Female employment in the Middle East (and historically in other parts of the world) always have a sign for the economic and social revolution. The introduction of the human capital of women in the labor market work, particularly in developing countries, often in a dynamic and rapidly diversified talents and industries in the market.
Driven by passion more than by convenience, the presence of active and active women in female occupations and positions constantly creating business opportunities and business development in various sectors of industry in addition to traditional banking and manufacturing.
I do not want an argument about the differences or similarities between the sexes in their abilities to career, especially since I do not believe in the application of generalizations to specific situations (eg, recruitment of women strict roles for public relations, because they better communication skills to research). I think every job and every position within the organization must be the best man or woman in it, despite the sex, depending on who is best for this specific task from the pool of suitable candidates available.
My goal here, however, some of the obstacles that clarify by workers and women’s professions face in general, to divert the attention to a process enabling and facilitating market development. Most of the following information comes from my personal intuition, be a Saudi citizen, taking into account the obstacles faced by women in my family in their pursuit of a career opportunity and equal comfort.
This can also be used as a model or a recipe for a women-friendly work environment. Avoiding all the obstacles that follows, you can create a work environment that is fair, convenient and supporting your wife’s human resources, the global tensions in the workplace and can reduce the potential for synergies is behavior.
1 – Difficulty acquisition
The first difficulty faced by women workers, the difficulty of acquisition. It is difficult for companies that have never women, handsome hired to get the word out, pull, interview and hire women workers. It is also difficult for women to information about potential markets and companies to find women. We usually find that such a virus is circulating information via SMS, SMS and word of mouth. It is therefore possible that people in the vicinity of the in-group to identify potential markets, but it makes a lot of candidates who are not socially intersection with the above-mentioned social group.
Having a female driven channel marketing job, separate lists of traditional jobs, marketing program for the career development and induction programs tend to achieve better the audience with a message is more relevant.
The hiring manager must think of women as a niche and directly intervene in this niche of the conversation to be able to reach them effectively in order to attract and hire.
2 – pay scales and inequality
In unregulated industries, such as the private sector, where workers prepared to female attractiveness, difficult places, sometimes at a lower salary than their male colleagues. The reason for this assumption could be that they have less options are available, they could not so interested in working for money because they interested in contributing to society and have something valuable to spend their time (especially if they do not the main earner), and they have a more pragmatic approach without law, because they still used to work her way of what they saw as a symptom of social change that.
The tenant must ensure that manger salary scales are fair and comparable for men and women, as long as their job descriptions are the same. Ultimately, the goal should be, the vacancy with the best candidate to fill, be it a boy or a girl, and so the definition, expectations and rewards for that work the same no matter who does.
3 – Logistics
A major problem for many women career women is facing, that in some countries where it is difficult for them to work in the first place, it is equally difficult, if not forbidden, they lead to our freedom to travel well without accompaniment. This means that women are able, the first two obstacles are overcome, and have a contract for work with an employer at a reasonable wage, difficulties may be able to come to work every day and have the time, simply because they do not directly control their transport and thank you one other individual.
Two possible solutions that we see to this problem are:
A-Carpool: biological, organize women’s groups in organizing a carpool with redundancy so that no matter what happens, a member of the group will always be able to be their driver, pick-up colleagues and all have come to to work on time.
B can, in some situations the largest employers with a large population of women (such as large factories or assembly lines), the employer will find effective and attractive set to build a transportation option, as the leading workers in a meeting downtown at the website or the district administration.
to manage with the employer for transportation, is also attractive for jobs in which workers generally need access to customers in the region, such as employment support, sales trips, lectures and pre-sales overall marketing and promotional activities at trade shows, Fairs and mixers.
Another solution for the logistics of the location mentioned below.
4 – Non-flexible working hours
Research has time and again that employees more freedom and autonomy over their working hours (such as the requirement to 40 hours a week instead should have shown headquarters exactly 9 to 5 per day) have a higher productivity and value of more jobs.
Although this case applies to all workers, men and women alike, is to be noted that were given the additional concerns of women workers come because of the logistics to work and to have the boundaries of Transportation are working to leave, then a shift work schedule may be more in line with their travel arrangements. In addition, extra carricular commitments such as children, nursing, teaching … etc. require some hours of the workday, in which one of working parents (mother or father) has to work for a few hours to leave.
After a day’s work, which (to be administered 25 to 30 hours per week at the discretion of the individual employee himself) a hybrid of times (eg 11.00 bis 13.00 clock) for meetings and collaborative work and autonomous hours improves the quality of productivity and creating more opportunities provide for women workers in the labor market with the reduction of conflicts and obstacles.
5 – pleasant working environment and office facilities
Most of the time when we think about work, we believe that the offices in the topic, cabinets, computers, and all the people the equipment to do their work. More important than these concepts tools, equipment and premises are that our workers when they have time to take time off. When suitable facilities, including a female lounge, indoor guard, nurses and doctors, women and women-specific bathrooms are specific prayer rooms for women at work, what they need to have a full working, productive and healthy.
