the centers' employees. This

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makes the employees confident that their company will take care of their children and elder

relatives.

Work-Life Balances Regarding Achieving Greater Results for the Organization

Work-life balance has significant advantages in helping organizations to achieve more

excellent results and performance. Introducing policies that encourage work-life balance has

several benefits to the employees and the organization, leading to better performance and increased

productivity.

Work-Life Balance Advantages to the Employees

An excellent work-life balance enables employees to have complete control of their lives

and professions. It leads to increased employee productivity, less stress, a happier workforce,

improved employee engagement and decreased staff turnover (Youssef-Morgan, 2019). It also

leads to fewer cases of absenteeism and sickness, improved employee mental health and wellbeing,

improved employee loyalty, and employees feeling valued and appreciated. These benefits, in turn,

lead to employees achieving excellent results for their prospective companies.

Work-Life Balance Advantages to the Organizations

The advantages of a work-life balance are not only limited to the workforce but also the

entire organization. These policies can also benefit the organization in several ways. For instance,

they can lead to increased productivity and competitiveness, boost employee morale, reduced

levels of stress among employees, improved customer service, and a more committed workforce

that drives towards achieving better results and success (Feeney, 2019). They can also help save

the cost of training new staff due to employee turnover. Besides, these policies can help boost the

market condition and meet customer demands through part-time working and shift work schedules.

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They can also lead to a more dedicated workforce to meet the goals and objectives of the company,

seasonal peaks, and furrows in the business, and increase business success.

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References

Feeney, M. K., & Stritch, J. M. (2019). Family-friendly policies, gender, and work–life balance in

the public sector. Review of Public Personnel Administration, 39(3), 422-448.

Youssef-Morgan, C. M., & Craig, L. (2019). Work–life balance, stress and well-being: moderating

effects of psychological capital. In Creating Psychologically Healthy Workplaces. Edward

Elgar Publishing.