Response Paper 3 - Feminist (Human Resource Development) Essay

Response Paper 3 - Feminist (Human Resource Development) - Essay Example ab initio the feminist wave was that women can also work the way men do and become economically as productive as men be. However, the thought has now taken a new direction. Hughes mentions that nearly late-twentieth-century feminist argon (rightly) resistant to the simplistic arguments, say of men with objectivist, distanced, positivistic, scientific methods and women with subjectivist, connected, interpretive, non-scientific methods. Few feminists would endorse a wholesale science-bashing that smacks more than of ideological excess than of a genuine quest for knowledge. Nor would feminists unanimously opt for the essentialism that identifies duodecimal methodologies as male, qualitative ones as female and positivism as male, interpretationism as female (Code, 1995 cited in Hughes, 2000, p. 51). Hughes supports the legal opinion of the new breed of feminists who have come way ahead of crude assumptions rela ted to two genders and commit in understanding the minute similarities and differences among men and women. though it has not got much attention of the HR departments as yet, this study can benefit HR the most as there the two genders are suppositious to be treated as equal. Also since it is the responsibility of the HR department to train the clement resources for the organisational need, a better understanding of the process of learning of the two can facilitate their training process to a great extent. Hughes rightly defines her purpose as to begin to delineate the ways in which the field of human resource development would be enriched through the incorporation of feminist perspectives (Hughes, 2000, p. 63) Even as the number of women in the managerial spheres of organisations has increased, the learning styles and working styles of men is s public treasury taken as a norm. Female managers are forced to confirm to mens style of learning and working. Else they are assumed to be inefficient. Though the womens way of working in cooperation with other colleagues can be extremely beneficial for the organisation, till date the independent working approach of men is considered to be a norm. The reason behind such an approach is that the top level management in most of the organisations is still dominated by men. boastful data from three developed countries, Fiona M. Wilson quotes that U.K. has nevertheless 18% of women in managerial positions, Germany has 25% while U.S. has only 5% of the senior managerial positions filled by women (Wilson, 2003, p. 17) Since several years, the society has groomed men and women in a way that they use two different modes of reasoning. Hughes rightly differentiates the two. She says that more men used the mastering, electroneutral and individual modes and more women used the receiving, interpersonal and interindividual patterns of reasoning (Hughes, 2000, p. 55). Based on an interview study, Hughes quotes that the gendering p attern of mastering, electroneutral and individual patterns was stronger than the receiving, interpersonal and interindividual patterns (Severeins et al., 1998 cited in Hughes, 2000, p. 56) Another strong belief was that men are more target-oriented than women and women are better in doing repetitive work. However, these generalizations do not always hold true. Women also look for more satisfying and challenging jobs as shown in a study on job satisfaction and employee attrition. legion(predicate) women, like men, express the need for personally satisfying