Leadership and Management: Causes and Impact of Gender Pay Gap

This document discusses the relationship between leadership, management, and gender pay gap. It explores the causes and impact of pay inequalities among male and female managers, highlighting the role of ineffective leadership and management practices. The document also examines the effects of gender pay gap on business performance and employee motivation. The case study of Travelodge, a UK-based hotel and hospitality company, is used to illustrate the issues.

Leadership and
management

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................2
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
Leadership and management are the terms that are often included synonymous. It is crucial
to acknowledge that leadership is an important function of effective administration. As an
essential factor of management, remarkable leadership behaviour strain upon creating an
atmosphere within each and every worker improves and excels. Leadership is explained as the
potential to influence and lead the team effectiveness regarding the achievement of aims and
objectives. Thus impact may create from prescribed resources such as the offered through
attainment of managerial position in a company (Bush, Bell and Middlewood, 2019). Leadership
in business is the capacity of an enterprise’s management to set and accomplish challenging
aims, take quick and important exploit when required, outperform the rivalry and motivate others
to perform at the premier stage they can. Management is the coordination and administration of
tasks to accomplish an objective. Such management activities consider setting the
establishment’s plan and organizing the effectiveness of staff to accomplish these aims through
the submission of accessible assets. Management can also indicates to the seniority structure of
staff members within a company.
Administration is an activity of preparation, determination devising, conducting, directing,
inspiration and directing the manpower, monetary value, and corporeal and information assests
of an establishment to attain its aims adequately and appropriately. For the completion and
accomplishment of this assessment Travelodge is the organisation which is considered. It is
private firm which operating in the hotels and hospitality sector across the UK, Ireland and
Spain. Thus enterprise was established in 1985 and is headquartered in Thames, England, UK.
Travelodge s the UK’s biggest sovereign hotel brand more than 570 hotels crosswise the United
Kingdom. It provides lodgings, bistro, online booking, farm house, guest rooms and many more
services (Podsakoff and Podsakoff, 2019). There are more than 11,000 employees who make
their contribution in running the business of this establishment. For the effective accomplishment
of this essay document “Pay inequalities between the sexes of managers (gender pay gap)” is the
selected topic. With the help of this topic, the information will explained about the causes of
gander pay gap and the impact of it over employees and managers’ execution as well as their
working ability. Moreover will define about the conceptions and strategies that are used by the
firm, to overcome these kind of issues at workplace.
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MAIN BODY
Leadership is an activity through which an executive can lead, guide, direct and influence
the behaviour and work of others regarding achievement of particular aims in a provided
situation. Leadership is the capability of an administrator to induce the subordinates to work with
confidence and zeal. It is the possible to empower behaviour of others. It is also explained as the
capacity to influence a team in respect to realisation of an aim or objective. Leaders are needed
to improve future visions and to encourage the organisational people to want to accomplish the
visions. Leadership is an intern personal procedure that an administrator is into influencing and
leading employees regarding attainment of mission and visions (Harris and Jones, 2018). It
represents a few abilities to be signified in an individual that considers intelligence, maturity and
personality. It is crucial function for a company like Travelodge because effective leadership
assist in increasing productivity and to accomplish business aims and objectives. With the help
of appropriate leadership, the leader of respective organisation can motivate employees and
provide direction to them so that they can execute their task and work in effective manner. In
term of encouraging and creating confidence, they also use reward and development options so
that people perform in better manner.
For the effective running of business management is also a crucial aspect which in operating
business in systematic manner. It can be explained as the procedure of overseeing and leading
the associations of the establishment, irrespective of its character, kind, formation and volume. It
is a procedure of generating and preserving such a commerce atmosphere wherein the people of
the establishment can work together and attain business objectives effectively and efficiently.
Administration acts as a direct to a team of individual performing in the establishment and
managing their effectives regarding the attainment of the ordinary objective. In Travelodge, for
the administration of the company, the manager does effective planning, staffing and making
control over business activities and operations (Castillo and Hallinger, 2018). Effective
management in business enterprise is needed to get people together for achieving expected aims
and goals by utilising assets effectively. Within the respective enterprise management is essential
for attaining team objectives, reduce costs, incorporating sound establishment and making
effective use of resources. If the manager of the firm framing effective plan and plan of action
for maintaining adequate administration within the organisation then it assist in improving
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business operations, improving and enhancing efficiency and profitability of it and managing
manpower in appropriate manner.
