Contemporary and Comparative Issues in Work, Organisation and Employment

Contemporary and Comparative Issues in" rel="nofollow">in Work, Organisation and Employment Order Description 3000 word research proposal outlin" rel="nofollow">ine in" rel="nofollow">indicatin" rel="nofollow">ing scope, aims, objectives, literature review and methodology summary with an in" rel="nofollow">indicative plan for completion. Includin" rel="nofollow">ing reflection on learnin" rel="nofollow">ing and skills developed and proposed development possibilities. TOPIC : Workplace gender transitionin" rel="nofollow">ing YOU need to use this draft to complete the work and don’t forget to in" rel="nofollow">include the reflection on learnin" rel="nofollow">ing and skills developed and proposed development possibilities. Workplace gender transitionin" rel="nofollow">ing Introduction Diversity has played a big role in" rel="nofollow">in promotin" rel="nofollow">ing transgender employment all over the world. People main" rel="nofollow">inly harass and discrimin" rel="nofollow">inate those around them due to the failure to understand their differences in" rel="nofollow">in relation to the gendered societal norms (Campos, 2015). Relevant in" rel="nofollow">information to support this research will be gathered from secondary sources and from reliable in" rel="nofollow">individuals who are transgender and have a workin" rel="nofollow">ing experience of over two years. This research proposal will analyze the issue on transgender employees at the workplace and the Human Resource role. Background of the study Globalization and technological advancements have made it easier to solve gender identity crisis. Technology in" rel="nofollow">in health care has led to the provision of relevant surgeries to change the sex and physical appearance of an in" rel="nofollow">individual. Globalization and diversity at workplace promote cohabitation among people from different cultural and social orientation. Many people are now comin" rel="nofollow">ing out and identifyin" rel="nofollow">ing themselves as transgendered (Lev, 2013). Gender is the social system of distin" rel="nofollow">inguishin" rel="nofollow">ing people by their designated responsibilities, characteristics, manner and selfhood which represents the cultural view on gender and sex of the human body (Evans and Williams, 2013). The gender identity of an in" rel="nofollow">individual corresponds with their assigned sex either male or female. The in" rel="nofollow">individuals whose assigned sex is not concurrin" rel="nofollow">ing with their gender identity, who change their gender expressions to fit their gender identity and those who undergo medical treatment to change their birth sex are known as transgenders (Currah, Min" rel="nofollow">inter, and Juang, 2006). The society's view on gender is connected to the sex assigned to an in" rel="nofollow">individual at birth main" rel="nofollow">inly fixed on the two choices that are male and female. Social structures put in" rel="nofollow">in place command that the male gender should perform certain" rel="nofollow">in tasks that the female gender shouldn't and vice versa. Individuals who are transgender go contrary to the cultural and societal gender understandin" rel="nofollow">ing. Statement of the problem Transgender in" rel="nofollow">individuals are discrimin" rel="nofollow">inated at workplaces leadin" rel="nofollow">ing to demoralization, demotivation, and isolation. Generally, the discrimin" rel="nofollow">inations are based on gender stereotypes. The employees are stressed and frustrated sin" rel="nofollow">ince they always try to cope with the unsupportive environment surroundin" rel="nofollow">ing them. In most cases, they consider leavin" rel="nofollow">ing or makin" rel="nofollow">ing right through an employment tribunal. Aims This study is aimed at benefitin" rel="nofollow">ing the transgender employees cope in" rel="nofollow">in their workplaces. The study will in" rel="nofollow">inform the employees and human resource the dangers of discrimin" rel="nofollow">ination, the relevant laws that have been put in" rel="nofollow">in place to protect the transgenders and how management can apply them in" rel="nofollow">in the workplace. Objectives The objectives of this study in" rel="nofollow">include; i. To fin" rel="nofollow">ind out the effects of discrimin" rel="nofollow">ination on transgender employees and the organization. ii. To determin" rel="nofollow">ine how the laws and regulations protectin" rel="nofollow">ing transgender in" rel="nofollow">individuals are bein" rel="nofollow">ing implemented at the workplace. iii. To examin" rel="nofollow">ine the role of diversity on transgender employment Literature review Many organizations are not clear on the transgender issue, sometimes leadin" rel="nofollow">ing to the violation of human rights. Accordin" rel="nofollow">ing to Paludi (2012), some employers don't allow their transgender employees to dress accordin" rel="nofollow">ing to their gender identity. The transgender in" rel="nofollow">individuals lose the sense of personal control resultin" rel="nofollow">ing to fear on how their workmates and supervisors would react and they end up leavin" rel="nofollow">ing the organization. This leads to the damage of the reputation, reduced productivity, demotivation at the workplace and loss of significant labor skills, expertise and experience to the organization. The organization can lose a large sum of money to rebuildin" rel="nofollow">ing the reputation and legal cases due to the failure to act on the discrimin" rel="nofollow">ination and harassment cases in" rel="nofollow">involvin" rel="nofollow">ing the transgender workers (Paludi, 2012). Workplace discrimin" rel="nofollow">ination can have a prolonged negative effect on the confidence levels of the transgenders’ together with the development of their careers leadin" rel="nofollow">ing to the loss of talents and some long-term effects on the general society. Despite the many numbers of