SYNOPSIS

ON

Study of Male Domination At Workplace And Family

Pressure Factors On Women Leadership

Submitted for Partial Fulfillment for the Award of the Degree of

MASTER OF BUSINESS ADMINISTRATION

(MBA 2009-11)

UNDER THE GUIDENCE OF

Ms. Priyanka Verma

SUBMITTED BY

REEMA AGRAWAL
15119103909

GITARATTAN INTERNATIONAL BUSINESS SCHOOL

(Affiliated to GURU GOBIND SINGH INDRAPRASTHA UNIVERSITY)
ROHINI, NEW DELHI-110085
(2009-2011)
 EXECUTIVE SUMMARY

Heightened competition world wide has raised the performance expectation of organizations which

women still find it difficult to meet. Women have equal access to higher education but are not treated

equally in comparison to their male counterparts while climbing the corporate ladder. Their biological

differences, family culture and belief are the limiting factors. There are also many stereotype beliefs

which are hindering women from breaking the glass ceiling. For women struggle at work and home

seems to occupy her entire life.

Despite achieving many historic achievements by women, these hold little promise for the women in

their long standing battle for economic quality. This study aims to understand the hindrances

perceived by women themselves with regard to their management capabilities. This study also

attempts to test whether there is a significant relationship between male dominance at workplace and

family pressure factors with women leadership.

To get knowledge and to fulfill the requirements for my research project “Study Of Male Domination

At Workplace and Family Pressure Factors on Women Leadership” I have questioned the women

leaders in private banks.

 REVIEW OF LITERATURE

Under “Advancing Women In Leadership Journal”, in “The Role of Balance in

Women’s leadership self-identity” Volume 30, Number14 , 2010, Dr. Robbie Palmer

Hertneky explored the role balance played in the leadership self-identity of women college

presidents.

This research examines the following: how these women describe and define themselves as

leaders, what personal attributes contribute to their leadership, their past and future career

intentions, how their relationships influence their leadership self-identity, and the stories they tell

about themselves and their experiences. A clear picture of leadership self-identity as a holistic

concept emerges, integrating five critical components—balance, authenticity, leading through

relationships, composing a life, and learning.

The purpose of this qualitative study was to explore the concept of leadership self-identity in a

particular population of formal leaders—women college presidents.

The participants fall into the following age categories: two are between 50–54 years old, five are

between 55–59 years old, four are between 60–64 years old, and one is between 65–69 years old.

They were interviewed from time to time in this research.

Under “Advances In Management”, in “Leadership Attribute Among Women

Employees” Volume 3(7), July (2010), Shankar Padma seeked to answer the following

questions in her research: Are the leadership attribute dependent on their age, educational

status and social status? The literary survey strengthens the researcher’s curiosity to

understand perceived leadership attribute among women employees in Tamil Nadu with

special reference to Chennai District.

The various organisations covered by the researcher in this study were Standard Chartered

Bank, Citi Bank, Pepsico India Holdings Private Ltd. and Hindustan Lever Ltd. The

researcher circulated structured questionnaire among the respondents. The respondents were

chosen based on convenience sampling method. The tools adopted to study this were

frequency, cumulative frequency, percentage and diagrams. Chi-square was used to test the

hypothesis. The number of women respondents was 66 in this survey from the Chennai

district.

Under “Fewer women than men in educational leadership”, volume 7 Issue 3, 2009,

Mahshid pirouznia, explored the possible obstacles in women’s pathway to a principalship;

and examine if these obstacles have changed over the past two decades because of women's

changing roles.

This study helps us understand the barriers. This will then lead to the development of

strategies to address these barriers and thus result in better representation of women in

administrative positions in education. There is also the possibility that what we learn from

education could be useful in other areas of employment.

The target population in this study includes all women who are certified as principal in

Franklin County, Ohio between September 1996 and September 2000. This research began

with a questionnaire mailed to women who are registered as suitably qualified to apply for an

administrative position in Franklin County, Ohio. The questionnaire was mailed to 299

women. Ninety two women returned the questionnaire. The race and average age were

obtained for these 92 women. A 30- item questionnaire which measured women’s barriers to

principalship.
INDUSTRY PROFILE

The Banking Sector

The banking system in India is significantly different from that of other Asian nations

because of the country’s unique geographic, social, and economic characteristics. India has a

large population and land size, a diverse culture, and extreme disparities in income, which are

marked among its regions. There are high levels of illiteracy among a large percentage of

its population but, at the same time, the country has a large reservoir of managerial and

technologically advanced talents. Between about 30 and 35 percent of the population resides

in metro and urban cities and the rest is spread in several semi-urban and rural centers. The

country’s economic policy framework combines socialistic and capitalistic features with a

heavy bias towards public sector investment. India has followed the path of growth-led

exports rather than the “exportled growth” of other Asian economies, with emphasis on self-

