A MINOR REPORT

ON

“A Study on Self Esteem For Women Employees In India

Particularly In DELHI and NCR”

UNDER THE GUIDANCE OF

NEHA KUMAR
SCHOOL OF MANAGEMENT NCU,
GURUGRAM

SUBMITTED BY

MISS. NIKITA BALI

ENROLLMENT NO. 20BCOM10

SCHOOL OF MANAGEMENT
THE NORTHCAP UNIVERSITY
SEC. 23A , GURUGRAM- 122017, HARYANA.

1
 Table of Content

CHAPTER PARTICULARS

Declaration

Certificate

Acknowledgement

Executive Summary
1. Introduction
1.1 Introduction
1.2 Background
1.3 Objective
1.4 Conceptual Framework

2. Literature Review.

3. Status of Women in India

4. Research Methodology
4.1 Objective of the study
4.2 Research and Methodology data sources

5. Analysis and Interpretation

6. Findings and suggestions

6.1 Findings
6.2 Suggestions

2
7. Conclusion.

BIBLIOGRAPHY

3
 DECLARATION

I hereby declare that the minor project report entitled ‘A STUDY ON SELF ESTEEM FOR

WOMEN EMPLOYEES IN INDIA PARTICULARLY IN DELHI AND NCR’ is a record of

original work done by me under the guidance of NEHA KUMAR. The content provided is true

and correct to the best of my knowledge and belief.

(Signature)

Name of the student- NIKITA BALI

Enrollment no- 20bcom10

4
 CERTIFICATE

Certified that the minor project report entitled A STUDY ON SELF ESTEEM FOR WOMEN

EMPLOYEES IN INDIA PARTICULARLY IN DELHI AND NCR done by Miss. Nikita Bali,

Roll no- 18bcom03 has been completed under my guidance.

(Signature of the guide)

Name of the guide- Neha Kumar

5
 ACKNOWLEDGEMENT

I would like to express my special thanks of gratitude to my teacher Neha Kumar who
gave me the golden opportunity to do this project on A STUDY ON SELF ESTEEM
FOR WOMEN EMPLOYEES IN INDIA PARTICULARLY IN DELHI AND NCR ,
which also helped me in doing a lot of Research and I came to know about so many new
things I am really thankful to her.

6
 EXECUTIVE SUMMARY

Self-esteem stability refers to the magnitude of short-term fluctuations that people experience in
their immediate, contextually based, feelings of self-worth (Rosenberg, 1986; Kernis, Cornell,
Sun, Berry, & Harlow, 1993). Unstable self-esteem reflects fragile, vulnerable feelings of
immediate self-worth that are influenced by perceived self-relevant events that are either
externally provided (e.g., a compliment or insult) or self-generated (e.g., reflecting on one‟s
appearance). Unstable selfesteem has been linked to a variety of maladaptive affective and
behavioral response patterns, including heightened tendencies to experience anger and hostility
(Kernis, Grannemann, & Barclay, 1989), depression (Kernis, Grannemann, & Mathis, 1991), and
defensiveness (Kernis et al., 1993), in addition to suboptimal selfregulatory styles (Kernis,
Brown, & Brody, 2000), low self-concept clarity (Kernis et al., 2000) and low intrinsic
motivation (Waschull & Kernis, 1996). Importantly, stability of self- esteem predicts these
proclivities

independent of self-esteem level.

