Critical Perspectives on Management and Organisation - Essay Example

Critical Perspectives on Management and Organization (Critical Writing) Introduction In the modern times, many organizations find it necessary to adopt a more global mindset in their human resource management practices in order to remain viable in the current world market (Duncan & Loretto 2004, p. 88). More than ever, various organizations especially media companies must recognize the need and importance of the diversity and inclusion of the workforce as a strategy for improving the productivity of the enterprise. Recent studies have indicated that inclusion and diversity are key in developing a greater sense of equality and cross-cultural competence in the workforce (Thomas, 2010). The inclusion of such diversity includes various aspects that cut across age, sex, educational background, ethnic variations, etc. According to Lewis (2014, p. 55) workforce diversity management regularly involves increasing one’s cultural competence, attempting to understand people as individuals rather than as a group of people. Additionally it helps build healthy and productive human relationships in the workplace. In reference to Simona Spedale and her colleagues ‘paper - Gendered Ageism and Organizational Routines at Work: The Case of Day-Parting in Television Broadcasting (2014), aspects of age and sex have played a key role in modifying the present media companies especially in British Broadcasting Corporation (BBC). This paper therefore critically examine the impact of sexual and age discrimination in the workplace and how this form of stereotyping informs the performance of routine for organization television schedule in the BBC. Foremost, the paper also presents a summary of argument of Spedale and others in their paper (Frances et al., 2012, p.67). Summary This work by Simona Spedale and her colleagues adds to the investigation of gendered ageism and sexism in the working environment by examining how the standard of day-separating in TV takes part in the social development of a philosophy of youthfulness that leads to general imbalance and inequality in the workplaces especially in the British Broadcasting Corporation (BBC) (Lieberman & Simons 2001, p. 101). Discriminating talk examination is connected to the last judgment of an Employment Tribunal court situation where the British Public Broadcaster, the BBC, was confronted with allegations of gross discrimination on the premise of both age and sex. Among several of its employees who were mostly women who were either old or not very presentable in the cameras. Three interrelated discoveries are highlighted by the authors in this piece of work (Madera & Kapoor 2011, p.55). First, the philosophy of youthfulness was constituted through rambling systems of selection and prediction that depended on an intrinsically ageist and sexist lexical register of 'brand refreshment and restoration. This kind of selection majorly depended on the ideology of the youth not considering the potential or experience that an individual heard on the job or the level of professionalism (Frances et al. 2012, p.71).Secondly, the belief of ‘youthfulness’ was duplicated through a pervasive digressive procedure of joined de-agentialization, deliberation and speculation that kept up force disparity in the work environment by clouding the Office of the more capable hierarchical on-screen characters while further minimizing the weaker ones (Scott 2012, p.77). This exhibited at a greater percentage discrimination against sex where the women were considered as the weak characters in the workplaces. Therefore, their efforts to progress were being thwarted by the superior males who held most of the managerial positions (Jacobs & Padavic 2015, p. 212). This kind of discrimination according to the authors undermines the women’s ego and belittle them hence their opinions and rights are not respected (Thomas 2010, p.45).Third, notwithstanding confirmation that the crossing point of age and sexual orientation created subjectively diverse encounters with individual authoritative on-screen characters, in the honest to goodness and legitimate rendition of reality developed in the Tribunal's last judgment, ageism verbosely beaten sexism as a type of mistreatment at work. From this some elderly individuals found their way out of the workplaces as it was perceived that they lack the modern knowledge and expertise required in the current digital world, despite their great wealth in experience and managerial qualities (Tomlinson & Colgan, 2014, p. 66). The third aspect that is clearly illustrated in this context is that going by the fact that mutual gender interaction and integration leads to the merging of variety of experiences among the individuals at the workplace, in the tribunal’s judgment that was considered to be very authoritative, it was noted that ageism as a form of organizational oppression prevailed over sexism, however both are dangerous forms of oppression for the employees not considering the gender because both acts undermine individual's rights (Duncan & Loretto 2004, p. 92). From these deliberations, the authors have tried to explore deeply on the importance of intersection of gender and age in the organization’s networks as this brings together different experiences, talents, abilities and diverse potentials in the workplace which improves employees’ performance and the overall output. The authors also vividly illustrates that improper organizational structures, has greatly encouraged the dominance of ageism over sexism and this has made it difficult for the integration of the two for the betterment of the organization (Jacobs & Padavic 2015, p. 210). This often results in managerial problems as there is a lack of proper coordination and clear understanding of roles and responsibilities hence likelihood of disagreements and misuse of the resources (Lewis 2014, p. 58). Critical Evaluation and Interpretation According to Scott (2012), diversity management in the modern days is regarded as a reality in the workforce. Practically, such a management requires adequate examining of one’s own personal beliefs and values as well as learning suitable skills that will enable one to deal appropriately with difference in beliefs and values of other people. Broadly therefore it involves the inclusion of people regardless of their gender or age (Askhave & Zethsen 2014, p.73). Notably, recent studies have indicated that the British public service broadcaster (BBC) have been accused of discrimination on the basis of gender and age. According to scholars, age is considered as an embodied identity and organizing principle yet it has received very little attention especially in the working environment. Workers have been