If a venture not have effective management and leadership within the firm then it affect it
several manner. Cause of these several kind of issues are occurred and arisen at workplace.
Gander pay gap or pay inequalities among the sexes of managers. It is an issue which is arisen
with the working environment in the situation when administration of the firm makes
discrimination in pay among man and woman on the basis of their sexes. It is a measure of what
women are paid relative to men (Hallinger, 2018). It is ordinarily calculated by dividing female’s
wages through male’s wages and this ration is often articulated as a percent, or in dollar forms.
In this situation the pay less to female employees in compare to male workers. There are several
elements that are considered in making this kind of favouritism like race of colour, profession,
experience and many more things. It also create several kind of influences over business
performance, managers’ execution and brand of enterprise because when this kind of
discrimination are made by firm like Travelodge, then people will demotivated and will not work
by using their all efforts and effectiveness.
The main causes of arising this issue is political debates and policy reports because when
there is not management within organisation politics will occur and policies will not develop by
administration and issues like gender pay gap will arise. It is a metric that informs about the
differentiation in disburse like pays or profits among male and female employees. It is a
determination of discrimination and detains a conception that is broader than the conception of
equivalent reimburse for equivalent employment. Dissimilarities in disburse among male and
female employees incarcerate dissimilarity between several potential proportions, considering
employee teaching, knowledge and profession. When the compensate inequalities is intended
through evaluating all masculine employees to all woman workers irrespective of dissimilarities
along these extra measurements, the outcome is unadjusted pay gap. In Travelodge, if the
situation of gender pay gap will arise in this venture then the main reason of this cause will be
organisational politics and ineffective leadership and management at workplace (Hassi, 2019).
Apart from this changes are another reason which arise this issue because when managers do not
make effective policies as per change then it also affect their pay related aspects. In some
venture, it is also understood that female are not good manager in comparison to male because
they have emotional factor. Along with this, another fraction of the cause for the gender pay gap
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is that women are more possible to obtain a rupture through their careers to have kids or to look
for lower paid post that provide more suppleness to create it easy to administrate a family unit.
But these are not the actual reason of making pay inequalities among sexes of male and female
managers. To be a good manager, it is crucial to have effective managerial skills which help in
making a man and woman a good manager.
Aspects that are probable to affect the sex disburse gap but are complex to evaluate consider
insentient partiality and favouritism towards women worker, counting postulations that female
employees will depart the manpower to have kids or that woman with family should earn fewer
than male (Hallinger and Hammad, 2019). As per a report of 2017, the Pew Research Center
identified that women viewed that they have experienced pay inequalities at workplace. The
investigation also demonstrates also shows that female worker inhabit less paying posts than
male. even though female worker have demonstration in high paying works today than they did
when the Equal Pay Act developed. In Travelodge, another reason of occurring this issue can be
colour and race of people. This kind of workplace issue related pay arises in term of black and
white people. The main unrestrained pay gap is for American Indian and Alaska Native Women,
black or African women and Hispanic women. These female employees earn $0.75 for every
dollar a white man earns that developed by $0.01 from 2019. In other words, American Indian,
Alaska Native, Black and Hispanic female workers earn 25 percent fewer than white male
employees when information is unrestrained for all compensable components. Another reason of
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occurring this problem in working environment is career progression (Golensky and Hager,
2020).
The inequalities in pay widens like female development in their progression, with female at
the manager stage building $ 0.98 to each dollar a male create even when information at forced
and devising a shocking $0.83 to every dollar a man builds when information are not inhibited. It
is a development of only $0.01 since last year in the unrestrained team and no development at all
in the inhibited manner. In respective organisation, the issue of gender pay gap can be arise due
to highly skilled male employees in comparison to female, organisational politics and other
causes. Due to which female manager get less pay and incentives in comparison to male
administration whereas they are working in same position. Not only is this a bad circumstances
for existing workers but is could also have an influence on the organisation’s managers brand
and good looks as a manager (Weiss, Tappen and Grimley, 2019). Women’s skills and abilities
are undervalued so women commonly are paid fewer than men for doing equal jobs. Pay scales
for jobs need comparable competencies; qualification, knowledge and experience lean to be
lower when they are mainly completed through female manager. For instance, in 2012, women
who has performed as cooks, cleaners, catering and care staff won recompense as they were
refused bonuses that were handed out to workers in usually man subjugated but equal intensity
employment such as waiters, cooks and many more.