discrimin" rel="nofollow">ination and harassment reports, the lack of federal protection discourages people from takin" rel="nofollow">ing legal actions that could possibly lead to the law expansion (Bender-Baird, 2011). The Sex Discrimin" rel="nofollow">ination Act 2008 terms any harassment or discrimin" rel="nofollow">ination at the workplace on grounds of gender change as illegal though there is no specific punishment for breakin" rel="nofollow">ing the law. The Act covers areas such as the hirin" rel="nofollow">ing process, selection processes, the benefits employees derived from the organization and the aspect of developin" rel="nofollow">ing the employee’s career. On April 2007, a Gender Equality Duty was enforced which highlights that it is the responsibility of the employers to control discrimin" rel="nofollow">ination and harassment of employees (Irvin" rel="nofollow">ing, 2013). Some of the discrimin" rel="nofollow">inations based on gender in" rel="nofollow">include; ignorin" rel="nofollow">ing or refusin" rel="nofollow">ing to associate with transgenders, addressin" rel="nofollow">ing the in" rel="nofollow">individual usin" rel="nofollow">ing the old gender name or pronoun, payin" rel="nofollow">ing too much attention to the private life and relationships of a person and propagatin" rel="nofollow">ing confidential or harmful in" rel="nofollow">information about a transgender in" rel="nofollow">individual. Organizations employ different groups of people who work together to achieve the set goals. The support of employers on transgender employees vividly displays the employer's commitment to equality and diversity (Sanger and Hin" rel="nofollow">ines, 2010). The common ways employers support transgenders in" rel="nofollow">include; followin" rel="nofollow">ing up that the employment records of the in" rel="nofollow">individuals are up to date to do away with the past gender particulars, organizin" rel="nofollow">ing frequent staff train" rel="nofollow">inin" rel="nofollow">ing on the importance of data protection and privacy, in" rel="nofollow">includin" rel="nofollow">ing transphobic bullyin" rel="nofollow">ing and harassment on the organization's bullyin" rel="nofollow">ing and harassment policies and fast adaption to the transition by usin" rel="nofollow">ing the persons' new particulars all the time. This benefits the organization in" rel="nofollow">in a variety of ways such as improvement of recruitment and retention of workers, improvement in" rel="nofollow">in performance and productivity, Methodology The details of the research will be collected and analyzed from scholarly articles and books on transgender workers in" rel="nofollow">in workplaces, in" rel="nofollow">interviews with transgender workers and fin" rel="nofollow">inally, the formulation of a research report which will guide managers and human resource is solvin" rel="nofollow">ing the work-related issues on transgender. Summary Many transgenders feel there is a need to hide their identity while lookin" rel="nofollow">ing for signs that their colleagues and employers support transgenders. It is of paramount importance that the employers set a transgender support system and build a transgender-in" rel="nofollow">inclusive culture. Every employee should be treated equally despite their differences. Human resource should in" rel="nofollow">involve all workers in" rel="nofollow">in policy makin" rel="nofollow">ing and embrace their ideas. Fair recruitment and in" rel="nofollow">interviews should also be conducted and regular train" rel="nofollow">inin" rel="nofollow">ing of workers on issues relatin" rel="nofollow">ing to discrimin" rel="nofollow">ination is of paramount importance to the overall growth of the organization. References Currah, P., Juang, R. M. and Min" rel="nofollow">inter, S., 2006. Transgender rights. U of Min" rel="nofollow">innesota Press. Evans, M. and Williams, C., 2013. Gender: the key concepts. Routledge key guides. Routledge. Irvin" rel="nofollow">ing, C., 2013. Changin" rel="nofollow">ing for the better. How to in" rel="nofollow">include transgender people in" rel="nofollow">in your workplace, a guide for forward-thin" rel="nofollow">inkin" rel="nofollow">ing employers: An International Journal. Retrieved from: https://www.gires.org.uk/assets/Workplace/changin" rel="nofollow">ing_for_the_better.pdf Paludi, M.A., 2012. Managin" rel="nofollow">ing Diversity in" rel="nofollow">in Today's Workplace: Strategies for Employees and Employers [4 volumes]. ABC-CLIO. Hin" rel="nofollow">ines, S. and Sanger, T., 2010. Transgender identities: Towards a social analysis of gender diversity. Routledge. Campos, L.F., 2015. Trans Bodies, Trans Selves: A Resource for the Transgender Community by Laura Erickson-Schroth (Hrsg.) (2014). Critical Reviews on Latin" rel="nofollow">in American Research-COLAR, 4(1). Bender-Baird, K., 2011. Transgender employment experiences: Gendered perceptions and the law. SUNY Press. Lev, A. I., 2013. Transgender emergence: Therapeutic guidelin" rel="nofollow">ines for workin" rel="nofollow">ing with gender- variant people and their families. Routledge. Tutors will be lookin" rel="nofollow">ing for the followin" rel="nofollow">ing: • Clear statement of the scope, aims and objectives of your research proposal • Relevant, up-to-date literature review, takin" rel="nofollow">ing in" rel="nofollow">into account current debate on the subject in" rel="nofollow">in academic journals • An appropriate methodology, settin" rel="nofollow">ing out the research philosophy, strategy, methods and proposed analytical approaches • A proposed project plan, settin" rel="nofollow">ing out timin" rel="nofollow">ings, resources and costs. In order to do this, you will need to demonstrate: • Clear exposition of arguments expressed in" rel="nofollow">in your own words • Evidence of wide, up-to-date readin" rel="nofollow">ing • Use of both theoretical and empirical literature in" rel="nofollow">in discussion and analysis • Full references and bibliography usin" rel="nofollow">ing the Harvard system.