REVISED PROJECT PROPOSAL

ON
THE EMPLOYEES PERCEPTION ABOUT GENDER
DISCRIMINATION AT WOEKPLACE: A CASE STUDY OF
MULLER & PHIPPS (M&P) PAKISTAN (PRIVATE)
LIMITED

Submitted By

MC150202183

Fayyaz Khan

Virtual University of Pakistan

Department of Management Sciences

Date of Submission: 26th January, 2017

i
 TABLE OF CONTENTS

CHAPTER -1---------------------------------------------------------------------------------------01

1.1 Introduction of Project-----------------------------------------------------------01

1.2 Background------------------------------------------------------------------------02

1.3 Objectives--------------------------------------------------------------------------03

1.4 Significance------------------------------------------------------------------------03

CHAPTER -2: METHODOLOGY -----------------------------------------------------------04

2.1 Research Type --------------------------------------------------------------------04

2.2 Data Collection Sources ---------------------------------------------------------04

2.3 Data Collection Tools/Instrument----------------------------------------------04

2.4 Subjects/Participants -------------------------------------------------------------05

2.5 Field Work /Data Collection ----------------------------------------------------05

2.6 Data Processing & Analysis ----------------------------------------------------06

REFERENCES----------------------------------------------------------------------------------07

ii
CHAPTER NO.1: INTRODUCTION

1.1) Introduction:

Discrimination means treating some people differently from others. It isn't always
unlawful, after all, people are paid different wages depending on their status and skills.
However, there are certain reasons for which your employer can't discriminate against
you by law. Discrimination happens when an employer treats one employee less
favorably than others. It could mean a female employee being paid less than a male
colleague for doing the same job, or an employee from a minority ethnic community
being refused the training opportunities offered to other colleagues.

Gender discrimination a common practice when both men and women are trying
to show their sovereignty and show the desire of alternating their duties without giving
importance to each other. We can say that male dominating system and patriarchy is a
creator of gender discrimination. Actually when people think that, some peculiar
assignments are do-able by men but cannot be by female then gender discrimination
comes into play. When we talk about gender discrimination, then both men and women
are part of this. However, in Pakistan women have to face more problems and issues
related to gender discrimination. Examples of discrimination include discrimination in
family law, discrimination at work place, discrimination in education, physical or
psychological abuse, and social restrictions as well. In Pakistani culture, there are
different norms, which become hurdles for women to get basic rights like education,
mobility, and freedom. Arrange forced marriages are still common in Pakistan. Even
women have no access to court for justice due to cultural hindrance. The literacy rate and
enrollment ratio of girls in Pakistan is very low, which shows that girls stay at home and
do domestic chores without having much choice. Thus, gender discrimination has become
an issue in Pakistan. Different government and non-government organizations are
working day and night to resolve this issue. There are two broad categories of human
being, which differ based on nature. Society assigns different duties and responsibilities

1
according to their gender. Those duties are socially constructed and that gender roles are
constructed socially and, not given by nature.

Gender discrimination is a prominent issue in Pakistan, but many activists such as

the National Plan of Action for Women and the All-Pakistan Womens Associations are
working hard towards equality. Because of the strong influences of Islam over the
Pakistani nation, it is difficult to achieve equal rights for women without reconstructing
the entire culture that the country is based on. Pakistan, however, is one of the more
advanced Muslim nations in terms of womens rights. So it becomes necessary to study
what factors might be playing a role under gender discrimination in one of the leading
Pakistani marketing and distribution services company.

1.2) Background:
Firth (2013) conducted a survey on Sex discrimination in the job market for
accountants. The results showed a significant level of discrimination against women and
this was enhanced for those who were colored, and/or those who were married and had
children. Heywood and Parent (2012), using Panel Study of Income Dynamics (PSID)
and the March Current Population Survey (CPS) for the years 19761999, demonstrated
that the reported tendency for performance pay to be associated with greater wage
inequality at the top of the earnings distribution applies only to white workers.
Matas, Raymond, and Roig (2010) investigated the impact of residential job
accessibility on female employment probability in Barcelona and Madrid. Their results
showed that low job accessibility in public transport negatively affects employment
probability and the residential segregation also reduces job probability in a significant
way. Farida (2010) conducted a study on Perceptions of work environment index
(PWEI) among educated female public servants in Pakistan. The only non-US study
reports a 32% pro-male total difference in log income and a 15% unexplained
difference for Austrian physicians in 20022004 in a public insurance system in
which fees are controlled by the insurance fund (Theurl & Winner, 2010).
Munashinghe et al. (2008) showed that women are more likely to quit their jobs
than men, that the gender gap in job training is due to the fact that men receive more
company-specific training than women, and that a much higher fraction of women expect

2
to be out of the labor force at age 35 due to their family responsibility. The evidence
points to the fact that women are indeed less attached to their employers than men.
Therefore, it might be that companies discriminate when offering training.
Puhl et al., (2008) examined experiences of weight/height discrimination in
employment settings. Sabir and Aftab (2007) studied on the Dynamism in the Gender
Wage Gap. The aim of their study to examine the evolution of the gender pay gap for the
wage employed in Pakistan over the period covering 1996-97 to 2005-06.

1.1) Objectives:
To assess if gender discrimination exists at workplace in Muller & Phipps
Pakistan (Private) Limited.
To explore and identify the specific areas where gender discrimination has been
made (if any) in Muller & Phipps Pakistan (Private) Limited.
To give the suggestions and recommendations

1.4) Significance:
The study will be significant for Muller & Phipps Pakistan (Private) Limited as
they will be able to know whether gender discrimination exists in their organization or
not? And if its exists, they can establish strategies accordingly to minimize it as gender
discrimination has adverse effects on employees motivation, job satisfaction and
performance which leads to overall low organizational performance. Thus, in the light of
results and findings of the study, Muller & Phipps Pakistan (Private) Limited may
formulate its strategies to minimize it etc.
This study will give an opportunity to the researcher to gain in depth knowledge
of the topic of study and management field and apply the learned concepts and theories.
This study will also be beneficial for future researchers who will do research in
the management field on same or similar topic. They can use this study for guidance
purpose.

