Challenges Facing Canadian Organizations

Workforce Issues: Traditionally, men will usually work and provide the financial support and the women provide domestic care. In the recent years, as people are becoming more educated and urbanized there has been a decline in this trend.

"In 1950 about one in three women participated in the labor force. By 1998, nearly three of every five women of working age were in the labor force" (Heatherfield, n.d., para. 4). In 2008, the U.S. Department of labor estimates that women will make up 48% of the workforce (Heatherfield, n.d., para. 6). As the number of women in the workforce rises so do the numbers of women who hold higher titles such as Chairman, CEO, Vice Chairman, President, Chief Operating Officer, Senior Vice President, and Executive Vice President. This number has increased from 7.3% in 2000 to 9.9% in 2002 (Diversity statistics, 2006).

Currently, Canada is economically heavily dependent on larger economic countries for research and development and new technologies. Canada also has always been dependent on the extraction of its primary products for export to other countries. "As far back as 1963 as much as sixty percent of the manufacturing industry was owned by firms whose head office lay outside the region or in foreign countries" (www.Statisticscanada/local/stateprov/ont.html. October 5, 2001).

Always a threat, foreign substitutes and the threat of new competition are very real. Our three main competitive advantages will be able to transfer to Canada. The pleasing experience

Jobs are currently available to women of any race, background, or ethnicity, and the age to go into an area of work has gradually decreased; for instance, some careers allow students to begin a job starting at the young age of fourteen. But working was not always an option for women. World War I was the stepping stone that pushed women into the workforce. As men were being drafted into the military, women stepped up into factory jobs, creating the necessary technology for America’s victory and emergence as a world power. In today’s government, women are joining the workforce because the economy calls for it. With high costs of raising children, college debt shooting through the roof, and gas prices going up, women are taking on similar roles to their husbands and providing two set incomes as opposed to

Canada is a standout amongst the most comprehensively coordinated nations on the planet, with an exceedingly propelled arrangement of interchanges and data innovation, an administration that is dynamic in worldwide associations, an economy that is subject to exchange, a populace that voyages abroad every now and again, and a general public made out of people from a heap of social foundations.

The main competitive advantage that the organization has had relates to the sense of pride of its’ Canadian Roots as well as previous success in relation to the speed of strategic decisions in the past.  To begin to address the situation faced by this organization, it is impertinent that all of the mandatory government legislations are updated and in full effect.  It would also be worth doing research on similar industries and competitors to see how they have made their compensation strategies successful as well as any best practices that we might want to consider benchmarking.  This should be an eye opener to the organization to insure the appropriate changes are made to put them at a more competitive advantage.

With the rise of the modern age economic survival has become difficult for families based on a single income. This economic need along with modern attitudes toward gender equality has resulted in women being represented in the workforce in greater numbers. However, until the 1960’s women faced severe discrimination when trying to enter and maintain a position in the workforce. Often qualified women would be passed over for men with less experience and education. Employers were fearful that women were too emotional and were not equipped to handle the stress of the work environment. Also driving the decision to not hire or promote women was the concern over the additional health care expenses and leave time pregnant

Target, a high-end discount department store, hoped to continue expanding and adding to the company’s 1,752 stores, by purchasing 200 Zellers stores, located in Canada. One of Target’s, longtime goals was to expand into Canada , and after a decade, the company took a jump across the border (Shaw, 2011). Because many thousand Canadians hold a Red Card, Target’s reward card, Target assumed this would be a successful expansion, increasing the amount of US brands that encompass Canada’s market. Target spent a year converting the Zeller stores, altering and renovating them to transform them into Target Canada, a subsidiary of Target (Shaw, 2011). They opened 124 stores in locations all over Canada, hiring back only one percent of the former

The roles of employer and employee in Canada are not as similar as the ones in Vietnam. For instance, that is the difference in the relationship between employers and employees. In Vietnam, the jobs of the boss are mainly management, not the instructor, and forces his workers to complete the works that he expects. Therefore, the workers seem to be scared their boss because they have to undertake all works given by their boss, and are under pressure with their strict boss. Furthermore, employees have to make a deep bow to their superiors even if the boss is just as old as their younger brother or grandson. Compared to Canada, it seems there is no gap between employees and employers. That means employees and employers work in a friendly and

     Over the past few years, Canada's economy has done comparatively well and has demonstrated some resilience to the fluctuating global economy. However, Canada remains to be relatively less competitive with respect to other developed countries. In this paper I will attempt to take a closer look at Canada's position in the global economy today and examine the relevant issues.

The generation now has made it easier to equalize men and women but there is still a substantial amount of places where gender inequality is still happening in the workplace and where females still face discrimination. Women are often discriminated in the workplace and are usually not promoted as quickly as men are and they also receive less pay. History shows that women have not always been defined as property and thought of as second class citizens. But in the 21st century many have seen a drastic change in the so called “traditional” family ways where women are suppose to stay home and take care of the household chores, food, and children and men are suppose to work to support their family and provide financial stability. Many assume that in the workplace women are more vulnerable and less competent than men because women 's instincts are to put their family before work or anything else. Whereas men are the ones who will usually stay the late hours to work. People on both sides of the political spectrum and everywhere in between seem to be fearful of what is to come and more fearful of others than they are often willing to admit.

There has also been a demand to increase women in the workforce because of more “women-like” jobs.

Upon evaluating that the flexibility of women in the workplace is a social and structural issue, research on various subjects such as history of women in the workforce, women’s rights, and equal opportunity should be key factors when determining them. Kathleen Christensen, recognized for her expertise on work-family issues and workplace flexibility states that flexibility of women in the workplace is a social and structural issue (sloan.org). Structural and Social issues as they pertain to flexibility of the women in the workplace needs to start with review of history. History has become a vital role in changing the workforce due to many analytical surveys being conducted showing that throughout history women have slowly progressed and history has shown that women have not had the same opportunities as their male counterparts. Social is of or pertaining to human society, especially as a body divided into classes according to status (dictionary.com) women in the workforce are thought of as the secretaries, the nurses, or pediatricians if they are doctors, jobs that are administrative or of hospitality. Structure is a complex system considered from the point of view of the whole rather than of any single part, the structure of women in the workforce is not simple and must have a variety of factors. Factors that have an effect on flexibility are demographics, leaders, government, discrimination, sexism, and family to name a few. These factors all play a role in determining the

The increase of the number of women entering the workplace, especially those issued from higher education has resulted in a movement of change within businesses,