OVERVIEW OF HUMAN RESOURCE ENVIRONMENT WITH SPECIAL REFERENCE TO IMPACT OF GENDER GAP ON ORGANIZATIONAL GROWTH AND DEVELOPMENT.

Author:Rao, A. Lakshmana
Position::Report
 
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INTRODUCTION

Gender is defined as per "Gender Theory in Sociology" as psychological, social and cultural differences between males and females, it is mostly about masculinity and femininity and it is not specifically about biological sex (Giddens, 2009).

Gender is a significant term in human life. In the case of business, especially in wake of globalization and privatization the term becomes further significant. Though the term is significant, majority of the studies focused on as a whole on the term "Gender gap". Gender gap is widely prevalent throughout the globe. One way to reduce this gap is bringing parity in male and female sex ratio. Whereas, as per certain researches business is meant for business only (Friedman, 1970), at this juncture, a plethora of questions are rising before the progress and prosperity of business. They are as follows:

  1. Compliance of business to societal norms from the context of gender gap

    Ever since civilization started, human behavior and development is much dependent on societal norms. Though norms vary from country to country, yet organizations also have their own norms intending towards their own growth and survival. A plethora of business, corporate, labour and other laws are in vogue throughout the globe. All these laws have intended for progressive society and betterment of that domain. A large number of laws are getting passing through with respect to the area of "Gender gap"". Much of the laws relating to "Gender gap" focused on equality in all terms with respect to the rights of women in comparison to male counterparts.

  2. Growing concern of CSR

    Corporate Social Responsibility (CSR) is another area of concern for business organizations to follow or not follow is still debatable. However, CSR has not mandated specifically allocation of jobs equally to men and women. Yet, in case, if corporate bodies take the Gender gap from CSR angle and distributes the workforce composition equally and labeling it as CSR can be a concern of today's CSR mantra.

  3. Whether gender gap can be offset, through "diversity" in organizations?

    There is one more version, which has intended for following by organizations is "diversity". An organization, which has more diversified in terms of varied groups in the composition of workforce results in better growth as per some of the researches. However, diversity is expressed not completely by referring to gender alone, the researchers have taken into consideration various other aspects like culture, race, communities etc. Therefore, gender as a basis with respect to diversity is to be tested.

    With these questions in vogue, organizations are focusing towards their major objective of wealth maximization. In fact, the major objective of Organizational Development (OD) is wealth maximization itself. In order to achieve this objective, organizations usually resorts to various techniques or interventions of Organizational Development in the form of strategies. The term gender generally is crucial, while assessing an organization's internal environment, especially human resource environment. HR environment consisting of workforce or human capital is backbone for running any organization successfully. However, HR environment is clothed by certain external environmental barriers, like legal, societal, economic, political, technological and cultural environments. Gender being comes under both internal and external environments. Organizations have to deal with this subject very carefully. At this juncture, from the context of organization, the subject of gender gap is to be verified from many folds.

    Keeping in mind, the...

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