In a period in which the society is living evident changes that concern the family and the different role covered inside, many groups of workers continue to live differences, in particular for the work possibilities. At the same time, the organizations must combine better their human resources, evaluating the differences that affect individuals workers. The importance to manage human resources, evaluating Diversity Management theories, means substantially to consider jointly these two aspects and besides an improvement to the functions of human resource managers, that must be able to recognize the aspects that characterize individuals workers, speaking about the diversities between them and for this reason adapt to do works more appropriate to theirs personals skills. One of the sources of differences between individuals and groups, is the gender diversity, that in this work, not is conceived purely how difference between men and women (gender gap). It seems obvious that between man and woman there are socials, behavioural and problem solution differences in the daily life that characterize the two different sex in different ways; these differences affect in practice, the possibility to obtain better life and working conditions. Supposed existence of stereotypes, represents one of the most important aspect that mostly justifies the presence of barriers so clear. The existence of perceptions about these differences, conceived then how barriers, has appeared in this work, that can be conditioned by some factors, that in facts modify the common implication that in general was attributed at the events that happen. In effects, the principal aim is to understand the reason to which are subgroups of workers in the organizations, that are able to represent and for this reason to conceive the reality in a different sense. To understand the reason for which the women have different perceptions compared to the men, how shown in many studies analyzed in this work, allows to understand initially, the consequences of the gender diversity in the organizations. If inside of the same group of the women (for example married women) there are individuals that involve in different way and that perceiving the reality in different way, in comparison to other groups (for example singles women), what kind of consideration can be done? In this work have been treated the concepts of diversity, considered one of the most important part of human resources management in organizations, according to the contributions of the first social events of the recognition of the human right of equality, over that the demographics theories. Precisely have been analyzed the decisive implications of gender gap, in definition of carrier levels, in the wage distributions, and job satisfaction, as characteristics impossible to see easily. All the factors studied, can contribute to define level and quality of perceptions, how personal and group elaboration of the reality. In effect, have been analyzed the processes under which individual and social perceptions are developed. Using a perspective based on demographics theories, have been evaluated from an empirical point of view, the differences existing inside a firm, about characteristics of the daily working life of the workers. Initial hypothesis is based on the needing to identify the presence of the important stereotypes, that can depend to the gender or to other factors, like social status or familiar ties in general. The result that mostly surprises, is that the presence of factors like the huge family problems of the women, induce to perceive the working organization and his values, in different way, in relation to the ones that have smaller family problems. Factors that in general condition the life of a person, affect not only the possibilities to search job, to reach hierarchical levels qualitatively better, but also on the formation of the perceptions about daily life. It has been seen that conditionings deriving from the society, how shared stereotypes, can induce different reactions in the people, relating to the groups that interpret these information.
|Titolo:||Il diversity management ed il gender gap nelle organizzazioni: un'analisi empirica delle percezioni degli individui|
|Altri titoli:||Diversity management and gender gap in the organizations: an empirical analysis of individual perceptions|
|Parole chiave:||Diversity management|
|Data di pubblicazione:||21-gen-2010|
|Appare nelle tipologie:||8.2 Tesi di dottorato (Ex-ROAD)|