Gender Equality Policies in Indian Hotel Industry

Author(s):  
Megha Gupta

An awareness of the under-representation of women in top positions in the corporate world has prompted many corporations to review their policies and practices. If firms are to remain productive and competitive in an increasingly demanding global market place, they must recruit, retain, develop, and promote their most talented people, regardless of their sex. This is increasingly seen not only as the right or ethical thing to do, but also the smart thing to do. And in keeping with this realization, a small number of leading edge organizations are attempting to become more women-friendly. Having women in key positions is argued to be associated with long term company success and competitive advantage adding value through women's distinctive set of skills and creating cultures of inclusion through a diverse workforce. This chapter tries to evaluate the gender equality policies in selected Indian hotels and finds a mixed picture. The analysis suggests that majority of the hotels are not yet adopting pro- active policies to encourage the representation or empowerment of women in hotels. Female employees tend to be concentrated at entry or operational level and their presence is lower at senior positions. Based on the results study suggests the Indian Hotel industry to rework on HR policies to provide equal and equitable opportunities for female employees.

2019 ◽  
pp. 519-545
Author(s):  
Megha Gupta

An awareness of the under-representation of women in top positions in the corporate world has prompted many corporations to review their policies and practices. If firms are to remain productive and competitive in an increasingly demanding global market place, they must recruit, retain, develop, and promote their most talented people, regardless of their sex. This is increasingly seen not only as the right or ethical thing to do, but also the smart thing to do. And in keeping with this realization, a small number of leading edge organizations are attempting to become more women-friendly. Having women in key positions is argued to be associated with long term company success and competitive advantage adding value through women's distinctive set of skills and creating cultures of inclusion through a diverse workforce. This chapter tries to evaluate the gender equality policies in selected Indian hotels and finds a mixed picture. The analysis suggests that majority of the hotels are not yet adopting pro- active policies to encourage the representation or empowerment of women in hotels. Female employees tend to be concentrated at entry or operational level and their presence is lower at senior positions. Based on the results study suggests the Indian Hotel industry to rework on HR policies to provide equal and equitable opportunities for female employees.


2012 ◽  
Vol 30 (1) ◽  
pp. 63 ◽  
Author(s):  
Pascale Fournier ◽  
Erica See

This article will consider the case study of Québec’s Bill 94 (An Act to establish guidelines governing accommodation requests within the Administration and certain institutions), introduced in March 2010, one of many recent bans imposed on the wearing of the niqab in the West. Citing the importance of “the right to gender equality and the principle of religious neutrality of the State,” Bill 94 emphasizes the necessity of “un visage découvert” or “naked face” when giving or receiving a broad range of public services in Québec, including all government services, childcare centres, hospitals, and health and social service agencies. According to section 6 of the Act, “If an accommodation involves an adaptation of that practice and reasons of security, communication or identification warrant it, the accommodation must be denied.” While quasi-neutral, this bill clearly has a disproportionate impact on religious women who wear the niqab. In fact, as a direct result of the legislation, Muslim women will likely disappear from the public sphere and be restricted to the private home where they might effectively be dependent on male family members to navigate the “market place” on their behalf. Borrowing from Charles Taylor’s A Secular Age, this paper will consider the distributive consequences of the niqab ban, a critical juncture of “religion-state relations” in which belief is more and more relegated to the private sphere in Quebec. The article will use Bill 94 to explore this peculiar manifestation of “secularism” with the concurrent existence of “governance feminism”— how the privatization of belief goes hand in hand and is perversely reinforced by a colonial discourse on gender equality, leaving some already marginalized women out of the public gaze. Is this legislated demand for a “naked face” truly the logical outcome of a successful feminist movement (as some have asserted) or isthis erasure of religious women in fact the latest veil of patriarchy?Cet article porte sur le projet de loi no 94 du Québec (Loi établissant les balises encadrant les demandes d’accommodement dans l’Administration gouvernementale et dans certains établissements), présenté en mars 2010, l’une des nombreuses interdictions au port du niqab en Occident. Citant l’importance « du droit à l’égalité entre les femmes et les hommes et du principe de la neutralité religieuse de l’État », le projet de loi no 94 souligne la nécessité, au Québec, d’avoir le « visage découvert » lorsqu’on fournit ou reçoit des services publics offerts, notamment, par le gouvernement, des garderies, des hôpitaux et des organismes de services sociaux et de santé. Aux termes de l’article 6 de la Loi, « lorsqu’un accommodement implique un aménagement à cette pratique, il doit être refusé si des motifs liés à la sécurité, à la communication ou à l’identification le justifient. » Bien qu’il soit quasi neutre, ce projet de loi a nettement un effet disproportionné sur les femmes pratiquantes qui portent le niqab. En fait, il aura probablement pour résultat direct de faire disparaître les musulmanes de la sphère publique et de les confiner à leur foyer, où elles devront probablement laisser les hommes faisant partie de leur famille occuper leur place sur le marché. S’inspirant de l’ouvrage A Secular Age, de Charles Taylor, l’article porte sur les conséquences distributives de l’interdiction de porter le niqab, phase critique des relations entre l’État et la religion au cours de laquelle, au Québec, le religieux est de plus en plus relégué au domaine privé. On y traite du projet de loi no 94 afin d’examiner cette manifestation particulière de la laïcité et l’existence parallèle de la gouvernance féministe. En d’autres termes, on y étudie de quelle façon la privatisation du religieux va de pair avec un discours colonial sur l’égalité des sexes et, d’une manière perverse, est renforcée par celui-ci, phénomène qui soustrait au regard public des femmes déjà marginalisées. L’exigence législative du visage découvert est-elle vraiment la suite logique d’un mouvement féministe couronné de succès (comme certains l’affirment) ou cet effacement de femmes pratiquantes constitue-t-il en fait le nouveau voile du patriarcat?


