Abstract
In a globalized and complicated international economy, executives believe that management culture will be given new direction by management teams comprised of both men and women, and that these mixed teams will contribute to the diversity of ideas and perspectives in management. Despite the fact that there are as many female graduates as male graduates today, women continue to be significantly underrepresented in executive roles in the business world, particularly in top management (executive board, supervisory board). The most important factor preventing women from being managers is work-family balance. While women indeed tend to climb the ladder step by step, men make several jumps in their careers, and they meet with success. It makes no difference whether a candidate for a position as a board member, director, or divisional manager is male or female. The goal of this study is to try to demonstrate that female managers may be more effective in management because of their personalities and areas of competence in the healthcare sector.
TopIntroduction
Since the twentieth century, the demand for production organization has grown in the globe and in our nation, and women have begun to participate in business life (Krivkovich et al., 2017). As a result, women have shifted away from agriculture and into the industrial sector. However, as compared to males, it is not possible to state that they continue to play an adequate role in economic life (Fotaki and Harding, 2017). It is encouraging but inadequate development, women who consider themselves as more than just mothers or wives and who want to contribute to the family budget and to participate in social life and have a role in management, they have had to overcome various individual and social barriers(Karatepe and Arıbaş, 2017).
In the globalizing world, women, and the rights provided to women, have an important place in the development of democracy. In fact, the rights of women are an indicator of the development level of countries. Women's participation in the workforce is recognized as an important element of sustainable development (Karabıyık, 2012). However, in order to talk about sustainable development, women and men should be able to use the rights offered to them from education, health, employment, security and social life in line with the principles of equality. In today's modern world, especially women's educational status is seen as the most important factor determining the place, position and status in working life (Küçük, 2015).
In the 21st century, women still face many problems arising from being a woman as well as difficult working conditions. The upward trend observed in recent years, statistical data on employment in Turkey and globally shows that women still remain far behind men. According to the data announced in 2019, the global employment rate was 71.4% for men, while it remained at 39% for women (International Labor Organization 2019).
Unlike male workers, the hiring, promotion and remuneration of women in the labor market is affected by factors other than productivity.
Key Terms in this Chapter
Unregistered Employment: It is defined as the unregistered economic activity of employers, workers or self-employed in order to avoid taxes, insurance premiums, financial obligations, to get rid of bureaucratic procedures, and to unregister their income.
Gender Equity: It is defined as “the equal participation of women and men in all aspects of social life”. It is not only a fundamental human right, but a necessary foundation for a peaceful, prosperous and sustainable world.
Health Managers: They are the people responsible for the overall internal health system, including clinical and non-clinical staff, partner organisations, insurance companies, government agencies, and oversees the business and administrative activities of a healthcare organization.
Gender Pay Gap: It is the difference in the amount of money paid to men and women even though they usually do the same job.
Gender Stereotypes: It is the set of generally accepted, appropriate, or desired behavior types and social norms according to the real or perceived gender or sexuality of individuals.
Glass Ceiling Syndrome: It can be defined as invisible upper limit and a barrier to your potential. Especially woman managers who want to be promoted to higher level positions are faced with a ceiling of glass, and they can work in limited number of administrative positions which require responsibility.
Mobbing: It is defined as the psychological pressure of a group of people on a person or another group. It is a situation that is often encountered in business life. It is also defined as psychological harassment.