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Awareness and reputation of gender discrimination

As shown in chapter two, recent books shows that gender discrimination is constantly on the exist in the current workforce, evident in the actual fact 'that there are still significantly more men in management positions than women' (Wentling, 2003). This research subject concentrates on three main insights to feminine students' perceptions of gender discrimination in the workplace. (i) The amount of awareness and popularity of Gender Discrimination, (ii) The amount Gender Discrimination is identified on one self applied, and lastly, (iii) Gender Discrimination as a recognised obstruction to career advancement. Indeed, the aforementioned areas correlate to the dissertations research goals. In order to determine the goals, the interview questions concentrated on the next types of discrimination; Stereotyping, Pay and Career advancement. These discriminative indications helped gauge the three objectives relative to female Management undergraduate perceptions of gender discrimination in the workplace. Below an analysis of the findings are themed and donate to the relevant literature discussed in section two.

4. 2 Student awareness and recognition of Gender Discrimination in the workplace

The results of the interviews were rather unusual despite its equivalence with similar studies. All eight feminine students did not completely disregard the reality, various types of gender discrimination persist within the work environment, with commentary such as:

'I don't think it's as much of a concern as it was before, but I believe there are some components of gender discrimination within the work environment' (P2, 3rd season, Management pupil).

Although hesitant, all individuals had some understanding of gender discrimination as they accepted various discriminative issues that women as a social group may face at work. As shown on the interview guide in appendix 3, question two openly invites members to express levels of recognition on the various discriminative conditions that potentially happen at work. As a result, a standard acknowledgement of gender discrimination by those interviewed, was the idea of unequal pay, with one respondent commenting:

'In a recently available article I read, it said 90% of ladies in almost any workforce receives a commission significantly less than men completely time jobs. This is astonishing. After reading that article I used to be shocked. I never recognized it was that severe, especially in this day and years' (P1, 3rd Time, Management College student).

Whilst participant one accepted pay is an ongoing discriminative issue at the job, she was still used back at the thought of its severity today. This suggests that individuals show little attention to the issue unless this issue of gender discrimination is reviewed. Nonetheless, whereas all members introduced the concept of unequal pay, the majority also identified aspects of gender centered stereotyping. In fact one respondent stated:

'Women are usually stereotyped to be incapable in their job assignments than men since there considered "sensitive". They can be pushed aside and not able to get involved in important projects that may potentially promote them, hence there are fewer women in mature positions' (P1, 3rd Year, Management Studies).

Therefore, these comments suggest that female Management students are not completely ignorant towards the discriminative simple fact that takes place at work. In fact, feminine students agree to the lifetime of gender discrimination as the majority admitted to the many discriminative issues before I had the chance to introduce the main topic of, unequal pay and stereotyping. Furthermore, it was interesting to learn where this acknowledgement of gender discrimination was learned. A lot of the participants explained that the press offered much information on this issue, yet stated that most of it is likely to be exaggerated. Nonetheless, all eight female students mentioned, University teachings were the main source of information to figuring out gender discrimination. Many were not alert to its existence, until the Human Resource Management (HRM) module in Management Studies introduced the topic. One respondent commented:

'In second calendar year, we performed a component on Human Tool Management, and covered quite a huge amount of information on gender. I recall watching a video tutorial in the lecture on Alan Sugar discriminating a woman when it comes to maternity leave' (P2, 3rd time, Management college student).

In distinction to Ruggiero et al (1995), the interviewed members were not as unwilling as creators suggest in perceiving the discrimination that confronts them (Ruggiero et al, 1995), given that they were persuaded about the truth of inequality through College or university teachings and advertising. Instead, female students announced gender discrimination is adversely having an effect on 'other women' given that they were aware of what it requires. Therefore, members are in accordance with Stewart et al (2000), who confirms, disadvantaged organizations are thoroughly aware that various categories' experience some form of mistreatment compared to others (Stewart et al, 2000). In cases like this, the participants discovered that, unequal pay and stereotyping are perceptible forms of discrimination current women face at the job.