This problem is usually more than one company decides, starts his first job female employees. Suddenly they are exposed to the decisions about weather to facilities for “unisex” go ignored the needs of their female employees, and support their decisions on the grounds they do not need “duplicate” facilities for their minority workforce, or by investing in assets they know be busy for a long period before the female workforce is growing into an important part of their population has become.
In this situation it is better to anticipate these spontaneous decisions, earn the facilitation of the work before the setting of your female employees as equal opportunities and comfortable working conditions than their male colleagues.
6 – praise and reward
In some cultures there is a high degree of separation or segregation between men and women and men and women in public. It is sometimes difficult to provide successful employees with professional awards in public places such as seminars and conferences, that the public or the promoters are predominantly male. Sometimes a male representative is chosen for the award on behalf of his colleague to get at other times, the price is simply set aside and back to a less worthy male colleagues to prevent directed that additional measures for an employee earns accept their awards . It is not only ridiculous but also immoral and ultimately not only creates resentment of women’s work, but to destroy the morale and reduce levels of motivation.
The equity ratio of Motivation says that the profits of a negative impact on the recipient and the refusal to not get it, get what you earn and what you deserve, both adequate compensation violated reduce reduction of staff confidence in the company, motivation and productivity impact.
7 – power struggles
It is generally difficult for managers or employees in place to work with or work with a younger employee, even if these workers were more skilled and capable of this task or project. It is also difficult for employees of different sexes, working with our employees as part of the opposite sex, even if employees were better qualified and able task or project.
If you think about it, a senior flight women come in a workplace dominated by men many difficulties and resistance to any of his ideas or initiatives to achieve implemented. What is worse, that the current staff can enable the male culture defensive men like to create an environment that is very masculine, including the topics that are not of interest to women like to talk sports or pseudo-sexual jokes and sharing other forms motivate the communication that is exclusive of women workers to enable particular to the group in general and reduce their ability to alienate and attack the group.
As a hiring manager or a person of the organization, it is to be aware of your duty, that the male camaraderie and a smooth safe workplace can actually communicate to a form of internal group play-off group counseling, and try these attitudes and create a level playing field where the best ideas and best benefit workers in a position to introduce and implement these initiatives on the organization.
8 – Cast
It is very important to have a level playing field, where the best ideas and best workers in a position to introduce and implement these initiatives are the organizational benefit. A common mistake that is contrary to this opportunity typecast people say things like “women are better at creative tasks, while men are better leaders.
can say in these things and act on them look very harmful for the production potential of the organization the right way to your Human Capital, the best people looking for a specific task, no matter how long the employee is male or female.
Creativity can come from an artistic medium, it can come from a deep understanding of the topic or product, it can be done from my own experience nothing that’s going to come back to us at a meeting of brainstorming can get it by the inspiration come and all these sources are dominated in any way by one or the other sex.
Leadership from the motivation, a strong vision, great communication are, facilitating progress in the eradication of mental and physical barriers to success, empowerment, strengthening of the group, and more, all these actions or ideas are not in any way by one or the other sex dominates.
Try to find always the best candidate for the task, project or work and always make sure that pidgin is not your employees and their immediate supervisors, their female workers holing in low-tech roles, or they hold leadership positions on heresy based not on the specific capabilities of the candidate.
9 – to extend the opportunities
male employees in the organization have a lot of social leverage. Or details of social influence many business decisions place outside the office for informal discussions between a manager and his group of close associates over lunch at an informal exit at the ranch, or a drink after hours. Workers, although present and was committed in important decisions in the office is not available during non-office these decisions because of the traditional segregation of hours.
As the saying goes “out of sight, out of the heart” and the conversation between management and their close group takes away from the office in-house price, performance, be submitted to promotions and special projects at the boys, and away from the workers, only because they are not there. This is not necessarily an evil, but an organic consequence of proximity.
Hence the known fact that women in the workforce to work harder and more diligently for their actions and opportunities for advancement at work, compared to their male colleagues.
As a hiring manager or a leader in your organization, you must ensure that all qualified applicants is fair for promotions or jobs considered, instead of just going with the recommendations of the division or department head. This ensures that no favoritism or organic malicious is going on and that the best people are those who give up the ranks of a great long-term results for both job satisfaction and employee performance of the organization.
In summary, women’s employment in the workplace requires special attention to equality, the dynamics of the work, the culture, the use of retained earnings and benefits, and a degree of flexibility and understanding. In turn, the increased opening of the organization for the employment of women, the diversity in the workplace, improve dialogue, add different views and perspectives to the discussion, and use the immense wealth of highly qualified graduates are women who love and value the work force and the experience of self-esteem through a positive contribution to society.
Article Source: http://EzineArticles.com/?expert=Haitham_Al_Humsi
