1
CHAPTER 1: INTRODUCTION
1.1 Introduction
According to (Lim, 2006) the Northern Region is one of the four regions in
Peninsular Malaysia, which include the states of Perlis, Kedah, Penang, and Perak.
Regarding to economic development, Penang and Perak can be classified as middle-
income states while Kedah and Perlis were being classified as low-income states.
(Aslam & Hassan, 2003)
With a population of 1.77 million Penang is the leader in manufacturing
activities and the growth centre for northern Malaysia. In 2007, 200 multinational
corporations had large scale operations in Penang, making it the second growth
centre in Malaysia, after the Klang valley. Furthermore, Penang’s position in
northern Malaysia has been reinforced by the development started under the
Northern Corridor Economic Region (NCER) program. The program includes 21
districts in Penang island and the mainland, and the states of Kedah, Perlis, and
northern Perak. The Northern Corridor Economic Region program aims to accelerate
economic growth and elevate income levels in the north of Peninsular Malaysia. It is
part of a national strategy focusing on regions which can benefit from land, labor an
2
natural resources, combining these with manufacturing experience and international
linkages. The aim of the Northern Corridor Economic Region is to become a
competitive, world-class sustainable economic region. It is expected that the
Northern Corridor Economic Region would be a destination of choice for foreign and
domestic businesses to invest
Women are the most vulnerable to the effects of external shocks in the form
of commodity price collapse and changes in terms of trade and economic crisis. An
immediate assessment of the immediate impact of the economic downturn on the
labor market has been the marked increase in the retrenchment of workers. The
slower GDP growth is expected to result in a significant decline in employment
growth and loss of jobs. The level of employment is projected to decrease in all
sectors except for the export-oriented industries. Malaysian women are highly
important contributors to the country’s economic and social development. Their
access to health and education and their participation in the economy have increased
rapidly over the years. (Ahmad, 1998)
1.2 Background
This research is about to conduct a statistical analysis of women
participations and contributions in maritime industries of northern region of
Peninsular Malaysia. Currently, women represent an increasing share of the world's
labor force. In maritime industry, it always associated with men; however, there is no
doubt that women can gain the advantages when it comes to securing paid jobs in
this industry.
Some factors such as wage differentials, occupational segregation, higher
unemployment rates and the disproportionately high representation of women in the
3
informal and subsistence sectors serve to limit women's economic advancement.
Furthermore, social and cultural attitudes, employment policies and a lack of options
for balancing work and family responsibilities, or for controlling the timing and
spacing of births, contribute further to inequality compare to the men in the labor
market.
1.3 Problem statement
Apparently, women involvements in maritime industries in Malaysia are
lower compare to the involvement of men in this sector. This research will apply a
statistical method to understand the reason of this situation occurred and understand
why the women choose maritime field as their career compared to other careers.
This research will also underline a several issues that related to women that
need to be taken seriously to encourage women to work maritime industry, mostly to
women as seafarers. The major issues that need to be taken seriously to encourage
women to participate in maritime industry such as sexual harassment, maternity
leave, gender inequality and working amenities and facilities.
This research also will understand the factors that contribute to women efforts
in role their play in maritime industry. Compare to men, women also have their own
perspective and credibility to play in development and progression of maritime
industry.
4
1.4 Research objective
The main objective of the study is to conduct a research about women
contribution and participation in Northern Region of Malaysia. The study aims to
understand why the women in maritime industry in this region whether in the private
and public sector choose to make maritime careers as their jobs. Moreover, the
questionnaire will be designed to determine the women contribution and
participation in this industry. This research has outlined THREE (3) objectives as
objective research. The objectives stated as below.
i. To find whether there is significant difference between average number of
women involved in decision-making level and average number of women
involved in operational level in maritime company of Northern Region of
Malaysia.
ii. To analyze the ratio between women and men workers in the maritime
companies of Northern Region of Malaysia.
iii. To evaluate the factors that can increase the influences and contributions of
women participation in maritime industry of Northern Region of Malaysia.
1.5 Research questions
The research questions have outlined as below.
i. Does the average number of women involved in the decision-making level
differ from the average number of women involved in operational level in
maritime company of Northern Region of Peninsular Malaysia?
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ii. What is the ratio between men and women in maritime companies of the
Northern Region of Peninsular Malaysia?
iii. What are the factors that can increase the influences and contributions in
women participations in maritime industry of Northern Region of Peninsular
Malaysia?
1.6 Significant of study
This research is intended to help women to be better in attributes of working
contribution in maritime industry. As far as we concern, women have been
significant of considering much values toward their participation in any industry,
which virtually can be more important of improving their quantities number when
joining the maritime industry.
It is important to recognize and analyze the importance of women
contribution in the maritime industry. By that, it can be seen about their participation
and contribution towards the industry. It is significant to understand how they have
participated and what field of work in the maritime industry which they usually
involved. Furthermore, it can be found whether there is significant average number
of women involved in operational level and decision-making level in the maritime
company.
This research will give an initial image about women’s contribution and
participation in the maritime industry of Northern Region of Peninsular Malaysia. It
is important by having these circumstance to analyze what the women has performed
by entitled their contribution and participation in the maritime industry.
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This research also important to determine the ratio between men and women
work in maritime companies. It needs to be analyzed whether the ratio is becoming
larger or becoming smaller according to the respond from randomly selected
companies. These respondents will give the perception toward women in their
companies.
1.7 Scope of study
The scope for our study is Northern Region of Peninsular Malaysia, which
are included states of Perlis, Kedah, Penang, and Perak. FIVE (5) random companies
need to be selected as respondents to the research. The five selected companies have
been chosen as follow:
i. Asia Slipway & Engineering Sdn. Bhd. (Shipbuilding/Ship Repair) Kuala
Kedah, Kedah.
ii. Boustead Naval Shipyard (Logistics) – Lumut, Perak
iii. Boustead Langkawi Sdn. Bhd. (Shipbuilding/Ship Repair) – Langkawi,
Kedah
iv. Lumut Maritime Terminal Sdn. Bhd. – Lumut, Perak (Sea Port)
v. Ipoh Cargo Terminal Sdn. Bhd. Ipoh, Perak (Inland Port)
vi. Penang Port Commissioner, Penang (Port Commissioner)
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1.8 Limitation of study
This research study has been conducted upon the women occupations that
worked on land based in maritime industry neither including the women who are
currently working at sea nor seafarers.
The number women as seafarers in Malaysia estimated lower, not only in
Malaysia but also in whole world. According to (Zhao, 2004) women only make up
18-20 per cent of the total labor force on cruise ships around 20,000-23,000 in
number and only 2 per cent in South Asia/Middle East.
For conducting this study, the researcher will only perform a research within
28 weeks to complete this research. In addition, the University will give RM250.00
for conducting this research within this period.
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CHAPTER 2: LITERATURE REVIEW
2.1 Introduction
As in most countries around the world, women make up for almost half of the
total population of Malaysia. In view of the current concern and commitment of the
Malaysian Government towards its development and in the spirit of sharing of
information (Mat & Omar, 2002) In Malaysia education, it guarantees the right of
education to all, and the government provides eleven years of free, non-compulsory
basic education.
The educational system consists of six primary years, two lower secondary
years and three upper secondary years. There are no restrictions on girl’s
participation in the educational system. Women’ participation rate is slightly higher
than that of boys at the primary level and the difference widens at the secondary level
where 95.6 percent of girls attend compared to 83.3 percent of boys. Fewer girls drop
out compared to boys at both the primary and secondary levels.
