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A study on benefits for female employees in MNC’s

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  1. Introduction
  2. Design of the study
    1. Title of the study
    2. Objectives of the study
    3. Scope of the study
  3. Methodology of the study
    1. Research design of the study
  4. Sources of data
    1. Primary source
    2. Secondary source
  5. Limitations of the study
  6. Theoritical background of the study
    1. Causes of stress in the workplace
    2. Job stress and health
  7. Work/life conflicts
  8. Eliminating barriers to advancement
    1. Preparing women for management
    2. Accommodating families
    3. Work-life practice guidelines
  9. Brief of companies policies and facilities
    1. Infosys
    2. Wipro
    3. SAP
    4. IBM
    5. Google
  10. Findings of the study
  11. Recommendations
  12. Bibliography

The study covers five multinational companies, i.e., INFOSYS, WIPRO, IBM, SAP LABS and GOOGLE. After the study of the policies of the companies mentioned above, I have generated the following report with recommendations.

Women constitute the largest number among the protected classes. In1995, they accounted for over 46% of all workers and 48% of all positions in management and professional occupations. Definitely a dramatic increase from 34% in the 1980s. Women of the Hispanic and Asian origin increased their labor-force participation by 80% between 1990 and 2005. Furthermore, women still encounter difficulties in landing the better-paying jobs that have been traditionally performed by men, particularly in rising to positions of top managerial responsibility.

Contrary to a once common belief, most women do not go to work merely to ?get out of the house? or to fulfill psychological needs. Like men, they work for varying reasons, but primarily because of economic necessity. In recent years, over 60% of all women in the workforce have been responsible for supporting themselves, and three out of five of them are heads of households. While approximately 59% of all women work, the participation rate of working mothers is significantly higher. Almost 80% of mothers with school-age children (that is, ages 6 to 17) are employed in some capacity. In many cases, these women have the employment disadvantage of having completed, on average, fewer years of school than married women not in the workforce, and they are concentrated in lower-skilled, lower-paying jobs.

A major employment obstacle for women is the stereotyped thinking that persists within our society. Still another barrier has been that women in the past were not as likely as men to have professional training and preparation for entrance or advancement into management position.

[...] DESIGN OF THE STUDY: Title of the study: ?Comparative study on the policies to support the women workforce in multinationals.? Objectives of the study: To report industry practices on women's employment in MNCs and policies affecting women work force. Scope of the study: Benchmark data on employment of women in MNC's workforce Primary reasons for attrition among women Initiatives taken by the corporates to support women employment, work-life balance. Facilities provided by the company for women employees. METHODOLOGY . a. [...]

[...] Strategy Program or Policy Time-based strategies Flextime Job sharing Part-time work Leave for new parents Telecommuting Closing plants/offices for special occasions Information-based strategies Intranet work / life Web site Relocation assistance Eldercare resources Money-based strategies Vouchers for child care Flexible benefits Adoption assistance Discounts for child care tuition Leave with pay Direct Services On-site child care Emergency back-up care On-site health/beauty services Concierge services Take dinners ELIMINATING BARRIERS TO ADVANCEMENT Women in management have been at a disadvantage because they were not part of the so-called good old boys' network; an informal network of interpersonal relationships that has traditionally provided a means for senior (male) members of the organization to pass along news of advancement opportunities and other career tips to junior (male) member. [...]

[...] The study suffers from the small size of samples. Therefore, the findings of the study cannot be generalized. b. Limited duration of the project is one major drawback. THEORITICAL BACKGROUND OF THE STUDY Work-life balance is a person's control over the conditions in their workplace. It is accomplished when an individual feels dually satisfied about their personal life and their paid occupation. It mutually benefits the individual, business and society when a person's personal life is balanced with his or her own job. [...]

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