Essays on Dick Smith Foods - Proportion of Women Representation in Senior Management Positions Case Study

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The paper "Dick Smith Foods - Proportion of Women Representation in Senior Management Positions" is a perfect example of a business case study.   The focus of this paper is on formulating distinctive literature reviews on why a company such as Dick Smith Foods should make sure to incorporate or rather increase the proportion of women representation in senior management positions. Early researches indicated that most of the organisations excluded women from senior management positions as they were perceived to be lacking necessary personality traits that were deemed proper for these leadership slots.

In essence, until now women are still unfairly discriminated against by the underlying stringent, inflexible organisational structures and processes. However, there is an immediate need for all organisations including Dick Smith Food to come up with effective ways of ensuring successful implementation of effective and efficient gender-mix policy within the senior management positions. Just like men, sufficiently competent women can achieve great outcomes provided she portrays a rich set of elements like determination, ability to comprehend the set-out rules as well as the capacity to adhere to them in the case of making decisions that will affect the operations of the organisation.

Following this line of thought, organisations should seek to put up necessary infrastructures like efficient cultures and processes that will serve to attain the foretasted policy. Dick Smith Food is an Australian-based food chain that seeks to avail Australian food products to the underlying consumer market as opposed to foreign-based produce. Formed in 1999, the owner sought to change the perception that foreign-owned food companies had on the Australian market that portrayed them as locally-owned while in the real sense they were from outside of this market and thus, failed to understand the needs of the customer beforehand.

It is important to note that Dick Smith Food does not produce its own foods rather it sources these food products from most of other Australian-based and owned firms that have licensed the brand label. Literature Review on Gender-Mix Policy Liff & Ward (2001, p. 19) notes that women are not only responsible for rejecting top managerial positions but also the manner for which the entire promotion structures have been laid out within these organisations.

It is fairly laid out that organisations form a fundamental platform upon where women can easily comprehend the immediate mechanisms needed for senior positions as well as their respective career prowess. Organisational cultures, structures and eventual practices avail a substantial context for which the comprehension happens (Liff & Ward, 2001). Notably, in recent studies focused on determining the rationale behind women abandoning senior positions and whether indeed they left these jobs because they felt incompetent has thus far been discredited (Marshall, 1995) since most of the women went ahead to become more successful in equally or even more demanding senior positions in different organisations.

Studies further refute claims that the rationale behind abandoning of these senior jobs did not arise out of the conflict between work and family; a lack of motivation and drive or even their unpreparedness for the regulations formulated to oversee responsibility for these demanding jobs (Marshall, 1995). Instead, their respective efforts and ambitions to work efficiently within the organisation and influence elements of that which they referred to as masculine work cultures in fact featured strongly in their reasons for why they felt they were no longer willing and able to continue conducting duties related to these senior positions.

References

List

Holst, E 2015, '» Executive Boards of Large Companies Remain Male-Dominated Monocultures«', DIW Economic Bulletin, vol. 5, no. 4, p. 48.

Liff, S, & Ward, K 2001, 'Distorted Views Through the Glass Ceiling: The Construction of Women's Understandings of Promotion and Senior Management Positions', Gender, Work & Organization, vol. 8, no. 1, p. 19.

Lyness, KS, & Heilman, ME 2006, 'When Fit Is Fundamental: Performance Evaluations and Promotions of Upper-Level Female and Male Managers', Journal of Applied Psychology, vol. 91, no. 4, pp. 777-785.

Marshall, J. 1995, Women Managers Moving On: Exploring Careers and Life Choices. London: Routledge.

Peterson, H 2011, 'The gender mix policy – addressing gender inequality in higher education management', Journal of Higher Education Policy & Management, vol. 33, no. 6, pp. 619-628

Steinberg, C 1993, 'In Practice', Training & Development, vol. 47, no. 4, p. 9.

Wigham, R 2004, 'Breaking the glass ceiling', Personnel Today, pp. 21-25.

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