2.2 Northern Region of Malaysia
Besides, being the centre of trade and services sector for the northern region,
Penang hugely benefited from the Malaysian government program for industrial
development, which stressed import substitution industrialization. The outcomes of
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this vigorous and ambitious objective of Malaysian government ushered in massive
industrial establishment, growth, industrial free zone and create considerable job
opportunities for many young adults especially women.
In fact, most of these industrial units depended on young women to assemble
products and perform other non-skilful jobs in their factories. In essence, driven by
the availabilities of easy-to-get jobs at Penang’s sparely factories in the states’
industrial free zone, many young women migrated to the Island city to join the
workforce; thereby re-echoing one of the characteristics of current global industrial
trend since 1930s. The increasing numbers of women in the workforce was
associated with various historical factors and economical transformation. For
example, in the 1930s and after the Second World War, there was an astronomically
increase on the number of women entering the workforce due to a dire economic
need and the shortage of men in the workforce. (England & Farkas, 1986)
On top of that, the institutions could advocate the right practices among
administrative officers. However due to the several limitations, the purpose of the
research is to explore and understand the relationship between management practices
and job satisfaction among middle level management at public institutions of higher
learning in Northern Region. (Romle & Shamsudin, 2006)
2.3 Women and shipping
In some countries, the shipping industry offers a way out of poverty for many
workers. Employment in the shipping industry provides access to foreign currency
and a regular salary with a direct impact on the economic viability of seafarers and
their extended families. There is no intrinsic reason why women should not
participate in and benefit from employment within the shipping industry. However,
10
the shipping industry is traditionally regarded as an exclusively male preserve and
only one or two percent of the global workforce of seafarers is women. (Tansey,
2000)
She also stated the relevance of sea experience too many shore-based jobs
means the resource of women with appropriate skills is limited and will continue to
act as a long-term constraint on the representation of women in the maritime sector
as a whole. There may also be cultural resistance to women working outside the
home, but the principal objections to employing women at sea appear to centre on the
lack of adequate separate facilities for women on board and stringent physical
requirements.
In addition, the perception that seafaring is a man's job can lead to lack of
training and work-experience opportunities for women, compounded by employers'
reluctance to appoint those women that are trained. To break the cycle, adequate
training has a critical role in the integration of women into all spheres of professional
life, with special emphasis on improving accessibility at all levels to potential women
applicants.
2.4 Women in Maritime Industry
Women's status in society and their participation in economic activities are
strongly influenced by religious and traditional social issues and customary patterns
of division of labor. Lower enrolment of girls in technical schools and universities
may stem from these socio-cultural issues with a direct effect on their subsequent
role in a country's commercial and economic structure. (Tansey, 2000) By bolstering
women's education and participation in the economy, society as a whole will benefit.
11
This is the essence of the United Nations Women in Development initiative, which
has been taken up across the United Nations system.
2.5 The IMO Women in Development Program
The aim of the Women in Development program was to make this concept an
integral part of IMO's technical co-operation program, initiated in 1966, which
assists in the strengthening of national and regional maritime capacities through a
variety of maritime-related projects. (Tansey, 2000)
By improving the access of women to all levels of training and employment
in the maritime sector, the technical co-operation program as a whole is
strengthened, not least because women often represent an underused resource in
many countries.
The WID Program is incorporated into the technical co-operation program as
a global, cross-sector element, by focusing on equal access to training through both
mainstream program and gender-specific projects:
The IMO Women in Development (WID) Program was launched in 1989 with the
following development objectives:
To integrate women into mainstream maritime activities;
To improve women's access to maritime training and technology;
To increase the percentage of women at the senior management level within
the maritime sector; and
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To promote women's economic self-reliance, including access to
employment.
2.6 Promotion of the participation of women in the maritime industry
Pursuant to the request of Parties to the International Convention on
Standards of Training, Certification and Watchkeeping for Seafarers, 1978,
(hereafter referred to as the 1978 STCW Convention) at the eighty-fourth session of
the Maritime Safety Committee of the International Maritime Organization and
subsequent decisions by the Council of the Organization at its one hundredth session
and the Assembly of the Organization at its twenty-sixth session, the Conference was
held at the Philippine International Convention Centre in Manila, the Philippines,
from 21 to 25 June 2010. (Swarlow, 2010)
Under the International Convention on Standards of Training, Certification
and Watchkeeping for Seafarers (STCW) 1978, the Conference has adopted the
resolutions from Resolution 3 until Resolution 19, which includes Resolution 14: the
promotion of the participation of women in the maritime industry.
2.6.1 The 2010 Manila Conference
In 2010 Manila Conference, the objective of the resolution 14 is to note the
Long- and Medium-Term Plans for the Integration of Women in the Maritime Sector
developed by the International Maritime Organization, the Conference also noting
the resolution concerning the promotion of opportunities for women seafarers
13
adopted by the International Labor Conference of the International Labor
Organization on 22 February 2006. (Swarlow, 2010)
The STCW 1978 expressing their support for the latter’s aims to promote the
training of women in the maritime sector. They also considering highly desirable that
both men and women have equal access opportunities to maritime training and to
employment on board ship.
The STCW 1978 has invited all the governments under the Conference to
give special consideration to securing equal access by men and women in all sectors
of the maritime industry; and to highlight the role of women in the seafaring
profession and to promote their greater participation in maritime training and at all
levels in the maritime industry.
This involving the governments and the maritime industry to endeavor
considering ways to identify and overcome, at international level, the existing
constraints, such as the lack of facilities for women on board training vessels, so that
women can participate fully and without hindrance in seafaring activities in order to
facilitate effectively the achievement of Millennium Development Goals (MDG) 3,
which is to promote gender equality and empower women.
The interference between governments and maritime industry is important to
support the provision of on-the-job-training opportunities so that women may acquire
the appropriate level of practical experience required to enhance professional
maritime skills.
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2.6.2 Millennium Development Goals (MDG) Goal 3: To Promote Gender
Equality and Empower Women
The Millennium Development Goals (MDGs) are eight international
development goals that were officially established following the Millennium Summit
of the United Nations in 2000, following the adoption of the United Nations
Millennium Declaration. All 193 United Nations member states and at least 23
international organizations have agreed to achieve these goals by the year 2015.
(United Nation, 2010)
Relating to the issues of women in gender equality and empower of women,
the targets under Goal 3 are:
i. Eliminate gender disparity in primary and secondary education, preferably by
2005, and in all levels of education no later than 2015
ii. The world has achieved parity in primary education between girls and boys,
but for girls in some regions, education remains elusive.
iii. The ratio between the enrolment rate of girls and that of boys grew from 91 in
1999 to 97 in 2010 for all developing regions. The gender parity index value
of 97 falls within the plus-or-minus 3-point margin of 100 per cent, the
accepted measure for parity.
iv. Gender inequality persists and women continue to face discrimination in
access to education, work and economic assets, and participation in
government.
v. Globally, women’s share in paid jobs outside of the agricultural sector
increased only slightly from 35 per cent in 1990 to 40 per cent in 2010.
vi. Violence against women continues to undermine efforts to reach all goals.
vii. Poverty is a major barrier to secondary education, especially among older
girls.
viii. Women are largely relegated to more vulnerable forms of employment.
ix. Globally, women occupy only 25 per cent of senior management positions
and, in 2008/2009, were on average paid 23 per cent less than men.
15
x. Business ownership is concentrated in men’s hands throughout the
developing world.
