The importance of soft skills and emotion service are gradually accepted and approved by the public. The female-dominated service industry has been generally considered as bringing more job opportunities to women. According to the statistics from ONS, 64 percent of women had a job in 1982, but 71 percent of women were in the workforce by the end of 2017, which is on rising year by year. Among all the job types, women dominate employment within occupations within caring and leisure, accounting for 82 percent of those within these occupation types. Additionally, Garnsey and Rees (1996) have pointed soft skills promote equal opportunities. In their minds, the existence of inequality is a problem that women inflict upon themselves that could be …show more content…
(2009), the uncertainties relating to the definitions of skills has caused confusion and problems in the recruitment and promotion system. Technically, traditional technical skills are easy to recognize and quantify, whereas soft skills are subjective skills that are much harder to quantify (Grugulis and Vincent, 2009). For example, it would be easier to test whether a person can type quickly, speak Russian, or use the computer. It is difficult to examine a person whether has the keen power of observation and the memory, also inspect a person whether has the loyalty and flexibility, particularly after job seekers have known the soft skills required for the jobs they are looking (Grugulis, 2007). Without the objective principle, soft skills would be based on whims and options and subject to stereotypes. During this process, some visible factors such as gender, race, or appearance influence the hiring decisions invisibly, which is an act of discrimination. Meanwhile, ethical issues inevitably occur. For example, if the ability to cope with stress can be regarded as a skill, then those who cannot deal with the negative consequences such as boredom, pressure, anger, disappointment, and failure from work successfully would have been viewed as lacking
Women in our society tend to take on the emotional work or
From the history of being obedient to the rules of society, women have changed their present completely by almost taking half the work force in the industry, making the world move in their direction (58). But still, men get more promotions and are paid more and we look up, to the management chart of a work place, it's hard to find the female staff at the upper levels. Many observers came up with different observation for this which is true to some extent but what is more accurate is women’s drastic lack of confidence (58).
For decades men have dominated the work force of America. It was not until recently that women began entering the business world and to this day they continue to battle for equality in the workplace. Leadership positions and salary negotiations are what normally come to mind when discussing the obstacles that women face at work. An article that appeared in Time Magazine called “Go Ahead- Cry at Work”, by Anne Kreamer, discusses Kreamer’s personal challenges with expressing her emotions at work, along with the overall struggle that women face when trying to find a “socially appropriate way to express legitimate anger in the workplace” (Kreamer). The article discusses the need not to eliminate emotion from the work place, as many people currently do, but that “emotions are who we are” (Kreamer) and we should embrace them when they come about. Kreamer argues that women should being able to express negative emotion at work without being seen as unprofessional or weak. “This is not to suggest that being embarrassed, frustrated, or upset at work is inappropriate but rather that when colleagues show emotion, we should learn to interpret why those particular feelings were triggered”. Through personal experiences, research and surveys, the author found many employees, men and women combine are unsure as to how to express their emotion in the workplace.
Human resource practitioners and I/ O psychologists have at their disposal a host of personnel assessment techniques. For example, traditional predictive measures used to screen job applicants have included the use of application blanks, job interviews and psychometric measures of personality and cognitive ability. For the most part, these instruments attempt to predict an applicant's potential for success by estimating her current level of functioning on some psychological construct that is believed to be related to job performance. Recently, however, personnel professionals have added a unique assessment technique to their arsenal.
Although many women have achieved a college education, many will nit be able to share the same values as there male peers. Many women will have certain messages conveyed about them which will be used to profile them in their selective fields. These factors will contribute to the controversial issues facing women today in the workplace. The gender roles that have challenge women today will not allow the equal status of women who are trying to advance there job careers. Only with enough support from activist groups of women’s rights will break these stereotypes and, allow women to have a fair and equal role in society.
However, this report highlights the fact that 21,1% of women work in professional occupations, 17,4% administrative and secretarial occupations and 16,5% in caring, leisure and other services. Confirming that, women still opt for jobs that require less dedication from
When we use a utilitarian approach, it is believed that “productivity is optimized when jobs are awarded based on competency.” The clear conclusion from this statement is that skills and abilities should be the first requirement to consider when evaluating a potential new hire, or promoting them to a different position. This approach is somewhat objective because the person doing the hiring could have different views on the meaning of “competency.” Say, a man in a senior management position believes that women are somehow less intelligent or less able to succeed in top positions, he would automatically rule out women due to their “incompetency.” The responsibility to break these types of mindsets lies with the corporation. Where there is objectivity of terms, there should be detailed descriptions put in place of what they truly mean to the organization.
