The Shortage Of Workers At Asia

I have heard that many males especially do not want to hire a female for a job that is considered to be a male’s job. A time ago my female cousin applied to work in a construction site but they did not want to hire her because she was a girl. If I were to go and apply as a male I would probably end up getting the job if I have the skills necessary of course. Males have more job opportunities because they are known to be the strong sex and it should not be like that. My life would be different in the way that male do not have to go through the nine months of pregnancy that a woman does.

Women began to earn positions in factories as a result of the antebellum market revolution.

It has been evident that organizations face challenges of maintaining employees within their firms, and the challenge has been in place for a considerable period. Turnover in firms has been associated with different costs that include the process of training new employees, training of the same employees and their selection which has been seen to seen to exceed 100% of the total cost on an annual basis which is usually witnessed in filling the existing position. The quit rate in the United States as indicated by Bureau of Labor Statistics is at 25% (Glebbeek & Bax, 2004). The significant issues that are associated with turnover include work disruptions, direct costs, loss of seasoned mentors and organizational memory. The other concerns that

Women in factories were subjected to long hours, low wages, and heavy fines. Inexperienced workers were paid the lowest rates due to their inexperience and were also most likely to be fined because they could not finish their work properly due to insufficient training. 4 Joyce Burnette explains the pay difference between men and women in three ways; men were physically stronger, unions protected male jobs, and discrimination against women because of social norms. 5 Although men were thought to have more physical strength, it was not uncommon during the nineteenth century to have a job that was physically taxing.6 All workers generally faced the same physical working conditions but it was the social working conditions that were harsh on women. An unnamed

Women are still not seen as equals in the workplace today. Taken from data by International Trade Union Confederation, the gender pay gap can range from 3 percent to 51 percent and a global average of 17 percent. Women are earning 62 percent to 81 percent of what men are earning (Gender Inequality and Women in US Labor Force). If women are earning less money for the same work, then they are not seen as equals in some people’s eyes. Women feel as if they are less important than their male counterparts. In addition, women work in what are seen as “feminine jobs” such as teaching and nursing. When they do work in jobs in the manufacturing and technology fields, they don’t get the same opportunity for advancement as men do (Gazso). In this case, they are seen as having lower skill. In reality, women are usually more organized and tend to actually be better at their jobs than a male with the same job. It is true that companies are putting policies into place that promote inclusion of women (Tolbert). These

In the article “But what Do You Mean?” Tannen deborah also talks about the genders at work where she too acknowledges that women are more at the disadvantage of men. To prove her point she provides the following example “An engineer who was the only woman among four men in a small company found that as

In the ancient era, when the mankind sustained their lives through agricultural means, females were mainly given roles to stay in the house and execute domestic work because in an agricultural society, it was effective to use male workers who had strong physical features than female. Even after the mankind discard traditional agricultural society, female employees were considered to be a taboo in communities. The scale of female labor participation expanded dramatically in the beginning of industrial revolution, when massive amounts of labor forces were required for textile and iron industries. Female workers were preferred by the companies because they had “swift fingers” that male workers did not have, and they were paid lower wage compared to male workers (Butschek, p.17). When the World War II broke out, male workers had to forfeit their job because they were drafted. Therefore, female workers automatically replaced the seats of male workers to run the economy (Farmer, 2014).

Over the last four decades, as China has transitioned from a socialist centralized economy to a productivity-and-efficiency-oriented market economy, so too have the country’s public and private spheres becoming increasingly differentiated. For many generations, Chinese women have been seen as subordinate and inferior to that of a man. The Chinese workplace has always suffered from inequality, specifically gender inequality. Gender wage gaps and many other kinds of inequality in the workplace are affecting women in China but also all over the world. Women in China are not provided an equal opportunity because of their gender. Women have been thought to be underqualified or less qualified than that of a male co-worker doing the same job, and as a result are paid less, treated unequally, or not even offered a job. Long hours are required by the highest paid occupation making it hard for the females to take on household and family duties. Women feel discriminated against which affects their decisions for an occupation and career because of how society has portrayed them, thus making it hard for women to succeed. Dating back to over 200 years ago women have been extremely challenged by inequality in the workforce in China. Up until the 1980’s China thought of gender inequality as one of their key most important principals in their society. Women in the Chinese work place dating back to before the 1950’s was and still are, underpaid, thought to be less educated, and are not able

Apparently, the male-dominated society has "legislated" some "rules" concerning where women can and cannot work. Unfortunately, companies applied these rules and women were forbidden from achieving their dreams. Some of the jobs which Men don't trust women to do according to The telegraph, are: "Female electrician, female pilot, female mechanic, female surgeon, female bus driver". The following table shows the proportion of female employees by industry. It is obvious that most fields are whether "mixed" or "male dominated". One Reason behind that is, as we discussed before, that men do not trust women to do some kinds of

Since the creation of man, women have always been seen as the weaker more submissive sex. Even now some still view women this way, allowing inequality to run rampant, and make it more difficult for women to succeed in an office setting. Evidence of women in the workforce has been dated back thousands of years, however not all had access to the same types of jobs that men typically held. In ancient times, and even more modern times, women were not allowed to vote, and could not have a voice in their government. During the industrial revolution, women began to enter the workforce due to the fact that they were more willing to work for lower wages. This allowed factory owners to pay them less and keep more for themselves. Due to this men began to

Demand reasons: There is always an increase in demand for the skilled class people to build the emerging international markets irrespective of the face that the economy in a declining position. Firms recruit, use the same staffs to go onsite work to do the part of short term access with their specific talents. This motive helps the companies to achieve the execution of their projects and at the same help to develop the competitive market. Nowadays all over the world companies are facing the challenges to find the right talented skilled people especially in Europe and north America and the challenges are most severe for new managers and young professionals in the markets such as the economies of Central and Eastern Europe and the BRIC economies of India, Brazil China, Russia (Bhatnagar, 2007).The need for effective talent management strategies and practices that work in emerging markets is increasingly recognized by top MNC managers yet there has been little systematic research of talent

The factors that affect the supply of labour are wage rates, population size, social factors, education requirements and working age. In most cases the supply of labour will increase with the increase in wages. This is because more workers will be attracted by a higher wage rate and moreover the existing workforce may be willing to work overtime at a higher wage rate. The population size affects supply since an increase in population will lead to an increase in the

First, as what I have discussed before, women, especially urban laid-off women and migrant workers are vulnerable groups in the labor market, in the sense that the informal labor market, which is relatively low access standards and less employment costs, increase the employment space for

The labor market, far from helping to change this data, continues to follow the same line. Women are mostly required to work in secretarial functions while men work as mechanics. This can observed by posted newspaper jobs and internet portals.

There has been a growing reliance on irregular workers who differ in the contractual relationship with regular employers. After the 1997 financial crisis in Korea, the economy experienced an increase in inequality among workers and contributed to a two-tier labor market. Regular workers employed in the public sector or large firms have traditionally been seen to be provided lifetime employments, protection against dismissals, severance pays and given access to a wide range of social insurance programs. In recent years, large firms have increased reliance on employing temporary contract workers in order to avoid the rigidity of regular employment. Irregular workers only earn about two-thirds of what regular workers earn . Not to mention, women’s employment as non-regular workers is much higher (53%) in Korea than the share of total dependent employment of 43%, which is one of the biggest contributor to the gender wage gap in Korea.