Julia Stasch – Case Study

ORGANIZATIONAL BEHAVIOUR Case study-2 Julia Stasch (A) Submitted To Submitted By sh be B Group-7 Name Roll No. Archana Sharma 2012074 Ashish Saxena 2012080 Ayush N. Aggarwal 2012085 Bhavneet Singh Uppal 2012092 Chetan Chawhan 2012 vitamin C Deepak Chandak 2012104 Gaurav Kapshe 2012119 Outline of the guinea pig A. incoming Richard A Stein, an entrepreneur, established a aloneiance named Stein & smart set in 1971.In short span of time, company evolved with many parallel businesses like hearty estate services, develop ment and locution consulting, tenant and landlord standard, brokerage, leasing, marketing, asset winment and programme management and got a privilege to be in fortune 500. In their anatomical structure business, they vex unraveled with big giants like AMT, USG Corporation, U. S. General and the University of Chicago. By 1988, company was responsible for more than $1 billion worth of properties. Julia Stasch, B. A. from Loyola University and an M. A. from University of Illinois, joined the company in 1976 as a secretary.Prior to this job she used to teach muniment in school and was enjoying a schedule that permits her for long vacations. Though, she was unhappy with her salary. initially the firm, in 1976, employed only four people, and Julia Stasch was wizard of them. Due to this she had ample responsibilities, which consists of reviewing tress loan applications, inspection of fiddle in progress and to make it daily operations. As company grew, Staschs position also grew. She started with Secretary, consequently Project coordinator, then Executive Vise president to Chief administrative officer.Staschs vision was to empower women in construction industry and to stand up minority and women-owned businesses. She got this opportunity in 1984, when local government asked the firm to include affirmative deed in a small project. Affirmative challenge is an bodily process or policies to benefit underrepresented group in aras of handicraft, education and business. later on this project, the firm bid for AT&T, the telecommunication giant, by adding affirmative deed office. And combination of business and social cause helped them to win the contract. Stasch with Joe Williams, affirmative action consultant, draw a strategy and make a labour military.The work of task force was to define goals and strategy to achieve it. Task force worked out a handbook with details and rules for the contractors and sub contractors, if they want to work with them. They also helped women and minority owned firms with orientation sessions and with giving requisite certificates, hold fast and insurance. This leads to success of affirmative action program and brought many awards from both task force and outsiders. Affirmative action program did impact on construction industry but didnt stir manly dominated construction jobs of Chicago. A verdict by Bill Townsend and Lauren Sugerman proves the same.Questioning some their u pper trunk strength, the Catch 22 Situation, rude comments, sexual practiceual badgering are both(prenominal) of the issues which makes difficult for women to survive in construction jobs. The happenings with Veronica Rose shows plaguy picture of construction industry. B. Objective As construction industry is male dominated and women survival is difficult in the same. To line up various shipway or strategies by which women empowerment crapper be done in construction industry and to club this social cause with business for win-win situation. C. summary Background of the problemIn this case, even after affirmative action program, minority and women-owned suppliers good dealnot change the male dominating thinking of construction industry. whole the high ranked and high paying jobs were held by men. Sex difference and anti-women attitudes are still prevalent on worksites, despite the fact that sex dissimilarity is illegal. Female construction workers suffer from sex and se xual harassment, a factor associated with low job satisfaction as well as psychological inadequate information and the lack of education and training, nearly body of work caoutchouc and wellness greatly concern women workers.The culture and attitudes of construction workers, supervisors, and companies about health and safety often condone risk taking and life-threatening work practices, passing bad habits from one generation of workers to the next. In the dry land we still have a cultural stereotype in our societies which associates maleness with strength and power and femininity with tactfulness and sensitivity. And that is why anti-women attitude have dominance over construction industry. These expectations in turn create unambiguous social environments in which men and women learn to communicate and deal with impinge in quite different ways.The assumptions that root the frequent argument are that woman is physically not strong to endure this strenuous task. When accountin g entry the gender segregated occupations, these women need to prove their competence despite their qualifications and experiences. Among the habitual barriers are social acceptances of employment, sexually-inappropriate occupation, sexual discrimination, sexual harassment, physical incapability, unqualified for footrace(a)-class jobs and labour conditions such as extreme weather, unsociable work-hours and exposure to hazards. discordant incidents in this case are hypothesis to this context . Stasch universe awake of AT&Ts attempts to support minority-owned vendors and suppliers, she suggested that Stein & Company should line its bid by including a strong affirmative action component which bought success and Stein & Company got the project to build AT&Ts headquarter building. 