THE EFFECT OF GENDER DISCRIMINATION AND MANAGEMENT CAPABILITY ON EMPLOYEE PERFORMANCE. A SURVEY OF SELECTED BANKS IN RIVERS STATE.
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THE
EFFECT OF GENDER DISCRIMINATION AND MANAGEMENT CAPABILITY ON EMPLOYEE
PERFORMANCE. A SURVEY OF SELECTED BANKS IN RIVERS STATE.
ABSTRACT
This study focuses on the
effect of gender discrimination and managerial capabilities in the banking industry
and an organization where the opposite sex operates or executes daily
activities. The aims and objectives are to correct the imbalance in our
organization, to evaluate role of gender discrimination and managerial
capabilities and extent to which gender discrimination has effected human
resources management. To achieve the purpose of this research work a survey
method was adopted using the questionnaire instrument. The instrument was
administered to 60 respondents drawn as the sample for the study. The output
form that source was analysis by the use of chi-square analysis. Findings, from
this study was drawn from a cross section of banks and one organization
Guinness Plc. with the focus on 1st Bank Plc. which shows that there
is significant relationship with device views and opinion between gender
discrimination and managerial capabilities, most believed men possesses more
skill and men aggressiveness is on the increase than their women counterpart,
while others believed that religions sentiment has also play a major role.
Therefore, one can suggest that management of organization should be able to
resolved gender disparity and give equal opportunity to both parties in other
to focus on organization performance. Government should also formulate and implement
policies that will curtail gender discrimination in our organization.
TABLE OF
CONTENTS
Title Page i
Declaration ii
Certification iii
Dedication iv
Acknowledgment iv
Abstract v
Table of Contents vi
CHAPTER ONE
1.1 Context of problem 1
1.2 Statement of the problem 2
1.3 Purpose of the study 3
1.4 Research question 4
1.5 Research hypothesis 5
1.6 Significance of the study 6
1.7 Scope of the study 6
1.8 Limitation of the study 7
1.9 Organization of the study 8
1.10 Definition of the study 8
CHAPTER TWO: LITERATURE REVIEW
2.1 Introduction 9
2.2 concept of gender discrimination 10
2.3 disparity level of male/female education in
Nigeria 13
2.4 employment attitudes towards female workers 17
2.5 theories of occupational segregations by sex 21
2.6 obstacles to equality 23
2.7 role of religions in gender discrimination 24
CHAPTER FOUR: METHODOLOGY
3.0 Introduction 46
3.1 Research design 46
3.2 Population of the study 47
3.3 Sampling procedure 47
3.4 Sample size determinant 47
3.5 Sample size 47
3.6 Data collection procedure 48
3.7 Data collection instrument 48
3.8 Data analysis 49
CHAPTER FOUR: RESULTS AND DISCUSSION
4.1 Introduction 55
4.1.1
frequency distribution according to department
in
the organizations Guinness male 57
4.1.2
frequency distribution according to position rank 58
4.1.3 frequency
distribution according to monthly salary 59
4.2 analysis of variables 60
4.3 discussion of findings 75
CHAPTER FIVE: SUMMARY, CONCLUSION AND
RECOMMENDATION
5.1 Summary 79
5.2 Summary
of findings 80
5.3 Conclusion 83
5.4 Recommendation 88
5.4.1 Recommendation for further study 92
References
Appendix
CHAPTER ONE
1.1 CONTEXT OF PROBLEM
It
is widely recognized that gender discrimination is a persuasive phenomenon; it
is also a costly phenomenon. Everywhere female fined it more difficult than
male to access market activities, political power or health and education
input. No country in the world has yet reached equality between women and men
in critical area such economic participation, education, health and political
empowerment Husman (2006:p37).
Employers
have attempted to provide justification for occupational segregation by
qualifying the various laws and regulation. This protective legislation
sometimes prohibits women from working in certain occupations. In Nigeria,
labour policies are silent on gender discrimination in the labour market as
there are no laws barring women from particular fields of employments. However,
women often sometimes tolerate customary and religions practices that adversely
affect women, whereas the Nigeria constitution recognizes this principle of
equal for equal work without discrimination on account of gender and seeks to
eliminate discrimination on any grounds.
Given
the fact employers sometimes discriminate between male and female worker
especially in Nigeria, it there runs counterproductive to effective employee
performance both at this nation level.
