• Category:
  • Document type:
  • Level:
  • Page:
  • Words:

Theories of Power

Theories of power are essential to understand the difference between the effectiveness of certain powers vested in a woman manager compared to a male. They also enhance a comprehension of the causes and challenges that bring about differences in the effectiveness of managerial powers. The effectiveness is based on the authority’s ability to control outcomes, agendas and that which the workers believe in. Power theories may differ in approaches depending on whether they have basis on Unitarist, Pluralist, Marxist, Radical, Feminist or Post-modern approaches but the general idea is that there are three aspects. The first is the most obvious in which a person controls another to make them do things that they would otherwise not do. The second manifestation of power is less obvious is about denying others chances while the third is having the power of influence. Eveline and Booth (2002) discuss this power disparity in relation to gender equality at the workplace.

Role of Management at the Workplace

Every organization requires a management at its workplace to ensure that the employees remain focused at realizing the organization’s goals. The management needs the cooperation of the workers and for this, the workers have to be motivated. Such motivation ensures that they perform to full potential. The management therefore has the responsibility of motivating its employees, regardless of gender. The question would b about the approaches adopted to execute these motivations. Effective management in the business workplace is critical to positive employee motivation and high employee morale. Motivation also comes in terms of wages awarded to the employees and the wage gap in the mining industry is just as universal in industries dominated by women as it is in those dominated by men. Maximum benefits for organizations and other institutions would come if the workplace is protected from partiality and gender biasness.

Workplace Activism and Unionism

).Simms, 2010Any discussions about union always try to justify their existence, importance and necessity as well as the benefits that they have for their members. Unions are not only established for employees but manager and even organizations, who are the employers, also have their own unions. Activism of unions in the mining industry is about advocating for the employees by protecting their rights, good working conditions and better payments amongst others. According some researches including those by centre for disease control indicate that women in the mining industry are more prone to certain types of work-related health issues. It is thus the responsibility of the unions to hold the employer responsible for their health. Even in the union, there are issues of the role of women in those unions. Therefore, challenges faced by women include leadership opportunities, work-life balance, and discrimination and pay (

Workplace and Organisational Cultures

.Eveline & Booth, 2002) This is all about how an organization does things defined by the strategies and plans it adopts in achieving its goals and set objectives. The mining sector is a male-dominated industry yet there are females within and this brings to mind the idea of workplace industrial relations. The culture of an organization at the workplace is mostly influenced by the ability of the management to control what the workers believe in. It is what the employees believe in to be the propelling forces towards goal achievement. They therefore influence the kind of culture developed at the workplace and this includes. In view of the female gender, effective and positive cultures at the workplace should be developed to enhance mutual respect, non-discriminatory codes and giving all equal and deserved chances and opportunities to all (


no. 5. 9, Vol.Gender, Work and Organizatin, Workplace representatives in service sector organising campaigns: roles and tensions, Eveline, J. & Booth, M. (2002).

Warwick: University of WarwickWorkplace representatives in service sector organising campaigns: roles and tensions.Simms, M. (2010).