discriminated against on the ground of their age (Pritchard & Whiting 2014, p.30). For instance, the old people were initially regarded as wise people and people full of expertise and know-how in their various areas of specialties. However, with the new and fast advancement in science and technology, the new young experts have since been preferred to the old professionals. What are the results? The old professionals have since been discredited and discriminated on the grounds of their age and their lack of technological expertise (Scott 2012, p.79). There is organizations claim that the elderly have no real mastery of the new methods of production and usage of the modern equipment and machine. Agreeably, the modern day broadcasting stations must adapt to the technological race in order to remain viable in the competitive market, and this involves the involvement of new capabilities and talents. However, discriminating the old professionals simply because of their lack of technological know-how seems more inhuman (Sullivan 2014, p. 99). This kind of discrimination based on the individual’s age gives a very negative perception of the old that they are less valuable and less productive than the younger workers. This opinion of the public in the aged as less valuable and less productive often makes the aged dampens their active engagements in productive activities in the workplaces as they already have that mindset of adding no value to the output of the company (Thomas 2010, p.50). This is witnessed in the British Public Service Broadcasting Corporation (BBC) where most of the duties are now given to the youths while the aged are looked down upon. One such instance was the case of O’Relly, who was a broadcaster but was laid off her duties when she turned 50 years, despite her experience and advance knowledge in broadcasting. This dismissal significantly affected her confidence and self-esteem, and this made her feel discriminated in the workplace despite her numerous efforts and enormous contributions in the BBC. This made her sue the company in the tribunal court, which later reinstated her to her original job (Zbigin & Tatli 2008, p.155). This clearly illustrates how the ageism discrimination is significantly affecting the productivity of various companies and organizations. Laying off of elderly employees on the basis of lack of modern knowledge has often lead to loss of significant experiences at the workplaces and lack of moral guidance to the youthful generations who are still inexperienced (Madera & Kapoor 2011, p.55). They also lack the expertise in handling various managerial duties and activities of a company. Hence, they continuously need close monitoring despite their claim of modernity. Absence of the elderly minds in the working environments thereby often leads to carelessness and instances of embezzlement of company funds and resources due to the lack of proper managerial guidance by the wise old people whom the youthful employees can emulate from (Lewis 2014, p.186). Moral guidance is very vital in any working environment as they help to the understanding of the working environment and the professional ethics required in the organization. The philosophy of ageism should, therefore, be highly disregarded in any working environment and every individual should be equal appointment and promotion chances on the basis of their knowledge and experience of claims of age (Sullivan 2014, p. 101). This brings great diversity to the workplace where different talents and knowledge are combined and integrated thereby leading to an excellent and quality output. This proper workforce diversity management also enables human resource managers to deal effectively with today’s global inclusiveness in the workforce as a way of attracting and retaining productive association in the competitive global market and economy (Thomas, 2010). Another argument presented broadly by the authors is the instances of male dominance both at the working environments and in the general surroundings. They argue that most of the recruitments at the corporation is often done under pervasive and digressive procedures of deliberation and speculation that stimulates the enormous gender disparity in the work environment (Jacobs & Padavic 2015, p. 213). This is done by appointing more men on the top managerial posts while the weaker characters who are the women are given, the fewer lucrative positions of management. This gives the men more advantage in the workplaces than the women who are equally trained and having the required knowledge and expertise in the broadcasting environment. Numerous social orders, notwithstanding, oblige some collaboration between the men and women to ensure that there is mutual responsibility among the members of the community (Lewis 2014, p.195). Most individuals have discovered that for a general public to be influential and have peaceful coexistence, and then there is a need for coherence and mutual understanding among every member of the community. Misuse and assault annihilate the affectionate structures of a general public and reason breakdown. This is considered to be very helpful in the times of crisis and tragedy because the combined effort can achieve much (Duncan & Loretto 2004, p. 95). In the context of British Public Service Corporation, male dominance is highly witnessed whereby the man is given higher managerial positions and during the instances of recruitments, male are given priority to the ladies. This nonprocedural and unethical practice is without consideration to the qualifications of the individual but on the basis of the gender of the individual. This form of discrimination has adverse effects on the workforce as it makes the women be looked down upon and be regarded as fewer valuable members of the society (Frances et al. 2012, p.75). It also makes women be considered as having less expertise and knowledge in the relevant field that in reality is not the case thereby undermining and depresses the potential and ability of the women. In the article presented by Seales (2012) highlighted that the BBC faces about 30 sexism and ageism discrimination charges, where the women are claiming that they been discriminated against on the basis of their gender, and this has led to most of the female employees being laid off from their duties. Some of the women working at the BBC claims that sometimes they are being forced to work full time, yet they are breastfeeding or they quit their jobs altogether. This shows no concern or gratitude to the women and, therefore, are not considered as equal parties at the workplaces that also have positive impacts on the managerial productivity duties (Madera & Kapoor 2011, p.60). From sexism form of discrimination, one common question that often