Maintaining open lines of communication is critical in the development of a worker’s performance and the establishment of a mutually benefiting company culture. Another strategy to maximize a woman’s performance is to always keep her informed about changes that directly affect the company or her specific department. This includes notification regarding policy, procedural, computer, product/service information, and performance changes.
The list may be extended to other areas such as changes in company benefits.Regarding family life, a woman’s needs may include not only those of her own, but those of her children as well. Working woman are having babies more and more and the performance of a working mother is directly related to the amount of attention she devotes to the concerns of her children. Therefore, if she is juggling her children and work, her performance will suffer (Andrews, 2004). One approach employers could pursue is to research different childcare alternatives or perhaps flexible working options as an added benefit for their employees who are working mothers (Coles, 2002).Already, the Big Four Accounting Firms have incorporated a Work Environment Initiative (WEI), which fosters a supportive work environment for working mothers and addresses and employs policies to meet the demands of a diverse workforce (Big Four Accounting Firms, 2002).
In addition, new legislative reforms are permitting flexible work schedules for mothers with younger children (Employee Benefits, 2003). All of these strides towards benefiting the working woman are crucial because the working mother can only achieve maximum performance if she is convinced her children are safe while she performs her job responsibilities.Additionally, women workers are faced with the issue of unequal compensation with regards to male vs. female workers. Women are well aware of the gender discrepancies in salary and an ethical solution to this dilemma is to strive to employ a uniform base salary for a position regardless of the hired gender. Salary increases should correlate directly to her performance and contribution to the company.
Offering equal incentives, bonuses, and additional rewards to both genders promotes a more aggressive desire within the woman worker.Employees can only be motivated if their responsibilities are outlined. Finally, awareness and sensitivity towards any changes in a woman’s morale strengthens the relationship between employer and employee.
Since women workers are more sensitive to certain issues as compared to their male counterparts, the likelihood of morale shifts in women workers is prevalent, which results in declining performance. To avoid poor productivity due to morale, management should implement a method of receiving feedback from its workers.This can be achieved through monthly meetings, occasional company lunches or casual activities whereby conflicts can be addressed formally or informally but immediately preventing further damage. Another important motivational strategy is for a company to maintain an open door policy.
Women workers in particular need reassurance; therefore employers and upper management should be approachable and available. As businesses strive to motivate their diverse workforce and create an effective operational flow of work, they must be aware and sensitive to the woman worker.As women become more present in today’s workforce, businesses are challenged to maximize their performance based on their individualism and specific needs. Strategies ranging from defining their roles in the corporate structure to childbearing sensitivities are being adopted everyday by businesses across the world.
These theories and strategies represent some of the first steps to maximizing the performance of the woman worker as well as proving that women workers can be as competitive and perform equally as well as their male counterparts.