2. Affirmative action achieved new heights when more than 100 minority and women-owned contractors and sub-contractors worked on AT&Ts project, and 23% i. e. about $37 million of the aggregate construct ion dollars went to these firms. . Male workers often made rude comments, played hurtful pranks, committed sexual harassments and sometimes on purpose put women in physical danger. A CWIT study stated that- 88% women workers were subject to picture of naked or partially dressed, 83% unwelcome sexual remarks, 80% faced problem of no toilets or disconsolate toilets, 60% being given heaviest or dirtiest specializements, 57% being fey or asked for sex. 4. A male co-worker paused by the ladder on which Veronica Rose was working, looked her over and urinated on the bottom rung.Rose had already been jeopardize with being pushed off from high floor of Manhattan Construction site. She had to face a punch which fractured her jaw by the foreman, whose sexual advances she had snubbed. Once, Rose was pushed into a fork over closet by a co-worker and nearly raped. Various alternatives to find the solution Occupational Segregation Occupational segregation is one of the barriers which preve nts women and men from fulfilling their potential in the labour market, and consequently contributes to the pay gap. gibe to one perspective, occupational egregation is grounded in biology mens and womens jobs to a significant degree reflect innate skills, abilities, and preferences that result in women working as elementary school teachers and men as auto mechanics. According to this perspective, women tend to self-select into jobs that allow them to balance work and family responsibilities, putting them out of running jobs that require large commitments of time and energy. Employers should use occupational segregation to mark off the pay scale of workers irrespective of gender which can bring a gender justice in society. Reduced gender gaps in main(a) school educationEducation may be an important condition to women empowerment, but it does not guarantee that empowerment. For this to occur, women essential also enjoy pertain rights with men, equal economic opportunities, use of productive assets, freedom from drudgery, equal representation in decision-making bodies, and freedom from the threat of violence and coercion. Most important, education must serve as the vehicle for transforming attitudes, beliefs and entrenched social norms that sustain discrimination and inequality. Data around the world shows that change magnitude education is associated with the empowerment of women.Educated women are more effective at improving their own well being and that of their family. These empowering effects of women education are manifested in a variety of ways, including increased income earning potential, decision making autonomy, control over their own fertility and affair in public life. Gender Equality and Empowerment of women A faultfinding aspect of promoting gender equality is the empowerment of women, with a focus on identifying and redressing power imbalances and giving women more autonomy will help them to manage their own lives.It will bring gender ju stice, greater opportunity and make better quality of life so that equality is achieved at high direct of well beings. Other Practically Applicable Solutions * Contractors should be made brighten that if any case of women harassment is reported against them, then they will be barred from applying in any of the further projects. * Women workers should be motivated and promote to raise voice against any such incidence happened with them and come ship and report about it to the management. Should encourage labour unions and employers to include sexual harassment prevention training in safety and health programs. * Review all communication materials to ensure that they are gender neutral and include women. ocular materials (videos, posters, pictures, etc. ) should include examples of female construction workers to promote an integrated construction workplace. * To address the problem of workplace isolation of female construction workers should assign female workers in pairs. Best Proposed SolutionGovernment should enforce the undischarged safety for women workers. Company should amend the rules for contractors that in case of women harassments, contractors company will be barred for further biddings. To establish gender neutral work culture all the above mention solutions has to follow out on a long term basis. D. Conclusion In this case we had seen that has the construction labour force becomes more diversified, the construction industry as a whole cannot afford to overlook the genuine problem regarding the safety concerns of female construction workers.These issues merit attention to and action by, all those who apportion responsibility in the arena of construction safety and health. With the above proposed solution we can empower women as social and economic participants A firstly step in the journey towards socio-economic development. And we will be able to append them a safe and healthy environment in construction companies. The employment of progr essive values and externally-motivated philosophies practices can prove overall corporate health in two important areas. First t will enhance the productivity of corporation. Second it will positively affect the outside stakeholder. sticky to the values and causes for social benefit will help the organisation to grow. E. managerial learning derived from the case By analysing this case we learned that the creative change strategies implemented by one executive can help in upbringing of minority and women in society and organisation. And how one individual can create social changes? Business can encourage the workforce assortment in organisation.Stasch was having wide latitude of responsibilities in company. But Stasch was making large efforts to increase the use of minority and women suppliers on Steins projects. universe a manager we can create plans and strategies within organisation which can create a positive change in society. For the social economical development of socie ty, gender justice is necessary. References 1. An Introduction to the Sociology of Work and Occupations By- Rudy R. Volti 2. The Future of gender Cambridge University Press- Jude Browne