So
when women find themselves in a position to work. They put in their best
effectively. Gender discrimination affects the performance of ‘female workers”
it gives them the extra consciousness to do well in their respective fields.
They ensure that they are producing a high quality product or service any time
they have the opportunity.
1.2 STATEMENT OF THE PROBLEM
Despite
the importance function that human resourced perform. The organization, yet it
is not free from problem. The following are the major problem likely to be
encounter in manpower planning. The increased sensibility on the part of employees,
with respect to discrimination of gender how profit have been generated for the
company vis-Ã -vis how much is paid out to them in form of basic salaries and
firing benefits.
The
nature of most the work and performance undertaken by employees of most big
organization requires female than men which makes the human resources to be in
more discrimination in terms of who they employ. Most workers are not aware of
the benefits derivable as their rights, thus some employers take this advantage
to exploit workers.
The
problem of stratifications in terms of level of development of skill of
employees with relation to their remuneration package also serves as major
criteria to discriminate. These and several other problems are facing the
entire human resources management and it has increased the pervasiveness of
discrimination across the Nigeria.
1.3 PURPOSE OF THE STUDY
The
purpose of this research work is to evaluate the role gender discrimination and
managerial capability play on the performance of Nigeria women worker.
On
a more specific form the objectives are as follows;
1. To
examine the effect of gender discrimination on managerial capabilities.
2. To
identify the relationship between gender discrimination and employee
performance.
3. To
examine the factor that contributes to high gender discrimination in an
organization.
4. To
examine the relationship, differential in skill of worker and gender
discrimination.
1.4 RESEARCH QUESTION
For
the purpose of the study or research work to be fully achieved the researcher
intends to make use of the following questions, which are considered
appropriate to the research on data collection for this study.
i. What
effect does gender discrimination have on the managerial capabilities?
ii. Is
there any relationship between gender discrimination employee performances?
iii. What
extent does the factor in Nigeria contribute to gender discrimination in an
organization?
iv. To
what extent do some organizations prefer men in technical areas or position
than women counterparts?
v. Does
discrimination affects managerial capability?
vi. Do you
think that differential in skill contribute to gender discrimination?
vii. Does
managerial capability affect employee performance?
1.5 RESEARCH HYPOTHESIS
For
the purpose of this research work to be fully achieved the researcher intends
to make use of the following hypothesis.
However
two hypotheses will be tested.
H01:
There is no significant relationship between genders discrimination and
employee performance.
H02:
There is no significant relationship between gender discrimination managerial
capabilities.
1.6 SIGNIFICANCE OF THE STUDY
This
research work is important because gender discrimination have affected the
human resources management and productivity. The research work will also shed
lights on organizational performance and profess ways of solving the problems.
Also, it will serve as reference for further scholars on the need why
organizations should develop manpower planning strategy for effectively human
resources management in order to arrive at its destination a time frame.
Organizations and women at large stand to gain a lot from this study.
1.7 SCOPE OF THE STUDY
Since
it is not possible to study all bank in Rivers State due to time constraints,
financial constraints e.t.c therefore this research work shall be limited to
some selected banks in Rivers State.
1.8 LIMITATION OF THE STUDY
In
the event of carrying out this research work, I encounter some problems like
co-operation from respondent, financial constraints, transportation constraint
and distribution of questionnaire.
1.9 ORGANIZATION OF THE STUDY
This
research work is carefully organized and divided into five chapters, each
chapter explaining different aspects of the subject matter.
Chapter
one, covers the introduction of the topic under the context of the problem,
there is also the statement of the problem, purpose, significance and
limitation of the study, research hypothesis and questions, definition of terms
etc. all dealing on different aspects of the subject matter.
Chapter
two, review of related literature, this chapter portrays the already existing
literature on the subject matter under specific headings and sub-headings.
Chapter
three, research methodology, this chapter will discuss the methods in which
specific data’s would be retrieved and explained; it will also discuss the
sample size and also talk about the data analysis techniques.
Chapter
four presentations and analysis of data, this chapter will analyze the data’s
acquired.
Chapter
five discussions, conclusion and recommendation.
1.10 DEFINITION OF TERMS
Gender:
Classification roughly corresponding to the two sexes
Discrimination:
Unfavourable treatment based on racial, sexual e.t.c
Capability:
A person’s ability or power
Performance:
Process or manner of performing or functioning
Manager:
Person controlling a business or part of a business
Motive:
What induces a person to act in a particular way?
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