Additionally, nearly all those interviewed claim that Management Studies is not really a masculine course to study, with one interviewee observing, 'there seems to be more women on the course than boys' (P1, 3rd yr, Management pupil). This helps Powell et al (2005) in the proposition that 'women's occupational aspirations have grown to be more a lot like those of men' (Powell et al, 2005) since both genders reveal a common curiosity about pursuing an enterprise profession, whatever its gendered troubles. However, the participants recognised that Management as an occupation (rather than a field of analysis) can be viewed as masculinised, particularly if specialising in a specific region of business. With one interviewee commenting:

'When studying an enterprise course, it really is determined by what area students specialises in. For instance, you will notice more boys carrying out a career in financing, whereas girls may choose a creative and relational aspect to business such as Marketing or HRM. ' (P3, 3rd Yr, Management University student).

This response correlates with Tomlinson's (2005) suggestion that financial skills such as accountancy are believed masculine, and therefore the relevant professions have a tendency to be male-dominated (Tomlinson, 2005). Alternatively, the response also helps, Bible et al (2007) in their debate that, in only four industries of the business enterprise world women seem to be to transcend the cup roof with one sector being, 'consumer advertising and marketing' (Bible et al, 2007). Indeed, the notion that occupations are in fact segregated, are acknowledged by almost all interviewed, whom determined the 'public role theory' suggested by Eagly et al (2002), whereby male and female personal characteristics are divided between masculine and female (Eagly et al, 2002) career ambitions. Hence, nearly all female undergraduates stated they wish to successfully improve in a marketing career since it is known as an accepted girl skill available field. In fact, one student pointed out that she actually is less likely to experience any negative stereotypes at work since her chosen career in marketing allows women to 'conform to less competition with men, as women are believed to execute better' (P5, 3rd Yr, Management Pupil). Therefore, individuals identified that workplaces regard female characteristics as suitable in less challenging occupations. Hence, feminine students wish to pursue a job in the 'softer' area of management (Steele et al, 2002) where their feminine skills and qualities are appreciated. Overall, the research findings in accordance with goal one conclude that, the interviewed members are aware of gender discrimination since they accepted, negative stereotyping and unequal pay are discriminative issues women as a sociable group experience in today's workplace.

4. 3 Scholar Understanding of Gender Discrimination on self

While all female students affirmed the lifetime of gender discrimination women as a social group may face in the workplace, almost all however did not understand gender discrimination as a likely barrier that they can encounter privately. The results were comparable to Sipe et al's (2009) research whereby female students' perceptions of gender discrimination didn't align with empirical research on work area gender discrimination. This is particularly evident through interview questions nine and ten (See appendix 3), that directly measured feminine students perception of gender discrimination on self applied. Oddly enough, the interviewed individuals presented feedback that contradicted their views on gender discrimination against 'other' women by saying:

'No, I suspect ill experience any form of gender discrimination. We as women stay in a fresh and better working technology' (P3, 3rd Time, Management Studies).

In fact, a lot of the participants suggested that they will not be personal victims of discrimination in mention of negative stereotyping and unequal pay, by causing remarks such as: 'No, I won't be stereotypically threatened and ill make sure of it' (P7, 3rd 12 months, Management Student). It is argued that such behaviour is strongly inspired with what Taylor et al (1990) refers to as 'personal/group discrimination discrepancy' idea (Taylor et al, 1990). Whereby disadvantaged group participants, such as young women, perceive a higher level of discrimination targeted at their group participants, weighed against them as individuals (Taylor et al, 1990). This is apparent among those interviewed, who dismissed the idea that negative stereotyping and unequal pay may be personal forms of gender discrimination as one participant mentioned:

'No I won't be paid unequally. But that is due to area I am working in. I believe your career area comes with an influence on whether you're a goal of gender discrimination or not. I doubt I'll face any types of discrimination in a Marketing profession' (P5, 3rd Season, Management Learner).

