Introduction
Gender discrimination and workplace violence are evil for businesses. However, better management skills can confront both problems and can get fruitful results. The better management skill basically consists of the study of human behavior and experience to deal the people. There are several hundred instances that occur on daily basis, we can get very easily within our surroundings, some interesting but extremely unpleasant and unacceptable examples of gender inequality, violence at the workplace. For the precautions and discouragement of the instances, it is important to identify the problems and avoid them (Allen, 2003).
Workplace violence, the major problem of gender discrimination
There are several problems that come with gender discrimination. However, workplace violence is the most prominent. Workplace violence means threats, abuse, bullying, physical or sexual harassment, and emotional blackmailing expressed in body language or physical expression of the peers, supervisors, and the Head of organization which makes an employee, especially women employees and the third gender employees mentally and psychologically incapable of performing his duties efficiently. Such violence could be within the organization and outside the workplace to achieve the following goals:
Material gains: where offenders are motivated to extract some important information for personal monetary benefits, or directly pressurize for money, undue favor, or illegal transactions. Non-material gains: This includes sexual harassment, hostage-taking, and incidental violence to other people in the vicinity of the workplace, and getting some organizational/employment gains (Elliot, 2003).
Tackling gender discrimination and workplace violence
Better management skills can beat gender discrimination and workplace violence. A Manager is supposed to be equipped with the basic organizational skills so that his workforce contributes its share towards the growth and prosperity of the organization without any gender discrimination (Tolan and Guerra, 1994).
The management premiership would be ability and judgment in working with and through people, including, an understanding of motivation and an application of effective leadership. Moreover, a great clutch on the discouragement of gender-related violence and women employee harassment at the workplace (Hersey, 1996).
Avoiding workplace violence
With all precaution and careful management, a number of incidents of gender discrimination happen on daily basis. It actually needs community moral reconstruction as well as strong steps by the firm to discourage gender incidents. Organizational ethic development would be the better to avoid discrimination. At the same time, a strong discouragement movement within the organization would be the result-oriented solution for the gender discrimination issue. Therefore, an ethical reconstruction and discouraging movement within the organization and outside the organization would be the most appropriate solution (Denenberg, N.d).
Conclusion
In brief, we have reached the conclusion that the most important single skill of an executive is relationship skill, and it is rated more vital than intelligence, decisiveness, knowledge, or technical skill which enables the managers to face all complicated situations including violence, harassment, and discrimination at the workplace. For that, an ethical reconstruction within the organization and outside the organization with great management skills is important, because, without management it is nothing. To end our treatise it would be appropriate to quote John D. Rockefeller, “I will pay more for the ability to deal with the people than any other ability under the sun.” All complexities and worries including gender discrimination and violence at the workplace are the domain of management for which skilled management is an asset par excellent.
References
Allen, R. (2003). Examining the implementation of affirmative action in law enforcement. Public Personnel Management, 32(3), 411. Web.
Denenberg, Richard. (2006). Work Place Violence Prevention. 1-2. Web.
Elliott, J.F. (Ed.). (2003). Workplace violence prevention: A practical guide (2 vols). Vancouver, British Columbia, Canada: Specialty Technical Publishers.
Hersey, Paul., &Kenneth H. Blanchard. (1996). Management of Organizational Behavior. 7th. New Jercey: Prentice Hall.
Tolan, Patrick., & Guerra, Nancy. (1994). What Works in Reducing Adolescent Violence. University of Colorado. Web.