Believing sexism will go away without putting major changes in place, is not a reality. Sexism blatantly exists in the work place. Obvious (and most common) examples of this would be: women are often paid less than their male counterparts for the same position, men often receive rapid job promotions in comparison to women and women are usually the targets of gender based harassment. Women frequently struggle with the lack of pay they receive, in comparison to their male counterparts. A woman working in the same job as a man will usually earn less, despite the fact that she may have the same or better training, education, and skills required for the job ("Study Shows Female Managers in Britain Earn Less than Men, and Equality Could Be 57 Years Away."
The store was not being managed well currently and the store director Heather was resentful of the companies hiring practices that excluded her from the process. Shortly after Tricia was hired Heather left the company and Tricia was promoted to the position despite almost no experience in retail management. She again was very motivated and rose to the challenge. The company had a ranking system in place that tracked the stores by their sales and goals met but all stores were held to the same standards despite being different sizes. This made it difficult for goals to be met, if at all, thereby creating tension and turnover in the smaller stores.
In fact, Sandberg exposes the necessity of more positive descriptions of working women and fewer conceptions that limit what they can do across the home and workplace. She acknowledges that there is a reason which contributes the increment of a lack in equal opportunity in the workplace and the reason is the leadership ambition gap. Fortunately, it is possible that a change in leadership ambition has been seen because many young women (66 percent) consider important the success in a profession compared to young men (59 percent), according to Sheryl Sandberg’s research (647). However, there are still women who do not describe themselves as a leader or a visionary and this situation does not help this prominent shift. In addition to her researched data, Sandberg’s illustrates with her own experiences about female accomplishments which those are often marked as a non-acceptable social conduct for women; for example, having a good prospect in the professional
("Store Wars," n.d., Big store, business practices section, para. 1).The low prices may be great for the economy, but that's about all walmart is doing for America. For people who work at Walmart, in order to make ends meet, they usually have to work at two different jobs. Their significant other usually has to work, too. Not enough money and too much stress lowers the quality of life that people have, and their standards of living also drop, as they are forced to get by with cheap, low-quality items (Nickels, McHugh & McHugh, 2010).
Unfortunately the recent report tells us that only by 2095 we can achieve the full gender equality on the workplace. However, of course, we could try and shorten that time. It is obviously important to have not only males in the business world, because this way we miss out on many opportunities that women could bring to the world, due to the different perception of values. When for example men are driven by mostly material success, women tend to build up relationships and friendly environment on the workplace. However, sometimes emotions and nurturing can affect the business in a negative manner.
Wal-Mart a company recognize to all American’s as the place to save money & place to shop, but customers tend to forget how and why this is accruing and fail to realize they are being helped by a wal-mart slave/employee.Today’s society has grown accustom to the low prices offered everyday at the Shopping center not realizing they help contribute in decimating of other company’s & job’s. After carefully observing each source of these. Through this essay you’ll see how Wal-Mart work labor rules can be compared as modern day slavery. Also Wal-Marts negative econmic impact on United States Economy, Workforce, and Labor-Laws. Founded in 1962 by Sam Walton originally called “Wal-Mart Discount City Store” its original location was 719 W. Walnut Street in Rogers, Arkansas.
Before the US invaded Iraq, Riverbend “[worked] in an Iraqi database/software company” where she “made as much money as [her] two male colleagues and [received] an equal amount of respect from [her] manager” (Riverbend 22). When she visited her company after the war, however, she was told that “females weren’t welcome [at the company]” anymore because they “‘couldn’t be protected’” (Riverbend 24). She was a woman, and thus the company did not want “to be responsible for what might happen to [her]” at work (Riverbend 24). Riverbend was no longer seen as an independent, self-sufficient individual, but rather as someone who needed to be protected and watched over. In response to this realization, Riverbend “cried bitterly all the way home,” which demonstrates how much she truly values her independence (Riverbend
One of the reasons women are leaving their careers is because of the inflexible scheduling for the working women who are also mothers, making it impossible for some to manage both. The questions I have regarding this is that if the workforce was in some way more flexible for the working mothers, would they still be considered equal among the men? Would men see weakness among a woman if she has to be given a little more slack at work because she has children at home? Or could men see it as unequal and unfair that they do not have the option to minimize their work load for the same title and pay as his female co-worker? The thing is, working women risk losing respect from men if they can’t “do it all”, all the time, without complaining.
Women have long been considered to be part of the lower status when it comes to jobs similar to men. In Arlie Hochschild’s vies, “The feelings of the lower-status partly may be discounted in two ways: by considering them rational but unimportant or by considering them irrational and hence dismissible” (172). This “doctrine of feelings” has been seen to permeate the workforce in such a way that it becomes impossible for women to be respected when they display any sort of emotion. In this essence, women who are considered the lower class in the working environment are oppressed in two ways. The first such way is to ignore any legitimate concerns women have; the second way is to classify any emotion as unnecessary and “irrational.” Women get taken advantage of solely because society has considered them emotional, which in today’s modern society is often mistaken for being unstable.
The integral part of the problem was also identified in poor differentiation of “non-sell” and “selling” time. The company also used sales per hour ratio as the leading factor in performance evaluation and work compensation. This performance indicator was not properly balanced by other factors, such as customer satisfaction, in actual work compensation. My suggestions for designing a motivation program for Nordstrom would include a system to reward the employees for the work they do and not hurt them for time spent in meetings and shelving. They should set up a system that encourages the employees to “go the extra mile” without penalizing them on their hours.