Exploring Masculine Managerial Characteristics in Babcock

This study explores if managerial characteristics in Babcock are perceived to be masculine and whether this affects a women’s ability to be a successful manager. It examines gendered segregation of the labor market, masculine and feminine managerial characteristics, and barriers faced by women in becoming managers. The study focuses on Babcock, a British multinational corporation.

To explore if managerial
characteristics in Babcock are perceived
to be masculine and whether this a

Table of Contents
CHAPTER 1: INTRODUCTION (1000)........................................................................................2
1.1 Background of the research...................................................................................................2
1.2 Rationale of the study............................................................................................................2
1.3 Aim of the research................................................................................................................3
1.4 Objectives of the research......................................................................................................3
1.5 Research questions.................................................................................................................3
1.6 Scope of research...................................................................................................................3
1.7 Limitations of research..........................................................................................................4
1.8 Dissertation structure.............................................................................................................4
CHAPTER 2: LITERATURE REVIEW (2500).............................................................................5
2.1 Introduction............................................................................................................................5
2.2 Gendered segregation of labour market.................................................................................5
2.3 Masculine and feminine managerial characteristics..............................................................6
2.4 Barriers faced by women in becoming managers..................................................................6
CHAPTER 3: METHODOLOGY AND METHODS (2000).........................................................6
CHAPTER 4: DATA ANLAYSIS (3000)......................................................................................6
CHPATER 5: DISCUSSION (1500)...............................................................................................6
CHAPTER 6: CONLCUSION (1000).............................................................................................6
REFERENCES................................................................................................................................7
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CHAPTER 1: INTRODUCTION (1000)
1.1 Background of the research
Managers play an essential role in the business so as to guide organization towards
accomplishment of goals and objectives. Each organization tends to exist for a specific purpose
and managers are responsible for combining them to strategic activities so as to ensure that the
same has been achieved. They are responsible for combining and using organizational resources
in the best possible manner so as to generate maximum benefits out of it. Activities are designed
effectively which can thereby help in attainment of organizational goals.
Gender biasness is the common practice that can be noticed in various organizations
nowadays. Existence of major gender disparity in entities is the dominating culture of
organization in UK. Further, the ratio of females working in an organization is also quite low in
comparison to that of males. As per the reports of McKinsey & Company 2015, only one third of
employees believe that gender diversity must be top priority of their direct managers. The same
study stated that 70% of men think gender diversity to be an important aspect at the workplace
(Acker, 2012). There are only 12% women who believe that they have less opportunities for
advancement. It is due the male managers, whose decisions tend to affect diversity and equal
opportunities to people, irrespective of their genders, at the workplace.
Babcock international is a British multinational corporation which is headquartered in the
United Kingdom. It is specialised in providing support services to manage complex assets and
infrastructure in safety and mission critical environments. However, due to technicalities in
business aspects, gender biasness is quite common in Babcock. It is preferred by management to
hire males for position of managers in organization (Stainback, Kleiner and Skaggs, 2016). The
organization aims at exploring managerial characteristics in Babcock which are perceived to be
masculine and whether this affects a women’s ability to be a successful manager.
1.2 Rationale of the study
It is important for the researcher to have certain amount of relevance. It helps in ensuring
that the overall research is able to serve certain its purpose. The present research has helped in
providing in-depth insight of presence of gender biasness in the organization. It can be in terms
of position, promotion, incentives and pay scale. The investigator does not hold adequate amount
of knowledge with respect to subject matter. Hence, it will help in collecting appropriate
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information regarding gender biasness in organization (Bolzendahl, 2014). Researchers, scholars
and readers will also be able to gather information that may prove to be helpful for them to
conduct further investigation later.
1.3 Aim of the research
The aim statement framed for the research is:
“To explore if managerial characteristics in Babcock are perceived to be masculine and
whether this affects a women’s ability to be a successful manager”
1.4 Objectives of the research
Based on the above aim, following research objectives can be formulated:
 To investigate gendered segregation of labour market
 To identify various characteristics so as to make a successful manager
 Are these characteristics labelled as masculine, feminine or neither?
