Chapter 2

REVIEW OF RELATED LITERATURE

This chapter presents a comprehensive review of the existing literature on how

gender norms influence workplace dynamics and employee perceptions in business

settings. The review is organized in a thematic manner identifying the independent

variable ((gender norms), the dependent variables ((workplace dynamics and employee

perceptions) and how they relate to each other in order to build a strong base for this

research,

Gender Norms

Women and men continue to be held to gender norms in the workplace today.

Research has shown that women with higher levels of bottom-line mentality experience

more mistreatment in the workplace than those who meet traditional stereotypes. (Tai,

2023).

According to Eagly & Karau (2002), a congruity theory of prejudice toward female

leaders proposes that perceived incongruity between the female gender role and

leadership roles leads to 2 forms of prejudice: First, perceiving women less favorably

than men as potential occupants of leadership roles. The second one is evaluating

behavior that fulfills the prescriptions of a leader role less favorably when it is enacted

by a woman. One consequence is that attitudes are less positive towards female than

male leaders and potential leaders. Other consequences are that it is more difficult for

women to become leaders and to achieve success in leadership roles.

 According to a write-up entitled “University Students’ Attitudes Towards Gender

Roles Predicting Their Value Orientation” (2021), an individual’s gender determines his

position in the society he lives in. According to the social role theory, the differences

between the behaviours of women and men can be explained by gender stereotyes and

social roles. Value and attitudes go hand in hand. It is noteworthy that the individual has

gained or possessed in the situation that causes these attitudes to occur.

Gender is identified as all habits, roles, conditions and duties of social and cultural

movement that are necessary in a society regardless of one’s biological sex.

(Bursztyn et al., 2023), examines the impact of existing gender norms as well as

stereotypes which people have on those norms on the perceptions of social attitudes

towards gender equality. Based on the empirical evidence from 60 countries that

account for more than 80% of the world population, women's right to work and gender

quotas in appointing leaders are assessed. The paper stresses on the false

understanding of gender norms that exists in most countries and how it affects genders’

equity across the globe.

Their findings point, however, to a difference between what people believe about

gender norms and the reality for individuals; various factors such as false consensus,

minority overweight, and gender stereotyping govern such differences. Men's support

for fundamental freedoms for women is underestimated in less gender-equal societies,

while women's support for fundamental freedoms for women is overestimated in

gender-equal societies. The discrepancy impedes the forward march of policy-making

and polling in conjunction with popular preference. Correcting people's misperceptions

quickly changes social attitudes. Education was a strong predictor: it promoted support

for freedoms, one of its many effects, while, in a situation of greater equality, it generally

depressed support for affirmative action. The research points to the complexities

surrounding gender norms and the need for a nuanced policy approach to promote

equality.

According to the write up entitled “Gendered stereotypes and norms: A

systematic review of interventions designed to shift attitudes and behavior”, (Stewart et

al., 2021), it emphasizes the importance of evaluation of interventions on changing rigid

gender roles, pointing out that multi-faceted strategies are the most effective. The

benefits of long-term engagement, including direct education, peer influence and

community mobilization, were observed on attitude and behavior change. Nevertheless,

it is difficult to maintain such change because of such factors as self-reporting bias and

the absence of follow-up over time. The review proposes that strategies to be

implemented should embrace individual changes as well as the community related

changes in order to maintain the gains. Within this context, men and boys are viewed

primarily as human resources rather than as mere supporters, and their active

involvement is regarded as a key strategy in promoting gender equity.

Cultural aspects like gender roles are dynamic and have evolved over time. The

extent to which gender roles are changeable can be illustrated with historical instances,

for instance, the color pink was once considered to be for boys or in Europe, high-

heeled shoes were for men. Conventional ideas of gender division, which restrict

women to the house and men to the public square, are also outdated with the

contemporary society. Encouraging people to accept themselves and embrace different

ways of expressing one's sex can go a long way in reducing the prevalence of these

damaging stereotypes and unlocking the potential that everyone possesses. (Singla &

Mukhopadhyay, 2022).

The study highlights the multifaceted nature of gender attitudes among

adolescents as they can be both liberal and conservative depending on one’s trait or

role as well as the relationship context. Most importantly, the research indicates that a

shift in attitudes in one aspect (e.g. roles) does not mean that there will be a shift

towards gender equality in all aspects. Such intricacies warrant the design of context-

specific gender-transformative programs combating specific social norms associated

with specific outcomes. (Rakesh, 2023)

The exploration of gendered identities in Gender Trouble by Judith Butler (1990)

has interrogated the concept of power and identity in a more comprehensive manner.