Although the notion of experiencing unequal pay was immediately declined by the participant, it can be argued, these response also implies female students internalise their job decisions in areas they are likely to be accepted. Subsequently, female students may feel a feeling of security when adjusting to jobs that carry womanly entities such as marketing, hence underestimating the chance that they may be subjects of gender discrimination. In fact, most the normal comments from those interviewed were adamantly honest that inequality can be averted based on their persistence to tackle this issue if increased. For instance one interviewee commented:

'No it will not have an impact on me. If it have I wouldn't took this degree and allow it become a throw away because I'm a 'potential' sufferer of stereotypical discrimination. Being stereotyped in the general public eye at work is an issue that lots of women can't control, but what they can do is show themselves and others wrong that they are indeed as effective as men' (P2, 3rd season, Management college student).

Such replies were typical from participants. Whilst nearly all those interviewed recognized that girls are stereotypically identified incapable to manage in comparison to men, the individuals remained promised that such discrimination can be privately counteracted by positive behaviour, making certain their skills as professionals would be apparent, and for that reason enough to beat the possible kinds of gender discrimination. Hence, feminine students perceiving gender discrimination as an improbable barrier they'll encounter in person. As Tomlinson (2007) advised, a student's career progression is designed by their attitude and approach, as opposed to the composition of opportunity in the market (Tomlinson, 2007). Indeed, such optimism can be explained through Crocker's 'attribution ambiguity' theory whereby disadvantaged group associates, in this case women, take part in self-protection if a negative contribution is manufactured towards them (Crocker et al, 1989). Therefore, participants responded defensively when located as a concentrate on of discrimination, with one respondent commenting:

'Apparently, women are to "sensitive" for demanding jobs like Management and they are "assumed" they can't do a much better job than men. A woman can do just as well, or even better, if high degrees of dedication can be found at work' (P4, 3rd Season, Management Studies).

This comment was especially attractive, as the participant sarcastically mocks the notion that all women are generalised to obtain 'very sensitive' attributes and therefore expected to perform less vigorously compared to men. A lot of the participants imposed defensive reactions by attributing negative feedback to discrimination when they felt at a disadvantage, suggesting a woman can prevent stereotypical threats if proven she is just as suitable as men. It can be argued, by amplifying self-esteem, female students 'reactively' conceal somewhat than reject the non-public effects of gender discrimination by expressing positive replies that present them as immune system to the problem. In other words, participants considered a tactic popularity of gender discrimination to ensure it will not personally affect them. Consistent with the 'internal reactance theory' put forward by Brehm (1966), when members felt a menace to their right of independence, they presented an example a reaction to protect their image as future business employees, by making feedback such as:

'Yeh, there are discussions of unequal pay, but Personally, i think it could be exaggerated, therefore i suspect it. Things are getting better, because you observe successful women out there. Actually, by being alert to unequal pay will only encourage me to do my research prior to going into any job and negotiate my salary, to know very well what the average pay should be like for that firm' (P8, 3rd Year, Management Studies).

Interestingly, although reluctant to simply accept the likelihood of experiencing unequal pay, these participant somewhat anticipates the issue by creating a strategy to convince that she'll prevent the possibility of experiencing unequal pay. In general, a lot of the participants were reluctant to permit gender discrimination as a personal barrier towards profession success, therefore its existence and results are underestimated, and thus regarded as being of little effect since the issue is assumed to be easily averted. In fact, several referred to legislation regulations as an individual defensive solution; though presumably the reality that those regulations are clearly not necessarily complied with, since forms of inequality prevails in the workplace (Guardian, 2010). However, the truth was not resolved by female students as shown in the comment below:

'Besides, there are rigid legislative Laws and regulations and Serves that assist in preventing unequal pay. With them around, experiencing inequality in the current workforce is improbable' (P5, 3rd Yr, Management Studies).