7
 1. INTRODUCTION

1.1 Introduction

One of the basic limitations of this study was the sample size since small samples makes
it difficult to generalize. Further research may focus on two areas. First it would be useful
to have qualitative research on the work experiences of female managers to further
investigate the various factors that have helped and hindered women through their career
advancement. Secondly research on corporate climate can be helpful in identifying
organizational practices that might be blocking female career projects. Finally a study
considering how attitudes can be reshaped through the educational system and through
the use of the media can also help to reduce gender stereotypes.
In the history of human development, women have been as vital in the history making as
men have been. But women employees in general are not taken seriously by their
superiors, colleagues, or society at large. In a patriarchal society like India it is still
believed that a man is the primary bread winner of the family. There are various factors
which affect the affect the performance of the women in the organisational factor. Certain
type of structure that exists in the North India has the major reason behind the lower
esteem in women.
Beginning with there first stage of growth they are reminded of there gender and which
creates a huge impact and also retards there confidence. Various types of bullying in the
school age and the restrictions from the families reminds them of being female. All the
Upbringing and the male dominance makes them have a lowered esteem and which
eventually affects the performance at organisation. In some cases, women are gone
through the harassment in the organisation which completely diminishes the mental
health, confidence and will to work.
Low esteem in women employees has major impacts from the society but most
importantly they begin from home itself. It also indicates that women often have to face
several attitudinal barriers, which in turn may explain the lack of female participation in
managerial occupations. A change in organizational policies can help women to
overcome their barriers.

1.2 Background

8
 Working men are frequently granted an unfair edge over working women. This gender
discrimination leads to the greater stress and discontent at work and it also reduces the
women motivation and dedication towards the job. As in several countries , women are
facing several barriers, which are hindering their career prospectus. It also highlights the
important role of organization in reducing workplace barriers.
Harassment is also another major issue that women encounter in the workplace as they
are seen as an easy target by male co-workers. As per the survey conducted 35% of full
time corporate sector women have experienced sexual harassment. This all is just because
the men are not likely to accept the women as employees that is why they always try to
bully them so that they can break their confidence level. Besides bullying, harassment
and abuse are visible acts nevertheless low pay are a silent offence which are also faced
by the women’s about which no ones complains and the problem persists. Women are
paid less than men because employers assumes that after marriage or having children, she
will leave her career. Women earn less than males because they must choose a less
demanding carrer in order to spend more time at home. In contrast to men motherhood
also has a negative impact on women’s career. The companies should implement some
family friendly policies and ensure that all employees receive equal pay without any
discrimination based on gender. By remaining silent in the face of such a crime the
companies are condoning it.
Male co-workers attitudes can be demeaning and discriminatory at times. Women are
thought to be hired solely to provide colour to the working environment. Absenteeism,
low turnover, and job discontent are all caused by the lack of social support from workers
and managers. Higher ups should make an effort to create a positive and productive work
environment.

9
1.3 Objective

The objective of this project is to study about the ratio of the women employees who are
working and facing problems.

1.4 Conceptual Framework

The purpose of this minor project is to develop conceptual and research framework for
understanding the about the study on self esteem for women employees in India and why the
women’s are facing the challenges while working in a corporate sector and not treated
equally as men.

