Research Project: Gender Discrimination in Jordanian Managerial Roles

This project investigates the impact of gender discrimination on managerial positions within organizations in Jordan. The research employs a qualitative research design, utilizing semi-structured interviews with 15 respondents to gather in-depth insights. A pilot study with 3 respondents provided positive results, informing the larger study. Data analysis will be conducted using thematic analysis, focusing on the themes of religion, traditional mindsets, and progress. The study aims to understand the current state of gender discrimination in Jordanian workplaces and offer recommendations for promoting equality. The findings, derived from both the pilot study and the full research, will highlight the need for equality in society and organizations, and contribute to the development of skills to achieve organizational and personal goals despite discrimination. This work builds upon a review of existing literature that highlights the variations in treatment and responsibility based on gender, particularly towards women, and will be a key resource for future researchers and management authorities seeking to address workplace discrimination. The project is a continuation of a pilot study, and the research aims to provide a detailed analysis of the experiences of women in management in Jordan.

A study on Impact of Gender Discrimination on Managerial Positions in JordaN
Transcript for PPT
Student Details
3/4/2020

Slide Number Transcript
2. Managers are considered the essence of a company. Their capability does not
affect by gender differences, however, in many regions, countries or cities
people believe to differentiate the role of managers on the basis of gender and
on that basis they discriminate (Anderson & McCormack, 2018). In this
research study collected data is analyzed in an elaborate manner and the
conclusions, recommendations as well as future scope of the research are
presented.
3 In order to analyze the impact of gender discrimination on the managerial
position in Jordan in-depth literature review has been done, among which the
main three reviews are discussed here:
 Abu-Tineh: They identified that there are differences between Jordanian
men and women in their effectiveness as leaders as rated by themselves
and their direct reports in Jordanian educational institutions. It is done
with the help of a One-way analysis of variance, t-test, means, and
standard deviations tests. The results show women on the discriminated
side (Abu-Tineh, 2013).
4  Manasra: There is another study that talked about the glass ceiling the
women workers face in Jordan’s work culture. The study is done by
Excimirey Amer Al-Manasra in 2013 by collecting a sample of mid-
level women employees to answer the distributed questionnaire. The
results identified that the barriers for women managers in Jordan exist,
which is discriminating against them (Manasra, 2013).
 Banihani & Syed: It was based on analyzing the work engagement
concept on the basis of the role of gender in the same. It was related to
qualitative parameters that have interviewed 36 respondents. The results
identified that work engagement is not dependent on the gender factor or
not completely away from it (Banihani & Syed, 2017).

5  The authors of listed studies identified the variations in treatment,
responsibility, etc on the basis of gender mainly towards women
(Helgeson, 2016).
 Hence in order to analyze the concept in-depth, the information
collected from the review will be used in the current study to analyze the
impact of gender discrimination in managerial positions in the
organizations of Jordan.
6  The research is focused on identifying the impact of gender
discrimination in managerial positions of Jordan; hence in order to do
so, the qualitative research design is followed.
 The responses collected in the form of the interview can be helpful in
collecting the open-ended responses of the participants.
 This can help the researcher in getting most of the collected data and
presenting it in a more elaborate, systematic and effective manner.
7  The data is collected mainly through the primary method, wherein the
survey interview of 15 respondents will be done.
 The interview of 3 respondents in the pilot study has been positive,
which facilitated further research.
 The results collected from the interview of 15 respondents will be
analyzed by using thematic analysis of Qualitative analysis.
 The considered themes are Theme 1- Role of Religion, Theme 2-
Traditional Mindsets and Theme 3- Progress.
 On the basis of these themes, the findings, conclusions, and suggestions
of the study will be made.
8 It can be seen from the results of a pilot study of current research that there exist
major differences in discrimination against women in terms of religion,
traditions, etc in society and workplace (IFAD, 2012).
Ultimate results from the current research study can be helpful in analyzing the
correct state of the situation, where the appropriate recommendations can be

applied.
9 The results of the pilot study of the current research, as well as the findings of
complete research, can be helpful in understanding
 The need for and role of equality in a society or an organization
(Banfield & Kay, 2012).
 The skill of accomplishment of organizational and personal goals under
the pressure of discrimination can be developed from the findings of this
study as well as by following the recommendations.
 The future researchers or the management authority can optimize the
findings of this study in the management of any type of discrimination
present in the organization.

Bibliography
Abu-Tineh, A., 2013. Leadership Effectiveness in Jordanian Educational Institutions: A
Comparison of Jordanian Female and Male leaders. Educational Management Administration &
Leadership, 41(1), pp.79-94.
Anderson, E. & McCormack, M., 2018. Inclusive Masculinity Theory: overview, reflection, and
refinement. Journal of Gender Studies, 27(5), pp.547-61.
Banfield, P. & Kay, R., 2012. Introduction to Human Resource Management. 2nd ed. Oxford
University Press.
Banihani, M. & Syed, J., 2017. Gendered work engagement: qualitative insights from Jordan.
The International Journal of Human Resource Management, pp.1-27.
Helgeson, V.S., 2016. Psychology of Gender. 5th ed. Routledge.
IFAD, 2012. Gender equality and women’s empowerment. International Fund for Agricultural
Development.
Manasra, E.A.A.-, 2013. What Are the "Glass Ceiling" Barriers Effects on Women
CareerProgress in Jordan? International Journal of Business and Management, 8(6), pp.40-46.