Login
Workplace Performance
Outline
Literature Review
Gaps in Literature
Despite a number of studies conducted in the field of gender differences in the workplace, only few of them cover the issues of team performance, gender stereotypes and career achievements.
Team Performance
Gender differences and their impact on team performance was investigated by Apesteguia et al. (2012).
The impact of gender differences at the stage of training of professionals in the field of social work was studied by Furness (2012).
Read more about Research Paper Writing Help for Any Student. Feel free to order your paper from Essays-Services and forget about your worries.
Gender differences in the workplace environment and their impacts on employees performance were studied by Gwartney-Gibbs and Lach (2004).
Gender Stereotypes
Gender stereotypes in the workplace were investigated by Good et al. (2010).
Women turn out to be in a disadvantaged position and their position is worse, compared to that of men (Maume, 2006).
The problem of sexual harassment which affects the performance of employees was raised by O'Connor (2004).
Career achievements
The difference of career achievements between male and female employees was investigated by Grosser and Moon (2005).
Howard (2005) covered the issue of male predominance at upper achievement levels.
Literature Review
Gaps in Literature
Nowadays, it is widely recognized that aimful management of human resources strongly depends on the working motivation of employees. It has been investigated that one of the ways to increase employees performance is to incarnate a new motivation management approach. As the position of women in the labor market has significantly changed and they have become more involved in the workforce, female participation in economic life is constantly increasing. Hence, understanding gender motivation features has become of great importance.
Gender differences are frequently debated in relation to the labor market participation. Despite a number of studies in the field of gender differences in the workplace, only few of them cover the issues of team performance, gender stereotypes and career achievements.
Team Performance
Gender differences and their impact on team performance was investigated by Apesteguia et al. (2012). The authors discussed the impact of the teams gender composition on their performance. The study uncovered the difference in the performance of teams with a different number of men and women and the possible impact of the gender background of team members on the team performance. The impact of gender differences at the stage of training of professionals in the field of social work was studied by Furness (2012). The researcher investigated possible roots and their effects on gender differences, in terms of the performance of male and female employees. Ethical and physiological causes of differences in the behavior of men and women in the workplace environment were highlighted by MacDonald and Williams-Jones (2002). The authors explained the differences by physiology and ethical concerns as well as the impact of dominant culture.
Gender differences in the workplace environment and their impact on employees performance were studied by Gwartney-Gibbs and Lach (2004). The researchers provide a theoretical and conceptual model for understanding the contribution of workplace dispute resolution of gender differences in employment. The model provided by the authors includes structural and behavioral components, such as social roles, individual choice, and employment experience differences. It was concluded that women and men experience different types of disputes in the workplace. That is why the methods of dispute resolution vary. The article lays a solid theoretical background to explain gender differences and their effects in the workplace environment.
Gender Stereotypes
Gender stereotypes in the workplace were investigated by Good et al. (2010). The researchers examined the impact of gender-related biases and stereotypes on the performance of employees, their perception by each other and managers and promotion of male and female employees. The article is useful in terms of uncovering the biased view of men and women in the workplace environment and the impact of biases on the performance of men and women. It was revealed that women often have higher family responsibilities that interfere in their professional performance. As a result, women turn out to be in a disadvantaged position and their position is worse compared to that of men (Maume, 2006).
Sexual harassments often involve gender stereotyping. The problem of sexual harassment which affects the performance of employees was raised by O'Connor (2004). The researcher emphasized the fact that in most cases women are subjects to sexual harassment and their performance deteriorates consistently because of this problem. The gender differences in the sexual harassment ratings may be explained by a model provided in the study. It is believed that the model incorporates perceptions of the complainant's credibility, hostile sexism, and raters' own ability to put themselves in self-referencing (the complainant's position). It was found that the raters gender influences judgments about sexual harassment. Hence, women are more likely to report a sexual harassment.
Career Achievements
The difference of career achievements between male and female employees was investigated by Grosser and Moon (2005). They focused on the issues that arise in the workplace environment and their impact on men and women. It was revealed that there is a substantial domination of male corporate culture. A persisting gap in terms of the career achievements of men and women was explored by Huffman and Cohen (2004). The researchers reveal the male domination at top positions and persisting glass ceiling. A new method that may be used to define occupational labor markets was offered in the study. The authors hypothesize the fact that the effect of occupation gender composition on the authority gap will be the strongest in the occupation of the national labor market.
Howard (2005) covered the issue of male predominance at upper achievement levels. The author discusses different social factors which usually influence the levels of achievement. One of them is the lack of female role models. Another factor is differences in innate ability with more men at the upper ability levels. It was stated that in the last few decades, females have been constantly becoming focused on their achievements and competitiveness. In addition, they have gained extended opportunities to achieve.
Although the actual career routes of females and males are similar, there seem to be a variety of gender differences about the extent to which females and males have planned their career achievements. Many females and males find that a good mentor, either formal or informal, is an an important helping factor that greatly influences their career opportunities. However, it appears that there are substantial differences in the way females describe what they consider to be the most valuable about the mentoring relationship.