The above response is one of the typical comments individuals made suggesting they can be immune system to gender discrimination. Indeed, the majority recognized gender discrimination as a concern in their future opportunities, thus more likely to enter into a 'gender-neutral' place of work whilst legal safety is set up. Conversely, additionally it is interesting to go over the minority of these interviewed that in reality, admitted:

'If it's going on to various business women today, then what makes me any different, it's obviously a concern that can't be controlled, not even by law' (P4, 3rd 12 months, Management Studies).

Although only three from the eight individuals interviewed, support this view, it is interesting to recognize the differing judgments feminine students propose, relative to gender discrimination at a personal level. Actually, the minority accept they may become possible victims of discrimination like 'other women', unlike the majority whom underestimate this view.

Overall, it could be argued, girl Management students' perceptions of gender discrimination support the ideology of the meritocratic society. Statistics show, female undergraduates (as a group) have a tendency to outperform men within advanced schooling (National Figures, 2007). In addition, within colleges, students are assessed based on the quality of their scholarly work, and not perceived skills based on their gender. Therefore, feminine undergraduates will probably view the work place as equally assessed, and relatively gender natural, due to the credited and reinforcing atmosphere colleges provide. Thus, explaining the underestimated attitude feminine students' convey towards gender discrimination. Indeed, the majority admitted to the various discriminative issues women as a sociable group experience, yet optimistically expressed that, gender discrimination won't personally influence them in their business occupations given that they ensure it could be prevented.

Then again, although members recognize gender discrimination is available among women as a social group, it may also be argued that, feminine students' somewhat implement and admit gender discrimination as a personal concern. For instance, by participants deliberately choosing careers in Marketing to prevent the risks to become personal victims of discrimination, shows that interviewees are subconsciously limiting their dreams to careers where they feel they'll be accepted. Indeed, by specialising in areas in favour of women (such as marketing), female students have internalised that the business work environment is male favoured and therefore they would somewhat work within it, somewhat than against it, to avoid the threats and issues of gender discrimination in their opportunities. Therefore, rather than completely disregarding gender discrimination, individuals unintentionally seek tactic acceptance of computer to ensure that it will not eventually them. Quite simply, although members consciously understand gender discrimination as an unlikely barrier they'll encounter at work, they subconsciously admit the potential influences it could have on the working lives by preparing protective strategies, in case they ought to be potential victims of gender discrimination.

4. 4 Potential impact of Gender Discrimination on feminine career advancement

The interviewed participants were further asked to talk about their views on what factors may obstruct their a better job. A universal problem many working women face is their employers' reaction to further commitments such as home responsibilities. Female commitment is often assumed unreliable in comparison to men whom forever carry 'solo responsibility' (Dodd-McCue et al, 1996). As a result, this prevents a lot of women in middle-management positions from attaining senior hierarchal ranks, known as the 'wine glass ceiling' impact (Alvesson et al, 1997). When personally questioned about the impact that having a family may have on the career, almost all interviewed, expressed a preference to start out a family later in life answering, 'yes, however, not for a while' when asked whether or not, they prepared on starting a family in the foreseeable future. When asked 'why', members managed to get clear that the start of their job is more important, and that whenever they feel they have progressed enough, they may start to think about relatives. Therefore, almost all somewhat agree with literature that home responsibilities can impede the chances to female a better job, with one interviewee commenting:

'I've got the chance to concentrate on one thing, which is to generate on my career. Why limit my opportunities with further duties?' (P7, 3rd Calendar year, Management Studies).

Whilst feminine students are relatively expressing a 'preference' (Hakim, 2000) about starting a family group later in life, implicit within that admission is the acknowledgement that if they do not prioritise work over family then they are less inclined to advance in their professions. In other words, the participants show up as though their choices are restrained due to their gender since the majority admitted that domestic tasks can restrain a better job. It could be argued, that female students internalise the problem of domestic duties by delaying starting a family to be able to increase their probability to career advancement, thus receiving its potential repercussions. Nonetheless, female students continued expressing defensive replies to questions that put them at a drawback when speaking about the implications of having family responsibilities, with one participant commenting:

'To be genuine, equality in the workplace has definitely better. My mum is a working female with three children and has prevailed in her career. Actually, after maternity leave, the company were adamant on her behalf another after maternity leave, because these were pleased with her as an employee' (P2, 3rd Season, Management Studies).

