Running Head: MOTIVATION OF WORKFORCE 1
Motivation of Workforce
Name
Institution
Motivation of Workforce 2
Just like in the 18th century, many countries still do not take seriously the action on gender
parity. This is reflected on pay scale and manpower. Today, women are still underrepresented at the
senior levels in management hierarchy and even in other management positions. for example
according to the research by Women Monitor, 2019, the number of organizations with only men in
their hierarchy has increased. This means that companies need to do more to increase women in
these positions. We must stop the sexist stereotypes that were inherited in the 1980’s, where women
are expected to show characteristics such as modesty, warmth and having sensitivity. The
expectations cannot be associated with management because they do not go along the requirements
of the individuals with leadership characteristics. Leaders are supposed to be strong, willing to take
risks and are result oriented. This is the reason why many women still face prejudicial evaluation of
their ability to lead. Even in today’s world, the stereotypes have not changed over time.
The other stereotypes are hierarchy based, many workers and organizations still think that
many decisions are made in the upper hierarchy of the organizations and the first line managers do
not take decisions but do their work, they imagine that these managers are not helpful in deciding
the long run decisions within the company. The stereotypes are also racially based. The racial
stereotypes are important in shaping the attitudes towards African Americans, the stereotypes were
developed during the colonial times and are still applicable today. The blacks were viewed as lazy
individuals who relied heavily on their masters for direction. This misconception has shaped the
world today, the employers with mixed-race employees still tend to more time managing their
colored employees and they believe that they are not smart. The belief that colored people were
inferior has been transferred through the ages and the beliefs still exist.
Still other stereotypes including Asian-Americans; they were perceived to be full of filth
and disease, illiterate and undesirable. They were perceived as marginal members of the
community. The stereotypes are still available to date, the American constitution still does not allow
Asians to naturalize as U.S citizens. The change in the U.S immigration law in 1995 meant that the
Motivation of Workforce 3
skilled applicants from Asia were more likely to have graduated, for example, the Chinese
immigrants who are in the US are more likely to have graduated when compared to the ones who
did not immigrate.
National Labor Relations Board helps in conducting elections to help in determining
whether or not the employees want labor union representations. The national medical board also
provides guidance towards unfair labour practices, the unfair labour practices violates the rights and
the rules that are provided by the statutes. They also perform arbitration of the awards, issues and
the parties on a narrow grounds.
Policies to reduce stereotypes at workplace
More opportunities to be provided to women and the marginalized groups: These
groups should be given more opportunities to prove themselves. Instead of using stereotypes to
gauge the competence of a person, the management will give every individual chance to prove
themselves as persons.
Give the marginalized group chance to prove themselves: The marginalized groups can
improve their portfolio and also do more to start challenging their stereotypes. They can do this by
questioning the decisions more and offering the constructive criticism on managerial decisions.
Redefine the qualities of a leader: The leadership qualities should be redefined to include
women and colored individual’s capabilities. The definitions should also include different
leadership models that will broaden the leadership qualities to do away with the stereotypes
References