2.7 Women's Participation in Economic Development
2.7.1 Economic Development of Female Employment Patterns by Sector
A number of factors have contributed to the rapid absorption of women into
the labor market. The rapid economic growth was due largely to important growth in
the manufacturing and services sectors, where substantial and proportionally larger
increase of female workers has been registered. In Malaysia, among all sectors of the
economy, the manufacturing sector has recorded the highest growth rate during the
last decade. The manufacturing sector has created about 0.6 million new jobs
between 1990 and 1994 and in 1994 alone provided employment to 1.9 million
people. (Ministry of International Trade and Industry: Malaysia International Trade
and Industry Report, Kuala Lumpur, 1995)
The growth of this sector has led to the mobilization of female labor and
increase in employment, with about 46.4 percent (1990) and 43.4 percent (1995) of
the workers being women. The financial services and the government are major
employers of women and women account for about 60 percent of the total labor force
in these sectors. Agriculture is no longer the major employer of women and the
proportion of female labor in agriculture has declined as well – from 40 percent in
1970 to 30 percent in 1995. Malaysian women have been able to move into relatively
better paying opportunities in other sectors. The proportion of females in the total
labor in manufacturing peaked at nearly 50 percent in 1990, and showed a decline in
the female percentage of the total labor force in 1995. This seems to result from a
trend towards increasing technology-intensive new investments to the concomitant
16
demand for skilled labor, and provides early warning of the need to train female
workers in sunset industries to prepare them for redeployment.
Women have come a long way since those days when they were forced to
disguise as men and assume fictitious names, to be on board a ship. Before 1900, the
only way perhaps for a woman to take part in running a merchant vessel was through
marriage or being the daughter of the captain. It was the world wars (I&II) that
brought in a significant difference in the lives of women seeking a career in shipping
and allied industries.
Women do not dominate any particular segment in maritime, they are present
in all segments related to shipping and allied services. There are several challenges
before women in this industry. The first one is that in some countries half of the
graduates are females, but in the end less than 10 per cent in Europe, 14 per cent in
the US and less than 6 per cent in Asia will be found in a management or board
position. There is lack of awareness among women that this is a viable career path. It
can be noted that the perceptions also barriers to women to enter this field.
The importance of women in the industrial labor force in a developing
country like Malaysia can be analyzed in relation to the new development in the
world economies linked with export-oriented industrialization. Since the 1970s the
influx of multinational companies into Malaysia, especially in the export-oriented
zones is on the increase. This process has systematically linked the national to
international markets, thus expanding the demand for labor force in the industrial
sector, especially the manufacturing sector. Malaysian women have benefited more
than men from such industrialization. The establishment of export-oriented zones in
the 1970s had provided more employment opportunities in the manufacturing sector.
For example, the electronics industry was not only the largest exporter of
manufactured products but also the largest employer in the manufacturing sector, and
more than 75 percent of its workforce consisted of women. Likewise, over 90 percent
17
and about 85 percent of the workers respectively employed by the clothing and
textile industries were mainly females.
2.8 Women Contribution in Economic Productivity
This rise in productivity is quite large by historic standards and brings with it
very significant positive implications for the economy. In particular, increases in
productivity mean larger potential increases in GDP without the same risk of
inflation in an economy where productivity is lower. One calculation suggests that
current output per person is about 10 percent higher than it would have been without
the productivity acceleration. And, in the long run, increases in productivity raise real
wages and allow our children to enjoy a higher standard of living, accumulate greater
wealth, and pay for programs such as Social Security. (Shaw, 2005)
The opportunity that risen for women in every field and more so when we
have come a long way in terms of gender equality. The maritime industry with its
allied areas is no different. Women by nature are more profit conscious, meticulous
and good at multi-tasking. They are also more flexible and are organized. This
augurs well with the ever increasing demands that occur in the maritime industry
more as one has to deal with lot of external factors like customs, shippers, regulators,
unpredictability in weather etc on a day-today basis. (Shaw, 2005)
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2.9 Women’s contribution at the Workplace
The direct contribution has come about from their role as workers in the paid
economy. First, women are increasingly better educated than men; 68 percent of
women who had recently completed high school were enrolled in an undergraduate
degree granting institution in fall 2002, compared to 62 percent of men. And 9
million women were enrolled in undergraduate and graduate programs in 2001,
compared to 6.9 million men. Second, women have a history of success as team
players and problem-solvers. In surveys, female managers receive lower ratings on
masculine attributes and styles of leadership (task-oriented, directive) but higher
ratings for non-masculine styles (interpersonally oriented, participative). (Eagly &
Carli, 2003)
In the past, when the masculine approach was most valued, this meant that
women faced a substantial uphill battle in being (and being perceived as) effective
leaders, although lab experiments showed women to be more effective when the
roles were defined as less masculine. (Shaw, 2005)
More recently, however, there are signs of a change in the ideal managerial
style, from one in which leaders sit atop a hierarchy and operate by setting objectives
and rewarding those who are successful to one where leaders aim to encourage
commitment and creativity and take on the role of a coach or teacher. Driven by an
economic environment characterized by an accelerated pace of technological change
and intense global competition, this apparent redefinition of the ideal suggests that
women may now have a comparative advantage in key managerial skills that are
associated with firm productivity. Social networks inside the firm have also been
shown to be important, both to women’s advancement and to firm productivity, and
women have always been good at building and maintaining these networks (Shaw,
2005)
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Women have also contributed indirectly to increases in productivity and long-
run economic growth through unpaid work, both at home raising children and in their
communities. Women are still disproportionately responsible for the valuable activity
of caring for children, and the economic changes associated with the increase in
trend productivity suggest that it has become more valuable than ever to raise
children who are problem-solvers and who can think for themselves. There is a
substantial body of research suggesting that investing in children has a high rate of
return. (Shaw, 2005)
2.10 Violence Against Women
Violence against women is a crime against humanity. It is first and foremost a
violation of human rights. Physical, sexual and psychological abuses are an affront to
the dignity and intrinsic worth of every individual. Rape, trafficking of women and
girls, early and forced marriage and female genital mutilation are human rights
abuses that occur too frequently, in too many communities. And no society, not even
in “enlightened” Western Europe, is exempt from the scourge of domestic violence,
robbing a woman of the sanctity and security of her home. (Brandt, 2003)
Violence against women is also a barrier to development. World Vision and
other development agencies have long recognized that only with the active
participation of women can development be sustainable. Development programs that
ignore repression and subjugation of women are doomed to failure. Women are the
primary care givers of children. Meeting the basic needs of children extends to
economic production, whether growing crops, working as petty traders or serving as
corporate executives. (Brandt, 2003)
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Police
Reports
20
00
20
01
20
02
20
03
20
04
20
05
20
06
20
07 2008 2009 2010
Domestic
Violence
34
68
31
07
27
55
25
55
31
01
30
93
32
64
37
56 3769 3643 3173
Rape 12
17
13
86
14
31
14
79
17
60
19
31
24
54
30
98 3409 3626 3595
Incest 21
3
24
6
30
6
25
4
33
4
29
5
33
2
36
0 334 385
unavail
able
Abuse of
Domestic
Workers
56 66 39 40 66 37 45 39 unavail
able
unavail
able
unavail
able
Child
Abuse
14
6
15
0
12
3
11
9
14
8
18
9
14
1
19
6
unavail
able 203 257
Outrage of
Modesty
(Molestatio
n)
12
34
13
93
15
22
13
99
16
61
17
46
13
49
22
43 2131 2110 2054
Sexual
Harassmen
t in the
Workplace
11
2 86 84 82
11
9
10
2
10
1
19
5
unavail
able
unavail
able
unavail
able
Source: Royal Malaysia Police and Ministry of Women, Family and Community
Development
Table 1: Statistics on Violence against Women in Malaysia (2000 - 2010)
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2.11 Women and Land-Based Industries
The growth of land-based industries during the first half of the 20th century
helped alter the traditional role of some women in Newfoundland and Labrador
society. Unlike the salt-cod fishery, where women helped cure fish and contributed
much to the household income, there was virtually no place for the female worker in
the new forestry and mining industries. Paper mills, logging operations, and mines
hired almost exclusively male workers, leaving women with few employment
options outside the domestic and retail spheres. (Higgins, 2007)
By excluding female labor, land-based industries made it difficult for some
women to contribute to their household’s income. Men became the major and often
sole provider for the rest of the family. Although some women found work in
industrial centers, it was almost exclusively in the lower paying domestic and retail
spheres. The growth of wage labor and accompanying shift away from the family-
based salt fishery also devalued some subsistence work women traditionally
performed, such as tending the garden.