10
 `2. LITERATURE REVIEW

Although international development agencies have long legitimised the concept of women’s
empowerment, the development literature is divided on what exactly constitutes empowerment
and how it is measured. This debate is well reviewed by Malhotra, Schuler, and Boender. They
evaluate the various ways that empowerment can be measured and recommended that scholars
pay close attention to the process of empowering women, gender empowerment is a term that is
commonly used. Gender Inequality Measure (GEM) is a composite measure of gender
inequality in the three important areas; political, economic, and social. Economic involment
and decision making as well as control over economic resources. It is a population based index
rather than an individual level measure of empowerment. It has two dimensions: economic
involvement and decision making (measured by the percentage of female administrators and
managers as well as professional and technical personnel), and political participation and
decision making(measured by the percentage of female seats in parliament). GEM does not
capture the multidimensional vision of women empowerment that we need for our research. It
cannot be expected that just because a development intervention improves women’s
empowerment in one area, empowerment in other areas would follow. Several studies have
been conducted. According to a number of studies, women may be empowered in one area of
their lives but not in others include similar components of empowerment in their eight
indicators: mobility, economic security, ability to make small purchases, ability to make larger
purchases, involvement in major decisions, relative freedom from family dominance, political
and legal awareness, and participation in political campaigning and protests. Several attempts
have made in recent years to build comprehensive frameworks that define the various
dimensions on which women can be measured. Women’s empowerment according to another
opinion can be accessed by variables that contribute to their personal, economic, family and
political empowerment. Household and interfamilial relationships have been taken into
consideration. It is a focal point for women disempowerment in India. It is also made more
interesting by incorporating the political.
Women empowerment measures according to her, should involve women engagement in
systemic change(Batliwala 1994; Bisnath and Elson 1999; Sen and Grown 1987; Narasimhan,
1999). Control is a women role in household decision making, to argue over money and other
vital family issues. Whether a woman lives in a joint family (which includes her mother in
law), is a mother in law, or lives in a nuclear family structure, all of these factors will affect her
autonomy. She is likely to have less autonomy in a shared family than she would in a nuclear
family. One of the indicators of empowerment has been considered to be education. Many of
the characteristics that that have historically been used as proxies for empowerment, such as
education and employment are more accurately defined as “enabling factors” or “ sources of
empowerment”. Empowerment encompasses both cognitive and psychological aspects such as
women sense of her own authority and factors that contribute it. This necessitates an
understanding of oneself as well as cultural and social expectation, which education may
facilitate. Women empowerment has five components, according to the united nations

11
international conference on population and development in 1994; women sense of self worth;
their right to have and determine choices; their right to have access to opportunities and
resources; their right to have the power to control their own lives, both inside and outside the
home; and their ability to influence the direction of their lives. Nationally and internationally,
social transformation is needed to build a more equal social and economic order. Despite the
claim that women’s participation in the market has increased steadily throughout the last past
years, in reality it was the number of female part time employees that have increased. Thus the
local scene is somewhat irregular compared to the European countries, since full time
employment of women is still low. Consequently women are underrepresented in almost all
major occupations. The labour workforce survey illustrate that out of a total workforce of
148,818 the total female workforce is 45,180 thus constituting 6 per cent of the total workforce.

The current study puts forward two assumptions. The first assumption holds that job
involvement is likely to determine ones progress in managerial ladder. Because women are
often perceived as not much interested in their careers and because of it is assumed that the
work is not a central life interest for women, the latter are at a disadvantage in obtaining a
managerial position. The second assumption holds that assumption holds that stereotypical
attitudes towards female in managerial roles hinder the progress of career women.

12
 3. Status of Women in India
Women has been oppressed by custom and law both of which were created by man and over
which she had little influence. A woman has the same right to control her own destiny as a man
does. It is up to males to ensure that they are able to reach their full potential and contribute to
society. Women have traditionally been regarded an oppressed group in india and they have been
discriminated against. For ages it has been ignored women were judged to be fundamentally
unsuited for independence in vedic era. They have been subjected to torture, maltreatment and
other forms of mistreatment from the dawn of time. The Indian social system and era were
influenced by western influences. The sati tradition was outlawed the slave trade was abolish
girls were educated and women were granted equal standings in the eyes of the law. While
women education in pre-independence india was sluggish and limited to the upper crust it
exploded in post-independence india. The first duty in post-independence india was to present
the people with a constitution that would not be changed. In article 15(1) of the Indian
constitution ensures equally opportunity for all citizens. According to article 15(3) the state has
the authority to any particular accommodations for women and children should be made. Further
more directive principles of state policy that directly affect women and have a special bearing on
their status include article39(a) right to an adequate means of livelihood; article 39(d) equal pay
for equal work for both men and women, article39(e) protection of health and strength of
workers—men, women and children. Article 42 guarantees reasonable and humane working
conditions as well as maternity leave. It is quite crucial to note that despite the fact that India’s
constitution has been in effect for more than sixty years, the raising of the transformation of
women status to one equality, freedom and dignity remains a question mark. For the past five
decades, india has worked to protect women from violence and discrimination, as well as to
promote their social and economic rights, through a variety of initiatives, regulations, and
programmes. Independent administrative departments at the centre as well as in the provinces
development enterprise and commissions for women have sprung up states. Women’s movement
and their connections to the worldwide society are also powerful. Women empowerment and
concerns in the legislative, executive, and judiciary for review patriarchal society’s age-old
values.
Nevertheless the position of women from all walks of life is mixed and hasn’t changed
significantly. Women’s conventional economic activities have shrivelled in the face of global
competition. The state’s actions are being phased out under the new economic regime. The
women are left out in the cold. Gender-neutral regulations and policies are being added to the
mix women shadow. Surprisingly, women’s empowerment is one of the most important concerns
in the growth of any country. Not just india but countries all around the world, gender equality is
a hot topic in the media these days. National and international conferences research projects a
variety of forums, and even the establishment of new organisations are all example of this. The
development of gender cooperation in development has long been recognized and institutional
structures and interventions have been actively incorporated into development planning. Women
have only been recognized as major agents of sustainable development since 1990s, and women
equality and empowerment are considered as central to a more holistic approach to building new
patterns and process of sustainable development. Despite the fact the principle of gender equality

