2.1 Gender gap in the hotel sector A study conducted by Brownell (1995), who studied the masculinity & femininity dissimilarity in the personality and career development among hotel managers, found that female workers are characterized by the strength of mind, desire, positive attitude, interpersonal skills and hard work which contributed to the career advancement of women. Women labour force is important in the hospitality industry (Doherty, 1997) and, even though women used to find it difficult to be in a managerial position, evidence now show that the trend is changing rapidly. In many service industries, it was noted that management is becoming more ‘feminine’, meaning to say that the qualities which used to be associated with women, such …show more content…
There are some unique facets of the tourism industry such as the lively experience that the employees enjoy day by day with its various events and the beauty of meeting everyday people coming from the world. As well, hotels never close. Managing in hospitality industry and tourism sector also involve its labor intensiveness, the high labor turnover, weak internal labor markets, the majority of women working in the sector and being in low positions, the 24/7 52 weeks a year operation and a low level of professional prestige. All these factors contribute in making or factors to stress on for managers to keep the daily operations smooth going and undertake a long-term planning. It has also been that male customers as well as male colleagues would perceive women managers as less capable and network with them in ways that would reduce their abilities and job success (Stalcup and Pearson, 2001). Davidson and Cooper (183), and Rosen et al. (1989), found that women managers are opposed to greater stress and career challenges because of the stereotype notions within organisations culture, with reference to women’s management skills, insufficient training, home-work conflict, poor mentoring and career guidance, paternalistic organizational cultures, promotional inequalities, sexual harassment and many other factors. Number of …show more content…
Women are usually working at the most unwanted and lowest status job in the hospitality (Adib and Guerrier, 2003; Korcynski, 2002). They are horizontally kept apart into specific jobs and areas of operations (Ng and Pine, 2003) and, vertically kept apart into jobs regarded as low in skills and consequently low in status (Purcell, 1996, p. 18). A study conducted by Woods and Viehland, 2000, found that women in hotels in the USA tend to be categorized in “pink ghetto” jobs where it is the lowest paid jobs with limited or less-obvious career paths. Women in large hotels are often employed and are recruited for their ability to provide compassion in working with people in the service sector. Purcell’s (1997) framework of horizontal and vertical segregation within the hospitality industry has clearly illustrated in the hierarchical structures of large hotels and practice continues to stereotype the roles for which woman are deemed more suitable such as housekeeping and human resources management. One more negative aspect that was notice in the hotel sector is that women is often subject to high level of sexual harassment coming from both guests and colleagues due to their low status and low education levels (Poulston,
Furthermore, Olsson presents us with another alarming fact that show that not only it is almost impossible to get promoted in Walmart, it is more difficult to get promoted if the employee is a female. According to Olsson, “Wal-Mart today has the same percentage of women in management that the average company had in 1975” (5). In other words, the percentage of women in management did not change from 1975, when women weren’t equal in a work atmosphere as they today. Olsson provides statistic that improves her argument and reveals Walmart unfairness.
Women, following this ruling, would continue to be placed in lower jobs than men on the basis that they were not interested in it and had different values than men. This argument was accepted without any disagreement, continuing the long held stereotypes of women. Stereotypes of women were used as a justification for not allowing women to be placed in jobs that are normally dominated by men. These personal characteristics also seemed to be expected for all women. All women were perceived to fall under the umbrella of not wanting to take jobs that involved competitiveness, risky salary, and deterred from the normal working hours.
Opposing Ambitions In Opposing Ambitions by Sherryl Kleinman she writes about an alternative holistic health care organization that focused on the mind and body known as Renewal. Renewal was a health care service that sought out to deliver a health service within an organizational structure where equality was the main Center for both me and women. Another purpose of the health care system was too lessen the emphasis that was being placed on the roles of both personal life, money, and finances that were heavily attached to men and women. In the book kleinman brings to light several factors that take place in the work place that characterizes why woman are indeed treated unfairly and therefore leads to the famous term the glass ceiling.
Management work is even tougher because at times they might have to work 48 hours straight. “Lunch breaks may be barely for a woman to stand in line at the canteen or hawkers’ stalk”. This clearly indicates how cruel women’s are being treated because they don’t even have an opportunity to feed themselves. Their life is rotating in a cycle everyday where work occupies 85% of the
If you eat, sleep, and breathe theatre the way I do you are anxiously awaiting the premiere of “Waitress”, a new musical by Jessie Nelson and Sara Bareilles. This musical is not only turning heads because of its fabulous Tony Award winning leading actress, Jessie Mueller, but also because it is the first Broadway show with an all-female creative team. Girl power, right? Yes, obviously, but it really got me thinking about why it’s taken so long for something like this to happen. After a little digging, I realized that gender inequality is way more prevalent in theatre than I originally expected.