Author(s):  
V. Saravanan ◽  
S. Nallusamy ◽  
K. Balaji

In the current dynamic global market place, especially among small and medium scale manufacturing industries the competition is show rigorous for a profitable survival. To be competent the industries have to necessarily work in an efficient way by updating and implementing new techniques. These day’s manufacturers may have to introduce and prove the success of the products not only faster but also to deliver it to the end users at the right time. The aim of this study has been to present a lean approach in the manufacturing system of injection moulding facility by reducing the change over time. In this research a lean tool of Single Minute Exchange of Die (SMED) has proved to be an effective tool for eliminating waste of time. In SMED the time taken for mould or die exchange should be less than 10 minutes. This improves the productivity by reducing the down time of a machine. The main objective has been to reduce the change over time from the current setup time of 39.94 minutes to less than 10 minutes. After implementing the SMED, the total change over time was reduced by about 67.72% which indirectly reduced production losses and increased the productivity.


2009 ◽  
Vol 40 (1) ◽  
pp. 171-194 ◽  
Author(s):  
Rosie Campbell ◽  
Sarah Childs ◽  
Joni Lovenduski

This article analyses the relationship between the representatives and the represented by comparing elite and mass attitudes to gender equality and women’s representation in Britain. In so doing, the authors take up arguments in the recent theoretical literature on representation that question the value of empirical research of Pitkin’s distinction between substantive and descriptive representation. They argue that if men and women have different attitudes at the mass level, which are reproduced amongst political elites, then the numerical under-representation of women may have negative implications for women’s substantive representation. The analysis is conducted on the British Election Study (BES) and the British Representation Study (BRS) series.


2021 ◽  
Vol 4 (2) ◽  
pp. 867-889
Author(s):  
Isanawikrama Isanawikrama ◽  
Edwin Joyo Hutomo ◽  
Yud Buana

The attitudes and behaviors of employees who provide frontline service and address the extent to which relationships vary among male and female employees. The overall model predicts effects of role stress and work or no work conflict on customer-contact employees’ job performance, job, and life satisfaction, and quitting intent. Results of structural equations modeling suggest an important role for work/no work conflict overall as well as two areas of interesting variation across gender. Specifically, multisampling structural equations analyses suggest that role stress affects female service provider’s job performance more negatively than it does males’, and that job satisfaction is related more highly to quitting intent among males. Overall, results suggest interesting similarities and differences across gender.