 To examine the barriers faced by women in becoming managers
 To investigate the policies Babcock has implemented in order to challenge gendered attitude
towards women
1.5 Research questions
It is important to understand various research questions that are related to the overall aim
and objectives of investigation. Hence, framed questions for present investigation are:
 What are the various aspects related to gendered segregation of labour market?
 What are the various characteristics that are related to become a successful manager?
 What are the barriers that are faced by women in becoming managers?
 What are the policies that have been implemented in order to challenge gendered attitude
towards women?
1.6 Scope of research
The overall scope of present research is quite wide as it will help in developing in-depth
insight of gender biasness that may be persisting in the organization (Cahusac and Kanji, 2014).
Investigation will be conducted concerned to various aspects that are related to gendered
segregation of labour market and numerous elements based on which segregation is actually
performed. The research will then analyse various characteristics that are required to be present
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in an individual so as to become a successful manager. The barriers faced by women while
becoming manager will also be discussed in the research report. These facts and figures can then
be used by other researchers as well so as to conduct their investigation on same or similar topic.
1.7 Limitations of research
Although, researcher tries to consider all the important determinants while conducting
research, there are certain limitations that can be faced by it. Since, present research will be
conducted on gendered segregation in an organization, it is difficult to carry it out with utmost
perfection. There are certain constraints that are attached to it. One of the major limitations is
limited availability of time and budget (Cranford, 2012). Conducting a research is a prolonged
process which requires adequate time for each and every aspect. Unavailability of the same can
have greater impact on the overall results of research. Budget is another core constraint that is
present in front of the investigator. Restricted availability of research may also have affected
overall conclusion of the investigation. Lack of availability of secondary information due
restricted entry to websites, have also barricaded the knowledge of researcher. However,
appropriate measures have been taken by researcher to ensure that there is lesser amount of
impact on the overall results of research (Wilson, 2017).
1.8 Dissertation structure
It is important for the researcher to have specific flow of dissertation so that reader will
be able to gather adequate amount of information and knowledge out of it. Hence, present
dissertation flows in the following format: Chapter 1: Introduction: It is one of the most important and first chapters of dissertation
which helps in providing overall idea of research. It helps in defining aim, objectives and
rationale of the research on which overall investigation will be conducted. Chapter 2: Literature review: It helps in collection of secondary information where views or
various authors are compared and contrasted with an aim to collect adequate knowledge
about the subject matter. Chapter 3: Methodology and methods: This chapter is responsible for stating research tools
and techniques that have been used by the researcher in conducting overall investigation.
Hence, it helps in defining the research design, philosophy and approach. Additionally, it
also discusses, sampling, data collection and analysis methods of research.
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 Chapter 4: Data Analysis: The data that has been collected in primary format is analysed in
this chapter. It helps in preparing an assessment of responses of respondents and reach to
interpretation with the help of graphs and frequency table. Chapter 5: Discussion: This is quite a crucial chapter which compares information gathered
through primary and secondary sources. It helps in generating specific findings about the
subject matter. Chapter 6: Conclusion: Based on overall research conducted, it helps in deriving the
conclusion.
CHAPTER 2: LITERATURE REVIEW (2500)
2.1 Introduction
After introduction, literature review is considered to be one of the most important chapters
of research. It helps in collecting literature with respect to subject matter which can then be used
in concreting knowledge base about it. In order to perform this function, themes will be formed
based on objectives of the research. Critical analysis of subject matter can help in ensuring that
all the important information has been collected with respect to gender biasness in the
organization. Literature review will be helpful in understanding gender segregation of labour
market. It will also be helpful in analysing various masculine and feminine managerial
characteristics. In the end, literature review will be responsible for discussing regarding barriers
that are faced by women in becoming managers in the organization.