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Another form within women’s skills and abilities are underestimated could be reproduced in
the endorsement charges in an establishment like Travelodge (Bush, 2019). Gender stereotypes
state that female manager may be observed as less capable or professional or that their status as
mothers may men that companies query their obligation to employment. Crosswise the globe,
women make just a part of male functioning in the similar job. This should not arrive as astonish
to anyone. What may be more enlightening is that even in industrialised marketplace where a
awake effectiveness is in progress to accurate the issue, the difference is not possible to go away
quickly As per the World Economic Forum, it would take 202 years time to secure the economic
gap among male and female. Due to this issue of unequal pay among sexes of managers,
performance of both man and woman administrator affect in negative manner (Bellibaş and
Gümüş, 2019). Because, due to less pay female managers are demotivate and they do not execute
their duties in effective manner in term of making policies for organisational development,
ineffective or improper allotment of work and task as well as it also create negative impact over
the business performance and brand image in unfavourable form.
Even though pay and the hap vary depending on a female worker’s particular circumstance,
it influences women of all ages, races, backgrounds. The sex compensate gap also develops with
age and dissimilarity between older employees are significantly outsized than disparity between
young male and female managers. As employees produce older and development in their
professions, median earning for women produce more gradually than median pay for males. In
respective venture, from age 25 to age 54 women are characteristically paid 78-89 percent of
what male are waged, depending on age. By the time employees reach 55-64 years old, female
administrator are remunerated only 74 percent of what male are get (Buning, 2020). These
numerical information occur some query as it shows the dissimilarity that be present in the
employees. This kind of impact can be analysed and understood by defined below statistical
information on the basis of race and gender.
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This issue of pay inequality among men and women employees or manager will not affect
the working ability, organisational and manager’s performance along with their mental health in
negative form. It aggravated and that obtains internalised and from time to time directs to
individuals emotion more depresses or surely nervous. Female may also responsibility
themselves for these unfavourable situations, rather than realise that these are complexities in the
organisation that require acceptable. Along with this, inequality in pay also maximised
prevalence of hopelessness and nervousness confusions in female and the superior percentages of
psycho social stressors exist in women’s lives and those stressors consider inferior salary for the
equal employment and deprived social standing. Whether the cause is intensely entrenched or is
a problem of insight or consciousness, the influence is all the equal that female worker who are
distinguished in working environment be inclined to be less involved, are less faithful to their
venture and are more probable to search job opportunities elsewhere (De Nobile, 2018). It is
especially distressing during capacity shortage that is directing to several managers to contend
more forcefully for significant competencies sets. Women that feel less valued cause of the pay
and wage gap will probable underperform, since there is slight inducement for them to go the
additional mile or development. The dislike would not be separated since ventures that have
institutionalised inequitable activities to not succeed to discontinue them will probable see the
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influence crosswise the whole manpower. Not only in this could a terrible condition for current
workers but it also have a collision on the enterprise’s administrators brand and magnetism like a
manager.
Due to this issue, the employee morale also impact. Discrimination in pay has the most
obvious influence on employee trust and loyalty. It also includes the attitudes and perception
regarding the job, workplace, team members, administrators and the firm as whole. It affects the
working environment too, in several forms (Woods and et. al., 2020). Young female worker are
especially demotivated by inequality and tend to feel less proud to work as a manager with a
gender pay gap. It also has direct negative impact on employee retention. When male and female
is discrimination by considering pay then they search or switch to another employment with a
better pay. In now these days, gender pay gaps are more than a social or legal issue. It is a
complexity that can influence organisation’s ability to save its identity. The brand of enterprise
might need to pay for the inequality that it practices in the place of work. Establishment must
take effective steps to create comprehensive cultures so that women feel supported without being
discriminated against. The pay inequalities among sexes are a critical problem in working
environment diversity and inclusion. From a current study, it is investigated that the function of
the gender pay gap on despair and nervousness, corresponding male and female worker’s
edification, profession, age and other aspects associated to salary. It identified that women whose
pay was inferior to their masculine subordinates has a nearly 2.5 times high threat of gloominess.