2007 ◽  
Vol 9 ◽  
pp. 239-259
Author(s):  
Thomas Gibbons

Communications are being transformed by the combination of digital technology and a global media economy. There is increased convergence between traditional broadcasting, cable distribution, satellite broadcasting, telecommunications and the Internet, which has boosted the sheer volume of programming and information that can be conveyed, and extended its reach at both domestic and international levels. Many will see these developments as an opportunity to promote new media products and to rationalise their operations in a global market place. Others may be concerned that the need to compete successfully in that market place will threaten the survival of local and national cultural identity. In terms of policy and regulation, states may be tempted to emphasise trade and industrial policy, intended to improve transnational competitiveness, at the expense of media and cultural policy, aimed at protecting pluralism and diversity.


2017 ◽  
Vol 1 (1) ◽  
pp. 27-38
Author(s):  
Ayan Basak ◽  
Kavita Khanna

The hotel industry is one of the most booming industry contributing tremendous growth in the global economy. It has never got affected by any kind of recession or economic turmoil, and this happens because of the fact that individuals/ families would need services of hotel industry for various reasons of human activities like business, recreation, pilgrimage educational tour, historical tours, festivals, carnivals, medical assistance trip etc. and so on. The biggest apprehension about this industry is attrition/turnover rate of employees; and to trounce this matter, selection of the right candidate at the right profile for the right post is the way to success. Selection criteria include all the essential and desirable skills, attributes, experience, and education which an organization decides is necessary for a position. Selection criteria help to select the most capable, effective, suited, experienced, qualified, the person for the job. Applicants must demonstrate and prove the ways in which they will be of valued for the job and the organization. Job selection criteria are also known as key selection criteria or KSC. They are designed to help make the most accurate match between the requirements of a position and the skills of an applicant. For selecting the right candidate, perfect for a particular job, selection has to be well planned, tactically accurate and strategically correct, as there is a huge pressure of short listing, filtering and selecting the right candidate, which makes the whole exercise lengthy as well as painstaking.


2017 ◽  
Author(s):  

For Plant Protection and Quarantine (PPQ) and our partners, 2016 was a year of remarkable successes. Not only did we eradicate 10 fruit fly outbreaks, but we also achieved 4 years with zero detections of pink bollworm, moving us one step closer to eradicating this pest from all commercial cotton-growing areas of the continental United States. And when the U.S. corn industry faced the first-ever detection of bacterial leaf streak (Xanthomonas vasicular pv vasculorum), we devised a practical and scientific approach to manage the disease and protect valuable export markets. Our most significant domestic accomplishment this year, however, was achieving one of our agency’s top 10 goals: eliminating the European grapevine moth (EGVM) from the United States. On the world stage, PPQ helped U.S. agriculture thrive in the global market-place. We worked closely with our international trading partners to develop and promote science-based standards, helping to create a safe, fair, and predictable agricultural trade system that minimizes the spread of invasive plant pests and diseases. We reached critical plant health agreements and resolved plant health barriers to trade, which sustained and expanded U.S. export markets valued at more than $4 billion. And, we helped U.S. producers meet foreign market access requirements and certified the health of more than 650,000 exports, securing economic opportunities for U.S. products abroad. These successes underscore how PPQ is working every day to keep U.S. agriculture healthy and profitable.


2021 ◽  
Vol 2 (2) ◽  
Author(s):  
Eyakem Fikru

The producers, intermediaries, shippers, and consignees, located often thousands of miles distant from each other, require efficient transport and logistics services to get the right product with the right quality and quantity to the right place within the right time and above all at a right price. The main objective of this study was to assess the effect of freight transport service performance on international trade competitiveness. A descriptive research design was used. Secondary data were collected from international organizations' policy, standards documents, and annual report of the year 2018 by using the Logistic Performance Index rank. Moreover, a quantitative research approach was applied. The data were entered, manipulated, organized, and analyzed using Excel and Statistical Package for Social Science. Both descriptive and inferential analyses were used to identify and examine the extent of international trade competitiveness and its implication in the global market. As the result reviled the entire logistic performance factors such as Growth Domestic Product, Distance, Infrastructure, Landlocked, and Timelines were found to be significantly important to determine the global market competitiveness. But, the geographical distance between bilateral countries affected a country’s trade negatively. The top 10 higher Logistic Performance Index scores more competitive and better implementer of the effects of freight transport factors; whereas, the bottom scorers had an ineffective market link with their partners.


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