Humor used successfully in a change process
We rarely encountered situations where women were successful in their places of work as a result of unfavorable laws. This changed after an improvement to the employment laws by the Dispute Resolution act of 1998 (Parliament: House Of Commons, 2005). Together with recent legislation, this Act brought profound changes in the workplace.
The case of Anna who was employed as a junior sales person, although she was overqualified for the position and hoped to attain the position of sales accountant best illustrates this.
When her boss vacated, she assumed the office, consequently issuing herself with the appointment letter. She claimed to have done this with the utmost respect to the management, thus creating humor in the workplace. After all, she possessed the requisite qualifications. The management adopted the policy of equal opportunities for all, provided they had proper qualifications.
Nowadays, women are evaluated basing on their credentials, as opposed to their gender. The culture of traditionally reserving positions for men no longer exists. The present age has brought with it the elevation of women into positions of authority and influence, where they can determine the stance a company adopts on key issues. More women receive credit and recognition for their inventions (Parliament: House Of Commons, 2005).
It is encouraging to see women excel in the social scene, sports and entertainment. Most of them, especially those in the music industry compete favorably with their male counterparts, some earning higher amounts than them. Sports traditionally considered masculine like football and volleyball, have females participating in them drawing a large number of fans.
Hiring institutions should review their policies on interns and employees without previous work experience. This section of labor providers is often overlooked during the hiring and placement procedures. Most of them are underrated, and their input is often ignored in case they are hired. Every recruit should be awarded an equal chance at the work station to prove their worth, without consideration of their reputation or previous history.
A humorous situation during a change process
It is explicitly stated by the Employment Rights Act of 1996, that all employees should be treated fairly and accorded equal opportunities and responsibility based on their ability (Karim & Rutledge, 2004). Henry a president of the marketing division in a large company had a wife and a daughter.
Diana who was president of the sales division had a husband and twin children. She had just resumed work from her three month maternity leave. Their company was experiencing uncertainties brought about by low sales volumes; therefore, the leadership resolved to overhaul management structure. She was immediately singled out for blame despite the fact that she had been absent for three months from work.
The fact that sales were directly affected by Henry’s department was not considered. After her demotion, female employees opted to boycott work in protest. When presented with a petition, the management created humor by alleging that she was to blame for their failure since she was absent for long periods. The ladies then rightfully demanded Henry’s demotion. He was later relieved of his duties.
As a direct consequence of this development, many organizations accord female employees more dignity in the workplace. Most employers had reservations issuing jobs with immense responsibility to female employees (Karim & Rutledge, 2004).
They argue that a large majority divide their time between developing their career and running their homes, hence the lack of total concentration on the job at hand. Cases of female employees who brought their children to the office and breastfed during working hours have been recorded.
As a result of their exemplary performance in the workplace, these ladies are no longer being fired (Karim & Rutledge, 2004). Many companies have now introduced daycare facilities in their premises. They have taken the extra mile and employed qualified attendants, to ensure children of their employees get proper care while they are near their parents.
Companies should focus more on expectant and lactating mothers. Adequate measures should be deployed to ensure they are granted their full maternity leave to allow them ample time to deliver and lactate (Karim & Rutledge, 2004). These employees should also continue enjoying their full salary. The possibility of allowing new fathers some time to stay with their families should also be probed.
List of References
Great Britain: Parliament: House Of Commons: Trade and Industry Committee 2005, UK Employment Regulation: Seventh Report of Session 2004 – 05, London: The Stationary Office.
Karim, E & Rutledge, R 2004, Environmental Disclosure Practices and Financial Performance, Connecticut: ABC-CLIO