Gender and Sex Determinants, Essay Example

The article written by Dawn Hendricks (2009) discusses how employment among individuals with ASD will help us develop a better sense how employment culture improves through over time based on the different changes in society and the growing concern of world affairs. By conducting qualitative research, study tries to identify which forms of health support employees with ASD employees are given.Trends towards health support are improving the overall culture of employment over time. For instance, the recognizing the psychologically related behavioral issues that people have to deal with opens up the opportunity for individuals around the globe to fully understand the strengths and weaknesses of these individuals in addition to how to get them to best perform their tasks at work.

ASD makes it hard for individuals to perform fully, especially when it comes to dealing with complicated responsibilities. Giving attention to this matter has provided the researchers a chance to identify well with what modern industries need from the employees and how even the disabled individuals could respond to given requirements. Specifically, the researchers found that providing these individuals with on the job training, work place modifications, and support from coworkers and managers helps individuals with ASD perform well at work. This information can help employers gain a greater understanding of how to maximize the performance of these individuals, which supports the hypothesis because individuals with ASD could become good workers if they are given the appropriate resources.

The second article written by Anne Marie Francesco and Milton Hakel (1981) deals with the presentation of how gender bias become a huge source of complication in employment during the past decades in history through the use of quantitative study. It could be understood that it is through this complication that the measurement of how men and women are separately given attention to during the point of screening for employment. Relatively, this discussion allows for the presentation on how women and men are treated differently especially based on what they are able to offer to the business as part of the organization.

Notably, this study deals with the assumption of how employment among men and women differ through time. Since the study was completed in 1981, it doesn’t take modern concerns into question. Practically, it could be realized that the research provides a real vision of how gender issues are defined according to the needs of the industries for the services of individuals based on their capacities and skills and not necessarily based on their gender capacities. Specifically, the results stated that men were generally considered to be more hirable than men, which was measured across several characteristics that employers generally look for. This supports the hypothesis that men are generally hired more frequently than women on the basis of their gender.

The third article, a quantitative-based study, is written by Koeske and Krowinski (2004) which deals strongly on the being of the employees one-by-one. Understandably, it could be realized through this research that gender diversity and gender issues are among the most common points of failure that companies are usually being measured on. This study intends to help in determining how issues of diversity and personal differences among employees does cause the manipulation of what is intended to be viewed as particularly common in the work-industry.

The researchers of this study intend to improve the way business operators see the importance of seeing the balance between diversity among employees and the concept o relative connection that each worker has with the other. They compared the merit of job characteristics, such as experience and job role, for males and females and determined which characteristics would be more likely to get members of each gender hired. The study found that there is gender disparity as it relates to salary when individuals have the same qualifications but different genders. This supports my hypothesis that men are both more hirable and more likely to have higher paid jobs or positions within a field compared to females. This is important because it provides my study with additional characteristics to study in the relationship between gender and finding a good job fit for each employee according to their demographics.

References

Francesco, AM and Hakel, M. (1981). Gender and Sex Determinants of Hireability of Applicants for Gender-Typed Jobs. Psychology of Women Quarterly.

Koeske, GF and Krowinski, J. (2004). Gender-based Salary Inequity in Social Work Mediators of Gender’s effect on Salary. National Association of Social Workers Inc.

Henricks, D. (2010). Employment and adults with autism spectrum disorders: Challenges and strategies for success. Journal of Vocational Rehabilitation.