The number of women involved in decision making in top management
positions in the public sector has increased from 18.8 percent in 2004 to 22.8 percent
in 2008. This positive increase is an achievement in line with the policy introduced
by the government in 2004 to have at least 30% women in decision making at all
levels. This was an effort to reduce the gender imbalance at the decision making-
level, which served as a starting point in recognizing the significant contribution of
women in the public sector. This showed the government’s commitment to promote
women’s advancement at the decision-making level and the participation of women
at the decision-making level was still under represented with the percentage of
women as members of the board of directors declining from 9.9 per cent in 2004 to
6.1 per cent in 2008. (Mohamad, 2009)
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2.12 Women as seafarers
The number of women going to sea is insignificant, with women representing
just one to two percent of the world's 1.25 million seafarers. Most women at sea are
from developed countries. Women on board ship tend to be found in catering and
administrative services: the proportion of women crew on passenger ships and ferries
is relatively high. Radio-communications is another area employing women.
(Tansey, 2000)
She also said, in European Union fleets, women represent four to five percent
of total workforce of seafarers while in Southeast Asia, the proportion of women is
less than 0.5 percent. In the Philippines - a major supplier of seafarers to the world's
merchant fleets - only 225 women out of 230,000 seafarers appear on the national
seaman's register for 1983-1990. All these women are hired as waitresses or utility
personnel for luxury line operators.
Socio-cultural factors are thought to be behind the extremely low proportion
of women seafarers in some countries. Industry studies suggest that the technological
revolution within the maritime sector is calling for a highly trained workforce,
leaving the sector with an estimated shortfall of some 50,000 officers in the year
2000. Female seafarers are an under-utilized and underdeveloped resource that could
provide part of the solution to the problem of crewing the world merchant fleet.
However, it is clear that to achieve this there is a need for changes in attitude
towards employing women as seafarers, recruitment of women in the shipping sector
generally and increased training opportunities for women.
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2.13 Shore-based occupations
Women are involved across the spectrum of shore-based employment and
account for 40 to 60 percent of staff in administration of national maritime affairs,
including secretarial support staff, but the number of women in the higher managerial
levels is still low. (Tansey, 2000)
There is also scope for increased representation of women in port services,
maritime radio and electronics, marine pollution prevention control, naval
architecture and marine biology.
2.14 Maritime Administration
Women have an important role to play in maritime administrations and
already work at all levels of national ministries responsible for shipping and ports as
well as other maritime authorities. However, some developing countries rely on
expatriates to fill professional and senior positions in their maritime infrastructure
and extending training to qualified women can help to reduce this dependency.
(Tansey, 2000)
To promote women at the professional level of maritime administration, their
access to appropriate education at the post-graduate level has to be improved. Special
measures such as gender specific fellowships can be a useful tool for encouraging
women candidates. In the sectors of ports and harbor administration, short training
courses would be adequate for all levels of administration personnel. Practical steps
need to be taken in a systematic manner to secure the participation of women in all
branches of maritime administration and port activity.
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2.15 Technical management of shipping companies
Women make up a significant proportion of shipping companies' staff but
generally remain under-represented at managerial/decision-making levels.
Managerial posts which are occupied by women tend to be in financial, marketing
and training rather than technical or operational divisions.
There are opportunities for women to serve in managerial capacity, for
example as fleet managers, marine or engineering superintendents. Women should be
encouraged to participate in technical training on every level including specialized
short courses, correspondence courses and seminars.
2.16 Maritime training and education
There are over 90 maritime training institutions in more than 60 countries.
Many admit only men or just a small number of women. Female lecturers are in a
minority and tend to provide expertise in courses aimed at shore personnel, in
maritime law and in general subjects such as English language, computer science,
maritime and business studies and shipping management.
Studies suggest an implied need for an additional 170 maritime lecturers
worldwide over the period 1990-2005 to service the needs of the merchant fleets
registered under flags of developing countries. Most gaps will be in nautical studies
and engineering, but lecturers are also needed in maritime law, economics and
shipping insurance.
25
The availability of more opportunities for women could increase the self-
sufficiency of developing countries in their supply of qualified maritime teachers
while providing increased visibility of women as role models in a variety of key
maritime professions.
Women should be encouraged to apply to the national institutions and to
apply for training in technical subjects. At the same time, national and regional
maritime training centers should be encouraged to admit women students with the
requisite educational background.
2.17 Levels of Decision making
Strategic decision-making determines the objectives, resources and policies
of the organization. A major problem at this level of decision making is predicting
the future of the organization and its environment and matching the characteristics of
the organization to the environment. This process generally involves a small group of
high level managers who deal with complex, non-routine problems.
Decision making for management control is principally concerned with how
efficiently and effectively resources are utilized and how well operational units are
performing. Management control requires close interaction with those that are
carrying out the tasks of the organization. It takes place within the context of broad
policies and objectives set out by strategic decision making and the behaviorists have
described, it requires an intimate knowledge of operational decision making and task
completion. Knowledge based decision making deals with evaluating new ideas for
products and services, ways to communicate new knowledge and ways to distribute
information throughout the organization.
26
Decision making for operational control determines how to carry out the
specific tasks set forth by strategic and middle management decision makers.
Determining which units in the organization will carry out the task, establishing
criteria for completion and resource utilization and evaluating outputs all require
decisions about operational control.
2.18 Operational Level in Management
Managers at the operational level in a company occupy the lowest rung in the
management hierarchy. These managers directly supervise employees and may be
known as first-line or front-line managers, supervisors, team leaders or team
facilitators. To operational managers falls the responsibility of the day-to-day
operations that directly affect a company's external customers. This makes the
operational management level crucial to the success of the strategic and competitive
goals of an organization.
Managers at all levels of an organization must carry out certain functions,
including leading, organizing, controlling and planning. The amount of time devoted
to one of these functions varies according to management level. For front-line
managers, the emphasis is on leadership. Operational managers must gain employees'
commitments to goals and plans, the work and to company-wide values. Of all the
management levels, front-line supervisors spend the most time on the leadership
function. Supervisors also organize employees to cover work activities, train and
evaluate staff, and ensure that work meets quality standards.
27
Operational managers account to middle management, which creates tactical
goals and plans that must be realized in a year or less. Operational management
must, in turn, translate the medium-term goals of middle management to short-term
goals and plans that, when carried out, lead to the realization of middle
management’s objectives. The plans of operational management cover short time
periods such as a day, a week or a month. Plans involve the work of individual
employees, the work of teams and departmental activities.
2.19 Women as Decision-Maker
Women play a great role in over all development and progress of the nation.