Whilst the majority of those interviewed accepted that local responsibilities may adversely impact their chances to career advancement, the participants looked after positive and positive in overcoming gender discrimination if family responsibilities were involved in the future. For instance, female students mentioned the advantages of working from home as you participant commented that, 'today, many organisations are considerate towards the balance of work and home life styles' (P7, 3rd calendar year, Management scholar). Again supporting Crocker et al's (1989) 'attribution ambiguity' principle, female students employed in 'self-protection' when negative contributions were made relative to them. Indeed, participants assured workplaces offer opportunities that place women at an edge where they can 'quite' climb the organization ladder alongside their man counterparts. Therefore, members recognise the consequences of domestic tasks, yet reassure themselves that it's an issue they'll counteract since organisations are assumingly considerate towards working mothers. As a result, members support Crosby et al (1989) in the view that, women as victims of gender discrimination have a tendency to deem they are personally exempt from the reality of gender bias that manages in modern culture, even if indeed they acknowledge this happens with their group (Crosby et al, 1989). Indeed, when asked if local tasks can impact a better job, one participant commented:

'Not really, since women have the ability to combine work and home obligations. Many organisations have crЁche's. Perhaps my commitment may sway during maternity leave, but like a great many other successful women, I'll pick myself back up again. In the beginning of my profession I have to prove I'm an employee worth keeping, despite my family responsibilities' (P8, 3rd 12 months, Management university student).

Again, like almost all, the interviewed participant suggested a technique to establish her capabilities to be a good staff at the start of her profession (and presumably feel once this is achieved) having a family group won't make a severe difference towards profession success. As advised, by amplifying self-esteem, individuals enhanced a tactic acceptance of gender discrimination to enforce an optimistic outcome to their position as women with future local duties. Conversely, when individuals were asked how local obligations may impact their likelihood of selection and campaign, their response was somewhat surprising:

'Organisations perceptions of women vary. Sadly, there are companies whom may evaluate me based on my gender, especially if I was to possess children. Presuming that women can't and won't fully invest in the place of work' (P1, 3rd 12 months, Management pupil).

Interestingly, 50 percent of the participants made similar suggestions such as, 'to be honest easily was an workplace, I'd probably recruit a worker who I know will provide and dedicate fully to the company, and in the event that's male, then so be it' (P4, 3rd 12 months, Management Studies). This suggests that, individuals not only allow the negative implications domestic obligations may have on selection and campaign, they also consent to the gendered selection and recruitment process. The socially produced stereotype placed after women, even if their childless, can be an uncontrollable matter in which one participant stated: 'Alan Sweets is a perfect example of an average male workplace who basis his recruitment decisions on when young women anticipate starting a family' (P2, 3rd Time, Management Studies). In comparison with the above reviews, rather than internalising the problem, participants understand selection and promotion as an issue they cannot overcome; rather they acknowledge, 'women of childbearing ages are a liability' (Times Online, 2008), hence delaying starting a family group. Overall, feminine students believe that to improve in their opportunities, work is first concern. By proving their initiatives are equally as good as men, their likelihood of interior opportunities such as selection and advertising will be awarded.