reliance through import substitution. These features are reflected in the structure, size, and

diversity of the country’s banking and financial sector. The banking system has had to serve

the goals of economic policies enunciated in successive five year development plans,

particularly concerning equitable income distribution, balanced regional economic growth,

and the reduction and elimination of private sector monopolies in trade and industry. In order

for the banking industry to serve as an instrument of state policy, it was subjected to various

nationalization schemes in different phases (1955, 1969, and 1980). As a result, banking

remained internationally isolated (few Indian banks had presence abroad in international

financial centers) because of preoccupations with domestic priorities, especially massive

branch expansion and attracting more people to the system. Moreover, the sector has been

assigned the role of providing support to other economic sectors such as agriculture, small-

scale industries, exports, and banking activities in the developed commercial centers (i.e.,
metro, urban, and a limited number of semi-urban centers).

The banking system’s international isolation was also due to strict branch licensing controls

on foreign banks already operating in the country as well as entry restrictions facing new

foreign banks. A criterion of reciprocity is required for any Indian bank to open an office

abroad. These features have left the Indian banking sector with weaknesses and strengths. A

big challenge facing Indian banks is how, under the current ownership structure, to attain

operational efficiency suitable for modern financial intermediation. On the other hand, it has

been relatively easy for the public sector banks to recapitalize, given the increases in non-

performing assets (NPAs), as their Government dominated ownership structure has reduced

the conflicts of interest that private banks would face.

Financial Structure

The Indian financial system comprises the following institutions:

1. Commercial banks
a. Public sector
b. Private sector
c. Foreign banks
d. Cooperative institutions
(i) Urban cooperative banks
(ii) State cooperative banks
(iii) Central cooperative banks

2. Financial institutions
a. All-India financial institutions (AIFIs)
b. State financial corporations (SFCs)
c. State industrial development corporations
(SIDCs)

3. Nonbanking financial companies (NBFCs)

4. Capital market intermediaries

About 92 percent of the country’s banking segment is under State control while the balance

comprises private sector and foreign banks. The public sector commercial banks are divided

into three categories.

Private banking:

Private banking in India was practiced since the begining of banking system in India. The

first private bank in India to be set up in Private Sector Banks in India was IndusInd Bank. It

is one of the fastest growing Bank Private Sector Banks in India. IDBI ranks the tength

largest development bank in the world as Private Banks in India and has promoted a world

class institutions in India.

The first Private Bank in India to receive an in principle approval from the Reserve Bank of

India was Housing Development Finance Corporation Limited, to set up a bank in the private

sector banks in India as part of the RBI's liberalisation of the Indian Banking Industry. It was

incorporated in August 1994 as HDFC Bank Limited with registered office in Mumbai and

commenced operations as Scheduled Commercial Bank in January 1995.

ING Vysya, yet another Private Bank of India was incorporated in the year 1930. Bangalore

has a pride of place for having the first branch inception in the year 1934. With successive

years of patronage and constantly setting new standards in banking, ING Vysya Bank has

many credits to its account.

List of Private Banks in India

• Bank of Punjab
• Bank of Rajasthan
• Catholic Syrian Bank
• Centurion Bank
• City Union Bank
• Dhanalakshmi Bank
• Development Credit Bank
• Federal Bank
• HDFC Bank
• ICICI Bank
• IndusInd Bank
• ING Vysya Bank
• Jammu & Kashmir Bank
• Karnataka Bank
• Karur Vysya Bank
• Laxmi Vilas Bank
• South Indian Bank
• United Western Bank
• UTI Bank
PROBLEM STATEMENT

In the post liberalisation and globalisation scenario it would not be an exaggeration to say

that the role of women in the corporate sector has increased manifold. However a change in

any society takes time especially in a patriarchal society like ours where women have been

virtually held in subjugation for many centuries.

Limited research has been conducted on women and critical factors affecting their leadership

capabilities, likely because of the relatively recent increase in the entry of women in

leadership roles and their capabilities in the same. Hence my research problem is based

to make a fair estimation of the extent to which male domination at workplace and family

pressure is detrimental to professional women leadership.

OBJECTIVE OF THE STUDY

• To study the relationship between the man domination at workplace on women

leadership capabilities.

• To study the relationship between the family pressure factors on women leadership
capabilities.

SCOPE OF THE STUDY

The study has been based upon the women leaders in particular. Due to which much

importance has not been given to the male employees in the organization.
HYPOTHESIS

Null Hypothesis 1 :- There is no relationship between male dominance at workplace factors

to women and their leadership capabailities.

Alternative Hypothesis 2 :- There is relationship between male dominance at workplace

factors to women and their leadership capabilities.

Null Hypothesis 1:- There is no relationship between family pressure factors on women and
their leadership capabilities.