But their participation in different fields either directly or indirectly is still behind in
many aspects. In most cases, women are considered inferior to men, and their life is
restricted within the four walls of the house. For taking any decision, less power is
given to women, as they have the right to take decisions regarding various items, as
that of the men. So, in order to make women aware about their influence on society,
nation and for attaining their respectable status within the family, the present study
was undertaken. Rights should be given to women, to make decisions regarding
various aspects in the family and society. Thus, the present study is under taken to
highlight the areas where women lag behind in their decision making power. (Jan &
Akhtar, 2008)
According to (Haregwein, 2005), women’s participation and representation in
decision-making bodies involves their enhanced presence as well as their
empowerment through such participation. They emphasized that women’s political
leadership and accountability are key cross-cutting issues. On the one hand, women’s
political leadership allows them to set agendas and, on the other hand, it is in such
roles that they are made responsive to constituencies and publics. This accountability
becomes the cornerstone for not only numerical enhancement of women’s presence
28
but also their ability to transform outcomes, the content and the ways in which policy
actors make public policy.
She also suggested that the existing constitutional, political, legislative, and
regulatory frameworks, particularly in countries in transition and post-conflict states
need to be reviewed, for provisions that may hinder women’s equal participation,
such as rules requiring high numbers of signatures to register as a candidate or high
monetary deposits that can be discriminatory against women candidates. Women also
need to achieve gender parity in all decision-making bodies, by establishing
incremental time-bound targets for increasing women’s representation. In order to
increase the number of women in decision making, women need to be included in
discussions on electoral system reform, such as the impact of proposed electoral
systems, proportional representation, district magnitude and expected party
magnitude, electoral thresholds, boundary delimitation, and closed versus open lists,
and analyze the impact of the proposed changes on gender equality.
2.20 Women as Leader
Women in managerial position appear to enjoy the leadership role, and there
is no evidence to support the contention that women are less efficient managerial
leaders than men. Even so, problems can evolve from proportion of male and female
subordinates who feel uneasy working for a female superior. Apparently, women can
be labeled as ‘bossy’ whereas men are labeled as ‘leaders’. A recent study
investigating responses of male and female managers in American state public
human service organizations found a direct relationship between having been
supervised by a woman and attitudes toward the motivation of women to manager.
(Wee, Ibrahim, & Poerwowidadgo, 2012)
29
The authors suggested that being in direct contact with a woman as superior
may dispel traditional female role stereotypes such as women not being as career
oriented as men. Certainly, dissatisfaction come from subordinates can be a source of
stress for superiors and vice versa. A women who remained in discriminating
organizations, could develop feelings of resentment and became dysfunctional in
terms of leadership and the service they provided for their subordinates and clients.
The frustration or success of a superior is felt acutely by those below her; if a female
manager is able to relay her success and confidence to her subordinates, any doubts
they have about working for her disappear. (Wee, Ibrahim, & Poerwowidadgo, 2012)
2.21 Important Roles of Women
Women as managers of any level are expected to fill interpersonal,
informational and decisional roles in an organization. For the operational manager,
leadership primarily fulfills the interpersonal role. A supervisor fills an informational
role by gathering and disseminating information and knowledge to subordinates and
bosses. Additionally, this role requires the women to represent subordinates to
middle management and other departments. The decisional role involves making
decisions and influencing the choices of others. Women must be especially prepared
to influence others as a disturbance handler. Other decisions include how to allocate
resources, including scheduling employees
There are several complex issues at play in this domain: invisible barriers for
women to move up the corporate ladder, lack of mentoring and training opportunities
for women, lack of an eco-system that respects women in workplace as equals, lack
of a global mind-set that understands the rewards of diversity and inclusivity, and an
aspiration-deficit among some women for leadership roles. In order to overcome
these matters, it need to provided the collective thinking from women executives to
corporate and CEOs on how they need to build best practices for women in the
30
workplace, recognize the differential style of leadership that women can bring to
business, and transition from the best practices to the next practice in leadership. It
also need to mentor women in mid-career and senior levels, for raising their
aspiration levels, providing self-awareness of their roles and responsibilities
navigating the corporate dynamics and male-networks, balancing their home-office
lives, becoming front-line managers and seeking high visibility and rewards.
(Shikari, 2009)
2.22 Time Management of Women
Over the past few years women have been able to make a number of inroads
in achieving management positions yet they continue to be underrepresented in
organizations across the world. The slight improvements at middle management is
still poor and even the recently touted business case of reducing birth-rates and skills
shortage, together with at least twenty six years of equal opportunities and latterly
diversity issues, has failed to achieve equity in achieving at higher levels. Even
where women do achieve they tend to wait longer than male counterparts do. This is
in the face of organizational policies, which purport to actively identify women for
top management roles. (Yearnshire, 2002)
A woman can always create her own mentor by identifying an efficient leader
and begin asking their opinion on particular matters, watching how they manage, at
the same time delivering professional and effective work or assignments of interest.
A woman can in an appropriate way, professionally liaise even taking into account
rank differences. Do not be frightened to give praise upwards without gushing or
being sycophantic. What you are doing is letting the person know an intelligent
operator is being developed, without the adopted mentor doing too much.
31
The socio-economic position of women in societies negatively affects their
participation. Typically, women earn less than men, and the sexual division of labor
in society also imposes burdens on women that are not normally faced by men.
Women often face a triple burden when participating in politics. They have a
responsibility to their work or profession, to their family, and if they become
involved in politics they are effectively taking on a third full-time job. Most societies
fail to organize in a manner that enables both men and women with families to share
these responsibilities, particularly considering that child-rearing responsibilities tend
to fall disproportionately on women. (Haregwein, 2005)
2.23 Method of research
The method of research will be used in this research is Statistical Package for
The Social Science also known as SPSS Software. SPSS is a computer program used
for survey authoring and deployment, data mining, text analytics, statistical analysis,
and collaboration and deployment. SPSS is among the most widely used programs
for statistical analysis in social science. It is used by market researchers, health
researchers, survey companies, government, education researchers, marketing
organizations and others (Bluman A. G., 2012). The methods that been chosen for
conducting this research are multiple regressions line, contingency test, one-way
analysis of variance, and z-test for proportions.
2.24 Conceptual of Framework
Conceptual framework is a structured from a set of broad ideas and theories
that help a researcher to properly identify the problem they are looking at, frame their
32
questions and find suitable literature. Most academic research uses a conceptual
framework at the outset because it helps the researcher to clarify his research
question and aims. (Smyth, 2004)
Figure 1: The Conceptual Framework
• Men monopoly in maritime industry
• The low number of women pursuing study related to maritime industry
Causes
• Number of women in maritime industry is low
• Participation of women in decision-making level and operational level.
Effect
• The number of women in maritime industry will increase in the future
• More higher participation of women in operational level and decision-making level
Expected Outcome
33
CHAPTER 3: METHODOLOGY
3.1 Introduction
In this chapter, will be discuss about the instruments or methods used to
conduct the investigation of women behavior and participation in maritime industry
of Northern Region of Malaysia. This chapter consist of three part which are
information about participant, data collection method and data analysis. Furthermore,
this research is directed to give a packed together answer to the research question.
3.2 Population and Sample
Population consists of all subjects (human or otherwise) that are being
studied. (Bluman A. G., 2004). It also refers to the entire group of people, events, or
things of interest that the researcher wishes to investigate. The reasons for using a
sample, rather than collecting data from the entire population, are self-evident. In
research investigations involving several hundreds and even thousands of elements, it
34
would be practically impossible to collect data from, or test, or examine every
element. (Sekaran & Bougie, 2009)
In this research, the population is the Northern Region of Malaysia that
including state of Kedah, Perlis, and Penang. The method that will be used is
randomly sampling. The companies will be selected randomly by their specific
involvement in maritime industry. For examples, shipbuilding, ship-repair, port
authority, port agent, manufacturing, transportation.
