MGT502 Business Communication: Annotated Bibliography on Gender Issues

This annotated bibliography, prepared for a Business Communication course (MGT502), explores the pervasive issue of gender discrimination in the workplace and its impact on organizational productivity. It synthesizes ten articles and book chapters, each focusing on different facets of the problem. The sources cover a wide range of perspectives, from the impact of gender stereotypes on job motivation (Arnania-Kepuladze, 2010) to the challenges faced by transgender employees (Ozturk & Tatli, 2015). The bibliography examines the effects of gender inequality on employee performance, psychological distress, and safety behaviors, as well as the role of human rights advocacy and policy changes in addressing these issues. Authors like Casaca and Lortie (2017) provide insights into change management and gender inclusion, while others, such as Wu & Cheng (2016), analyze the relationship between gender equality, productivity, and economic development. The compilation aims to provide a comprehensive overview of the current research landscape, highlighting the multifaceted nature of gender discrimination and its implications for business communication and organizational success.

Institutional Affiliation(S)
[Course title]
business Communication
Student Name

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Gender Discrimination in workplace impacting organisation’s productivity
Introduction
Various academic books, periodicals and articles have been published on business
issues and regarding management theories along with approaches widely familiar within
business management. All of them contributes to research for improving management
perspectives and while they might allow diverse perspectives, they usually belong to business
communications and human behaviour. Though useful in their own manner, gender relations
to gender blinds and how the later influences individual behaviour in organisations remains
quite common. Therefore, this annotated bibliography undertakes to make research upon
above mentioned organisational issue which will also form the basis for assessment 2B.
Article 1.
Arnania-Kepuladze, T. (2010). “Gender stereotypes and gender feature of job motivation:
differences or similarity?”. "Problems and Perspectives in Management, 08(02), 84-
93.
This article, prepared by PHD research scholar explores the level at which gender
discrimination takes place in organisations along with finding its impact on employees’
performance. To analyse how women are discriminated at workplaces, the paper collected
data via questionnaire and by conducting in-depth interview from randomly selected
employees of private educational schools. This article can prove highly significant for its
intended audience, majorly male and female employees in schools and colleges as the author
pinpoints on significant differences seen in work performance of female and male employees

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where females are considerably rewarded less. This works looks contrary to (Channar,
Abbassi, & Ujan, 2011) as the author reflects majorly upon selection and promotion of
females and that discrimination takes place due to female behaviour along with working less
as they do not carry any responsibility for any kind of financial responsibility. This research
work can further assist in making close comparison of female behaviour thereby illuminating
this annotated bibliography to great extent.
Article 2.
Casaca, S. F., & Lortie, J. (2017). Handbook on Gender and Organizational Change. Italy:
International Training Centre of the ILO.
This book is been written by two very significant authors, Sara Falcão Casaca being
PhD. Associate Professor in Sociology and Johanne Lortie being Senior Programme Officer
at the International Training Centre for the International Labour Organization. The authors
reflect gender blinds and how the later influences individuals in originations. Along with it,
this book conducts extensive research on change management and their linkage with gender
inequality, considering change management field mainly. Intended audience mainly being
organisational leaders, this book showcases perspectives that remains in grey literature and
hopes to provide a significant source to its readers seeking change in their organisations in
gender-inclusive way to promote gender equality in workplace. This book also makes
significant suggestions to its readers like (Farrior, 2009) and thus will be quite helpful in
future assessment.

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Article 3.
Channar, Z. A., Abbassi, Z., & Ujan, I. A. (2011). Gender Discrimination in Workforce and
its Impact on the Employees. Pakistan Journal of Commerce and Social Sciences,
05(01), 177-191.
This research paper has been prepared by professors of IT, public and management
universities and the study made by the authors shows high relevancy with the proposed
research. The authors explored the issue regarding gender discrimination within workplaces
along with finding its impacts on workers motivation, enthusiasm, commitment and
satisfaction. The authors made close questionaries’ of their intended audience consisting both
male and females belonging to higher and middle category in private and public education
and health departments. The analysis made by the authors, like (Arnania-Kepuladze, 2010)
finds that female are highly discriminated than male participants in private companies. The
impact of gender inequality was assessed through “Pearson product moment correlation
coefficient”. This article will be further used in next assessment as it finds a positive relation
between stress level arising due to gender discrimination thereby resulting in negative
impacts upon organisations.
Article 4.
Elwér, S., Harryson, L., Bolin, M., & Hammarström, A. (2013). Patterns of Gender Equality
at Workplaces and Psychological Distress. PLOS One, 08(01), 1-10.
This article has been contributed by master in healthcare and psychological fields and
therefore validates accuracy in the research made concerning occupational health and risk
factors due to gender-based discrimination seen in respective work fields. The authors
conducted both quantitative and qualitative research methodology and analyses participates at

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workplaces along with registered data that created gender inequality indicators of
men/women ratio. The cluster analysis carried by authors identified the pattern of gender
equality in workplace and reveals the reasons behind psychological distress, thus illuminating
this paper concerning psychological perspectives. The authors propose to bring forward the
aforementioned issue in front of its intended audience, both women and men to highlight
odds of psychological distress due to traditional inequality in organisations. Similar to the
study made by (Newman, Chama, Mugisha, Matsiko, & Oketcho, 2017), the results
concluded in this article highlights the significance behind utilisation of multidimensional
view pertaining gender equality and its association with health outcomes.
Article 5.
Farrior, S. (2009). Human Rights Advocacy on Gender Issues: Challenges and Opportunities.
Journal of Human Rights Practice, 01(01), 83-100.
This article has been authorised by a reputed publisher in the field of Human Rights
Practice, thereby validating its content completely. The author notifies about recent progress
seen in issues related to gender-based and human rights inequalities present in standard
setting of international and national legislation organisations. The author, as compared to
(Ozturk & Tatli, 2015) go beyond human rights criteria and finds women as ‘vulnerable’
groups. The authors make critical recommendation to its intended audience for making
structural changes. The author even addresses challenges while setting workplace equality
like violence against women and highlights various opportunities of advocating international
human rights concerning gender-based equality for minimising its impacts on organisations.
The research and literature review made on gender-based experiences will enrich this