13
was recognized in the UN Charter in 1945 and UN Declaration of human rights in 1948, the
majority of development planners failed to adequacy address women role in development
process. The inaugural united nations conference on women and development was held in
Mexico in 1975, with the theme “ equality, development and peace”. The Beijing conference
declares the importance of integrating women into development on a global scale. Gender
inequality was given its own area in the economic survey. It began with a reminder of the
promise made in the ninth plan document to devote 30% of resources to women development
initiatives through “women’s component plans”. According to Menon and Prabhu there was a
strong argument on the ground for investing in women’s equality because it made economic
sense and they spoke of the “social rate of return on investment in women’s equality” being
higher than the men’s equivalent rate women’s development can be achieved according to
Robeyns, by enhancing their status and negotiating power in the economy. Nussbaum claims that
by identifying the mechanism and tools that will impact women’s empowerment, techniques and
strategies for women’s empowerment will be available and they will be able to achieve their full
identities and capacities in all aspects of life. Women’s empowerment according to the world
bank, should be crucial component of all social development programmes. Since the Indian
government has exhibited a growing interest in women’s issues through a range of laws that
promotes womens rights. Since 1980s india’s government has demonstrated a growing interest
for women’s issues by enacting a slew of legislation boosting womens education and political
engagement. The world bank and the untitled nations are two international organisations that
have centred on womens issues particularly the empowerment of underprivileged rural women
late in 1990s. since the early 1990s, non-governmental (NGOS) have played a bigger role in the
world. In the field of women’s health and welfare are now focusing on men’s health welfare.
Educational demands have shifted away from this traditional focus and toward trackling the root
causes the problem.
There are numerous obstacles that NGOs working to empower women confront.
Unfortunately, all of the empowering efforts are only on paper. Despite the fact that, the reality is 
that,women's conditions in terms of education and employment have improved, but there is still a 
long way to go. Domestic violence and sexual harassment charges continue to be reported. 
Since the 1980s, India's government has demonstrated a growing interest in women's concerns, e
nacting a slew of legislation boosting women's education and political engagement (Collier, 1998
). Women's issues have been prioritised by international institutions such as the World Bank and 
the United Nations, particularly the empowerment of disadvantaged women in rural areas.Non-
governmental organisations (NGOs) began to play a bigger role in women's empowerment in the 
late 1980s and early 1990s (Sadik, 1988). NGOs that formerly focused on women's health and ed
ucation have shifted their focus to addressing the underlying causes of deprivation by supporting 
women's economic and social empowerment (McNamara, 2003).There are numerous obstacles t
hat NGOs working to empower women confront (Narayan, 2002; Mayoux, 2000; Malhotra and 
Mather, 1997)Unfortunately, all of the empowering efforts are only on paper. The reality is that, 
while women's conditions have improved in terms of education and employment, incidences of d
omestic abuse and sexual harassment continue to persist. This research was carried out to determ
ine the level of empowerment of working women in India's capital

14
 4. RESEARCH METHODOLOGY

Objective of the project

The general objective of the present study is to examine the existing differences across the
gender regarding attitudes of the men towards women in the management.