3.3 Data Collection Method
The data collection method that used in this report was aimed to investigating
the women contribution and participation in maritime industry. There is a data
collection instruments were used which are survey questionnaire.
3.4 Design of Questionnaire
To obtain the information, the instrument will be used is the survey
questionnaire. The respondent will need to answer the questionnaire and to collect by
the researcher once it is finished. The researcher will go direct to the company, or by
electronic mail as to send the questionnaire. The structured and unstructured
questions will be used. The reason why questionnaire is being used in this project
because, there is no need to spend much cost to make a survey.
On the other hand, this research involves large size of sampling as well as
large geographical area. Another advantages is surveys can be easily conducted and
35
analyze. Tabulation and data entry can be most effective using with computer
software packages. Software that will be used in this research is IBM SPSS Statistics
version 20.
3.5 Survey Questionnaire
The survey questions were used as a source of primary data to investigate the
women contribution and participation in Northern Region of maritime industry. The
survey questionnaires consist of eighteen questions. The questionnaire was divided
into three sections which based on the whole research objectives.
Firstly, the first section of questionnaire is to find the difference between
average number of women involved in decision-making level and operational level.
The question will be formed to find whether decision-making level consists of
women is more than operation level or vice versa. Secondly, this research intends to
analyze the ratio between men and women in maritime companies. It is significantly
to determine the ratio between both genders since the researcher needs to analyze
whether the ratio is becoming larger or vice versa.
Finally, the questionnaire will evaluate the factors that can increase the
influences and contributions in women participations in maritime industry of
Northern Region of Peninsular Malaysia. This is to analyze what and how many
factors and reasons that contributing women to work in maritime company.
Questionnaire will be sent to random companies by a mail and directed to the
company.
36
3.6 Respondents
The population in the Northern Region of Peninsular Malaysia consist any
company who provide, conduct and relate to any type of maritime field. For the
sample of the population, the study will be carried out FIVE (5) randomly selected
companies, chosen by the method of random companies from Northern Region of
Malaysia. Initially, TEN (10) companies have be chosen in order to gather
information about this research, in mutual circumstances, only FIVE (5) companies
were willing to cooperate and be able to answer and respond for those
questionnaires.
From this step, they were invited for completing a questionnaire related to
this research. Average among of them, answering questions in five minutes. A
detailed questionnaire was developed and organized to understand a women
contribution and participation in maritime industry, regarding into several section
that can be analyzed. The questionnaire will serve only kind of topics, issues and
questions regarding to the research objectives.
3.7 Data analysis
SPPS will be used to compute and analysis the data obtain from the random
respondents. SPSS (Statistical Package for the Social Science) is a computer program
used for statistical analysis. This analysis instrument will helps researcher to gather
and compute the data for statistical analysis uses so the data can be analyzed and
studied.
37
3.7.1 Paired Sample t-Test
A paired t-test is used to compare two population means where you have two
samples in which observations in one sample can be paired with observations in the
other sample. This test might be occurred when a before-and-after observations on
the same subjects and comparison of two different methods of measurement or two
different treatments where the measurements/treatments are applied to the same
subjects
3.7.2 One-independent t-test
The independent samples t-test is used when two separate sets of independent
and identically distributed samples are obtained, one from each of the two
populations being compared. If there are two independent samples and would use the
unpaired form of the t-test, the randomization is not essential here.
3.7.3 Correlation Coefficient
Correlation Coefficient is a measure of the strength of association or
relationship between two variables. Pearson’s correlation coefficient is a
standardized measure of the strength of relationship between two variables. It can
take any value from −1 (as on variable changes, the other changes in the opposite
direction by the same amount), through 0 (as one variable changes the other doesn’t
change at all), to +1 (as one variable changes, the other changes in the same direction
by the same amount).
38
3.8 Flow chart
Start
Gathering
information and
proposal preparation
Prepare the
collective data
method
Prepared thequestionnaireSubmit Draft Report
Submission ofResearch Proposal
Presentation
Finish
Figure 2: The Flowchart of Final Year Project 1
39
3.9 Research Planning
Research is conducted in two phases, Final Year Project 1 (FYP 1) and
Final Year Project 2 (FYP 2). FYP 1 is conducted in semester 5 (July 2012) within
the duration is 14 weeks. FYP 1 is covered the proposal for the selected research.
FYP 2 is conducted in the next semester which is semester 6 (January 2012) also
within the duration 14 weeks. FYP 2 will contain all the research results which are
the data collected, data processing, the result from analyses and the expected
outcome from this research. The schedule for FYP 1 and FYP 2 as follow:
40
3.3.1 Final Year Project 1 Research Planning
SEMESTER 5 (JULY 2012) (WEEK)
NO ACTIVITIES 1 2 3 4 5 6 7 8 9 10 11 12 13 14
1 Briefing the Final Year Project title
2 Gather information
3 Proposal preparation
4 Prepared the collective data method
5 Prepared the questionnaire
6 Submitted draft
7 Submission of research proposal
8 Presentation
Table 4: Final Year Project 1 Research Planning
41
3.3.2 Final Year Project 2 Research Planning
SEMESTER 5(JANUARI 2011) (WEEK)
No Activity 1 2 3 4 5 6 7 8 9 10 11 12 13 14
1 Prepare instrument
2 Collecting data
3 Process data
4 Running method
5 Result analysis
6 Proposed result
7 Report writing
8 Final presentation
9 Report submission
Table 5: Final Year Project 2 Research Planning
42
3.10 Budgeting
Budget For Final Year Project
No Items RM
1 Documentation 50.00
2 Posting 90.00
3 Printing 60.00
4 Transportation Cost 50.00
Total RM 250.00
Table 6: Budgeting for Final Year Project
The table shows that the estimated budgeting for this Final Year Project. The
estimated budget for this project is RM 250.00 where it has been provided by the
university. For the estimation cost, the research for the documentation cost is about
RM50 for the purpose such as A4 papers and filing the proposal. Besides that, it is used
for the stationary that are using while conduct this research making the report and log
book.
To accomplish this research, the researcher need to send out the questionnaire
and set up the interview as the data collected method on this research. Therefore, there
will be a transportation cost such as fuel and the toll cost when researcher is going to the
respondents companies that are related with the marine industry where the estimated
total amount is about RM50.
43
CHAPTER 4: RESULT AND DISCUSSION
4.1 Introduction
The objective of this chapter is to discuss the results that have been obtained
from the research on women participation and contribution to the maritime industry in
Northern Region of Peninsular Malaysia. The research started by collecting data of
respondents from various sources, such as Lumut Maritime Terminal, Boustead Naval
Shipyard, Boustead Langkawi Sdn. Bhd, Asian Slipway Kuala Kedah, Ipoh Cargo
Terminal, and Penang Port Commissioner.
Based on the collected data, it is significant to determine and analyze the output
of the data to meet the research questions and objectives. To achieve this, it is need to be
used Statistical Student Package Software (SPSS) as a medium to solve these questions.
There are three (3) objectives needs to be achieved and those questions needs to be
answered and proven to show the significant of this research.
As long as the questions concerned, the first objective was to determine the range
of women workers in maritime company. This objective is to determine whether the
interval number of women in maritime company of Northern Region of Malaysia. The
second objective is to analyze the ratio between men and women in the maritime
company. It is significant to analyze the ratio between these genders because to
determine which as gender has played more significant contributions to their companies
in terms of number of services, estimation working hours per week, salary per year and
number of leave taking in recent year.