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bibliography with significant information while applying structured solution in next
assessment.
Article 6.
Khan, Y. A., Davis, A. L., & Taylor , J. A. (2017). Ladders and lifting: How gender affects
safety behaviors in the fire service. Journal of Workplace Behavioral Health, 32(03),
206-225.
This article showcases ideas and research made by PHD scholars within department
of Environmental and Occupational Health. The authors explore the level of outcomes due to
gender-based discrimination and organisational behaviour after analysing a case example of
fire service organisation. The semi-structured interview carried by the authors focussed
majorly upon its intended audience i.e. gender-based groups to find their view concerning
gender discrimination issues. A literature review has been attempted by authors along with
recoding focussed group interview so that the data collected can be assessed by intended
audience i.e. employees working in organisations. Comparing to (Wu & Cheng, 2016), the
article finds that women showed more flexibility towards their work, resulting in safer and
improved workplace environment than gender discriminated workplaces. The research
undertaken illuminates this bibliography by reflecting culture-based perspectives and value
which is required by workplaces to ensure safety and strengthened relationships among
employees.

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Article 7.
Newman, C., Chama, P. K., Mugisha, M., Matsiko, C. W., & Oketcho, V. (2017). Reasons
behind current gender imbalances in senior global health roles and the practice and
policy changes that can catalyze organizational change. Glob Health Epidemiol
Genom, 02(19), 1-26.
This article authors mainly belongs to medical and healthcare institutional fields and justifies
the issue behind gender discrimination impacting healthcare organisations. The paper distils
participant results after reviewing current literature and gender analyses for highlighting
reasons behind gender imbalance within senior positions in global health organisations. The
article mainly addresses healthcare employees being targeted audience along with leaders of
organisation to cite gender-based issue pertaining in HRM and other functional areas of
healthcare workplaces. The authors collected supplementary materials from African health
organisations to demonstrate how hiring, promotion and deployment along with interpersonal
relationships created gender-based issues. As (Casaca & Lortie, 2017) finds how gender
equality can bring various opportunities in workplaces, the authors in this article signifies the
benefits behind gender equality to educate its intended audience i.e. leaders of healthcare
workplaces. This paper is highly relevant for the next assessment as it brings forward critical
perspectives regarding special measures and substantive equality principles for enabling
conditions that can dismantle gender-based disadvantage and bring changes to improve
female ability.

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Article 8.
Ozturk, M. B., & Tatli, A. (2015). Gender identity inclusion in the workplace: broadening
diversity management research and practice through the case of transgender
employees in the UK. The International Journal of Human Resource Management,
27(08), 781-802.
Prepared by associates of management school of business and innovation, the article
highlights unique workplace features regarding transgender individuals mainly in
organisations situated in UK. The article intends to target transgender audience and
workplace executives to reflect upon the notion behind gender diversity and issues pertaining
within diversity management. In fact, this paper is quite different from the others as it focuses
on those groups that are usually eliminated by society. However, the findings in this article
can be compared to that of (Channar, Abbassi, & Ujan, 2011) as both the articles focuses
upon challenges faced by employees and necessity for bringing in logical approach to
implement diversity strategy in organisations. This article will be used in the next assessment
as it highlights very useful recommendations that can eliminate gender discrimination related
issues.
Article 9.
Plickert , G., & Sterling, J. (2017). Gender Still Matters: Effects of Workplace Discrimination
on Employment Schedules of Young Professionals. Laws, 06(28), 1-22.
The influx of women in legal profession is highlighted by the authors in this article
Both being in law and sociology related profession signifies that women lawyers do not face
challenges for entering into the profession of law as compared to thirty years back.
Nevertheless, the authors also document that there is still few gender-based issues seen in

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legal profession and women have to face many earning disadvantages. The authors put
forward a debate in front of its intended audience, young professionals entering law related
field to suggest that they must focus on inquiries related to ideal workplace commitments,
practice settings and consider job satisfaction more than practicing gender-based decisions.
On contrary to (Farrior, 2009), the authors states at least some exemptions given to women
while entering into the law profession, however, the logistic regression results again proves
that work schedules significantly affected gender and parental roles thereby resulting in
workplace discrimination that illuminates the research topic of the annotated bibliography
pointedly.
Article 10.
Wu, R., & Cheng, X. (2016). Gender equality in the workplac:e: The effect of gender
equality on productivity growth among the Chilean manufacturers. The Journal of
Developing Areas, 50(01), 257-274.
The authors of this article belong to department of interdisciplinary fields and thus
emphasise more upon economic side of the study pertaining gender equality and their effects
on overall economic structure of the country. The authors intend to justify labours and
workers regarding significance behind harmonious surroundings and how it can promote
working enthusiastically, thereby promoting organisation’s economic development. The
article also finds co-relation between gender-equality, productivity and employment like
(Plickert & Sterling, 2017) by making case analysis of Chilean based organisation.
Concentrating upon four major kind of employees, this article represents statistical
information revealing issues behind gender equality and thus illuminates the core concept
behind this bibliography.

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