Alternative Hypothesis 2:- There is relationship between family pressure factors on women
and their leadership capabilities.
RESEARCH METHODOLOGY AND DESIGN

Research methodology:-
This study is descriptive in design, which will analyse the factors determining the relationship
between the male dominance at work place factor on women leadership and relationship
between the family pressure factors on women leadership. The questionnaire method is used
for data collection. This questionnaire consists questions in a structured way. During the
course of interviews. Respondents were made to fed free all were motivated, by giving clear
information about this study, to express their feeling. Hence, questionnaire is used as a tool
for this study.

This study is a descriptive study as it analyses the above mentioned factors affecting the
women leadership.

1.) Determine the sources of information :-

(a) Primary Data :- Primary datas are those which are gathered specially for the
project at hand, directly – e.g. through questionnaires & interviews. Primary data sources
include company salesman, middleman, consumers, buyers, trade association’s executives &
other businessman & even competitors, interns.

(b) Secondary Data :- These are generally published sources, which have been collected
originally for some other purpose. Source are internal company records, government
publication, reports & publication, reports & journals, trade, professional and business
associations publications & reports.
SAMPLING TECHNIQUE USED & SAMPLE SIZE

Sample design is a definite plan of obtaining some items from the whole population. The
sample design used in this project is Convenience sampling.

SAMPLING

1. Sampling Technique : Non probability sampling

2. Sample Unit : Women leaders working in private banks

3. Sample size : 50 respondents

4. data collection method : Direct interview through questionnaire.

5. Data analysis method : Tabulation and Graphical method.

6. Statistical tool : t-test

7. Area of survey : Delhi

 QUESTIONNAIRE

Hello to all women professionals. I am Reema Agrawal, a student of MBA semester 4

specializing in Human Resource Management from Gitarattan International Business School,

Rohini, Delhi. I am doing a research project to understand the relationship and various factors

affecting women leadership in an organization. For this I am expressing my great thanks to

all the women participants of my research. Please fill your personal and occupational details

and answer few relevant questions on the basis of your true feelings. I can ensure that your

details are important to me and these will remain confidential always.

NAME ____________________________ AGE ___________

ADDRESS ________________________________________________________

________________________________________________________

PHONE NO ____________________________

MOBILE NO ____________________________

EDUCATIONAL QUALIFICATION ____________________________

OCCUPATION ____________________________

Q1. Please specify your present designation?

_______________________________________________________________________
_____________________________________________________________

Q2. Specify the number of years you have worked in the banking industry?

o Less than 5

o More than 5
Q3. What is the approximate percentage of women employees in your branch?

o Less than 20

o 20 to 50

o 50 to 70

o More than 70

Q4. Do you feel discriminated against as regards promotion or recognition vis a vis your male
employees on non meritious factors?

o Never

o Rarely but yes it has happened

o Regularly its a common phenomenon

Q5. Do you feel that you miss out on challenging assignments solely because of your
gender?

o Never
o Yes on occasions
o Frequently, I feel I’m made only
for mundane tasks
o What are you talking about, infact I get more challenging assignments.

Q6. Assign approximate percentages to your male subordinates as regards:

o Indifferent, they do not care about gender ____________________________

o They give more respect in fact
 of the boss ____________________________
o They seem unwilling to cooperate and insubordination is a major issue
____________________________

Q7. Have you been ever asked for explicitly or implicitly for sexual favors

o Yes

o No

Q8. Does your husband/ lend a hand in household chores?

o Yes, infact regularly

o No, for him its not a male thing

o occasionally, he cannot be depended upon for this

Q9. Do you feel solely responsible for bringing up your children?(answer if applicable)

o Yes, my husband seems least interested

o He is a caring father but of course doing their chores is out of question for him

Q10. Your child is ill/has a tough examination. Who will stay at home?(answer if applicable)

o I always

o Will depend on our work

Q11. Have you ever faced domestic violence from your husband and/or in laws

o Yes but he/they apologized and was never repeated

o Never
o Frequently, I’m fed up and will take action
o Frequently but what can I do
Q12. Now that you are working are your parents forcing the marriage issue? (only for
unmarried)

o Not really but yes occasionally they drop hints.

o They have gone crazy, my maiden days are numbered!!!

Q13. Finally do you think you would have been in a higher position if you were a male

o Yes

o No

Thank You
 TABLE OF CONTENTS

Topic Page no.

1. Executive Summary

2. Chapter 1- Introduction-------------------------------------------------------------

3. Chapter 2- Review of Literature--------------------------------------------------

4. Chapter 3- Research Methodology & Design-----------------------------------

5. Chapter 4- Data Analysis & Interpretation---------------------------------------

6. Chapter 5- Major Findings & Discussion-----------------------------------------

7. Chapter 6- Conclusion & Recommendations--------------------------------------

8. References------------------------------------------------------------------------------

9. Annexure--------------------------------------------------------------------------------

10. Abbreviation used--------------------------------------------------------------------