Student\u2019s Name<\/p>\n
Instructor\u2019s Name<\/p>\n
Course<\/p>\n
Date<\/p>\n
The Factors Affecting a Woman as a Manger<\/p>\n
Term Paper Outline: The Factors Affecting a Woman as a Manger<\/p>\n
Major: Business Management <\/p>\n
Research Question: What are the factors affecting a woman in the management position at the workplace?<\/p>\n
Aim: The aim of this paper is to discuss the factors affecting a woman as a manager<\/p>\n
Type of focus: Effects\/Impacts.<\/p>\n
Introduction<\/p>\n
Hook 1: In many societies, females are considered as the inferior sex and as a result women are deprived of certain honor and roles that are frequently left for men. Such roles include leadership, management, disposal of property and administration. Management in organizations has for some decades been left for men. However, with the recent change and rise of women to these positions, there have been many questions and challenges towards making it a success. Many people believe that women managers cannot lead an organization to achieve the set objectives. This has been affecting women\u2019s performance at work as managers (Punnett, Duffy and Fox 6). <\/p>\n
Hook 2: Sustainable and significant performance of an organization cannot be achieved without the incorporation and participation of both women and men in the management process. With a balanced participation at the work place calls for abolition and rejection of all forms of discrimination against woman managers and exclusion of women in the decision making processes. According to Billing and Alvesson (32), even though women consists of the world\u2019s largest population as compared to men, they continue be discriminated and are omitted when filling management positions. This has become a major challenge in the community as well as in the organization as the stereotyping is affecting women\u2019s performance as managers.<\/p>\n
Connecting Sentences to Thesis <\/p>\n
Point 1: For decades now, the assumption has been that women are not managers and they do not fit to lead any organization in the society. This is one factor that has affected the ability of women to be active managers.<\/p>\n
Point 2: In addition, different literature argues that as compared to some decades ago, women have started participating in management positions around the world. However, with the growing increase of women participation in management spheres, it is generally noted that women have been failing in the formal management roles because of different factors (Mullahy 14).<\/p>\n
Point 3: According to Bilimoria and \u200eLinley (12), the main factors that have affected women participation in management position include uneven socio-economic opportunities, structural barriers, inadequate access support groups and mentors among others. Additionally, there are some rigid workplace structures that hinder the performance of women in management positions. <\/p>\n
Point 4: The present society is no exception to the factors that hinder women in the management position. <\/p>\n
Thesis Statement: Women in management position are a growing phenomenon that needs to be nurtured. Different organizations have embraced having women in their management position and the trend is on an upward scale. However, there are some factors that are affecting women\u2019s performance on the management positions. This paper looks the factors that have been hindering women from achieving the best at the management positions in the workplace (Punnett, Duffy and Fox 6). <\/p>\n
Body Paragraphs <\/p>\n
Main Point 1: The greatest factor that is affecting women\u2019s performance in management position is the fact that they are presented with uneven socio-economic opportunities. <\/p>\n
Sub-point 1: When women are presented with uneven socio-economic opportunities their ability to work in the organizations is negatively affected. <\/p>\n
Response: This implies that performance at work runs on an equal level with socio-economic status of an individual. All workers need to be given equal opportunities regardless of status or gender.<\/p>\n
Sub-point 2: Men usually feel socially and economically powerful over women therefore discouraging the women from leading (Davidson and Burk 3). <\/p>\n
Response: Equality in the organization will help neutralize the phobia women have against men. <\/p>\n
Main Point 2: Work place structural barriers also hinder or affect women\u2019s performance in management in an organization.<\/p>\n
Sub-point 1: In most cases organizations have internal laws that affect the women\u2019s performance as they can be rigid to women and suppress their authority.<\/p>\n
Response: Better organization policies and rules are significant to promoting women\u2019s leadership position and strengthening their management skills.<\/p>\n
Sub-point 2: A lot of time is wasted while following the structures put in place to hinder women\u2019s effective execution of powers (Davidson and Burk 6). <\/p>\n
Response: Bureaucratic structures put in place in organization to limit women\u2019s performance should be disbanded and women managers given the freedom to perform certain tasks on their own. <\/p>\n
Main Point 3: Finally lack of adequate access support groups and mentors has also contributed to poor performance of women in leadership positions.<\/p>\n
Sub-point 1: Support groups and mentors are one way through which women managers can be strengthened, taught and encouraged on how to become better managers (Bilimoria 39).<\/p>\n
Response: Women should find support groups within the locality in which they stay for them to become better mangers as these groups give tips and lessons on how to be good women managers. <\/p>\n
Sub-point 2: Lack of mentors discourages women from management positions as they feel that they cannot perform on their own. <\/p>\n
Response: Use of mentors allows them to learn from already established women leaders who have achieved success. <\/p>\n
Work Cited<\/p>\n
Bilimoria, D. Women in Stem Careers. Edward Elgar Publishing Company, 2014. Internet resource.<\/p>\n
Bilimoria, Mark and \u200eLinley, Janet. Women in Organization Leadership. New York: USA. 2010. Print.<\/p>\n
Billing, Yvonne D, and Mats Alvesson. Gender, Managers, and Organizations. Berlin: de Gruyter, 1994. Print.<\/p>\n
Davidson, Marilyn J, and Ronald J. Burke. Women in Management: Current Research Issues. London: SAGE, 2000. Print.<\/p>\n
Mullahy, Catherine M. The Case Manager’s Handbook. Sudbury, Mass: Jones and Bartlett, 2010. Print.<\/p>\n
Punnett, B J, J A. Duffy, and S Fox. Successful Professional Women of the Americas: From Polar Winds to Tropical Breezes. Cheltenham: Edward Elgar Pub, 2006. Internet resource.<\/p>\n","protected":false},"excerpt":{"rendered":"
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