44
The third objective to meet is to specify the influences and contribution towards
their participation in maritime company. By determining this objective, it can be
determined some specific factors and predictors of women efforts and contributions
which needed to increase their work performance and quality in the maritime company.
4.2 Findings and Analysis
4.2.1 Number of Respondent
As been mentioned early in this chapter, there SIX (6) companies that
participated in this research and the total number of respondents is 55 and can be
classified into gender as figure below:
Figure 333:
45
The figure shows the number of total respondents which are 55 people, that
represent 22 male and 32 female and 1 missing value due to only one respondent did not
thick type of gender’s box.
4.2.2 Research Question 1
Does the average number of women involved in the decision-making level differ
from the average number of women involved in operational level in maritime company
of Northern Region of Peninsular Malaysia? α = 0.05
H0: µ1 = µ2
H1: µ1 >µ2 (claim)
Where;
µ1 = average number of women in decision making
µ2 = average number of women in operational level
46
P=0.135>0.05, reject the null hypothesis. Therefore, the decision-making level
significantly difference from the average number of women involved in operational level
in maritime company of Northern Region of Malaysia. It can be concluded that the
number of women involved in decision-making level is higher because women are more
interested in making their career in decision-making level of management rather than
operational level of management.
4.2.3 Research Question 2:
What is the ratio between men and women in maritime companies of the
Northern Region of Peninsular Malaysia?
To find the ratio of two independent samples of men and women, and their
working hours in week, it needs to use the Independent Sample T-Test to determine the
sum of ranks between these two genders.
Ratio between men and women in terms of estimation working hours per week
The ratio between male and female (mean)
47
= 55.82:49.81 ≈ 56:50
The mean in the table above shown that the number of female has more
estimation working hours per week compare to men, and the ratio is 55.82:49.81, and
can be simplified to about 56:50 for men compare to women. It means that men have
more estimation working hours per week than women. It is proven that men have put
more time and willing to do more extra hours compare to women.
H0: μMen = μWomen (The means are equal)
H1: μMen ≠ μWomen (The means are not equal)
P=0.182>0.05, reject the null hypothesis. Therefore, the estimation hours for women
significantly difference from the estimation hours for men
Ratio between men and women in terms of number of years of service in the maritime
company
The ratio between male and female (mean)
= 3.78:6.25 ≈ 4:6
48
The mean in the table above shown that the number of female has more number
of years of service in the company compare to men, and the ratio is 3.78:6.25, and can
be simplified to about 5:11 for men compare to women. It means that women have work
and also can stay longer in the maritime company compare to men. Significantly, men
does not stay longer in the company and more willing to change the atmosphere to earn
more salary and promotion while women has proven to have more loyalty in working
with the company.
H0: μM = μW (The means are equal)
H1: μM ≠ μW (The means are not equal
P=0.006<0.05, do not reject the null hypothesis. Therefore, the number of years of
service of women is not significantly difference from the number of years of service of
men.
Ratio between men and women in terms of the number of days taking for leaving in
recent year
The ratio between male and female (mean)
49
= 16.94:15.38 ≈ 17:15
The mean in the table above shown that the number of men has more number of
leaving in recent year compare to women, and the ratio is 16.94:15:38, and can be
simplified to about 17:15 for men compare to women. It means that men have more
number of taking leave compare to women. Women are more acceptable to take more
leave than men because commonly women have some internal issues according to their
health and body conditions but in this case proven that men are taking more leave during
working days.
H0: μM = μW (The means are equal)
H1: μM ≠ μW (The means are not equal)
P=0.010<0.05, do not reject the null hypothesis. Therefore, the day for leave in recent
year for women is not significantly difference from the days for leave in recent year for
men.
50
Testing the Significance of Pearson’s Correlation Coefficients for Non Parametric
From the correlations matrix table, we can see there are three diagonal variances
correlate between each other. The correlation of estimation working hours per week and
salary per year has strongly positive relationship, +0.645 and significant at the 0.01
level. We can say that as the number of working hours per increase, alongside the salary.
The correlation between years of service in the company and salary per year, and years
of service in the company and estimation working hours per week has shown weak
negative and positive relationship between each others, -0.175 and +0.005, this is
because there are complex interrelationships between variables.
4.2.4 Research Question 3
What are the factors that increase women influences and contributions in their
participations in maritime industry of Northern Region of Peninsular Malaysia?
Correlation test are used to analyze data for “The influences and contribution of
women in the Organization of maritime industry
51
Dependent variables = Decision making, Performance
These variables obtained by selecting the highest two mean between the predictors then
the correlations between the predictors were testing against each other.
The correlation of decision making and performance has weakly positive relationship,
+0.154 and significant at the 0.01 level. It means these two dependent variables have
small effect to each other.
52
CHAPTER 5: CONCLUSION
4.2 Conclusion
Malaysia is expected to have 55 percent of women in its labor force by 2015,
according to Women, Family and Community Development Ministry's secretary-general
Datuk Dr Noorul Ainur Mohd Nur. According to the World Bank Report, as at 2011, the
female labor force participation rate in Malaysia was 47.9 percent, which was below
average of other East Asia and Pacific countries.
The World Development Report 2012 on Gender Equality and Development says
improving women's access to jobs and economic opportunities could significantly boost
productivity in the region.
Women participation in Northern Region of Malaysia is still considerably low
compare to other industries. As the result, this could lead to lack of confidence and
gender inequality by participating in maritime industries. Most of women have been
found are more interesting to make money by joining decision-making level rather
operational level. Some maritime companies circulated there are no women involving in
their operational level in companies.
53
On the other hand, women has more accurate number of estimation working
hours per week and more number of years of services compare to their gender
counterparts. Which proven that women are taking their jobs more seriously than women
compare to men. It can be said that men are more vulnerable of changing their jobs or
moving to another company. But women also have high number of taking number of
leave according to the outcome. This logically means women are more exposed of
acceptable number of excuses such as maternity issue, their monthly period, children
care, and some related family issues.
Women considerably importance values in diversifying the results to help
improve the quality of the maritime company in Malaysia. Contribution of women in
this sector is very helpful in terms of the internal decision-making where it became an
area of interest to women to venture into it.
In addition, the values to increase the contribution and influence of women in
the maritime sector are influence of various factors. As mentioned, women are
influenced by internal and external criteria of making decision-making, leadership, role,
extra hours work and ability. These criteria will improve the women contribution and
influence toward their participation in maritime company.
The role of women in the development of the maritime industry is very important in
many aspects. Therefore, women should be more involved in to remove factors that
cause lack of involvement of women in this field. The contribution of women is billed in
the realization of Malaysia's economic development in the future. Women today are
pillars of development various fields, including the field of maritime employment. It is
hoped that this study will be used as stepping stone for women to be more open in
54
choosing a job in the maritime field and more competitive with men, so that we as
Malaysians can contribute to the economic development of our country in the future.
5.2 Recommendation
As been expanded in Malaysian 2013 Budget, about RM50 million allocations
for women will be used to train women as company board members to help achieve the
government’s target of having at least 30 percent women at the decision-making level.
The budget would also be used for the Single Mothers Skills Incubator
Programme (I-KIT) in entrepreneurship, and will include all programs that feature the
participation of women in all decision-making level.
In maritime industry, women participation is still being recognized, by
stimulating a several academic and non-academic programs to increase their interest to
participate in maritime in the industry. This is because the number of women in
maritime industry still low compares to other industries and for years this industry been
monopoly by men generally.
