Empowerment of Women Work Force


By

K. Niranjanaa Devi
B.Com, MBA, M.Phil, MHR, (Ph.D)
Faculty
Department of Management Studies
Tamilnadu College of Engineering
Karumathampatti, Coimbatore-641 659
 


Introduction

The empowerment of women refers to providing the necessary rights and responsibilities to women in order to make them self-reliant. Traditionally, Indian women have been brought to become workers or servants to serve the man dominating world. Even in mythology, there is no gender equity and women were deprived of their legal rights, to get property, education privacy, social status and they were never treated as participants in any developmental works.

Empowerment is the process of building capacities of women, creating an atmosphere which will enable people to fully utilize their creative potentials. Empowerment gives women, the capacity to influence decision making process, planning, implementation and evaluation.

Need for Empowerment

The following are some of the immediate needs

  • Security
  • Satisfaction
  • Love and affection
  • Social status
  • Recognition

To empower women, our strategy is based on the following development.

    • Integrated development
    • Economical independence
    • Awareness creation and organizing through training

Training

Training of women has assumed significant importance and it has become a national issue. Women must be trained to develop their potential in some skills so that women's earning power can be improved. Their economic liabilities must be converted into economic asserts and this is possible only when women have earning power. This is possible through proper training for income generation. Women have their right to get training to gain employment with confidence and faith. Our main objective is to train women in selected vocations with skills which would enable them to earn through self employment.

Training Programmes

A large number of training programmes are now conducted both by the government and private agencies. The training programmes should deal with basic principles related to generation of income. Training should provide women to develop skills in marketing, production, administration and identifying local resources.

Areas of training

Training women for income generation in the following courses have become very common.

* Cutting or tailoring
* Knitting
* Embroidery
* Weaving
* Book binding
* Typing
* Short hand
* Beauty hair and skin care
* Dyeing and printing
* Massage, paper and pickle making

Women need training in the following managerial skills

* Memory
* Time management
* Decision making
* Negotiation skills
* Interpersonal skills
* Communication skills

MYTHS

The incidence of few women in management across both economically developed and developing countries would be attributed to certain myths that have found its way into HR practices world wide.

Myth I Men are more effective as managers. This is untrue, as there is paucity of data itself. In entry and middle level management positions which sizeable numbers of women hold in some countries, experience confirms their effectiveness. In upper management level scarcity of women to data preludes judgement for or against their effectiveness.

Myth II Men and women hold different value systems. This is first a mirage, through priorities may elude as to gender specific roles of men and women. Studies have confirmed the nature of motivation of women to be extrinsic factors like money, security, clean working conditions, social relations. Men value intrinsic motivations like desire to achieve and be promoted. But art large as employment seekers or entrepreneurs they seem to share the same beliefs and values.

Myth III Women are susceptible to emotions, as men are emotionally stable. This is gender specific, as women tend to be more expressive in conveying their displeasure, fear, anxiety, grief or happiness. On the other hand men are bound to be stuck to their gender role stereotype of being inexpressive. The reality is women are better communicators that add to their managerial capability. 

Myth IV Men are better task managers than women. Men are considered better taskmasters with regard to optimizing information in decision making, while women require maximum information to make decisions, as their approach is 'stick to the knit'.

Myth V Prevalence of glass ceiling. Women because of family responsibilities have less commitment to career than men. Today women work either to support their family economically or aspire for higher standards of living or are anchored for a career.

SEVEN STEP PROCESS OF EMPOWERING WOMEN IN THE WORK PLACE:

Information Women need to be well informed of their role, its demands and expectations, rights and duties, power and power utilization.

Knowledge Women should be given opportunities to enhance their knowledge base by pooling in data from all sources.

Participation Power structures in organizations have to be redefined to include women in top power centered roles.

Reward The reward system has to be structured to include intrinsic job motivators.

Training Women should be trained in use of power and empowering others at the workplace.

Innovation Innovative HR practices are required to usher in gender equity in the workplace.

Accountability Increased responsibility should be accompanied with accountability as it brings in self-development and efficacy.

Conclusion

Indian government has taken several steps towards empowering women. Empowerment of women also requires participation and cooperation of men as they benefit by having educated mothers, wives, daughters and sisters. The economic empowerment will allow raising women's self awareness, skill development, creative decision making and it may also lead to produce better citizens and a new and modern India.
 


K. Niranjanaa Devi
B.Com, MBA, M.Phil, MHR, (Ph.D)
Faculty
Department of Management Studies
Tamilnadu College of Engineering
Karumathampatti, Coimbatore-641 659
 

Source: E-mail September 01, 2007

          

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