2.2 Gendered segregation of labour market
According to Gender Segregation on the Labour Market: Roots, Implications and Policy
Responses in Bulgaria, (2012) gender segregation is related to employment division on the basis
of their gender, that is men or women. Gender specific segregation have been typical format that
is used in contemporary labour market. Specific position lead to affect overall macro-economic
condition. It also results in creating imbalances in the environment. It has high dependence on
various factors, such as, educational aspects, occupational decisions, training and development
aspects, etc. There are sectoral and occupational aspects which decides that whether there will be
any availability of gender segregations of not. However, the aspects have deepened in certain
years. For instance, there is limited availability of opportunities for women in certain
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professions, such as, senior officials, managerial positions, legislators or any other leading
position of the organization.
As Acker, (2012) stated, gender discrimination in labour market is common and there are
three main factors which lead to gender segregation to economic opportunities which are gender
difference in time, productive inputs and difference from market and institutional failures. In
labour market, mostly women faces discrimination and those people who belongs to vulnerable
group, both of these faces problem in finding the jobs at workplace. According to Stainback,
Kleiner and Skaggs, (2016) that women discrimination means the differentiation done on the
basis of gender or sex. Gender discrimination are the fundamental rights of women are the major
cause of poverty but systematic segregation has reduced the participation of women in the public
area which lead to result of increase in poverty and violence.
Bolzendahl, (2014) said that women generally pay lower wages as compared to men in
the labour market and it is also considered that men are more efficient then women in every field
of work doing in public place on the other hand author criticised that in many areas women show
more efficiency then men and show more dedication towards their work as compared to men but
still pay less wages which clearly shows the discrimination in labour market. In discrimination,
education also plays a huge role because education gap contributed to narrowing the gender
discrimination. In many countries it is found that men and women earn same amount and even
the working hours of women are less than men which creates positive impact on society.
Cahusac and Kanji, (2014) told that gender differences in employment matters directly to
the women who work in smaller farms or field and earn lower wages and on the other hand
indirectly through the impacts on human capital. Now the income of country increases but the
discrimination not there are still many countries who did not consider that women can do the
labour work and earn for their families. Apart from this, Cranford, (2012) analysis that women
can do every kind of work with devotions and dedications just a men do this. Almost more than
half of the population is depend on the farming sector and it is necessary for a women to prove
herself in every stage. As the data presents women in UK paid less then men for doing same kind
of work. The difference arises only in the result of employment on different jobs. According to
author, women also suffer from domestic violence and in case of men they are more exposed and
show a risk of poverty.
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But the Wilson, (2017) critic that women only can do the household work like ironing,
washing, cooking and look after their children as they are not able to do physical work and that is
why they paid low rates of wages as compared to men which is completely wrong. Women are
also liable to do all types of work as the men do in their job field and now the data shows that the
discrimination is decreases from last many years but in some countries equal wages are still not
paid and they face gender discrimination.
2.3 Masculine and feminine managerial characteristics
2.4 Barriers faced by women in becoming managers
CHAPTER 3: METHODOLOGY AND METHODS (2000)
CHAPTER 4: DATA ANLAYSIS (3000)
CHPATER 5: DISCUSSION (1500)
CHAPTER 6: CONLCUSION (1000)
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REFERENCES
Books and Journals
Acker, J., 2012. Gendered organizations and intersectionality: Problems and
possibilities. Equality, Diversity and Inclusion: An International Journal. 31(3). pp.214-
224.
Stainback, K., Kleiner, S. and Skaggs, S., 2016. Women in power: Undoing or redoing the
gendered organization?. Gender & Society. 30(1). pp.109-135.
Bolzendahl, C., 2014. Opportunities and expectations: The gendered organization of legislative
committees in Germany, Sweden, and the United States. Gender & Society. 28(6).
pp.847-876.
Cahusac, E. and Kanji, S., 2014. Giving up: How gendered organizational cultures push mothers
out. Gender, Work & Organization. 21(1). pp.57-70.
Cranford, C. J., 2012. Gendered projects of solidarity: Workplace organizing among immigrant
women and men. Gender, Work & Organization. 19(2). pp.142-164.
Wilson, F. M., 2017. Organizational behaviour and gender. Routledge.
Online
Gender Segregation on the Labour Market: Roots, Implications and Policy Responses in
Bulgaria. 2012. [Online]. Available through <
https://ideas.repec.org/p/pra/mprapa/52667.html>
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