A Research Study On Ownership Structure Affects Management Board Diversity

After reviewing the data it is apparent the promotional rate of women in managerial positions when compared to the men is disproportional to the size of the population. This shows disparate treatment, the company hires women, but women do not promote at the same pace as men. This shows strong evidence of discrimination and if not resolved will lead to a violation of the Equal Employment Opportunity Commission.

The methodology of my research is based off of internet, books, and a survey. My methodology of this paper is clear and

Findings and Conclusion: This research shows that women are still unrepresented in top management globally. The difference in performance of the companies in the same country and same industry implies that diversity serves a competitive differentiator. Certain companies focus on gender diversity and others focus on ethnic and racial diversity but no company in the top quartile focus on both. Companies which have greater diversity are able to attract top talent, improve internal and external customer satisfaction, improve decision making and hence improve

There are three internal and one external governance mechanisms used for owners to govern managers to ensure they comply with their responsibility to satisfy stakeholders and shareholder’s needs. First, ownership concentration is stated as the number of large-block shareholders and the total percentage of the shares they own (Hitt, Ireland, Hoskisson, 2017, p. 317). Second, the board of directors which are elected by the shareholders. Their primary duty is to act in the owner’s best interest and to monitor and control the businesses top-level managers (Hitt, Ireland, Hoskisson, 2017, p. 319). Third, is the

Ethical consideration: Research methods will carry out secondary data collection and analysis which is conducted without bias, plagiarism and no permission is required from ethics committee to do this research. The main difficulty for secondary literature review, it should be reliable and valid source to assess or to form a conclusion for a research. Therefore it is important to undertake a research ethically passed by ethics committee (Homan, 1991).

This article reveals the disparities in the workplace due to gender stereotypes favoring men over women in executive positions. Women have a much more difficult path to obtain executive positions, and maintain them. This article helps by showing the number of high-level women in fortune 500 companies. U.S. Department of Labor indicates that women occupy more positions in executive and managerial roles. However, with closer examination of Fortune 500 companies, only two women occupy the position of CEO opposed to their

To emphasize the tremendous ability of women in managing, real examples should be taken into consideration. According to Harvard Business Review (2015), Debra A. Cafaro is a powerful female manager example. She is the chairman and CEO of Ventas Inc - a leading healthcare real estate investment trust. Ms. Cafaro has served as Chief Executive Officer since 1999 and as Chairman of the Board of Directors since 2003. Under Ms. Cafaro’s leadership, Ventas has market capitalization rose to $26 billion in 2015, from $200 million. The company’s compound annual total shareholder return (TSR) was 29 percent for the fifteen year period ended 12/31/14. In addition to, Ventas was ranked by Fortune Magazine as one of its “Most Admired” real estate companies

Katharine Graham was the “first female CEO of a Fortune 500 company” (Iqbal, 2015, para. 13). However, this only occurred after she served as the publisher for 9 years (Iqbal, 2015). It would seem that the only reason that she was actually given the title was because her husband Phillip, committed suicide in 1963 (Iqbal, 2015). Female leaders face a lot of challenges in the business world; from the unconscious biases to the cultural expectations of women (Elmer, 2015). According to Elmer (2015), women aspire to the C-level jobs, but overtime this drops by more than 60% due to the lack of support from supervisors and role models. Although women CEO’s are currently at their highest in history with only 23 female CEO’s in 2015; the women who actually

The boardrooms of some of the biggest companies are becoming more dominated by white people despite business secretary Vince Cable demanding that firms increase their ethnic diversity (Neate, 2014). All-white executive teams run 69% of Fortune 400 and 500 companies up from 65% in February. The diminished ethnic diversity in the boardroom has emerged despite Cable calling on companies to ensure their executive teams better reflect the wider population. “Black and ethnic minority representation on Fortune 400 and 500 boards is currently at around 5%, which is much lower than we would expect if the company boards reflected the population of this country,” he said. “I want us to extend the successful campaign we have led to increase female representation

In August 2012 a team of researchers at the Credit Suisse Research Institute issued a report in which they examined 2,360 companies globally from 2005 to 2011, looking for a relationship between gender diversity on corporate management boards and financial performance. Sure enough, the researchers found that companies with one or more women on the board delivered higher average returns on equity, lower gearing (that is, net debt to equity) and better average growth.

In terms of different sectors within the industry, buyout firms are doing the worst. Only 10.5% of senior positions have a woman in charge, while the proportion is 14.0% in infrastructure, for example. Furthermore, in small private equity firms the situation tends to be worse. Women make only 9.7% of senior positions in firms with five or fewer such senior employees. In large firms, firms with over 20 high-level management positions, 13.9% of senior positions are held by women.

Research question: The point of this paper is to dissect whether sexual orientation assorted qualities could be an organization achievement variable, by considering office hypothesis, partners hypothesis, and asset reliance hypothesis. Each hypothesis offers an extensive system all alone building connections amongst assorted qualities and execution. In any case, different components of hypotheses can be connected in various circumstances. We tried the relationship between ladies on basic leadership positions and business achievement. The speculation to be tried is introduced underneath. H0: Women on basic leadership positions are not identified with business achievement. Test: The specimen utilized as a part of the examination covers organizations which are chosen haphazardly which are having ladies top managerial staff. 146 organizations were investigated. The investigation time frame is 2005-2015. Money related proportions were computed for this period. Since extra information were required (for instance, number of ladies and men in basic leadership positions), corporate administration reports were additionally used to give information. The accompanying channels were connected to the underlying example: •

The business landscape has been dramatically changed and overhauled by the globalization process in today’s world. Adoption of diversity by many firms is in the aim to gain competitive advantage from others. There have been different findings on the influence of Top Management Team diversity on performance and corporate strategies in the organizations. Some findings show that there is a significant relationship between Top Management Team and performance while others reveal there is no relationship. The study seeks to investigate the impact of TMT diversity on corporate strategies and the organization’s performance. The study will contribute to the knowledge about how workplace TMT diversity relates to the decision-making process and the effect on company’s growth. The lack of diversity at the work place is a major arising issue in many organizations globally. The purpose of the mixed research study will be to investigate TMT’s diversity with the aim of identifying how it affects decision making inform of corporate strategies and organizational performance. The research method will be mixed where it will employ the use of both the qualitative

Organizations have been becoming increasingly diverse in terms of gender, race, ethnicity, and nationality. This diversity brings substantial potential benefits such as better decision making, greater creativity and innovation, and more successful marketing to different types of customers. But, increasing cultural differences within a workforce also bring potential costs in higher turnovers, interpersonal conflicts, and communicational breakdowns. The utilities of diversity training and the essential managerial skills required for effectively managing diversity will also be discussed.

There is extensive research on board composition and the importance it places on different aspects of organisation performance. (Kang H, et al 2007).