According to the study

A poll was done in Delhi, India's capital, to investigate women's empowerment among working 
women.The capital city of Delhi, as well as the state of Uttar Pradesh, are the biggest offenders 
when it comes to workplace harassment of women.According to the Times News Network,The n
umber of cases of sexual harassment at work in Delhi has increased since October 21, 2008.Desp
ite government efforts and Supreme Court directives, the economy has grown significantly in the 
last three years.Despite public criticism about the city's lack of safety for women, the national ca
pital continues to exist.To be at risk for the fairer sex, as evidenced by an increase in the number 
of recorded occurrences of crime against them.
This poll was done over a five,month period from October 2008 to February 2009 to measure the 
extent of women empowerment in India's crime,ridden capital. The study's conclusions are based 
on a standardised questionnaire with two sections: personal information (age, marital status, fami
ly members, education, employment status, organisation, designation, work experience, city of re
sidence) and a five,point Likert scale for determining empowerment status (through 35 statement
s). The survey was given to 200 working women from various institutions, organisations, and em
ail groups, including the National Human Resource Development Network (NHRDN), the Indian 
Society of Training and Development (ISTD), and Delhi and NCR (National Capital Region) sch
ools and universities.
The response rate was 46%, with 92 women returning fully completed and useable surveys. Fact
or analysis and analysis of variance were used to examine the data acquired for the study.

Research Methodology and Data Source

The present study is mainly formulated on the basis of secondary data.

15
Secondary Data is the data collected with magazines, newspapers, websites, etc. The required
secondary data is collected with the help of articles, library, websites.

5. ANALYSIS AND INTERPRETATION

The poll respondents are from various age groups, educational backgrounds, and work experienc
e in the public and private sectors, business, and academia, all of whom are based in Delhi. The c
haracteristics of the survey participants are described in Table 1. 71.7 percent of the women were 
between the ages of 20 and 35, while 27.2 percent were between the ages of 36 and 50.The wom
en's marital status revealed that 73.9 percent were married and 19.6 percent were umarried.

Table 1. Respondent Characteristics

The majority of those who took part (70.7%) worked in the private sector, while 22.8 percent wo
rked for the government and 6.5 percent were self,employed. 55.4 percent of respondents worked 
in the industry in various areas, while the rest were linked with academia (at school, college and 
university levels).The data obtained on 35 assertions was subjected to factor analysis. Varimax r
otation was employed in conjunction with principal component extraction. The factorial loading 

16
revealed that there were significant relationships between factors and the various components. Si
x components were determined by rotating the grid.

Table 2. Factor Analysis with Principal Component Method and Varimax

Rotation

17
There were only three components that had reasonable item loadings (Table 3). The first factor, 
which had six items loaded, was dubbed "Empowerment at Home." The second factor, which ha
d twelve items on it, was dubbed "Freedom for Life Choices."The third component, Empowerme

18
nt at Workplace, had a six,item loading and was accordingly named. Factor loading was found to 
be high in all 24 statements. Three parameters were used to keep the responses to these statement
s. Women being in charge of household expenses and savings, as well as having an effect on deci
sions linked to home, children's health, and education, are examples of empowerment at home rel
ated characteristics..The freedom to select in numerous areas of one's life is referred to as "life ch
oices."