James G. Skakoon, W. J. King and Alan Sklar (2007). The Unwritten Laws of Business. /: Tantor Media.
For every job that you have, you will need to have a certain set of skills to be successful. For example, two people are looking to be hired, but only one person will actually get the job. The two people have near identical resumes but a few things make them different. While the first person was able to articulate his ideas when he was being interviewed, the second person could not. The first person was incredibly dedicated to getting the job while the second person was not. Last but not least, the first person was able to adapt to the fast moving paced job unlike the second person. In the end the first person got the job because of his dedication, flexibility, and communication skills. It would be extremely unbeneficial to go into a job without having, in my opinion, these most important set of skills. While there are several job skills that are essential to being successful, I strongly believe that being dedicated, adaptable, and have phenomenal communication skills are the most important.
Richman, L. S., VanDellen, M. and Wood, W. (2011), How Women Cope: Being a Numerical Minority in a Male-Dominated Profession. Journal of Social Issues, 67: 492–509 print
Managers should understand an employee’s skills and abilities to make an informed decision on whether or not to hire him. Once hired a manager uses skills and abilities as a deciding factor for an employee’s job placement within the corporation. Secondly, an evaluation of an employee’s personality helps the manager in his leadership approach of that employee. Thirdly, perceptions can be the deciding factor of whether or not a candidate is hired and or promoted. An individual perceived as fitting in may be hired to negotiate business deals. Particularly, if the individual shows a favorable attitude through actions and deeds and has strong values and behaves
The difference between the skills needed on the job and those possessed by applicants, sometimes called the skills-gap, is of real concern to human resource managers and business owners looking to hire competent employees. While employers would prefer to hire people who are trained and ready to go to work, they are usually willing to provide the specialized, job-specific training necessary for those lacking such skills. Most discussions concerning today’s workforce eventually turn to employability skills. Finding workers who have employability or job readiness skills that help them fit into and remain in the work environment is a real problem. Employers need reliable, responsible workers who can solve problems and who have the social skills and attitudes to work together with other workers. Creativity, once a trait avoided by employers who used a cookie cutter system, is now prized among employers who are trying to create the empowered, high performance workforce needed for competitiveness in today’s marketplace. Employees with these skills are in demand and are considered valuable human capital assets to companies. Employability skills are those basic skills necessary for getting, keeping, and doing well on a job. These are the skills, attitudes and actions that enable workers to get along with their fellow workers and supervisors and to make sound, critical decisions. Unlike occupational or technical skills, employability skills are generic in nature rather than job specific and cut across all industry types, business sizes, and job levels from the entry-level worker to the senior-most position. Job readiness skills are clustered into three skill sets: basic academic skills, higher order thinking skills, personal qualities Employability skills are those basic skills necessary for getting, keeping, and doing well on a job. Employability skills are teachable skills.
Soft skills can be known as the EQ or the Emotional Quotient of a person. It incorporates skills like time management skills, self-confidence, self-administration, self-discipline, relational skill Verbal correspondence, state of mind, flexibility, and additionally the capacity to take feedback in a positive way, and so on.
Volcanoes are formed when magma is expelled from the Earth’s surface, resulting in volcanic eruptions consisting of ash and lava. Over time, the lava cools and forms into rock on the Earth’s surface. Whenever an eruption occurs, the newly-formed rock from the lava layers continuously until the volcano takes its shape. Volcanic eruptions have taken place for thousands of years, and even today, according to the U.S Geological Survey (2010), there are approximately 1500 active volcanoes located throughout the world.
It will be one of the luckiest things in the world if people could just do what they love in their careers, and pursue their dreams without any fears or worries about how society and others judge them. However, women in this society do not obtain the same rights that men own; many inequalities hinder women to live and work. From this class, I learned a lot about gender affects work, and women and men’ roles can be very different in the work. In many industries, even though women get same education and professional degrees as men do, they are hired at lower rates than men are. Many women meet glass ceilings and find it is hard to attain the highest status in the profession, and this causes the society locks women out of higher level