Their probability of nervousness was four times greater than that of men workers (Ellis, 2018).
This kind of wages related discrimination outcomes in senior extents of pressure and inferior
fitness performance like alcohol and other essence utilize and neglect etc. So to deal and
overcome this problem the business enterprise must consider legal policies or employment
regulation as well as organised other activities to support and take review of male and female
managers.
There are different strategies and methods that are used and implement by the administration
of Travelodge in the situation of gender pay gap and pay inequalities among sexes of managers.
Governmental intervention, even if, the equal pay act has subsisted since 1963, there is still a
issue with legislating the rule and it puts the load on women workers to carry lawsuits proving
that they have been discerning regarding. National authority is the one organization that can
assist solves this issue and closes the sex reimburse gap. Several ways for concluding the gap
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have been conversed. One such determines considers needing organisations to discharge
information on male and female recompense proportion to the community. Therefore, enterprises
will feel the pressure to make fairer working circumstances. Implement parenthood leave; it is
another way of resolving issue of gender pay gap. Devising business friendlier regarding female
workers is an additional phase that can assist the procedure of final the reimburse inequalities.
Permitting fathers to take more fatherhood and united parental leave assures working
environment suppleness and prospect for women to arrival back to job (Hallinger, 2019). Even
though in a number of nations the thought of fatherhood abscond has yet to take grasp, in nation
like UK. Mentoring programs assist female employees put together improved when the programs
are finished purposely for female. For example, in respective firm, guiding women on how to
discuss their wages and functioning situations and how to settle motherhood and job is an
effective start. Along with this, some women employees might feel comfortable when they are
being mentored by other women. The mainstream of advisers are seniors male workers and as
per to examination, half of lady junior workers reported feeling anxious about the face to face
speak to with superior mentors. Thus, firms should offer male and woman workers.
Apart from this pay clearness and information are key to overcoming the issue of sex
compensate gap within organisation like Travelodge. Being familiar and aware of their
information, managers are engaged with the needed information to actually change the existing
circumstances and work in the way of minimising the gender pay gap but all workers for that
substance, to obtain the required knowledge in respect to be salaried moderately and evenly.
Eradicate discussions is another effective way and tool to minimise and reduce the problem of
pay inequalities. When female employees negotiate for higher pay, individual may respond more
unenthusiastically in comparison to a male asking for more pay. Applying a no arbitration policy
in order to pay may make a payment to minimising the salary dissimilarity among male and
female. However, a no negation rule does not states that women should not discuss for the more
demanding and fulfilling functions in command to improve their probability for achievement.
Pay clearness does not associate to authority for female, but it does encourage female worker to
acknowledge what is at stake, assuring an equivalent playing area (Hartinah and et. al., 2020).
Along with this by promoting female manager for upper level position, the administration can
also reduce this gender pay gap. In respective venture, in the situation of unequal pay among
sexes of managers, the management can promote skilled and knowledgeable female worker
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because when they are promoted they feel motivated and make contribution in organisational
development. Then, management support them and help in reducing issues like gender pay gap
by making transparency in organisational information.
Along with this, by developing the culture around flex work policies, the administration of
Travelodge can reduce the problem of inequalities among sexes of managers. Though, there are
enterprises provide waged abscond, employees are frequently uncertain to obtain benefit if it.
Particularly in profession where long functioning hours are the standard, workers trepidation
being panelised if there is discernment that they are fewer faithful to their managers (Ginter,
Duncan and Swayne, 2018). In term of long working hour, the worker can be rewarded with
compensation, bonus and promotions and effective wage development, it will empower them to
perform their task in effective manner. In respective venture, in the situation of unequal pay
regarding male and female manager, the venture can implement the strategy and process of
performance review and taking feedback etc. It will assist in measuring the execution of both
men and women employer and they will assist in making transparency in their pay and
compensate etc. This will also assist in making clarity about their working hours and work which
is performed by them.
