Gender Inequality in the Workforce Essay Example | Topics and Well Written Essays - 1250 words

Gender Inequality in the Workforce - Essay Example This essay "Gender Inequality in the Workforce" outlines the gender stereotypes that may occur in the workplace and the reasons for it. Any preconception about a social group without any logical and reasonable evidence can be categorized as stereotypes. They also play a role in discrimination is work places. Both of these issues persist in work places today. This is mainly because of the diversity in the organizations. Today companies hire a diverse group of employees from different cultures and different genders. Because of this diversity issues like stereotypes and sexism come up regularly in organizations. Managers and employees working in the organization are also human beings and they also come from society. The influences on them cause them to think females as inferior. The idea that females are not equal to men is the root of discrimination in organizations. The mindset of the society is that women are not equal. There are specific roles which women are expected to perform in their lives and any change in those roles is not taken well by the society. Women working like men in offices are seen as changing their roles by the society. The manifestation of sexism and stereotype in organizations is in many forms. Firstly gender bias plays a role in recruitment. There are jobs that are considered more suitable for females and some jobs are considered more appropriate for males. Positions like typists and sectaries are suitable for women so these jobs are mostly given to women. This is a form of sexism and stereotyping. ... Before them they were considered unimportant to such an extent that their say in elections was not deemed important. Women are fighting with the same attitude even today in work places. The idea of female emancipation is not easy to digest for the society as a whole. Also people learn these attitudes at a very early age through social interactions. Managers and employees working in the organization are also human beings and they also come from society. The influences on them cause them to think females as inferior. The idea that females are not equal to men is the root of discrimination in organizations. The mindset of the society is that women are not equal. There are specific roles which women are expected to perform in their lives and any change in those roles is not taken well by the society. Women working like men in offices are seen as changing their roles by the society. The manifestation of sexism and stereotype in organizations is in many forms. Firstly gender bias plays a r ole in recruitment. There are jobs that are considered more suitable for females and some jobs are considered more appropriate for males. Positions like typists and sectaries are suitable for women so these jobs are mostly given to women. This is a form of sexism and stereotyping. Women are considered to have specific traits that suit these positions and that are why they are hired in these positions. There also other forms of sexism and stereotypes. Women face problem in acquiring top management positions in firms. This is because women are not seen as having authoritative nature. They are considered inferior to men and that is why they face discriminations in promotions. Another form of sexism is in daily activities of the company. In offices women face

Does Brand Equity Have a Positive Effect on Spin-off's Performance Dissertation

Does Brand Equity Have a Positive Effect on Spin-off's Performance - Dissertation Example Since 1980s’, many large corporations in the US had been successfully restructured. Restructuring made many companies in traditional industries survive from crisis. Enterprises thus regained the momentum of growth and rebuilt competitive advantage. Therefore, corporate restructuring was one of the most important sources that made the US firms’ competitiveness remount the top in the world. Because of this, the US corporate restructuring practice had become the model to follow by European and Japanese companies, and developed into a wave across Eurasia and even the whole world. It had become one of the most significant challenges in international management in 1990s. Typically, large transaction and corporate decision will be front-page news and very controversial topic. One of the recent year big issues is Kraft’s split. Only 18 months after the significant hostile takeover of the UK-listed chocolate manufacturer Cadbury in September 2009Kraft made another relativ ely important announcement that within the next 12 months, the $48bn conglomerate will be split into two publicly traded companies, creating a global snacks business with revenues of $32bn and a $16bn North America focused grocery business. The goal is to create a global powerhouse in snacks, confectionery and quick meals, with an exception portfolio of leading brands around the world. With Cadbury’s leading positions and significant scale in key developing country such as India and Mexico as well as Europe, it becomes much easier for Kraft to split (Rappeport, 2011). This research is motivated by the case of Kraft’s strategic buy to split, aiming to use a number of methodologies find out the relationship between brand equity and conglomerate spin-off. It starts with the motives, value effects of corporate spin-offs, combing the brand equity effect, analyzing spin-offs’ performance related to brand and not related to brand. Section 2 will review literatures abou t brand equity, brand equity measurement and its prime importance in some corporate activities. It will also provide a review of existing research on the topic of spin-offs, and list them in order to have clear observation of the spin-off performance of both short-term and long-term tested by various methods in different researches. Section 3 is about data collection, which includes85large spin-offs in different fields worldwide in the past two decades. By analyzing the transactions, two streams will be formed: one contains spin-offsthat related to brand equity; the other is for those transactions not brand equity related. This section contains explanations of the rational used to decide is a spin-offis or not suitable for the final sample to test. Section 4 will focus on using methodology to test spin-off performance from the sample on the announcement day and long-term stock performance; in order to find out if brand equity based spin-offs could generate more benefit than non-bran d equity strategic spin-offs. The method will be selected from previous research. The results will be delivered in the following section, showing aggregate values and indications. Analyzing and discussion of the result and assumption will be included in the sixth section. Section 7 of this research is the conclusion and the limitation of this research. Appendixes and bibliography will come up at the end of this paper. 2. Literature