arises is; is gendered ageism a current day phenomenon? Elizabeth Markson remarked that thinking back in history to numerous hundreds of years prior to the current modern settings; older ladies were adored for their knowledge and abilities in different and variety of fields. They were very experienced and much wealth of knowledge that earned them a lot of respect and dignity in the communities and they could be consulted for their advices concerning different undertakings in the communities (Tomlinson & Colgan, 2014, p. 70). One, therefore, asks, when did such a positive social build on our women start to change? It is noted that such change, which has seen ladies move from being seen as astute and profitable people in the society to wrinkly and past it, has much to do with how society started to be composed, with the arrangement of a predominately patriarchal structure (Thomas et al 2014, p.95) Markson contends that when scrutinizing Greek past and ancient history and amid the time of the early church, ladies were unmistakably seen as second rate and judged to be imperfect beings who had no great importance in the society, but they were considered to have less experience and lack of knowledge about anything. Therefore, women were not consulted nor examined in the case of any emergencies in the society (Pritchard & Whiting 2014, p.33). This habit is seen to roll over to the present times as witnessed in the BBC routine scheduling of the activities. This lack of total inclusion of all the gender equally in the organizations usually leads to imbalance in the workplace, and this limits the diversification of the roles and duties of various employees that could have encouraged specialization. Equality at the workplace also ensures that different abilities are combined together and thereby leading to increase in the quality of output due to the combined effort and sharing of ideas from the variety of employees who have different and varied potentials (Zbigin & Tatli 2008, p.150). The various forms of female discriminations experienced by women working at the BBC clearly highlights some of the reasons that leads to poor performance in the workplaces through the interference with the routine schedules of the business (Thomas et al 2014, p.97). This kind of discrimination also interferes with the management of the organizations because it destroys the mutual coexistence that exist in the workplaces as most of the women employees will not be in good agreement with their male counterparts (Sullivan 2014, p. 100). This limits the extent to which the two groups of employees can deliberate and agree on issues as most of the women will have the feeling that their opinions are not respected and are less regarded as less important in the daily management of the business. It is noted that in the BBC, the company practices ageism and sexism discrimination on the claim that they are looking for young youthful ladies that are very attractive in the cameras (Riach & Kelly 2013, p.167). Due to this therefore they tend to employ the young energetic individuals despite them having the requirement experiences and efficient experience in the business environment as much as professional ethics and professionalism is concerned (Scott 2012, p.81). Most of the presenters both in the radio and television have noted to suffer from numerous instances of discrimination both based on age and sex to the extent that some of them are being laid off from work because they are bad looking or having children (Askhave & Zethsen 2014, p.79). In some instances, the women are just mistreated in the workplaces that eventually force them to resign from their duties because the mistreatment gets too much to bear. This form of disparity at the workplaces enlarges the ridge between the men and women and in most occasions interferes with the daily routines of the business or organizations as there can be instances of disagreements among the employees and between the employees and the managers (Karsten 2006, p.89). Conclusion This critical analysis of the works of Simona Spedale has clearly illustrated the three fundamental results of a sexist and ageist stereotypes in the workplaces, and their effects on the employees being discriminated. It has highlighted that recruitment on the ideology of youthfulness, age or sex undermines the potentials of individuals in the workplaces. This is because as noted above, it limits the diversification of ideas and since there is no cordial relation among many of the employees, managerial problems usually occur as a result of lack of proper coordination and agreement. This is because the male feels more superior to the women, and so they are not ready and willing to be controlled by the women who are considered as the weak characters in the working environment. Ageism and sexism in workplaces should be highly disregarded by all possible means. This is because; they hinder the development of the organization by inhibiting mutual integration and cohabitation of various facets of the organization and its operations. When the different arms of any group lack proper coordination and integration, then it becomes very difficult for good management and delegation of duties. The women who are mostly discriminated against will have the feeling that they are being disregarded as less important while men who feel highly regarded in the organization will tend to look down upon the ladies and disrespect them. Promotion of ageism and sexism in workplaces will lead to the loss of the old wise minds when the elderly are laid off from work with claims that fresh and energetic blood is required. This will make most organizations to have young minds that lack or have very little experience in the working environment. Despite the ‘youthful’ employees having the modern technological knowledge and skills, they will lack proper managerial guidance and adequate experience that ensures smooth operations and coordination of activities in the workplaces. It is, therefore, vital to conclude that ageism and sexism should not be allowed in any workplace because it eventually leads to the downfall of the organizations and undermining of individual's rights, potentials, talents, and abilities. We should, therefore, advocate gender equality at the workplaces where individuals are recruited on the basis of their credibility, merit and performance and not on the basis of their age or sex. This will ensure the upholding of human dignity, respect and maintaining the professional standards and ethics. List of Reference Askehave, I & Zethsen K.K 2014, Gendered Constructions of Leadership in Danish Job Advertisements, Wisely & Sons, London Duncan, C, & Loretto, W 2004, Never the Right Age? 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