Introduction

Gender diversity is one of the most significant areas that always raise concerns in organizations and management. One, there’s still a debate on whether women are as much as capable as men are when it comes to specific job descriptions (Lehmann Nielsen and Bo Madsen, 2017). For instance, during a promotion, it is more likely that a male candidate will be selected and not a female one even though both are qualified for the position. Secondly,research methodindicates that the ratio of men to women in the workforce is close to 2:1 meaning the number of male employees double that of females. Additionally, women do earn less income compared to men even to those working in similar jobs and companies (Murrell and Hayes James, 2018). It is therefore important to understand the issues in gender diversity and how they affect the organization’s performance. Also, developing solutions is critical in making sure job productivity is increased, and all employees are satisfied. Lack of job satisfaction has led to numerous cases of instability and conflicts in organisations.

Objectives of the Research

The primary objective of the research will be to analyse how gender diversity impacts the performance of the employees and their job satisfaction. The equal incorporation of both genders in the activities of a company has direct impacts on how workers behave (Murrell and James, 2001). Women definitely find it encouraging when they are given similar opportunities. However, this may not be the case to all women or all men since there are a number of concepts that affect workers perception of gender diversity. It is important to study the specific concepts keenly. Secondly, it is essential to examine the best gender frameworks and policies that can be integrated into the job industry. The only way to ensure employees are equally treated and job satisfaction maintained at the same time is through the policies (Sharma, 2016). Systems provide a clear guideline with explanations on what the workers ought to follow regarding gender issues. Furthermore, the same policies outline punishments that are accorded to members who fail to adhere to the laid down rules. The final objective will be to deduce the possible challenges of affecting gender diversity rules and giving the corresponding solutions.

The Process of Refining the Topic

The first step in the process of refining a topic was to come up with the topic of research which was selected from the three in the previous assignment. The topic of Gender and Diversity in Organizations is further refined into a narrower topic which is Gender Diversity and Job Satisfaction that addresses a particular issue in gender diversity. After narrowing the topic the next step in the process will be to establish the focus of the research which in this case is a job set up. The final step will be to develop specific research questions that will act as a guide throughout the entire research. The defined research questions will also assist in collecting the relevant resources for the literature review.

Research Methods

The kind of research in this particular study is applied research. The research primarily aims at providing a solution to the practical social problem in the job industry. Organizations have for a long time suffered from conflicts that arise from gender-related issues and job satisfaction to be specific. In the same light, the research method to be used in this particular study is an analysis of relevant literature and different case studies on gender issues and job satisfaction.

References

1. Lehmann Nielsen, V. and Bo Madsen, M. (2017). Does Gender Diversity in the Workplace Affect Job Satisfaction and Turnover Intentions?. InternationalPublic RelationManagement, [online] 18(1). Available at: http://journals.sfu.ca/ipmr/index.php/ipmr/article/view/318 [Accessed 27 Sep. 2018].
2. Murrell, A. and Hayes James, E. (2018). Gender and Diversity in Organizations: Past, Present, and Future Directions. Sex Roles, [online] 45(5-6). Available at: https://link.springer.com/article/10.1023/A:1014393312588 [Accessed 27 Sep. 2018].
3. Murrell, A. and James, E. (2001). Sex Roles, 45(5/6), pp.243-257.
4. Sharma, A. (2016). Managing diversity and equality in the workplace. Cogent Business & Management, 3(1).