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http://en.wikipedia.org/wiki/Women_in_Pakistan
During World War II, women again entered the workforce in great
numbers. In response to a need for new workers and new
production, six million women went to work during the war.
Society's approval of this phenomena was reflected in posters of
Rosie the Riveter and other cultural signals. Magazines and
movies and other media all reinforced a woman's patriotic duty
to work. Again, however, at the end of the war, women were
encouraged to leave the workplace and return to the family
environment. While half the women in the workplace left
between 1945 and 1946, by 1947 the employment rate of women
had regained its wartime levels. And, by 1950, almost one third
of all women worked outside the home.
WORKING WOMEN
One result of the glass ceiling has been the rise of women
entrepreneurs. By establishing their own businesses, women
entrepreneurs hope to avoid discriminatory factors and
measures that impair their success in the traditionally male
business world. Women form businesses at nearly twice the rate
of men. And, in the United States, about 6.5 million businesses
are owned or controlled by a woman. Some, such as Elizabeth
Arden (1878-1966), Helena Rubinstein (1870-1965), and Estee
Lauder, made their fortunes in cosmetics while others, such as
Olive Ann Mellor-Beech (1903-1993), inherited their businesses
when their husbands died. By 1996, 3.5 million home-based
businesses were owned by women, and those businesses
provided work for approximately 14 million people.
Discrimination is not absent, however, in the entrepreneurial
world. In April 1994 Congress set a goal for the U.S. government
to put 5 percent of its procurement dollars into women-owned
businesses. Still, during the late 1990s, less than 2 percent of
government procurement spending went to women's firms.
SERVICE INDUSTRY.
Early cultural consensus held that women and men enjoyed two
different spheres of influence. Men moved within the public
sphere of influence, including business and commerce, while
women were confined to the private or family sphere of
influence. More than any other factor, the issue of sex
discrimination influences current promotion and pay practices
within the workplace. Sex discrimination emerges from a strong
past belief that women belonged in the home environment and
not in the business environment. Two central tenants of sex
discrimination hold that women do not need the money of
employment since they will be supported by a man and that
women are not as qualified as men. The Equal Pay Act of 1963
and the Civil Rights Act of 1964 provided protective legislation
for women and enabled them to legally contest discriminatory
practices in pay and promotion. As a result of these and other
laws, bona fide occupational qualifications exist to define and
determine the extent to which sex relates to ability to
successfully complete a job. The Equal Employment
Opportunity Commission is the watchdog governmental agency
set up to deter sex discrimination in the workplace.
Nevertheless, both historically and in modern settings, women
earn less than men for the same work. Comparable worth, or the
principle that equal work deserves equal pay, continues to
evoke considerable controversy since many fear that male
wages will decline rather than women's wages increase.
Three factors account for the origins of the low pay of women.
First, women workers were always seen as merely
supplementing their husband's pay. Even unmarried women
were perceived to be transitional and on their way to domestic
life. Under these assumptions, women did not warrant the
training or education to move to higher-paying jobs even if they
had been available. Second, early professional positions in
nursing, education, and librarianship were outgrowths of
charitable and philanthropic work. Done for charity and "good
works," the pay for these jobs reflected remuneration as an
irrelevant part of employment. Finally, the historical involvement
of women in domestic or housework type employment (e.g.,
sewing, cleaning) tied women's employment to traditional
household duties. These household duties, since they were
unpaid in a familial situation, received low pay in a commercial
situation.
WOMEN'S ISSUES IN BUSINESS
There are several things one can get motivated with. People get
motivated by their strong belief in the almighty. They can even
get motivated by an experience they have had or by any other
factor. These things just encourage you to change your
perspective in life. One can change in to a better person or a
better business person with self motivation.
- Self motivations fill you with positive energy and boost your
enthusiasm.
Importance of Motivation
a. Increase in productivity,
b. Reducing cost of operations, and
c. Improving overall efficiency.
Leads to achievement of organizational goals
www.managementstudyguide.com/importance_of_motivation.ht
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Motivation in Organizations is Very Important
Common Goals
Awards Ceremonies
Another way to create motivation in organizations is to create
awards that you present to winners on an awards night. That can
be a great motivator as it makes people feel accomplished and
valued. If people think they may win an award which will be
presented in front of the entire group, it will make everyone work
that much harder so that they can be in the running for such an
award. The awards can be printed off of any computer and set
into a nice frame. This adds a special touch and it's something
that everyone can be a part of. It also creates motivation in
organizations because everyone wants to win an award, no
matter what that award might be.