3
CHAPTER NO. 2: METHODOLOGY

2.1) Type of Research:

Keeping in view the nature and scope of the study, it will be a quantitative study as it
requires data collection through questionnaire and also statistical analysis will also be
performed with the help of some statistical tools to draw results and conclusion. Thus, it
fulfills the characteristics of a quantitative research.

2.2) Data Collection Sources:

In this study, both sources of data collection will be used.
2.2.1) Primary Sources: The primary sources are those sources from where data is
collected in raw form. The employees of Muller & Phipps
Pakistan (Private) Limited, Rawalpindi will be the primary
sources.
2.2.2) Secondary Sources: The secondary sources are those sources where secondary is
already available and ready to use like HR and
management books, articles, journals, magazines and
relevant websites etc., the researcher will also use them to
get useful data.
2.3) Data Collection Tools / Instruments:
Questionnaire will be used to collect data from the employees of Muller & Phipps
Pakistan (Private) Limited, Rawalpindi.
Gender discrimination is extensively researched topic around the globe and there are
developed questionnaire available online which are considered reliable and valid.
Thus, keeping in view the objectives of the study, the researcher will adopt one of
them which fulfills the objectives of study.
Standard five point rating scale will be used i.e. Strongly Disagree (SDA), Disagree
(DAG), Uncertain (UNC), Agree (AGR) and Strongly Agree (SAG), represented with
1, 2, 3, 4, 5 respectively.

4
 It is expected that data collection through questionnaire will be cost effective, take
less time and analysis and interpretation of data will also be easy.
Consent will be taken both from the top management and the respondents before
collection of data and assurance regarding the confidentiality of responses will also be
given to them.

2.4) Subjects /Participants:

Target Population: Target population will be the low and middle level employees of
Muller & Phipps Pakistan (Private) Limited, Rawalpindi which are expected to be
more than one hundred.
Target Office: Keeping in view the time, financial and other constraints, the
researcher will target Rawalpindi office of Muller & Phipps Pakistan (Private)
Limited as it is at convenience to the researcher.
Sample Size: As whole population cannot be studied due to time and financial
constraints, so the researcher will select a sample of 100 employees.
Gender Ratio: 60:40 in gender ratio. i.e. 60 males and 40 females in a total sample of
100 employees. It will reduce biasness.
Unit of Analysis: Individual low and middle level employees of Muller & Phipps
Pakistan (Private) Limited, Rawalpindi, from all departments will be the unit of
analysis in this study. Top management will not be included due to their expected
busy schedule and lack of access etc.
Sampling Technique: Keeping in view financial and time constraints and also the
convenience of the researcher, convenience sampling technique. It is a non-
probability sampling technique where each participant do not have an equal chance of
selection. Biasness exists in convenience sampling.
Sampling Frame: The sampling frame will not be required.

5
2.5) Field Work/ Data Collection:
Visit to Respondents and Distribution of Questionnaire: The researcher will
personally visit the respondents during official timings (Lunch break) and distribute
the questionnaires by hand at the desk of the respondents.
Collection of Filled Questionnaire: The researcher will request them to fill it on the
spot, if possible and collect the filled questionnaires at the same time, otherwise, the
researcher will give one day time to the respondents who will be busy, to fill the
questionnaire and on next day, the researcher will again visit of the Muller & Phipps
Pakistan (Private) Limited, Rawalpindi and collect the filled questionnaire.
Time To Be Allocated for Data Collection: As it is expected that respondents will
be busy in their routine official work and it will not be possible to collect data from
the whole sample on the same day, so, two week time is planned for data collection
and frequent visits will be made to the selected organization for data collection
purpose.

2.6) Data Processing and Analysis:

Data Recording and Statistical Techniques: The researcher will put the
collected data through questionnaire in MS Excel to record the responses of the
respondents and then will perform required statistical analysis i.e. mean, standard
deviation.
Mean Analysis: Mean analysis will be used to analyze whether gender
discrimination exists in Muller & Phipps Pakistan (Private) Limited and also in
which specific areas.
Standard Deviation: Standard deviation will be used to measure the variation in
the responses i.e. how close or far the responses are from the mean value.
MS Word: MS Word will be used to write the project and interpret the analysis
and Microsoft Office application Excel will be used to perform statistical analysis.
Graphical Presentation: The researcher will put the collected data through
questionnaire in tables, Pie Charts/Graphs to perform required analysis.

6
References:

Faisal, F. (2010). Measuring Perceptions of Work Environment among Educated

Female Public Servants. Journal of Pakistan Economic and Social Review, 48(1),
135-165.
Firth, M. (2013). Sex Discrimination in Job Opportunities for Women. Journal of
Sex Roles, 8(8), 891-901.
Puhl, R., Andreyera, T & Rownell, K. (2008). Perceptions of Weight
Discrimination: Prevalence and Comparison to Race and Gender Discrimination
in America. Journal of Obesity, 1-9.
Pailhe, A. (2003). Gender Discrimination in Central Europe during the Systemic
Transition. Journal of the European Bank for Reconstruction and Development,
8(2), 505-535.
Sabir, M., & Aftab, Z. (2007). Dynamism in Gender Wage Gap: Evidence from
Pakistan. Journal of Pakistan Development Review, 46(4), 865-882.