Women are more qualified , but lower salaries and fewer opportunities to grow. As Human Resources (HR) department is involved or is considered responsible for those decisions, the role of its professionals and their fair decisions are put in question. Regarding that, this thesis will ease the understanding between women and the companies they work for, using HR Strategic Management and Organization Justice concepts. Its main target was to show how HR professionals act using Organizational Justice related to gender issues. Theoretical part of this survey was made for a historical set of women's economic independence evolution in society and comprehension of HR department role and how it can put women in a workplace where the rights for men and women are equally fair. The gender issue used here based on constructionist approach was suggested by Scott (1986, p.1067) where 'gender is a constitutive element of social relationships based on perceived differences between the sexes, and gender is a primary way of signifying relationships of power' and this way may be influenced by social changes. There are also concepts of Strategic Management of Human Resources based on perspective contingency (LEPAK; SHAW, 2008) and the different HR ways of valuing or dissolving the differences between major and minor groups (LIFF, 1997). Referring to Organizational Justice, there are four dimensions that create a concept: Distributive, Procedural, Interpersonal and Informational Justice, its links with HR methods and gender issues. To make this survey it was used the analysis of discursive practices by Spink (2011) and as the topic is under social changes, 'Social Theory of Discourse by Fairclough (2001) as well. It's shown that HR professionals describe a woman as qualified, careful, sensible, with a holistic view to analyze the situation. They are (or will be) mothers, heterosexuals and occupy high positions. When women don't have these characteristics or expected behavior, they are considered more masculine. HR professionals put themselves in charge of developing HR polices and influencing managers responsible for decision taking of Selection, Compensation and Promotion, providing healthy working environment for women as well. During the interviews it was shown that variables influence HR Organizational Justice Professionals and others perception related to woman condition and the context that lead to the difference between men and women. As for Diversity Management methods that could contribute to equality between women and men in the workplace, it was proven that it's possible to blend Valuing Difference methods with Dissolving Difference methods.
The Problem In Brazilian business organizations, talent development (TD) programs are often based on models borrowed from Western countries. However, there are significant cultural barriers to successful implementation of such transplanted models. Research on TD in Brazil is scarce, especially, research on adoption of imported models and frameworks. The Solution This article is based on a case study of TD practices of a large Brazilian steel company that has a long history of human resource development (HRD) and a unique organizational culture. Our study suggests that this Brazilian company’s TD system is based on a combination of several well-known North American models. However, the implementation of the TD system that is based on meritocratic principles does not fully align with an organizational culture characterized by high power distance, paternalism, collectivism, and the emphasis on personal relationships over merit. We suggest ways of addressing the identified misalignments and point out the necessity of tropicalizing the implementation of TD models, which implies embracing Brazilian cultural traits and contexts. The Stakeholders The main audience for this article includes executives, managers, and HRD professionals executing TD strategies in organizations from emerging market economies and/or in firms doing business in emerging markets. In addition, the article will be of interest to scholars specializing in international HRD and talent development.
Este artigo pode ser copiado, distribuído, exibido, transmitido ou adaptado desde que citados, de forma clara e explícita, o nome da revista, a edição, o ano e as páginas nas quais o artigo foi publicado originalmente, mas sem sugerir que a RAM endosse a reutilização do artigo. Esse termo de licenciamento deve ser explicitado para os casos de reutilização ou distribuição para terceiros. Não é permitido o uso para fins comerciais. TOBIAS COUTINHO PARENTE-64. Submission: January 7, 2017. Acceptance: May 2, 2017. Evaluation system: double blind review. Universidade Presbiteriana Mackenzie (UPM). Silvio Popadiuk (Editor-in-chief), Silvio Popadiuk (Associate Editor), p. 39-64 ABSTRACTPurpose: Identify the practices adopted by companies to monitor and prevent contemporary slavery and the elements that differentiate companies that adopt monitoring practices for prevention of slavery and those that do not. Originality/value: This question is investigated from the perspective of management, reputation and institutional environment literature, pointing out the reasons that lead companies to adopt or avoid contemporary slavery. Design/methodology/approach: We used secondary data from Melhores Empresas para Você Trabalhar [Best Companies to Work] 2014 on 305 companies, which filled a questionnaire about their management practices and policies to monitor the working conditions in the supply chain in relation to the use of slave labor. Findings: Results show that the practice adopted by most companies is related to sanctions on contracted suppliers who are caught using slave labor, and the element that differentiates groups of companies that adopt monitoring practices from those that do not is the fact of whether they are or not signatories of the National Pact to Eradicate Slave Labor [Pacto Nacional pela Erradicação do Trabalho Escravo].
