Introduction
The need for tough headship has become a conspicuous issue in modern healthcare. In the current world, in most healthcare units, gender equality in leadership is prioritized (Pérez-Sánchez et al. 521). Statistics show that the number of women in controlling roles is rising but are still not represented in the top ranks of healthcare leadership. Questions arise on the types of management women can accomplish. Salary inequality is common, even when monitoring for gender differences in educational qualification, age, and skills. Actions and policies have not been implemented to avoid gender leadership discrimination. Domestic and family burdens and inequalities of job chances were studied. This paper will discuss problems investigated by the authors, procedures and statistical tests used, and results and conclusions reached.
Problems Investigated by the Authors
The authors were studying the challenges that the female gender face in healthcare leadership. In most circumstances, men are given opportunities at the top ranks because the community believes that females cannot give perfect headship (Pérez-Sánchez et al. 522). The writers examined why male nurses and doctors earned more salaries than female practitioners despite the same academic qualification, age, and job experience. The authors were investigating why women are not recognized in high rankings despite rising female control numbers. The investigators were also interested in why the community views women as people who cannot balance work and family.
Procedure Followed in the Paper (What, How)
The authors followed different steps to get feedback on whether women’s problems in healthcare leadership are true or false. One of the processes was visiting different hospitals and interviewing the female practitioners on whether the claim that the females were denied top leadership was valid. In 9 out of 10 clinics, the women accepted gender discrimination in management PĂ©rez-Sánchez et al. 522). The authors interrogated Human Resource managers of different hospitals on why female practitioners are not paid the same salary as males despite qualifications, whereby the HRs denied the assertions. Some community members were questioned on whether leadership and offering job opportunities should be gender equal, whereby many individuals disagreed, claiming that men should always be the heads.
Statistical Tests Used in the Study
Parametric test is an independent t-test for two variables which is used where samples of both male and female nurses are taken from different hospitals. Comparison is done to determine which gender has the highest number of leaders from the sample in all hospitals. An expressive study of distribution by gender in the headship locations of local community well-being provision clinics was done. Data was collected on the sex and the total number of practitioners, and appropriate results were given (Pérez-Sánchez et al. 524). The managerial responsibilities were divided into supervision categories, therapeutic superiors (leaders of services and medical officers), and harboring leaders (including supervisors). Management positions included high-ranked officials such as managing directors, medical directors, etc. At least 90% of the total hospitals were visited for the survey (Pérez-Sánchez et al. 524). The comparative study of leadership was done as per the type of clinic either local or non-regional.
Results and Conclusions Drawn by Authors
The authors concluded that gender inequality in management could not be affected by the type and size of the hospital. Approximately 74.02% of the total specialists were females representing 33.2% in leadership and 24.03% as service chiefs (PĂ©rez-Sánchez et al. 524). Domestic afflictions, inequity of job opportunities, and absence of advisors are the leading cause of no leadership representation for women. The authors concluded that women are not yet recognized as beings who can take good leadership in modern society. Diminishing gender inequalities is a challenge to the general dissimilarities and is a task for the public, and institutes should endorse ways to ease females’ management ability. Despite many women in healthcare facilities being granted decision-making, chances are limited. The writers concluded that the state should improvise ways to eliminate this gender difference.
Work Cited
PĂ©rez-Sánchez, Soledad et al. “Gender Gap in the Leadership of Health Institutions: The Influence of Hospital-Level Factors”. Health Equity, vol 5, no. 1, 2021, pp. 521-525. Mary Ann Liebert Inc, Web.