Table of content

Assignment 1 - Group presentation 1 - 6

Assignment 2 – Individual Essay 7 - 21

Turnitin report 22

Appendix 23

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1.0 Introduction

In the early of 19th century, there was gender stereotypes about women are meant to be a

housewife. People often thought that women have to be in kitchen, deal with housework.

However, over the past several decades, the rate of women in workforce has increased

rapidly. In fact, Kroupová (n.d.) states that “the world is becoming more favorable to

women in leading positions – both state and corporate ones”. More and more women are

starting their own business as their career. With the change of time, women no longer play

a traditional role as housewife. They tend to involve themselves in workforce and

contribute to the country in term of economy.

2.0 Women employment statistics

Employment rate of women has increased over the past 50 years in Asian country. Previous

study by Asia Society Organization (2012, p. 44) states that about 22 percent of women

were employed in year 1957 and rising to 55 percent by 1999. There was a total increased

of 33 percentages within 42 years. Thus, it can be argued that women no longer played a

traditional role of being housewife, but they are an essential player in the business industry

today.

On the same time, women in Europe have increasing become more involved in the

workforce. Figure 1 showed women’s labor force participate rates of selected countries in

1970 to 2009. The rate of women in labor force is increasing rapidly at Netherlands. In year

1970, there are only 28.5 percent of women in workforce. In year 2009, it rises up to 60

percent. There was an increase of 31.5 percent of women participate in labor force within

36 years. The labor force rate of women has increased for all of the countries except for

Japan. The rate of women in labor force in Japan dropped 0.5 percent within 36 years

(Bureau of labor statistics 2011).

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Figure 1

Source: U.S. Bureau of Labor Statistics

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3.0 Factor in the success of businesswomen

There are several factors that lead women to become a company talented person. One of the

most important factors is women maintain a positive attitude in the workplace (Hodge

2010). Hodge (2010) states that women in Japan grateful and vigorous attitude towards

their bosses, colleagues and subordinates. They have high self-esteem and confidence in

themselves. These characteristics help them easy to establish a positive relationship and

trust among their colleagues.

Women no longer play a role as housewife. Sometimes, they even contributed more than

men do. This is because they are able to balance between work and family by maintaining

professionalism in workplace and also be a good housewife of a family. Moreover, women

have natural abilities to take care of people. This natural ability takes a great advantage in

global business. They will protect about the company reputation as well as putting

employees and stakeholders as first priority

However, there are certain beliefs that women are emotional, gentle, and sensitive. These

characteristics often viewed to be negative for business practice. On the other viewpoint, it

can be argued as an untrue statement. In fact, they have the skills and knowledge to lead a

global company. According to Rosener (2009), women tend to ask more questions, listen

better to issues and able to create accurate solution in term of problem solving. This

characteristic benefits company business as they might have a high working productivity

and improve their performances.

Additionally, Brcovici (2012) claims that woman are more careful than men. For instance,

women will be more careful with the culture. They have a faster understanding that should

avoid giving clocks or watches to the Chinese as gift because it represents death in Asian

culture. Besides, For instance, they will be more conscious about the way the dress as every

countries practice different culture and beliefs.

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Undeniable, every business decision will greatly affect the company performance. Study by

International Journal of Business Governance and Ethics (2013) states that women make

better decision than men on corporate boards. According to the Nguyen (2013), women

willing to accept new ideas and they emphasized on mutual agreement when dealing with

complex decision. Also, they have the potential to come out with best strategy. They will be

very careful and patient on decision-making, as every decision will affect the future

outcomes of the business. Meanwhile, men are more likely to be use traditional ways of

doing by following the rules and regulation (Nguyen 2013). Thus, women often contributed

success to a company.

It is challenging for women to involve in global business. If they do, they tend to work

harder than men due to the controversial belief that business is a man’s job (Irving 2012).

Women have to come across stereotype and feminist prejudice and this make their life

tougher. For example, women have to be careful about the way their dress as it will lead to

cultural issues. They should aware that Asian country is more conservative than American

in term of dress and style.

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4.0 Example of women in business success

According to Women Affairs Today (2010), “today, the incredible success and

commitment shown by businesswomen on the international scene have gone a long way in

dispelling some of these myths”.

One of the examples of successful women leaders is CEO of PepsiCo, Indra Nooyi. She

was the top 12 among the world’s 100 most powerful women (Forbes 2013). Also, she was

awarded as the America’s best leaders in year 2008 (Useem 2008). Nooyi was born in

Hindu and her family has a traditional beliefs and conservative practices. However, in year

1994, after completed her bachelor’s degree at United States, she decided to join PepsiCo

despite her parents told her should have come back to India.

From the beginning, she is an assistant of executive. Soon, she has directed the company‘s

global strategy and led its restructuring, including acquisition of Tropicana and Quaker

Oats. She also improved and reinvented PepsiCo from snack food to health food, from

caffeine colas to fruit juices. Her hard work over the past years has yielded unforgettable

experiences for her (PepsiCo 2013).

On August 16, 2006, PepsiCo CEO Steve Reinemund announced his early retirement and

appointed Nooyi to take his place to become the 1st woman and 5th Chief Executive Officer

of PepsiCo (McNary 2010). Today, Nooyi continues contributing to PepsiCo by serving as

Chairman and Chief Executive Officer and also part of PepsiCo’s Board of Directors. The

company appreciated her contribution as she lead PepsiCo becomes the largest global food

and beverage leader in the world. The products can be found over 200 countries around the

global. She is committed to sustained growth with a focus on performance, human,

environmental and relent sustainability on behalf of PepsiCo Company (PepsiCo 2013).

