Intersectionality In International Airline -Myassignmenthelp.Com

Question: Discuss About The Intersectionality In International Airline? Answer: Introduction The purpose of the topic is to discuss about the womens promotion in the middle and senior management and the way women are suffering from the critical gender discrimination while they are presenting them as a leader to the organization (Lonescu, 2012). It is therefore, important to discuss the issue and the importance of this issue is being taken into consideration in this topic. Therefore, by taking into account many organizations, it is important to discuss, the importance of the issue and the steps that are being taken into account regarding making the improvements of the women in the status of leadership. Further in the topic, it is discussed whether and how much the issues that are being addressed work and the reasons behind being women are considered to be dropped out from the promotion level. Recommendations are given and in what areas, leaders must be aware of to bring changes in this area (Lonescu, 2012). Defining the issue and importance of the issue The workplaces in the later half of the 20th century, it is getting populated with the female workers. However, unlike the male workers, the females are not getting enough promotions in the post of senior management. The main issues behind this problem can be varied. According to the survey conducted, it is said that women are not getting promotion at higher level is mainly due to the unequal pay, gender discrimination and the process of hiring. Therefore, the matter is of a serious concern in the organizations (Baker, 2014; John, 2013). Leadership means delegation, inspiring, communication, collaboration respect the capacity to adapt to change and learn. The personality of the woman tends to be soft, having emotions and the women tend to be more of a helper. However, there are examples of women who can fit the status of being a proper leadership. The growth of competition in todays modern society is becoming intense day by day (Baker, 2014). It would become nice to see people and support from business and nurturing the differences between the people rather than forcing them to comply. Forcing the people to feel men in the top and women to follow the orders of men. There are challenges to the women who are in the leadership stage. Other than the gender discrimination in the workplace, the women also face problems in terms of lack of confidence in them. Accordingly, the society is also lacking forward to accept woman as a leader in the workplace environment (Center et al., 2017; Rhode, 2016). Against this background, it is rather important to analyze what keeps women away from the leadership qualities and this issue should be considered important in terms of gender equality and checking the characteristics of the modern century, where the importance of both the gender must be given importance in terms of their work. Therefore, the obstacles of women in representing the post of senior manager have to be checked properly with the application of different policies and procedures in the organization (Center et al., 2017; John, 2013). Issues addressing the problems faced by women in leadership Women has increased their level of participation at a professional level, but the promotion to the post of executive or senior levels has been dropped by a significant level. In Australia as well also in other countries, the women playing the role of leadership is still remaining as an important issue with which it can be dealt. Against, this background, attempts have been made to address the issue properly in terms of a transforming environment of the business. The issues regarding the promotion of women in the status of an executive manager have been addressed through passing of Federal Sex Discrimination Act in Australia and action based on affirmation (Cook Glass, 2014). This discusses about the further promotion of women without getting into conflict with the status of male and the acts also take care of the equal opportunity for both men and women in terms of payment and their work (Northhouse, 2015). In the year 2004, just the working women of Australia over one- third is employed in the professional and associate level. The enactment of the legislation has made its contribution to a rhetorical based framework for the full economic and social participation of women in Australia. In Woolworths, The business community has also addressed this issue or the challenges in diversity around the barriers who is facing women in management. The company has also inculcated different diversity strategies in order to respond to the needs to contro l and maintain the field dynamics based on the level of playing and the process of promotion, the process of caring responsibilities in the life of the women (Cook Glass, 2014; Tuminez, Duell Majid, 2012). Different organizations in Australia, address the issue of promotion through the implementation of handling over the survey questions to the women, in order to derive answers from them about their promotion in their workplace organization. It has been found in West farmers that out of the survey questions produced, the organization tried to take steps in order to stop gender discrimination in their workplace (Latu et al., 2013; John, 2013). A number of business leaders believe that the transparency and meritocracy are being emphasized at strategy and policy level, a level playing field ambience would render support to the career of women to the senior positions. The leaders believe that a critical mass of women would organically occur without intervening, such as quotas and the inculcation of values that provides support to the diversity is a greater way to move. The individuals or the governments have also taken initiatives to bring changes in this particular area, through the setting of the targets and quotas for women for the positions of middle and senior management. The success achieved after addressing the issue With the enactment of the legislation and the steps taken by organization to reduce the gender discrimination in the level of promotion, it can be stated that, the workforce in the organization increased the diversity and that also lead to the higher performances. In many organizations of Australia, the diversity leads to the increase in higher