Table 3. Factors Identified through Factor Analysis

19
Table 1: Respondent Characteristics
Category Frequency Percent
Age 20-35 Years 66 71.7
36-50 Years 25 27.2
51 Years & Above 1 1.1
Frequency Percent
Marital Status Married 68 73.9
Single 18 19.6
Separated / Divorce 6 6.5
Frequency Percent
Employment Status Government 21
22.8
Private Sector 65 70.7
Entrepreneur 6 6.5
Frequency Percent
Field – Academia Academia 41 44.6
& Industry Industry 51 55.4
Total 92 10

20
Table 1: Respondent Characteristics
Category Frequency Percent
Age 20-35 Years 66 71.7
36-50 Years 25 27.2
51 Years & Above 1 1.1
Frequency Percent
Marital Status Married 68 73.9
Single 18 19.6
Separated / Divorce 6 6.5
Frequency Percent
Employment Status Government 21
22.8
Private Sector 65 70.7
Entrepreneur 6 6.5
Frequency Percent
Field – Academia Academia 41 44.6
& Industry Industry 51 55.4
Total 92 10

21
Table 1: Respondent Characteristics
Category Frequency Percent
Age 20-35 Years 66 71.7
36-50 Years 25 27.2
51 Years & Above 1 1.1
Frequency Percent
Marital Status Married 68 73.9
Single 18 19.6
Separated / Divorce 6 6.5
Frequency Percent
Employment Status Government 21
22.8
Private Sector 65 70.7
Entrepreneur 6 6.5
Frequency Percent
Field – Academia Academia 41 44.6
& Industry Industry 51 55.4
Total 92 10

22
Table 1: Respondent Characteristics
Category Frequency Percent
Age 20-35 Years 66 71.7
36-50 Years 25 27.2
51 Years & Above 1 1.1
Frequency Percent
Marital Status Married 68 73.9
Single 18 19.6
Separated / Divorce 6 6.5
Frequency Percent
Employment Status Government 21
22.8
Private Sector 65 70.7
Entrepreneur 6 6.5
Frequency Percent
Field – Academia Academia 41 44.6
& Industry Industry 51 55.4
Total 92 10

23
The freedom to choose in various areas such as politics, casting votes, accessing the judicial syst
em, and participation in community activities refers to the freedom to choose in various areas suc
h as religion adoption, freedom in making decisions about socialising and visiting places, changi
ng jobs, and the degree to which they manage their own welfare, career, and education.

Security concerns, treatment by coworkers and peers, promotion prospects, and organisational su
pport are all examples of workplace empowerment.To determine the level of empowerment of w
orking women in Delhi, mean values were determined. Working women professionals in Delhi a
re highly empowered in terms of empowerment at home, freedom of life choices, empowerment 
at work, and total empowerment, according to the table of means (Table 4).

Table 4. Mean Values at Various Factors of Empowerment

The analysis of variance was used to check if there were any significant variations between the p
articipants on various aspects of women empowerment based on their age, marital status, industr
y, and field of work. According to Anova's findings, there is a substantial disparity in empowerm
ent at home among women of various ages (Table 5). The table of means (Table 6) demonstrates 
that women above the age of 51 are the most powerful, followed by women between the ages of 
36 and 50. In comparison to other age groups, women between the ages of 20 and 35 have the lea
st power. This is due to the fact that in Indian culture, a woman between the ages of 20 and 35 is 
either single or in her first decade of marriage.Single women's parents have a large role in househ
old decisions, whereas married women's in,laws have a large say in household decisions if they li
ve in a joint family. Women in this age bracket, on the other hand, make these kinds of decisions 
exclusively if they live alone or with their spouse and children.

Table 5. Analysis of Variance on Various Factors of Women

Empowerment According to Age

24
Table 6. Mean Values on Age of Participation for Various
Factors of Women Empowerment

25
The analysis of variance found that there is a substantial difference in empowerment at home, 
freedom of life choices, empowerment at work, and total empowerment score between marrie
d, single, and separated women (Table 7). The table of means (Table 8) demonstrates that ma
rried women are the most empowered at home, followed by single women, while separated o
r divorced women are the least empowered. The reason for this could be that in Indian homes
, household decisions are made by parents, and single women are uninterested in such matter
s. Even when it comes to marital decisions, the girl's parents have a significant say. Separatio
n or divorce is also frowned upon in Indian society, and women who have experienced such e
vents are shunned.