I would say that it’s true that sexism plays an important role when someone is trying to a get a job or not in this world. For example, when employees have a male manager, they start to think that he’s a leader for telling them do. However, if those same employees had a female manager who was telling tell them what to do then the employees would think she’s bossy instead of a leader. Additionally, for the most part that example is usually not criticized by people because sexism has entered their brain in a subconscious way so they don’t think it’s a problem for employees to think that a male manger is a leader while thinking a female manager is bossy. Moreover, Frye states, “For every type of occasion there are distinct clothes, gear, and accessories, hair-dos, cosmetics and scents, labeled as “ladies” or “men’s” and labeling us as females or males, and most of the time most of us choose, use, wear or bear the paraphernalia associated with our sex” (Frye, p.847).
Gender Stratification in The Workplace Over the years, women have fought their way through the various barriers thrown at them by society, they are now more educated, matching male participation rates in the labour force and they are seen to create more opportunities for themselves in the workplace. Despite these achievements, gender stratification still exists in organizations and corporations in the 21st century; this paper seeks to analyze the numerous reasons why women remain underrepresented in leadership positions in the workplace and how this causes a trickle-down effect for other females in non-managerial positions. One of the major factors influencing the progress women experience in their career advancement stems from the deep cultural-infused gender stereotypes associated
There are different strategies that must be considered by the organisations operating in hospitality industry. The contributions made by the firm donate towards the performance and achievement of the company. The purpose of this paper is to analyse the strategies of the hotel, which serves as the basis of success. This paper is divided into five different tasks each of which is focusing on various aspects of the hotels performance. The organisation that is selected in order to answer the tasks is InterContinental Hotel Group.
Annotated Bibliography Gender equality in the workforce is a subject that has been researched throughout the years. Following the Civil Rights Movement in 1964 when sexual discrimination was outlawed, and in 1967 when President Johnson amended the bill in 1967. Researchers believe that discrimination is a thing of the past. Although, in 2012 Walmart faced nationwide lawsuits for discrimination (Hines, 2012).
In other words, workplace discrimination contributes to women’s lower socio-economic status which hence lead to women having to settle for low payed jobs or having the secretory-boss kind of relationship in order to be promoted. Most feminists writing about organizations assume that organizational structure is gender neutral but gender inequality in organizations is a complex phenomenon that can be seen in organizational structures, processes, and practices. For women, some of the most harmful gender inequalities are acted out within human resources practices. This is because human resources practices which include policies,
Sexual harassment and sexual assault are very serious issues happening today in the workplace. Women or men have suffered from unsolicited sexual behaviors that are typically provoked by someone “higher” in position. “Sexual harassment especially has been a fixture in the workplace since women began to work outside their homes” (Fitzgerald, 1993). It is solely the responsibility of the employer to ensure that all employees within are aware and are very cautions of laws, misconduct, and liabilities. Employers must enforce the Policy Prohibiting Discrimination and further extend those laws and guidelines to their employees.
Since the establishment of the roles of society, women have been entitled to feminine roles that focus on family and nurturing. This roles allows for the subordination of women in the workplace since it makes distinctions between ideological constraints between genders. This opens up for the construction of gendered processes, that focus on the placement of roles that only “women” are allowed to acquire because of their practices. The author makes the example of how the managers contribute to gender gap and placement of roles that do not allow for the advancement of women in an organization. Acker argued, “…the production of gender divisions.
Sexual harassment is identified as any unwelcome and unwanted sexual advances, verbal or physical behavior of sexual nature and requesting for sexual favours due to which a worker’s performance is affected, he/she suffers from psychological trauma or an offensive/hostile atmosphere is created at the workplace. The occurrence of workplace sexual harassment is linked with several risk factors. The nature of job and particularly the gender ratio at a workplace and traditionally male oriented jobs are among the significant ones. These pose an increased risk for women to face situations of getting sexually offended or harassed.
We’ve reached the 21st century, and still women are facing gender bias. Women are facing problems at their work due to gender differences. These problems are of several types, some of which are at the phase before getting the job, in which a male applicant would have a higher possibility of getting the job rather than a female applicant. Other problems face women while they are employed; for example, they might get promoted at a slower rate of that of a man, might get a lower salary, or might be prevented from reaching high positions. This fact is referred to be the glass ceiling.
From one perspective, it might serve to raise the status and value of women in management but it additionally works in ways that add to women’s underestimation in management. In this manner ladies need to be more practical and important supporters of the senior management in development, not by doing low- paid work on essential jobs, pushing through the ‘glass walls’ to become leaders in their own particular