One of the more typical elements that lead to gender workforce diversity problems is the manner in which the company or firm views the independent skills and abilities of their workers, or the existence of bias and stereotyping in other people’s behavior. For example, in corporate governance issues, the manner in which the company or firm views the responsibilities of males and females can inhibit or deny workers to particular occupations (Riccucci, 2002).
The traits and attitudes of both males and females are also not the same from each other and can be identified as a major cause of gendered workplace problems. According to Smith (2003), males in the workplace are normally identified by dominant traits, which are the reasons why they are not lacking in self-belief, brute force, coercion, freedom, the will to win and the motivation to succeed. These traits of males enable them to utilize an aggressive managerial mechanism, which is helpful in persuading other people and enhancing the special capabilities of the workers. Meanwhile, females in the workplace possess serene traits that stand for love, respect, compassion and understanding. Females with serene traits normally talk with hesitation, manage a simple lifestyle and provide help to her co-workers (Lieberman, 2003). As these traits are not really significant components as to the manner that managers and presidents of organizations are typically viewed, females are not the immediate preferences for top level jobs in the firm. Males meanwhile assume their top positions as company managers and CEOs.
d. What personality traits are beneficial and/or detrimental in your workplace
In my workplace, males and females perform most of the time of acts as the foundation concerning how other individuals perceive them as potential CEOs of organizations. The interactive capacities for instance, which is an integral element of an excellent manager, are not the same among males and females in my workplace. As the interactive mechanisms of males are seen to be perfect for leadership positions, men in my workplace normally are always on the top candidates for highly coveted leadership jobs.
e. Who is responsible for fostering motivation in the workplace
Despite the various dilemmas concerning cultural workforce diversity, research studies prove that this is an essential factor of an excellent firm as well as gives positive points. According to Arredondo (1996), the hiring of an extremely diverse workforce with regards to race and ethnicity can be very helpful as it gives the company a greater roster of highly qualified individuals. This also improves the chances of the company to recruit workers that are capable enough for particular organizational deficits and necessities. In most organizational functions, workforce diversity can also support in providing a variety of helpful concepts that are critical in making informed choices. Therefore gendered workforce diversity widens the organization’s views and improves its choices for establishing selections.