Such women are always filled with a sense of abandonment and uneasiness, which saps their 
morale and self,confidence. Single women are the most empowered in terms of life choices, c
areer empowerment, and overall empowerment, followed by married women and then separat
ed women. This is due to the fact that single women living with their parents or on their own 
have little limits in terms of interacting with others and making decisions regarding their pers
onal lives, jobs, and so on. India, however, a married woman's choices are limited by the infl
uence of her husband and in,laws. Separated women's judgments are hampered by a sense of 
being looked down upon and insecurity.

Table 7. Analysis of Variance on Various Factors of

Women Empowerment According to the Marital
Status.

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Table 8. Mean Values on Marital Status of Participants for
Various Factors of Women Empowerment

27
According to the analysis of variance, there is no difference in women's empowerment throug
hout the industry (Table 9 Table 10).Whether they work for the government, the commercial 
sector, or as entrepreneurs, they all feel equally empowered. Women in academia are more e
mpowered than women in industry, according to the analysis of variance, and this is true eve
n at home (Table 11, Table 12).The likely reason for their disparity in domestic empowermen
t is that women who work in academia have more time to look after their homes and can thus 
make household decisions on their own, whereas women who work in the private sector do n
ot have as much time to manage their homes and must rely on others in the house to make su
ch decisions because they do so jointly with their spouse.
The difference in their total score on empowerment could be due to the fact that women in te
aching build a lot of self,confidence over time because they deal with people who are less po
werful than them, such as students, whereas women in industry do not have that leverage. Fur
thermore, in India, academic women are safer from the opposite sex than those working in in
dustry. This is one of the main reasons why in India, young women prefer to study rather tha
n work in the industry.

Table 9. Analysis of Variance on Various factors of

Women Empowerment According to Sector Working

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Table 10. Mean Values on Sector of Working
Participation for Various Factors of Women
Empowerment

Table 11. Analysis of Variance on Various Factors of

Women Empowerment According to the Field

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Table 12. Mean Values on Field of Participation for
Various Factors of Women Empowerment

There is no doubting that women's conditions have improved, as seen by the fact that they are 
not only educated, at least to the level of a bachelor's degree, but also employed in a variety o
f professions, including extremely top management ones.There have also been cases where w
omen have started their own businesses.However, there is a huge difference between married 
and single women in terms of control, influence, and compromise.Safety and workplace viole
nce are major concerns, with 65 percent of women in India's capital feeling uncomfortable, p
articularly at night.
Gang rapes, sexual exploitation of young girls, flesh trade, kidnapping and abduction, molest
ation, sexual harassment, murders, and dowry killings are all typical newspaper headlines.Em
powerment is a long way off if a woman feels unsafe or is in a state of fear and stress.Women 
in India, on the other hand, are getting more empowered day by day, with safety being the ma
in big issue. In the last two decades, the percentage of working women has risen dramatically
.

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 6. FINDINGS AND SUGGESTIONS

6.1 Findings

The study conducted by the researchers led to the following findings-

The main aim of this study was to examine whether there are any existing difference across
gender regarding attitudes towards the women in the management. Since the sample consisted of
two subgroups; that of employee and that of commerce students, means of each group were
compared both jointly and independently. The independent samples t-test indicated that in both
the cases there was a significant difference OP#0.05P between the scores of males and females.
Thus the result showed that female participants had less stereotyped attitude towards women in
management than their male counterparts. In order to investigate whether the relationship
between attitudes towards women as managers and gender influenced by age and educational
level, ANCOVA was used. No significant difference was accounted when both age educational
level were controlled.
Results showed that there is no difference between male and female managers as regards to job
involvement. Such findings are consistent with study of Cromie (1981) indicating that female
managers are strongly committed to work just as their male counterparts. This also tallies with
study of Burke (2002) demonstrating no gender differences regarding job involvement of male
and female managers. Nevertheless, one cannot ignore two issues that emerged from the present
study. Results indicate that female managers tend to be younger than their male counterparts and
more likely to be single. The fact that 50 percent of the female managers within this study were
unmarried was not surprising especially when considering both foreign and local research.This
may be because by remaining single, women managers limit the number of social roles and the
degrees of role conflict. Considering such findings, the present study compared job involvement
of married and unmarried women

