Discuss about the Gender Diversity in Corporate Governance.
The author highlighted the fact that a rich pool of research indicates the relationship between orgnanisational performance and diversity. The author highlighted that innovations are the result of cultural diversity whereas creativity is the result of group diversity. Orgsanitional performance is remarkably made more efficient and better through these different diversities.
The article is useful since it is successful in providing facts on orgsanisational diversity that is the topic of present investigation. The journal has been published in the year 2016, making it an up-to-date analysis. Credibility lies in the information due to peer review by professionals who are expert in the domain of organisational culture.
The researchers conducted an assessment of the performance of the managers. It was concluded that organisations could gain benefit through minority workforce in management that is diversified. As per the researchers, the environment in business must be supporting minority workforce (Hindus and women). The researchers highlighted that organisations working in this kind of diversity perform better.
The source can be said to be credible and relevant. The research encompasses results taken from three different organisations in India, attributing to the credibility. 2016 is the year of publishing, so it is recent. Relevancy is marked by explaining why performance is better in a minority workforce in spite of the fact that many organsiations do not support such an environment.
The above mentioned website discusses the issues on gender equality. Is also throws light on a worldwide plan named Planet 50-50 by 2030. The major focus of the website is the fact that a number of leaders from different parts of the globe have shown consent to the roadmap. Their agreement over the efforts needed for the elimination of gender discrimination is the attention seeking factor in the website. The website works has the aim of creating awareness to eliminate gender discrimination. People are convinced to make an environment where gender discrimination would not exist at all. The primary significance of the website is its attempt to spread knowledge about the strategies taken up by the leaders across the world for eradicating discrimination between the genders at workplaces. Some of the notable leaders who agree to this proposal are Presidents of Brazil, USA and China, and Prime Minister of Pakistan, Cambodia, and China.
This particular website states that workplace gender inequality is still prevalent. As per the website, women are paid 79 cents for every dollar a man is paid in spite of the fact that women have immense contribution to the organisations.
This particular website does not make a good source of resource for conducting research as it is not credible and not much relevancy is found to present the research topic. The year of writing the website is not mentioned. Moreover, the name of the authors is also not mentioned. Irrelevancy with the topic of research is indicated by the fact that the website talks about gender inequality in workplace only.
The concerned article is a reflection on the women’s ability to work in business organisations. Women are not behind in fulfilling tasks as highlighted in the past. Th article thrives to prove that an organisation can work better if the leader is a woman. A strong evaluation framework has been used by the article. The researcher indicates that a company can achieve better results when it works in a complex environment.
The article justifies the policies undertaken by various organisations. Issues related to gender diversity have been extensively discussed in the mass media. The article has been successful in addressing some questions regarding gender diversity. Many efforts have been given by the authors in finding the features and causal factors impacting recruiters to increase the number of women employee in a company.
Lambert, J 2016, 'Cultural Diversity As A Mechanism For Innovation: Workplace Diversity And The Absorptive Capacity Framework', Journal Of Organizational Culture, Communications & Conflict, 20, 1, pp. 68-77.
Rawat, P, &Basergekar, P 2016, 'Managing Workplace Diversity: Performance of Minority wwho Employees', Indian Journal Of Industrial Relations, 51, 3, pp. 488-501, Business Source Complete, EBSCOhost, viewed 15 January 2017 2016.
UN Women. (2016). Planet 50-50 by 2030: Step It Up for Gender Equality. [online] Available at:https://www.unwomen.org/en/get-involved/step-it-up [Accessed 15 January 2017 2016].
Harvard Summer School, (n.d). Gender Inequality and Women in the Workplace. [online] Harvard Summer School. Available at: https://www.summer.harvard.edu/inside-summer/gender-inequality-women-workplace [Accessed 15 January 2017 2016].
Francoeur, C., Labelle, R. and Sinclair-Desgagné, B., 2008.Gender diversity in corporate governance and top management. Journal of business ethics, 81(1), pp.83-95