AIOU Solved Assignments code MSc 876 Spring 2020 Assignment 2 Course: Changing Role of Urban Women (876) Spring 2020. AIOU past papers
ASSIGNMENT No: 2
Changing Role of Urban Women (876) MSc 2 Years
AIOU Solved Assignment 2 Code 876 Spring 2020
Q 1. What are the institutional and informal barriers for women in workplace? How law of sexual harassment can help women at work place? (20)
Descriptive Research has been adopted for the present study. The information is obtained from primary as well as secondary sources. The primary data is in the questionnaire form and it is collected from the women employees at Information Technology industry in Coimbatore city. The sources for secondary data include books, journals and websites. Area of the study is confined to the Coimbatore city. Samples are collected from 120 women employees in Information Technology industry. Convenient sampling method is adopted for collecting primary data. Women face problems in finding jobs due to cultural and societal beliefs that men bear the primary responsibility for supporting their families. Child care is likely to be an issue for women who are seeking employment outside the home. Potential employers may mistakenly assume that women will be less likely to be able to fulfill the demands of the job if child care obligations arise. In addition, women who take time off from outside employment to care for young children may find it more difficult to re-enter the workforce due to a lack of skill development. Women are also socially conditioned to be less assertive than men.
Adequate Skill Development Traditional female occupations typically hold less responsibility and opportunities for developing the necessary skills needed for more advanced positions. In addition, if a woman takes time off to care for a newborn child or sick parents, she interrupts her employment history. This makes her more vulnerable to being passed over for a job. Potential employers may prefer current or recent experience. If a woman has not worked in her chosen industry or field for a period of time, her current skill set may not be as recent as those who have.
Personality and Behavioral Expectations Women are usually culturally conditioned to behave in a less assertive manner than men. During the interview process, they may not present themselves as being on “equal status” with others. One way to overcome this is to take the initiative in shaking the interviewer’s hand firmly while maintaining good posture and steady eye contact. Being hesitant or appearing submissive does not usually come across as someone who is confident in her ability to successfully perform the duties of the job. It is also important to not mention possible gender discrimination as a reason for leaving a previous employer.
Networking and Co-Worker Acceptance Women who are currently employed outside the home are less likely to be aware of promotional opportunities. There also appears to be some bias in accepting women in nontraditional roles. Higher paying fields and industries that have traditionally been dominated by men continue to be since both genders have trouble realizing that women are just as capable of performing the job. Women may be bypassed for promotions if their company does not openly advertise vacant positions. Some companies notice that women tend to work harder but don’t complain as much about potential injustices. They also don’t voice their employment-related needs as much as men. Women are much more likely than men to hold jobs that pay wages below poverty level. In America, despite years of work toward wage equalization, 60 percent of low-wage earners are women; about 30 percent of all women hold low-wage jobs. Women who are young and women who are minorities are more likely than other women to make low wages. In general, these low-wage earners also have less education than their counterparts.