6.2 Suggestions

The suggestions on the part of the study are-

• Identify the barriers that women face in the path of the progress.
• Identify strategies that have been successful in to eliminate the barriers.
• Complete and accurate identification of factors and present conditions in organization that
will prevent from advancement of women.
• Create public awareness of the specific behaviors that cause or prevent the progression of
minorities or women in particular managerial positions.
• For cultural change a perfect example should be created.

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 • To work beyond the expectations of men.
• Go to the hard tasks
• Ability to move from place to place.
• To obtain higher education.

Conclusion
Self-esteem is an important psychological variables that be discussed in topic of self and along
with extensive research. Nowadays self role is not discussed only in social psychology science
but special status accounts in personality psychology, growth and adaptation to their.Research
has shown that low self-esteem cause depression, anxiety, guilt and many of mental distress and
the high self-esteem has an important role in personal life, social relations, creativity, and
ultimately, academic success and career growth and human development. More active in social
and economic activities who have higher self-esteem and more successes are achieved. Based on
interpersonal approaches, self-esteem should be associated with the expectation that positive
responses will be forthcoming from others. One might hypothesize that high self-esteem
individuals have a globally positive view of interpersonal relations and walk through the world
perceiving other people as consistently accepting, while low self esteem individuals perceive
others as consistently rejecting. However, such a gross difference in outlook seems unlikely. To
maintain reasonably adequate social relations, each of us must attend to „if then‟ contingencies
of interpersonal feedback, whereby some behaviors (e.g., friendliness, generosity) tend to lead to
positive responses from others but other behaviors (e.g., hostility, abusiveness) tend to lead to
negative responses. Against this backdrop, however, individual differences in feelings of self-
worth might arise from fairly small differences in if-then expectancies about the kinds or range
of behaviors that lead to social acceptance and rejection. In a recent set of studies (Baldwin &
Sinclair, 1996), a reaction-time paradigm revealed that low self- esteem individuals were more
likely than high self-esteem individuals to associate failure with interpersonal rejection,
indicating that their self-esteem insecurity might have derived in part from the expectation that
acceptance was tenuous, and ultimately conditional on successful performances.
In India, the position of women and girls is improving.The Indian government is making numero
us efforts to improve the lives of girls. Girl child education is free till high school, and the state g
overnment, notably in the capital district, gives a certain sum to the parents of girl child from low
er socioeconomic strata for their upbringing. We can't talk about women's empowerment when th
ere are so many incidences of violence against women. Society, as well as the way it thinks, mus
t evolve. What needs to start now is a movement to empower the girl child from the moment she 

32
is born. 
Her upbringing must be altered. She cannot be raised in an environment that teaches women to b
e submissive; their ambitions cannot be stifled simply because they are females, and they cannot 
be neglected. Perception of men and women perceive themselves at work. Study of Dann (1995)
further illustrates that women perceive themselves to be as successful as men despite having
lower levels of pay. However, women who had experienced career interruptions felt less
successful than those who had continuous careers. Dann’s study may suggest that career
interruptions may have an impact on women’s self-esteem.

33
 BIBLIOGRAPHY

1. Emerald Publishing

2. https://Urban_India_A_Study_of_Working_Women_Professionals_in_Delhi
3. https:lldata.gov.in/sector/statistics
4. international journal of business and social science vol..2 no.19

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