ASSIGNMENT II

Putri Awalia Dhea Ananda Ulfiani

014201800117

Interest:

Gender is a significant issue in the public spotlight. Gender is an investigation of ladies' conduct and
connections social among people. Sexual orientation is not the same as gender or gender organic
male and female genitalia. This is because of that considered manly in one culture can be considered
as ladylike in different societies. There is an inclination that the wages given by laborers ladies are
lower than male specialists. In a sexual orientation viewpoint, the arrangement of low wages for
these women laborers is because of the specialist ladies are characteristically situated as laborers
who will be given low wages simple managed, low obstruction power. For a female chief, the
distribution of a performance‐related reward depends on impression of her charm and authority
capacity instead of coming about straight forwardly from organization execution. In any case, for a
male chief reward distribution mirrors the sentiment of administration with the end goal that
improved organization execution prompts expanded apparent charm, expanded authority capacity,
and a bigger reward.

Problem:

One of the key findings in this year's study is that women are more likely to be hired into
managerial-level jobs and are much less likely to be promoted to higher stages above that. Hence,
the need for closeness to continue working on internal structures, both operational and cultural, to
ensure women get more of their fair share of opportunities to move forward. When they don't have
this opportunity and leave their company, they are often forced to take a lateral step, and then the
problem persists elsewhere and they risk stalling or severely slowing their overall career progression.
There is a risk of people feeling defensive and checking. Leaders need to inspire their organizations
to keep pushing forward and to track progress against big and small wins to keep the momentum
going. Using these numbers as a framework for company performance per level is a great starting
point for creating a scorecard, setting goals for making improvements, and reporting progress.

Main Journal
https://www.scimagojr.com/journalsearch.php?
q=19900191906&tip=sid&clean=0

https://www.scimagojr.com/journalsearch.php?q=19251&tip=sid&clean=0

Week 4
Independent and Dependent Variable Framework

 Age

Moderating

Independent Variable

 Knowledge
 Education Need GOOD PRODUCTIVITY
 Health Needs
(Dependent Variable)
 Experience Work

EXTERNAL FACTORS

 Salary

Mediating Variable
Independent Variable

 Organization

INTERNAL FACTOR