Women Empower in International Management
With the rapidly increasing need for international managers, the statistics of women managers are significantly low (Somayeh, 2012). In spite of the new trend regarding the augmented operation in the field of contemporary business, and selecting the women in the frame is still influenced by several social elements in terms of workplace equality or remuneration. Though women percentages are higher in all other types of work, especially in teaching, the statistics are comparatively lower in managerial positions. As per the Great Britain Department of Education and Associate census report of 2000, 54% of women of the UK and Ireland are in a teaching position, but only 30% of them are in managerial positions (Somayeh, 2012).
The study aims to investigate several challenges for women in the international management sectors that they have been facing.
The objectives of the study are:
- To investigate the challenges of women in international management.
- To recommend necessary actions that can help improve the situation in different organizations.
Challenges and barriers for women in international management that need to be considered to establish gender equality in the workplace.
- What are the major challenges that women have been faced in management?
- What actions can improve the situation irrespective of the type of organization?
Significance of research
Considering the statistics, the women are still very few in managerial positions. Several societal challenges and complications that occur are the major barriers for them. Also, the inequality in male-dominant workplaces is another major obstacle for women to handle managerial actions. This study is very much relevant to the contemporary business environment in terms of discrimination toward women that higher positions are held by male-only (Somayeh, 2012). In the ever-paced world, where it is no longer about man or woman running a business or climbing the ladder of success, it is important to focus on the increasing demand for international delegates having skills and talents that are often unrecognized. The research delves into varied aspects that equate women not only at equal pedestal as men but allow society to recognize the number of women in managerial positions. The discussion to begin with women's recognition in the business sector, managerial skills, personal and participatory nature of management to the worldwide success of women in international management will be studied. The significance of the research will analyze the present situation of women and find potential ways to increase the presence of women in the management sector across national and international borders. The business sector experiences tough competition with a rising number of small and medium enterprises. The competitive rivalry needs to be handled carefully to survive in the tough cross-border market structure. Management of either small, medium, or giant companies/enterprise/businesses, needs strategic positioning and planning. As such, it is no longer a debate to hire a woman or man in a managerial position. The world now needs to focus and hire strategically, relying only on aptitude, skill and intelligence. Management of any sector is vital as it helps in handling and controlling all possible functions within the guidelines and parameters that a company may set (Monteiroet al. 2021). Recent studies suggest that within national and international grounds of business, women are being prioritized constantly because of their dynamism and optimism (Pandeyand Pandey, 2021). In Europe, the hiring of women in managerial positions is growing at a 54 percent increase and expects to rise by 11 per cent by 2020 (Monteiroet al. 2021). To survive the pillars of international management, there is a rise in the demand to hire potential and unrecognized international managers. But even though there is a rise, women need to be pushed further as the statistics are still low (Momeniet al. 2021). It is important to address the socio-economic progress of women as men today.
Challenges of women in international management
In the current study, the tendency toward increasing collaboration in modern business, societal issues continue to impact salary differentials and the selection of women in image. Separate corporate jobs exist. There are divisions in terms of gender and caste. The initial women's decisions in terms of employment and traditional gender roles have the greatest impact on the social and economic front. render women in wage work in professional and career fields, as well as gender-based allocation, non-autonomous (Momeniet al. 2021). In the early stages, women had a scarcity of career options. Women in wage work in professional and career fields, as well as gender-based allocation, lack autonomy. Women in conventional ways are considered as lesser/ inessential options to create both a pathway and ground breaking innovation in business. The conventional roles are rigid, strict and unworthy (Panda, 2018). It implies that women are fewer typical vocations for women past the credit crunch. And it is less obvious if capacity to pay has a detrimental influence on women's job development. Women in Management at cross-border relations and business face certain issues. There is a lack of recognition, disparity in wages, career opportunities, occupational segregation and compensation disparities. It is observed that a large proportion of women in high management positions have been neglected, especially in clearly gendered industries such as technical, business and social services (Panda, 2018).