Dispelling the idea that a pure pre-normative condition ever existed, she claims that

subversive politics has to function within the very mechanisms it seeks to critique. Such,

a performativity rearticulating of the norm enables resistance; however, it is temporally,

spatially and normatively limited to the particular normative ordering in place. Hence,

Queer Theory regards subversion as a practice that takes time and is in progress rather

than a struggle whose goal is defeated of the existing norms. Political action agency,

thus, arises precisely because of the connection to power which makes it possible to

enact certain parts of social order without fully adhering to the whole one. (Idier, 2020)

Based on the working paper of Giuliano (2020), sex roles and socioeconomic

roles determine the behavior. The variations among societies mean women's
competitiveness could not be presumed. Preferences could be dictated by social factors

and hence lend themselves to articulation in terms of policies that can influence

outcomes. Gender biases might be heightened or attenuated by peers, parents, and

schools. Gendered languages correlate with biases. The use of gender-neutral terms

could help combat such ingrained inequities. There are studies on immigrants where

one culture influences or is influenced over time, suggesting preferences are not fixed.

Such simple actions can considerably increase female participation in male-dominated

areas, which makes it clear that preferences could be shaped and not innate. The

passage questions whether labor divisions, as in family endeavors, should persist or be

reversed to allow equality. This means understanding the origins and development of

gender norms for effective policy development and thus the call for more research.

Workplace Dynamics

The Deloitte Insights article "A look back: How the workforce has changed"

explores significant transformations in the workforce, driven by technological

advancements, demographic shifts, and cultural changes. It underscores the critical

need for organizations to adapt to these changes to maintain competitiveness and

employee satisfaction.

Key trends include the rise of automation and demand for new skill sets due to

technological integration, demographic shifts leading to greater diversity in the

workforce, and the growing prominence of workplace flexibility with remote and hybrid

models. Additionally, the emphasis on employee well-being has increased, with

organizations implementing wellness programs to enhance productivity and satisfaction.

Lastly, the demand for continuous upskilling and reskilling has become a priority as

organizations seek to address the evolving skills gap.

These changes imply a need for organizations to adopt agile strategies, foster

inclusive cultures, invest in employee development, and prioritize well-being. Embracing

these trends ensures businesses remain competitive while fostering a resilient and

adaptive workforce. (Jeff, et al., 2020)

The 2021 Pulse Report by Harvard Business Publishing Corporate Learning

examines the state of Diversity, Inclusion, and Belonging (DIB) in organizations based

on global survey insights. The study reveals that DIB has evolved into a strategic

priority, with organizations embedding inclusive practices across their operations to

drive better cultural and business outcomes.

Key findings highlight a gap between leadership's commitment to DIB and

employees' perceptions of these efforts, signaling challenges in fostering an inclusive

culture. Employee experiences with DIB initiatives also vary, suggesting the need for

organizations to assess and refine their strategies. Recommendations include

benchmarking progress against industry standards, addressing leadership-employee

perception gaps, and implementing actionable measures to ensure inclusivity and

belonging.

These insights emphasize that aligning leadership intentions with tangible

employee experiences is critical for creating equitable workplaces that empower all

individuals to thrive. (Fanton, 2021)

 The article "Work-life balance—a systematic review" by Thilagavathy S. and

Geetha S.N., published in the Vilakshan 2021– XIMB Journal of Management, presents

a detailed analysis of work-life balance (WLB) literature. Drawing on 99 studies, the

review categorizes research based on factors such as publication year, geographic

focus, methodology, and industry sector.

Employee Perception

The American Psychological Association's October 2021 article, "Rousing our

motivation," delves into the factors influencing employee motivation and offers

strategies to enhance it.

Key Insights:

1. Intrinsic Motivation: Employees are more motivated when they find their work

meaningful and engaging. Providing opportunities for skill development and autonomy

can foster this intrinsic motivation.

2. Recognition and Feedback: Regular acknowledgment of achievements and

constructive feedback are crucial for maintaining motivation. Employees who feel valued

are more likely to be engaged and productive.

3. Work Environment: A supportive and inclusive workplace culture enhances

motivation. Encouraging collaboration and open communication contributes to a positive

environment.
4. Leadership Role: Effective leadership is vital in motivating employees. Leaders

who demonstrate empathy, provide clear direction, and support their teams can

significantly boost motivation levels.

Recommendations for Employers:

• Foster Meaningful Work: Design roles that align with employees' values and

interests to enhance engagement.

• Implement Recognition Programs: Establish systems to regularly acknowledge

and reward employee contributions.

• Cultivate a Positive Culture: Promote inclusivity, collaboration, and open

communication within the organization.

• Develop Leadership Skills: Invest in training programs to enhance leadership

capabilities, focusing on empathy and effective communication.

By focusing on these areas, organizations can create an environment that not only

motivates employees but also contributes to overall organizational success. (Pappas,

2021)