EHR202 Human Resource Management Principles

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Progressing Women into
management: A depth-
analysis of Development and
Rewarding Strategies

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Introduction
The primary purpose of the paper is to critically analyze the diversity issues faced by the
women in a diverse workforce group in relation to the particular areas of Human Resource
Management of an organization. For diminishing this issue the Human Resource Management
team needs to take serious steps and develop various strategies that will briefly be highlighted in
this paper. Apart from this, various theories are used for elaborating the strategies that helps the
management team to decrease the different types of challenges faced by women in a diverse
workforce. The analysis will mainly construct on the rewarding human resources and the human
resource development strategies respectively. Therefore, for determining the issue and its
solution, various concepts and strategies will be used by the management team to reduce the
issue of gender inequality. Along with this some recommendations will also be provided on the
basis of the two areas of human resource management in concerning the women in management
issue.
Critical analysis of women in management relating to Human Resource Development
strategies
Gender inequality is considered to be the most diverse issue occurring in the Human
resource management team of an organization. It has been seen that women are not given respect
as like the other men in the workplace, and so they face various challenges. Therefore, it is
important for the Human Resource management team to overcome these inequality issues
relating to gender.
Flexible work arrangements
One of the challenges faces by the women in management is the unpleasant flexible work
environments. According to the author Collings, Wood & Szamosi, (2018), the work
arrangements for most of the organization are specially based on men working abilities, and
therefore it is not considered as a flexible work arrangement for the women. From this view, it is
analyzed that the working flexibly is an issue of the women working in management and due to
this reason the working ability of a woman also decreases in the organization. In order to
diminish this issue in the workplace, the management team should develop a flexible
environment where no discrimination between male and female will be occur (Niemela & Kim,

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2014). Besides this, they give equal priorities as well as opportunities to every individual woman
in management so that it increases the confidence of the women to work flexibly with the men.
Thus, with the help of contingency theory, the management team can easily make the workforce
flexible for their women employees working in the organization. The contingency theory is a
type of behavioral theory that operates the leadership as well the functional approach of an
organization by following the needs of the individual as per the working situation (Landsbergis,
Grzywacz & LaMontagne, 2014). Therefore, it can be said that by following this theory the
human resource management team will develop strategies that should be helpful for women
working in the particular organization.
Equal pay for both gender
In the words of George, Howard-Grenville, Joshi & Tihanyi, (2016), women in
management often face a wage gap in comparison to men working in the firm. The wage gap
decreases the motivation and encouragement of each women employee, and therefore one of the
strategies of human resource managers is to increase the motivational approach of women in
management. From this challenge, it is analyzed that the majority of the women workforce
cannot get the exact wage as per their qualification as well as working position. Human resource
managers can increase the motivation of women by following Maslow's Hierarchy of needs
(Sassen, 2016). This is a motivational theory that comprised of a five-tier model of a human and
it is depicted in a hierarchical level to satisfy the needs of every individual. With the help of this
theory, the human resource development team can easily encourage and motivate their women
employees by fulfilling their psychological, security and safety, belonging and love, esteem and
self-actualization needs (Rao & Tilt, 2016). In other words, one of the strategies will be that the
management team can provide an equal wage to both genders in concerning to their position and
experience of working. By this strategy, the management team can decrease the issues of women
and easily enhance their motivation for working.
Role model and sponsorship
Many researchers show that two-thirds of women lack the confidence to work hard
because they do not get proper motivation from the Human resource management team (Liao,
Luo & Tang, 2015). For diminishing the issue in the workplace one of the strategies that should
be developed by the Human Resource Managers is to make a female role model so that it