Malaysian government also need to set several ground rules when women
working onboard ship. As the ship lies far from the land, the ship is no longer bonding
with the Government rules and will create a certain atmosphere that can lead a number
of disadvantages to the women onboard. By implementing the rules, women will feel
more safe and comfortable to work onboard ship.
55
As far as we concern, the implementation of the rules will create a numerous
change of perceptions on working in maritime industry. This will benefit the maritime
sector itself as it has been supported by gender equality and development. Women now
should and be always treated equal to the men, and should implement a various
programs to achieve the target, which included flexible working hours, working from
home and providing childcare centers at workplaces.
For the recommendation for this research, maritime companies should be opened
to involve in more respective manner in students research about their companies. Some
companies would choose to neglect and reluctant to involve in the research. Generally,
most maritime companies in Northern Region, not willing at all to co-operate in the
student research and not benefit the research overall. This perspective should be changed
in the future to allow more accurate data can be collected and measured should the
companies enabling themselves to participate in future research.
56
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Anderson. (1988). Thinking About Women, 2nd Edition. New York: McMillan.
Aslam, M., & Hassan, A. A. (2003). Development Planning and Regional Imbalances in
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APPENDIX A: RESEARCH QUESTIONNAIRE
This questionnaire is regarding the research on the Statistical Analysis on Women
Contribution and Participation in Maritime Industry at Northern Region of Malaysia
where by the evaluation of analysis can increase the performance of women in Marine
Industry
FINAL YEAR PROJECT
UNIVERSITI KUALA LUMPUR
MALAYSIAN INSTITUTE OF MARINE ENGINEERING TECHNOLOGY
(UniKL MIMET)
JALAN PANTAI REMIS, 32200 LUMUT
PERAK DARUL RIDZUAN
TITLE: STATISTICAL ANALYSIS ON WOMEN CONTRIBUTION AND
PARTICIPATION IN MARITIME INDUSTRY AT NORTHERN REGION OF
MALAYSIA
Dear respected Sir/Madam,
This questionnaire is designed to be applied for the Final Year Project (FYP) research
concerning the women contribution and participation in your company. There are FOUR (4)
sections on this questionnaire based on this research:
Section A: General information of respondent
Section B: The range of woman’s workers in the management hierarchy
Section C: The ratio between men & women in maritime companies
Section D: The influences and contribution of women towards in the organization of
maritime industry
The purpose of this research is to apply statistical method and acknowledge the women
contribution and participation in maritime organization based on male and female
respondents.
Your cooperation is fully appreciated. Thank you.
…………………………………………
Mohd Muhaimin bin Abdul Halim
Student Final Year Project (UniKL MIMET)
Handphone : 019 – 553 4507
Email: [email protected]
…………………………………………
Mdm. Fauziah Bt. Ab Rahman
Supervisor / Lecturer of UniKL MIMET)
Phone : 05-6909054
Email: [email protected]
Section A: General information of respondent
Question 1:
What is your type of gender?
Male
Female
Question 2:
What is your age in this year?
Below 20
21 – 30
31 – 40
Above 40
Question 3:
What is your type of race?
Malay
Chinese
India
Others (please state)
……………………………………………………………………………...
Question 4:
What is your type of religion?
Islam
Buddhist
Hindu
Christian
Others (please state)
……………………………………………………………………………...
Question 5:
What is the highest qualification of education that you hold?
SPM
STPM/Diploma
Bachelor
Master/PhD
Other (please specify)
………………………………………………………………………………
Question 6:
Is it your highest qualification related to marine industry?
Yes
No
Question 7:
What is your expertise and specialty in this organization?
Engineering
Construction
Management
Others (please specify
……………………………………………………………………………...
Question 8:
What is your fixed working hour?
Less than 8 hours + OT
8 hours + 4 hours OT
8 hours without OT
More than 8 hours + OT
Question 9:
Which department you currently working?
Accounting/Financial
Human Resource
Operation
Technical/Engineering
Others (please specify)
……………………………………………………………………………...
Question 10:
What is company’s services offer for the maritime industry?
Construction/Engineering
Logistics
Port Authority
Ship repair/Shipbuilding
Others (please specify)
……………………………………………………………………………...
Section B: The range of woman’s workers in the management hierarchy
Question 1:
Which of the following occupation groups that best describe the most of women
group job at present?
Top manager & senior administrator
(e.g. President, managing director, chief executive officer)
Middle managers (e.g. division manager, project leader)
Other occupations (e.g. clerk, accountant, operator, secretary, assistant)
Question 2:
What is the range number of female worker in your department/management level?
0 – 5
6 – 10
11 – 15
16 – 20
More than 20
Question 3:
What is the range number of women workers in terms of age in your
department/management level?
21-30
31-40
More than 40
Question 4:
What is the average number of women workers which involved in the operational
level?
0-10
11-20
More than 20
Question 5:
What is the average number of women workers which are involved in the decision
making level?
0-10
11-20
More than 20
Question 6:
What is the average number of women workers in terms of age which involved in the
operational level?
21-30
31-40
More than 40
Question 7:
What is the average number of women workers in terms of age which are involved in
the decision making level?
21-30
31-40
More than 40
Question 8:
At what age do you think women are suitable to enter the decision making level in a
company?
21-30
31-40
More than 40
Question 9:
Describe the level of importance of women workers in the company?
High
Low
Not Sure
Question 10:
Which level in the management level do you think will suits women workers best in
the company?
Operational level
Decision making level
Not Sure
Section C: The ratio between men & women in maritime companies
Question 1:
What is your estimation for working hours per week? (Including overtime)
____________________________________________________________________
Question 2:
Basically, how long (in years) you have been work in this company?
____________________________________________________________________
Question 3:
Basically, how much salary you get per year?
____________________________________________________________________
Question 4:
How many days do you take for leave in recent year? (Including MC’s)
____________________________________________________________________
Question 5:
Thinking about the type of work you personally do, is it done at this workplace
Only by men
Mainly by men
Equally by men and women
Mainly by women
Only by women
Question 6:
Based on your opinion, are the female workers are being treated equally and fairly
like men?
Yes
No
Not sure
Question 7:
How much percentage for men and women employee in this company?
70% men and 30% women
50% men and 50% women
70% women and 30% men
Question 8:
How do you rank your overall work performance compare to your gender
counterparts?
Top 15%
Above average
Average
Below average
Bottom 15%
Question 9:
What do you think about the performances about women and men?
Men > Women (Men better woman)
Women > Men (Women better men)
Question 10:
How do you rate the gender counterpart’s performance in your company, in scale
between 1 to 10? (1 = Poor, 10 = Excellence)
1
2
3
4
5
6
7
8
9
10
Section D: The influences and contributions of women towards in the
organization of maritime industry
Instruction: Please circle once for each of the following questions below
1 2 3 4 5
Very disagree Disagree Not sure Agree Very Agree
1. Women make judgment and decision based on their knowledge and skills
1 2 3 4 5
2. Women can be a leader in maritime industry and can be a role model for the
public.
1 2 3 4 5
3. Women play a vital role in development of maritime industry.
1 2 3 4 5
4. Women found themselves available and interest to make extra hours work.
1 2 3 4 5
5. Women manage to give their utmost abilities to perform their jobs.
1 2 3 4 5
6. Women are generally stereotype toward in making decision.
1 2 3 4 5
7. Women need men to be their leader in the organization of maritime industry.
1 2 3 4 5
8. Women play a minor role in the development of maritime industry.
1 2 3 4 5
9. Women like to take leave during working days.
1 2 3 4 5
10. Women share little values of their work in the organization of maritime industry.
1 2 3 4 5
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