4. 5 Summary

The results uncovered that the interviewed participants recognized gender discrimination is accessible; however, do not understand gender discrimination as a likely barrier that they can encounter personally. Female students underestimated discrimination by expressing self-protected reviews when negative efforts placed them at a drawback. As a result, members internalised discrimination through corresponding behaviour to ensure that they will not be personal subjects of discrimination and will tend to be more accepted at the job. Moreover, the individuals' proposed a tactic popularity of discrimination whereby they attempted to either protect or insulate themselves from its gendered results to overcome the many discriminative issues a lot of women face today, hence considering gender discrimination as a issue. Alternatively, it can be argued that individuals subconsciously recognized gender discrimination as an individual concern. By internalising or creating tactics to avoid gender discrimination, an indirect acceptance of personal discrimination is clear, since individuals plan answers to resolve the problem in case it was to occur to them. Nonetheless, feminine students' responses immediately demonstrate that they do not understand gender discrimination as a likely blockage they will professionally encounter at work, thus perceiving it as an unrelated subject.

Chapter Five- Conclusion

In conclusion, regardless of the truth of gender discrimination whereby women 'as market leaders in industry, business, and the general public sector continue to be underrepresented' (Probert, 2005), female Management undergraduates have presented a naive discernment of gender discrimination by, underestimating the many discriminative issues that may individually take effect throughout their working lives. The dissertation conclusions revealed key themes or templates relative to female students' perceptions of gender discrimination with regards to, their degree of awareness and reputation, the extent female students understand gender discrimination on personal, and, how if gender discrimination performed occur, may it impact their career advancement. Unlike, Sipe et al (2009) whom argued, female undergraduates disregard gender discrimination, the interviewed individuals in this dissertation, recognised the unwanted effects of stereotyping, pay and home responsibilities socially and somewhat personally. Particularly, female students are aware and agree to that gender discrimination may be a obstacle for working women to move forward in their professions. However, like the former review, the results proven that, female Management students do not understand gender discrimination as a hurdle they will face in their careers.

Astonishingly, female students perceived gender discrimination as being of little result of their own working lives given that they positively internalise the problem to make it happen to them. By specialising in 'feminine' occupations, such as marketing (Bible et al, 2007), or even, starting a family group later in life, feminine students believe they may be more accepted and likely to progress in their professions, thus avoiding the hazards of gender discrimination. Therefore, individuals perceive gender discrimination as an issue they could overcome if indeed they work within its gendered effects alternatively than against it, hence disregarding the problem as an individual problem. Therefore, considering a feminist perspective, radical feminists specifically would be very disillusioned by such replies as participants seem to be to simply recognize prejudice exists, and even are seeking to improve themselves to be able to better suit the work environment, rather than concern the machine. Furthermore, the majority of the members' underestimated the likelihood of being victims of discrimination by expressing self-protected responses to ensure they are not personal members of an disadvantaged group. Members were reluctant to accept being patients of discrimination as they optimistically developed ways of prevent confronting the various discriminative conditions that they advised women as a sociable group experience at work, thus placing themselves at an advantage compared to 'other' women. This helps the 'personal/group discrimination discrepancy' principle, proposed by Taylor et al, (1990) as female students, perceived an increased level of discrimination aimed at their group associates, compared with them as individuals. Then again, as participants admit gender discrimination exists between women as a sociable group, it can be argued that, female students' indirectly use and acknowledge gender discrimination to be personally relevant throughout their working lives. Indeed, by internalising and producing tactics to defeat the situation, female students are subconsciously preparing ways to avoid the consequences of gender discrimination, in case it happens to them. Appropriately, their responses unintentionally show a tactic acceptance of personal gender discrimination rather than complete rejection, as they state they will not be patients of discrimination but then, continuously develop strategies to ensure they don't.