Purpose The text is the result of research carried out at undergraduate and post-graduate levels. This think-box corresponds to a collection of ideas and reflections debated in a roundtable that discussed issues related to access and career limitations for women, especially for black women. In this sense, the purpose of this paper is to present, analytically, data that demonstrate the unequal conditions by gender and race. Design/methodology/approach The selected approach was qualitative in a critical perspective. Findings The discussion elicits important social markers to establish difference, and thereby promote exclusion. Reflection on these issues needs to go beyond academic boundaries and reach the business community, perhaps worldwide, sensitizing them to the urgent need to revise biased methods and procedures that are crystallized. It is necessary to create conditions for a more balanced and humane look at women, especially black women. And, in this way ensure fairness in the treatment of people in all aspects, especially in educational spaces and the labor market. Research limitations/implications The difficulty in identifying some systematized data limits the condition of broadening our view to points that have been discussed in the text, such as where are the 6 percent of black executive women. Practical implications It is hoped that this paper may elicit reflections on the current social exclusionary context, and subsidize practices on a more equitable basis observing gender and race. Social implications Socially speaking, it is hoped that this discussion could guide actions to eliminate or reduce the gap, mainly through specific public policies to address the issues of women in Brazil. Originality/value It is the parallel discussion of gender and race in the business sector, where the subjects were scarcely explored, and the critical theory was used as a basis of analysis.
Debates about gender diversity have addressed the influence of women in organisational environments, and their role in increasing economic and non-economic gains. In this sense, the present study aimed to identify how the perception of a company's value is affected by greater equality between men and women in an organisational environment. Based on secondary data from the social axis of the Refinitiv EIKON database, a quantitative study, using multiple linear regression, was conducted on a sample of 2,195 companies from two blocks of countries: Europe and Latin America. For both country blocks, it was found that greater gender equality on a board of directors had a positive correlation with the market value of the company. Additionally, it was found, but only for Latin America, that a policy of wage equality between the genders, as well as gender equality in terms of management, had a positive correlation with the Tobin's Q indicator. The main innovation in this study is the quantitative approach, as most previous research has relied on qualitative interviews and observations to understand adherence to gender diversity in organisations. The results are robust for the econometrics used and provide support on the potential to broaden the discussion on gender equality in the business environment, identifying and quantifying the influence of women on company values. The study opens space for discussion on the importance of gender quotas in companies. Policy used in Europe.
A emergência da chamada curricularização da extensão universitária, expressa em um marco legal recente, ao passo que vem reforçando o caráter indutor da extensão por mudanças concretas na pesquisa e no ensino tradicionais, coloca uma série de desafios para que as instituições de ensino superior (IES) se adaptem a essa nova realidade. É no esforço de promover a reflexão críticasobre iniciativas de integração entre práticas pedagógicas e extensionistas no Campo de Públicas que este artigo se insere. Nossos objetivos são problematizar e refletir a respeito dos desafios da curricularização da extensão nesse campo à luz da experiência do curso de Administração Pública da Faculdade de Ciências Aplicadas da Universidade Estadual de Campinas (Unicamp) mediante metodologia de observação participante. O curso vem aprimorando suas práticas pedagógicas desde as novas Diretrizes Curriculares Nacionais, de 2014, e esse movimento ganhou impulso após a Resolução CNE/CES nº 7, de 2018, com a implementação de iniciativas que integram disciplinas em projetos de impacto social.
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