In addition to it, there are several laws and legislation that can be considered by the
administration of Tarvelodge in the situation of gender pay gap. Equal pay act, 2010, this act is
developed by the parliament of UK and under this law; male and female worker in the similar
job role performing equivalent employment must take delivery of equivalent pay, unless any
differences in pay can be justified. It is the law and employers must consider it. In respective
business firm, the management can considered this law in different situation like basic pay, non-
discretionary bonuses, overtime rates and payments, performance-associated advantages,
dismissal and unemployment pay, access to pension schemes, working hours, sick pay and many
more in term of discrimination (Ladkin, 2020). Discrimination act, it is another law and
government regulation that can be implemented and followed by an establishment in the
situation of discrimination and favouritism. It can be considered when discrimination are made
by management in term of pay on the basis of sex like high pay to male manager and less to
female while they are working on same position or performing similar job role. So by
implementing this act, they can minimise or remove this kind of favouritism among men and
women manager regarding their pay. Apart from this, fair work act and national minimum wages
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act are some legislation that can be followed by the administration of Travelodge regarding fair
pay and sex related pay discrimination. These legislations enable the firm in getting over the
problem of unequal pay to manager as per their gender and help in treating in equal form in all
way like working hours, pay, organisational benefits and many more.
Despite the equivalent reimburse act, the salary gap perseveres. In command to accomplish
the same pay, the firm must make stronger its equivalent recompense laws so that female
managers are capable to fight back regarding salary favouritism. Organisation requires
developing their culture around flex work policies. By eradicating the gender earning gap will
need modifications in millions of households of people working environments and exacting for
time off and working hours minimises the differences in the pay among male and female, but
does not eradicate distinguishing the workplace a confused undertaking would assist reduce the
gap (Mujtaba, 2019). Along with this, the venture must organise conference and meetings and
teach male and female managers across the word about the gender wage and pay complexity.
There are some solution that will assist in minimising the gender pay gap are: by creating ladders
to effective paying jobs or female through eliminating blockade to access into masculine
conquered areas and lift up the salary of female in low pay through elevating the least pay and
assuring that inclined employees get at least the usual least amount earnings before tips. Along
with this, by offering fair work timetable, waged family leave and salaried sick days so that
employer with care giving accountabilities are not unjustly deprived.
To create and build a gender pay discrimination free working environment, the management
of Travelodge should avoid legal action and humiliating PR and get attention and retain top
talent. By creating a culture of trust through making fairness and transparency in business
information, performance of manpower and working hours will assist in making fairness in wage
and pay among male and female administrators of respective organisation. The administration
can also hire ore recruit the best accessible or skilled female workers to perform the duties of a
effective position. In addition to it, they can also offer training and development programs to
them so that they can execute their accountabilities in effective manner without facing any kind
of issues and complexities (Billsberry and et. al., 2018). It will assist in leading and directing the
path to the next career level. By offering updates about the business activities and changes on the
regular basis so that entire people of the company aware with it and perform their work as per
situation appropriately. An inclusive culture of workplace also enable in closing the pay gap
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which is made on the basis of sexes among male and female managers. With the help of it, the
administration can offer an effective culture in which people execute their task appropriately
without any kind of discrimination.
CONCLUSION
This has been summarised form the above mentioned information that gender pay gap or
pay inequalities among male and females managers on the basis of their sexes is worthy o
scholarly determine cause of its important relations to regions like social fairness and equality,
egalitarianism and financial mobility, talent attainment, growth and preservation etc. The current
study required to find out the reasons and penalty of the sex disburse gap, determine individual’s
insights of the sexes pay gap and offer a set if reasonable solutions that administrations and
enterprises can include to further minimise the differentiation in compensation among men and
women. Along with this, it can be concluded that there are diverse reason like race; colour,
education and others are some main cause of occurring gender pay gap within the enterprise.
Even though challenging easy description, some reasons of the sex pay gap reconsidered in this
document considers variable family accountabilities, discrimination, differing occupational
choice and location. Along with this, the statistical information is also explained for providing an
accurate detail about the issue of pay gap on the basis of gender. It explains about the proper
numerical information in term of percent and dollars which organisation make favouritism
among male and female administrators. This kind of workplace related issue affect the
organisation’s performance and working ability of manpower in term of demotivating them and
cause of which they are not perform well. To deal with issue, administration of enterprises can
use and implement or follow a range of legal laws, public policy and other approaches that are
effective to overcome this kind of sexed related wage issue. Apart from this, some practices and
activities like measure the current state of firm, search root causes, collect employees feedback,
provide mentoring support and raise awareness etc. consider by the management of
establishment.
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