Overall, the founded findings of the dissertation research seem to be to be relatively worrying, since final year woman Management students outspokenly underestimate the effects of personal discrimination. This frame of mind amongst current feminine undergraduates is regular with Carr et al's (2003) research which reported that, women specialists considered themselves to acquire been unprepared through their early encounters and educational years for the types of gender discrimination they experienced during their working lives (Carr et al, 2003). Relatively, although feminine students somewhat allow the consequences of gender discrimination; their responses still exhibit naivety towards the matter when identifying gender discrimination on self. Thus, feminine students optimistically consider the gender inequality difference has sincerely improved upon, will continue steadily to improve and more likely to close by the time they enhance during their professional years. If sustained perceiving the problem as unrelated, current female students may risk real opportunities to improve gender discrimination through training, enforcement, and premeditated human-resource planning during their careers. Thus, female students in the future should be correctly informed and better prepared for the work realities of varied discriminatory employment routines. Therefore, whilst this dissertation research disseminates towards young women whom are likely to benefit from this subject matter by anticipating gender discrimination before stepping into their professional opportunities. It also targets and induces employers to pay more attention to the problem by carrying on making conscious work to educate future employees about the realities of work area discrimination, and address gender discrimination effectively through regulations, training and enforcement. It is in my own contention that if feminine students are consciously alert for the probability of gender discrimination in the workplace, young female pros might be able to reduce the consequences of gender discrimination in their future employment opportunities.

5. 1 Recommendations

The findings for this dissertation research suggest opportunities for future investigations. Following inquiries should consider expanding the present research beyond your United Kingdom and United States region to develop the investigation internationally. Future researchers may then see whether, the perceptions of feminine students in other parts of the world are regular with today's research. Additionally, for an intensive measurement, future research workers could determine if participants have observed gender discrimination which may impact or help describe their perceptions about them.

5. 2 Reflections

The overall experience of this dissertation research has allowed me to recognise its key talents and weaknesses. With a strong personal sense of participation, a profound exploration towards the topic allowed me to impeccably evaluate the true perceptions of gender discrimination in accordance with the research targets, thus increasing the entire value of the dissertation. Therefore, as a lady undergraduate, the research process allowed me to informatively instruct myself about the realities of work environment gender discrimination, thus foresee the consequences of gender discrimination throughout my very own Management job. Furthermore, unlike previous studies that often used quantitative methods, complying with honest considerations, I had been consented to conduct a qualitative strategy, by using semi-structured interviews to determine a more extensive interpretation on scholar perceptions of gender discrimination. Thus, I efficiently managed to specify the interview questions given that they were appropriately responded to without misunderstandings, allowing significant conclusions to be drawn. However, and a time consuming process, there was a level of intricacy to obviously analyse qualitative data. It was fairly challenging to effectively interpret the scope participants perceive gender discrimination as a potential consequence, particularly if analysing their degree of concern by way of a sociable and personal point of view.

Moreover, scheduled to limited time, this dissertations sample was reasonably small given the considerable nature of checking out individual perceptions. Actually, to gain a better understanding of gender discrimination among female students, there's a need for future educational research in this field on a more substantial sample among various universities. This not only confirms a representable sample, but it also presents an improved generalisation of the studies for more correct and reflective conclusions. Furthermore, I recognized that my subject matter was somewhat specific niche market since little investigations were conducted relative to female students' perceptions of gender discrimination. Nonetheless, whatever we analyze in a management institution is essentially, the sociology of work and as such, management studies can be an inter-disciplinary subject. Thus I overcame the condition, by including relevant books that determined similar intentions in a variety of disciplines. Indeed, effective research is never one dimensional, and automatically appears towards work from other subject matter, as does my dissertation. Overall, the study outcomes somewhat matched my initial prospects. As I theoretically argued, present young women will probably underestimate the consequential effects of gender discrimination; the interviewed members were somewhat steady with this view, particularly when personally positioned to be potential patients of discrimination. Expectedly, all participants were aware of at least one discriminative issue, as the majority either recognised the consequences of negative stereotyping, unequal pay or domestic responsibilities. Nonetheless, the amount of awareness was relatively startling, particularly when participants indirectly prepared a subconscious acceptance of gender discrimination on do it yourself. It was also surprising to determine members agreeing to the gendered ramifications of selection and advertising. Nevertheless, needlessly to say, their responses immediately pointed towards the idea that, as women soon to enter in the business work place, they understand gender discrimination as being an unlikely barrier that they will encounter personally and so being of little result throughout their business opportunities.

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