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Another successful women leader is Irene Rosenfeld, who currently served as chairman and

CEO of Kraft Foods Company. She ranked the top 13 on “world’s 100 most powerful

women” in Forbes (Forbes 2013). In addition, she ranked No. 2 on “top 50 women in

Global Business” in Financial Times. Rosenfeld was born at New York City in 1953. She

has nearly 30 years of experience in food and beverage industry. In 1981, she began her

career in consumer research, later joining General Foods (IBS Center for management

research 2012).

Undeniable, Rosenfeld is a very smart and brave woman. She stays determined even when

she face obstacles. Her innovation led her to expand Kraft company portfolio

geographically. She not only expands of portfolio to China, but also changing the product

that fit into the culture. For instance, in 2006, Rosenfeld introduced Oreo to China market.

However, the result was weaker than expected. Surprisingly, Oreo does not fit local people,

as the sandwich format was not popular in China. The company is losing $30 million

business as the share fell 3.7 after the trade (Reuters 2013). Rosenfeld does not give up. She

reintroduces Oreo in wafers format in order to fulfill the local people needs and wants.

Today, China is the second largest Oreo market. The culture adapts increase the business

profits by 30 percent of S600 million a year (Forbes 2013).

Meanwhile, acquisition of Cadbury in 2010 also leads the company revenue and increases

the company’s profit. Rosenfeld implanted a good strategy towards Kraft Company and

emerged it to second largest food company in the world with more than 160 countries sell

the product. Today, Rosenfeld is leading and managing nearly 100,000 employees of Kraft

Company. She not only has a great achievement on her career but she is married and has 2

daughters (Forbes 2013).

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Both of the example proved that women could be the global business leaders like men do.

Their visibility proved of women’s achievement in the 21st century. These success story

inspired many people particularly to young women. Nooyi and Rosenfeld are role model

for the society as they achieved success in business industry. Additionally, they proved to

the world that women could be as a leader of today’s generation.

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5.0 Challenges for women in global business

In some of the cases, feminist stereotypes still occur in the workplace. According to Cornell

University Law School (n.d.), “Feminist jurisprudence is a philosophy of law based on the

political, economic, and social equality of sexes”. Women are more likely to be judge by

their looks and how they dress on. Some of the company required female workers to apply

makeup, wearing stocking and nail polish in the workplace. According to Slovakia (2006),

the company will assume that this woman is not taking serious about her careers if she

dresses inappropriately. Particularly to women who involved in public relations or sales

industry, they are required to “dolled up” themselves in order to maintain their

professionalism. For instance, a woman will consider being more attractive if she wore

trendy and borderline sexy. In this case, women were being portrayed as sexual object. It

does not make sense, as appearance would not affect one’s productivity.

Furthermore, cultural challenge often faced by women who work in multinational

company. Different country has different beliefs and practice. For instance, it is hard for

Muslim women in Malaysia to work overseas such as America as they did not consume

pork. Other than food, the wearing culture of Malaysia is totally different from America.

Malaysia is a controversial country where a woman is not allowed to wear too sexy where

America is an open country. In addition, Strasbourg (2010) states that “language and

education are key elements in the integration process”. Women who work for global

business should speak good English, as it is an international language.

Moreover, they have to beware of non-verbal communication. For instance, bow down is

part of Korean culture in order to show respect. Another example as the okay hand sign

represent good and well in certain country such as Malaysia. However, in Latin America

and France, the ok hand is a negative hand gesture which meant to insult people. As for

Australia, they viewed it as zero where Turkey refers it as homosexual (Buzzle 2013).

Thus, women have to beware, adapt and practice the culture of country they lived in.

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Additionally, some of the company will set invisible barriers to prevent women from

certain position especially upper level management. According to Adler (2002), “women in

the 90’s hold less than 3 per cent of the most senior management positions in major

corporations in the US and less than 2 per cent of all senior management positions in

Europe”. Meanwhile, Tzeng (2006) also claims that many companies will only send female

employees to travel abroad overseas on business that rejected by men. This is unfair to

women as they may have the same knowledge and skill with men. Therefore women should

treat fairly with men.

Figure 2 showed that the percentages of women getting involved or promoted to top

management posts are low (Catalyst 2013). Powell (1999) claims that the higher the

managerial position, the higher the potential for discriminatory. According to Slovakia

(2006), only 8% of women hold as executive. Meanwhile, 58% of women are occupying

the low level of managerial track (Slovakia 2006). Apparently, this gender discrimination

action is against law and will not be written on the policy of company. Akande (2013) state

that woman have a lower chance when selecting top position in the field. It is hard for

women to climb up to top-level management as men might think that women still have to

form a family and be a fulltime housewife to take care of children. This action is unfair for

women as they may have a high education level or qualification.

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Figure 2

Source: Catalyst. Catalyst Pyramid: U.S. Women in Business. New York: Catalyst,

2013.

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6.0 Conclusion

As a conclusion, women should be treated equally as men in the organization. They play

the same important role as men. In the past several decades, the number of women in global

business increased rapidly. Several study by researchers found that women are more

capable to contribute success way to the company. Practically, women practice positive

working attitude that able to benefit company in terms of performance and productivity.

Furthermore, Indra Nooyi and Irene Rosenfeld are the role model for the society as they

achieved a great success in business and broke the invisible glass ceiling. Today, more

women are involved in the global business, with more capabilities, than ever before in

history. Women in global business should be view as a valuable asset who can bring new

and innovative idea in the business. Also, most of the organizations are emphasized on

gender equality. They believe that the organization had a greater success by giving equal

chances for both men women.

(2273 Words)

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