Lack of employer and managerial support
In 1975, a survey was conducted of 171 American multinational corporations. It was recorded and discovered that when women were transferred overseas, they were usually sent on short-term travel assignments of fewer than thirty days that had no permanency. Among all the 9omerespondns, only 1 had a six-month assignment assigned to her. but, no one had been appointed a longer overseas assignment (Ogundanaet al. 2018). The management usually blamed women not being interested or that they show issues in terms of shifting or sometimes they lack the necessary preparation. But there was no proper training or guidance provided to them towards managerial performance, responsibilities and technical background. The cumulative response gathered was that women felt unimportant and lesser recognized, or recognition thatwas not enough in the managerial ranks.
Benefits of recruiting women managers towards change management
If a business can hire more women, then it will help to establish a more supportive environment and a better degree of team spirit throughout the organization. A systematic strategy in business is to coping with the competitive transition of an organization's goals, procedures and terms. It is important for employer and employees to understand change management. The goal of change management is to put in place techniques for bringing about change using skills and talents (Schochand Clausen, 2019). Men and women should not be a concern until now is able to address both profit and productivity. Morale is frequently influenced by personality types, generational divides, and the emotional intelligence level of leaders or management if a business has balanced positional roles. In society women have a special aptitude to overcome these challenges. Therefore, recruiting women into the office helps to diversify the atmosphere by introducing new ideas and proposals for achieving basic corporate objectives. According to a GALLUP study, gender diversity in the retail and hospitality industries increases revenue by 15% and 20%, respectively, when compared to business units with less diversity (Schochand Clausen, 2019). Creating and embracing a gender neutral allow the ambience to evolve and to embrace a variety of techniques for an even better likelihood of success (Schochand Clausen, 2019).
In current study, using secondary research including summarizing, collating, and synthesizing prior research will help in testing the proposed statement. The benefits of using secondary research lies in its way to analyze data from primary research sources for extraction and testing of proposed ideas. To gain a constructive and concrete understanding of 'women 's position and role in international management' secondary data will allow us to gather fresh data for analytic reasons. On the other hand, the secondary data will concretize my new research area (Snyder, 2019).
The secondary data when gathered and studied, the interpretivist research theory will have a special function to play. Once, the study of several available data has been studied, it is necessary to interpret the written notions, opinions and identify gaps in literature. It will observe the social reality of women in the current competitive market. According to this research philosophy, research is founded on and is determined by the researcher's interests and certainly, I will be able to derive insights into 'women positioning', 'lack of recognition' and 'gender discrimination' (Snyder, 2019).
In accordance with the study on 'women role and position in international management', the inductive approach is beneficial. If the study uses an inductive technique, it will record details first by organizing the collected data and the interpreted data. Theobservations and then progress from those collected data, resources and specific experiences will be set out for propositions about those experiences. In order to extract limitations, benefits and discussions the inductive method to research begins with particular observations and metrics and then continues on to discovering themes and patterns in the data (Zangirolami et al. 2018). This enables the researcher to develop an early preliminary hypothesis that can be tested.
Qualitative research is chosen in conducting this research on 'women in international management'. conceptual and descriptive findings will be produced. The resources and data will be gathered and evaluated using theory and internal survey. With the use of concepts, views, or experiences it will be made stronger. It can be utilized to get in-depth insights into a topic or to develop fresh research ideas for future research and state the significance of current research. An interview will be conducted on female customers, with a sample size of 20 which will be registered by Google Forms. The female customers will be chosen through random sampling. The sample size has been kept limited due to the current pandemic crisis. The thought of personal interaction will deepen understanding of their opinions.
Women are running head-to-head with men in the competitive world. Businesses are constantly creating opportunities for hardworking and talented women. Women have been making names in different sectors of society. Within the business sector and management, workplace stress can easily spiral out of control at any time. Women have a reasonably high ability to deal with stress and severe difficulties. Balancing business divisions with more women in the workforce can significantly reduce overall workplace stress response that can yield to overall performance and productivity. Different personalities contribute to workplace compatibility in general. Therefore, focusing on recruiting women is frequently better communicators than males. Female personnel may easily relate to female consumers, sensing their difficulties as well as their goals and requirements. Many female professionals are also single mothers, struggling to sustain a family primarily on their own. Hiring women in company may be a win-win situation for corporate giants to small scale businesses in this competitive world.
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