Gender Difference and Changing Nature of Workplace

Added on - 08 May 2020

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Running head: GENDER DIFFERENCES AND CHANGING NATURE OF WORKPLACEGender Differences and Changing Nature of WorkplaceName of Student:Name of University:Author’s Note:
1GENDER DIFFERNECES AND CHANGING NATURE OF WORKPLACEThe workplace is where majority of individuals spend more than half of their work daysand almost one-thirds of their lives. The nature of the workplace is an extremely importantdeterminant which will help to ascertain whether the individuals stay true and loyal to their workor not. The nature of work is bound to change with changing times, with lesser amount ofdependencies on people and more and more on the technological benefits of the scientificresearch. It also needs to be understood that that the workplace in the recent times will not looklike it used to several years or two to three decades back. There will be differences in theattitudes of the workers of the organisations as well.A major aspect in context of the changing nature of the workplace is that of genderdifferences in the workplace. This is an important issue which can contribute to the temporarynature of the affiliation of the people to their jobs and also correspond to several instances ofpeople not staying connected to a particular organisation and preferring to work part-time orinvolve themselves in relatively insignificant roles.Gender differences in the workplace can arise due to several causes, specifically becauseof social impact which are bound to affect the attitudes of both genders. There are certainorganisations which encourage gender differences and welcome the inclusion of both the sexes atthe time of making decisions for the company as well as for offering promotional opportunities(Lyons and Kuron 2014). On the other hand, there may be certain organisations whichdiscourage gender inclusion and are responsible for promoting partiality in the workplace. Withmore and more companies, gender problems add value as well as a variety of perspectives to anorganisation (Heilman 2012).
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