performances (Rosenbach, Taylor Youndt, 2012; John, 2013). Companies who are having MSCI world index having a stronger female leadership has generated a return on equity at 10.1% versus to 7.6% for those who are not having female leadership. The success not achieved after addressing the issues Leadership issue is identified in the professional sectors in the context of women. However, women are participated at the various professional levels while they are still facing issues related to their position and promotion in the professional sectors. However, it has been addressed that as an executive manager women face issues in their professional career (Pfau-Effinger, 2017). Therefore, many companies have evolved their strategies regarding the women worker to give them similar opportunity in their working environment. Despite of theses the women are still facing issues as some strategies of the business organization fail to be succeeded. However, in Wesfarmers the company takes initiative to mitigate the gender discrimination but still it has been seen in this organization (Andall, 2017). Hence, the anti-discrimination regarding the gender discrimination has been failed. The poor provision of the work policies and the practice resist the organization to get success to implemen t the actions to resolve the issues related to the women in their promotion. Therefore, Australian government failed to take proper regulation to reserve the right of the women in the working sectors, which affect the process of providing similar opportunity to the women in their professional career. On the other hand, due to presence of negative stereotype around the women in their professional sectors also hamper the process of achieving leadership or senior executive in an organization (Ali et al., 2017). There is a big gap in the understanding of the organizational culture regarding the working experience of women. The culture of the organization is not well as a result women are resisted to get higher position in their professional sector (Pilcher, 2017). Poor arrangement of the workplace affected the position of the women and some unspoken rules and regulation act as the hidden barriers in the working practice of the women. However, due such barriers the practices in the busin ess organization are to give the women similar opportunity is affected and failed (Mills, 2017). Recommendations to resolve the issues Establishment of the gender equality is the vital practice to give similar opportunity to the women in the workplace. However, gender discrimination is the main reason that resists the women to get higher position in the professional sectors. According to Johnson, (2017), it is important for the organization to reduce the gender discrimination in the workplace. Therefore, it will be helpful for the women to get promotion in the senior position in their professional career. Development of the proper organizational culture will be beneficial for the women to get promotion their professional career. However, good working culture will give opportunity to the women to enhance their career. However, positive working culture triggers the equality in the working place and reduces inequalities. Establishment of the cultural diversity will be helpful keep the rights of the women belong from different cultural backgrounds. This cultural diversity will be effective to enhance the career of the women in the professional sector. Managers of the organization should responsible to the female workers. They need to conduct a meeting and make a clear communication with the female workers. This will be beneficial for the women in their professional development. Government needs to implement rules and regulation regarding the employment of women. However, in Australia improvement in the employment right act will be beneficial for the women to get equal benefits and scope in their professional career. Responsibilities of the leader to bring changes in the women employment Leader should be aware about the womens right in the workplace (Karamessini Rubery, 2013). However, it is crucial for a leader to protect the right of the women by giving them similar opportunity like male worker. For this reason, an effective communication is required. Communication is the core area of the leadership. A leader can communicate with the vision of change regarding the women employment through effective communication. Hence, in an organization the leader needs to communicate with the women workers and to understand their feelings and emotion regarding their position. An effective leadership can resolve issues related to the women employment thus, effective communication is the major role of a leader to deliver the changes in an organization (Whatmore, 2016). The leaders should bring the issues regarding the position of women in an organization to the hierarchy level. This could be effective for the women to get opportunity for their professional development. Providing promotion, reward the leader can improve the career of the women in an organization. However, leaders act as the media who lead the issues of the employee to the hierarchy. On the other hand, by collecting feedbacks from the women employees the leader can understand whether the employee are satisfied or not with their work (Fagan et al., 2015). Therefore, by developing winning strategy the leaders become champions by delivering the changes in favor to the women employment in the organization. The leaders execute the changes in brilliant process. In order to improve the women employment in an organization leaders play an important role. However, the leaders should be given their concern about the issues regarding the female workers in the workplace. Apart from this, the lead er must be aware about the issues related to women employment and womens right. By establishing an effective communication, the leaders are able to develop the women professionally. Conclusion The entire piece of study reveals the issues of the women in professional level. It has been stated that the women who are representing the workforce are not getting promoted to the higher level. Against this background, it is important to note down the women must be empowered and the organization must influence them to take part while representing the senior management position. 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