Sound Application - Case Study

Introduction

Logical problem solving includes neutral statistics, reason and analyzes a problem; it doesn’t involve partiality or instinct to solve a problem. It’s a mechanism that helps a person detect the main problem and chooses a solution among other alternatives and helps the person to find a solution (Clifford Chi, p. 1, 2018).

Gender Discrimination in the workplace is a menace which needs to be eradicated but it’s really difficult to eliminate it. This problem arises when someone is hired on the bases of their gender and not because of their capabilities. Many countries have made laws regarding gender discrimination but not everyone accepts it. 

Many researchers have found that working mothers change their working hours in comparison to their male counter parts, however, only few researches have been conducted about the changes in the workplace timetable of a woman due to many issues (Correll et al. 2007; Budig and Hodges 2010).

Although the changes in the employment schedules might be due to parental responsibilities that is not the case every time (Goldin 1997; Williams et al. 2006). Many theories have stated that sometimes it is due to quarrel between male and female employees or between female employees and employers about not meeting the job expectations which might hinder the progress of female labour force (Plickert and Merkens 2012; Ridgeway 2011). 

Studies shows that those workers who are appointed on higher level jobs; who have more control in their jobs are satisfied with their jobs (Plickert et al. 2017). However, these types of jobs burden the labour force with work load and management of the work place and this has a negative impact in term0.s of working mothers as they are already burdened with children and house work (Moen et al. 2013).

An additional main method to study tenacious gender inequality in high level careers is the emphasis on work situations and capabilities (Mercer 1990; Sloan 2012). Due to which this directly taps into the experiences of discrimination at work places, indirectly poses threats and terrorize the self-respect of the female work force (Mercer 1990). Theories advises that upsetting organizations have the capability to jeopardize and modify professions and employment timetables and hence, deepen inequalities among the colleagues (Cortina and Magley 2003).

Now a days, the percentage of female in the work force has increased across the globe. Participation of women in the labour force boosts economic growth in a country. However, women face discrimination in workforce be it in private companies or in government institutions. They also face difficulties in expanding their professions because preferences are given to male counterparts (Albiston 2007 & Epstein et al. 1995).

Female labour force face other problems like no paid maternity leave, no child care services, lower salary as compared to their male colleagues and man more. Many theories have suggested that some workplaces still pay less on the bases of the gender stereotypes which only impacts the professions of females rather than males (Albiston, 2007 & Corell et al. 2007).

Plickert and Merkens (2012) investigated that it is difficult for some women to balance work and children as there are no other options like child care services in the offices to take of the child. Moreover, Kay et al. (2003) stated that if a woman due to parental issues shifts from full time to part time in order to balance work and parental responsibilities, it might affect the future profession growth of the females.