ISSUES AND CHALLENGES OF WOMEN IN MANAGEMENTBy- Bittu JhaMitu PhukanPayel ChakrabortySunit Mondal

BRIEF HISTORYThe world historically has been male dominated.Women were considered just as means to glorify men.They were meant to be married off as soon as they attain maturity.After marriage their duty was to take care of their husbands and eventually take care of the children.They had no say in the functioning of the family.They were not allowed to work or do job to earn livelihood.

INTRODUCTIONEntrepreneurship was once considered a man's domain, but the tide has shifted. More than 9 million U.S. firms are now owned by women, employing nearly 8 million people and generating $1.5 trillion in sales, according to 2015 data from the National Association of Women Business Owners.Today as India is growing more and more women are getting into the Business world and entrepreneurship.Although more women are becoming entrepreneurs, they often face a set of challenges not typically shared by their male counterparts.Specially Indian female entrepreneurs face more issues and challenges in the field of Management and in Corporate Sectors.

MANAGEMENT ISSUESProblems and challenges facing women/minorities in executive positions remain a critical issue in today’s corporate world. Women and minorities are held back in their pursuit to climb up to the corporate ladder. The discrepancies regarding women and minorities seeking executive positions are discussed and the efforts to end discrimination.

ISSUES FACED BY WOMEN

Work life balance.Equal life.Harassments.Career opportunities.Children and career.

BIAS IN PERFORMANCE EVALUATIONWomen are considered and evaluated

differently than men occupying the same leadership positions and under different standards, because of gender-bias.

This has a negative impact on the genuine appreciation of women’s talent and the assessment of their performance. “Female leaders face higher standards than male leaders and are rewarded with less”-reveals a study by Catalyst. (Workforce Management, 2007) .

WAGE GAPIn 2006, the median weekly wage/salary of a full-time working woman was 81% ($600) of men’s ($743). (101 Facts on the Status of working women, 2007). One of the widest pay gaps occurs in the CEO jobs where women earned 63% of what men did in 2004.

THE GLASS CEILINGFirst, it acts a literal “glass ceiling” in that women and minorities see the opportunity to get these leadership positions, but are unable to attain them despite being highly qualified. Secondly, the corporate world seems afraid that women will shatter this masculine-oriented “glass ceiling” and change the dynamics of corporate leadership with their diversity in management styles.

SIGNS OF DISCRIMINATION

Being denied or not considered for promotions the individual deserves.Being given assignments that are less significant than non African American co-workers are. Not being trained for properly for the assignment.Being given menial tasks outside of job description.Being excluded from important meetings.Being ignored.

IMPLICATIONS FOR MANAGERS

A diverse workforce is strongly encouraged on all levels because it allows for greater competitive. An organization with a well-rounded workforce creates a balance of the perspectives in business decisions; thus creating more prudent decision-making. HR managers need to be more proactive about equality and diversity in the workplace.

CONTINUED…Managers can address equality and diversity in the workplace by addressing learning, communication, and development by reactive, proactive, or radical HR policies and practices. A proactive approach to managing diversity and equality would address the mindset of the workers and the need to change procedures in order to realign employees with the bottom line.

♀ Ability to network with colleagues.♀ Ability to perceive and understand situations.♀ Strong dedication, loyalty and commitment to the organization.♀ Collaborative work style solicit input from others, respect for ideas.♀ Crisis management skills and gender-equality in behaviour.♀ Willingness to share information (interactive leadership style).♀ Sensitivity in relationships, compassionate, empathetic, understanding.

STRENGHTS OF WOMEN

FACTORS FOR WOMEN TO SUCCEED♀ A supportive family, both before and after marriage, is a key factor for Indian professional women to succeed.♀ Determination and self-belief within oneself is required.♀ Support from male counterparts ( by shedding the male chauvinistic attitude ).♀ In the long run it is not gender but hard work & commitment that decides where a woman’s career goes.♀ Organizations are increasingly looking at what a person is able to bring to the organization and are not really concerned about gender.

Success stories (CEOs fortune 500)

Ursula BurnsCurrent CEO

Anne MulcahyEx-CEO

Success stories (CEOs fortune 500)

Christina Gold

Carol A. Bartz

Irene B. Rosenfeld Indra NooyiWoertz A. Patricia

Success stories (CEOs fortune 500)

The Indian women’s success stories

Chanda KochharManaging Director

Kiran Mazumdar Shaw

MD & founder

Naina KidwaiGM & Country

head

CONCLUSIONDiversity and a sense of equality in the workforce are essential to competitive advantage in the workplace. All facets of HR strategy must be examined and retrofitted— or completely redesigned— in order to accommodate this evolving perspective of the ideal workplace for competitive advantage.

The future looks bright with a more interactive atmosphere in the workplace. Its very soon to be seen that even women get par with men in the field of management as well as other fields in a global level.