The Role of Women in International Management: Challenges and Practices

The Importance of Women Empowerment in International Management

What Is The Role Of Women In International Management- Challenges And Practices.

The main aim of this paper to provide the role of women in international management in which they have faced many challenges as well as issues in their practice. The second objective of women empowerment is changing the culture of international management. Another objective of this thing is motivating women for managing businesses and their functions. It is a common thing to manage various things through women in international management. Most of the government has approached this approach to improve women's empowerment. However, there are various challenges have faced by the government as well as women. There are many benefits of women empowerment, as it has provided a good message in the community to give a change to women to manage various things in a better way. Developed countries have already created some aims to promote women in international management.    

According to Deem (2013), gender equality is an issue in national and international management. Women have proved that they are always good in their work in international management, as many good outcomes in front of the government because of women empowerment (Deresky, 2017). It is an important part of a government to provide chances for women to manage various things in international business and other things. Moreover, 85 % of global consumers are female (Drucker, 2012). Thus, it is better to hire women for managers, as women are providing better results in international management. In addition, women can build better collaboration and relationships in the business, which is good for management (Uphoff, 2019). According to surveys, women are more able to listen more than men as well as they are asking more questions without any issue (Lamson, 2019).

Based on Farndale, the HR manager plays a huge role in the management of global telnet. Moreover, women are hardworking in their work, especially in management (Farndale, et al., 2010). In addition, top management has suggested hiring women for many posts for better outcomes, as they are better in the management (FCC, 2018). In addition, there are some challenges have faced by women in their work, such as gender equality, sisterhood, revenue, confidence and many more (Deem, 2013). There are some ethical issues with the women empowerment, which must consider by firms. According to Deresky, culture is better with women employees in a firm.           

In addition, there are some basic issues in the development of confidence, as men have not treated them in a proper manner. It is a huge challenge in front of women to develop confidence in various areas. Women deal with many negative thoughts, which has lost their confidence (FCC, 2018).  In the case of human resources, women are better managers as compared to men. It has provided better leaders and managers to an organization   (Harzing & Pinnington, 2010).

In addition, women managers have provided better outcomes, as most of the companies have used tenant of women in the management (Lamson, 2019). However, there is some failure in a few cases, but most of the results are better in most of the industries. Private and public agencies have promoted women for the management of various business functions. Most of the processes are easy for women, as they are more excited about new things, such as building a relationship in business, improvement in business, and many others  (Uphoff, 2019).

In conclusion, women are good managers in international management. However, they faced many challenges in their work. It will be better to hire women for managing various business functions of a firm, such as human resources, sales, marketing, and many more. Ethics can improve the confidence of women to work in international management.      

References  

Deem, R., 2013. Gender, organizational cultures and the practices of manager‐academics in UK universities. Gender, Work & Organization, 10(2), pp. 239-259.

Deresky, H., 2017. International management: Managing across borders and cultures. 1st ed. India: Pearson Education India.

Drucker, P., 2012. The practice of management. 1st ed. London: Routledge.

Farndale, E., Scullion, H. & Sparrow, P., 2010. The role of the corporate HR function in global talent management. Journal of world business, 45(2), pp. 161-168.

FCC, 2018. 15 Biggest Challenges Women Leaders Face And How To Overcome Them. [Online]
Available at: https://www.forbes.com/sites/forbescoachescouncil/2018/02/26/15-biggest-challenges-women-leaders-face-and-how-to overcome-them/#38d185854162 [Accessed 3 January 2020].

Harzing, A.-W. & Pinnington, A., 2010. International human resource management. 1st ed. s.l.: Sage.

Lamson, M., 2019. Why We Need More Women Managers. [Online] Available at: https://www.inc.com/melissa-lamson/what-women-managers-bring-to-table-men-dont.html [Accessed 3 January 2020].

Uphoff, N., 2019. Improving international irrigation management with farmer participation: Getting the process right. 1st ed. London: Routledge.