Multiple choice test questions in pathology?

Answer 1

Managing diversity is of strategic significance to competitive advantages of an organization. With internationalization of business, advanced telecommunication technology and rapid pace of work and life, diverse workforce has become a commonality (Mavin and Girling, 2000). The scope of diversity varies from gender, age, religion, ethnicity to values, characters and beliefs with gender as the most common and oldest topic of discussion in HRM studies (Shen et al, 2009). In the case of DuPont Beijing, gender inequality could be indicated by the gender spillover effects and the number of female in positions of head of department. According to Greer et al (2001), gender spillover effects refer to the fact that allocation of task is determined by gender expectations and stereotypes rather than actual capabilities (Greer et al, 2001). For instance, the departments of corporate communication and human resources in DuPont Beijing are dominated by female employees while the department of IT and R&D are dominated by male employees. As to this case, HR in the organization tends to recruit and evaluate candidates based on gender stereotypes and discrimination. Indeed, there is no doubt in some positions, female displays more advantages while in other positions, male are more suitable. However, gender inequality not only occurs in position preferences but also in evaluation and appraisal. According to the research done by Shen et al (2009), female employees are paid less than their male counterparts. Consequently, it undermines employee morale and affects corporate reputation.