How industrial revolution affected women in minorities in the 19th century
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How industrial revolution affected women in minorities in the 19th century
Analyze how the industrial revolution affected women in minorities in the 19th century.
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How industrial revolution affected women in minorities in the 19th century
The industrial revolution epitomizes an era in which women empowerment gained prominence, as women became educated and increasingly participated in the workforce. Women could now be employed, develop their skills and cater for their families unlike before when they had to depend on men or work at home.
As the world moved towards factory manufacturing, more women had the opportunity to work outside their home and also get professional education. The 19th century is also considered a notable period in relation to early feminism. Minority women however did not benefit from women empowerment until later in the industrial revolution.
Guy-Sheftall (2011) notes, that minorities and particularly women were overlooked in the 19th century’s democracy expansion. While the whites, also known as the majority had better opportunities for education and participation in the workforce, minority women were often sidelined in such developments. The 19th century was characterized by the fight for women rights, mostly the right for equal recognition under the law and right to vote. Previously, women were expected to be homebound and thus take care of domestic jobs such as cleaning, cooking and child-bearing and would not be allowed to socialize.
This meant that women did not have an opportunity to work or get an education. As more women participated in the workforce, they also sought to be freed from domestic labor. This was achieved through employing other women of lower class in their homes, consequently increasing the level of slavery among women minorities (Auguste, 2018). More domestic servants were needed to work in middleclass homes and this was mostly given to minority women.
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How Women Entrepreneurs Can Succeed In Small Businesses
Abstract
This report presents an evaluation of how women entrepreneurs can succeed in small businesses. The report adopted a desk research approach to conduct an extended literature review on the topic. Through the desk research approach 230 pieces of literature were studied in order to retrieve the required information mainly using online desk research (external desk research).
This research approach is important for analysis of known data thereby saving time and money. Detailed analysis of existing literature was used to examine the research questions and objectives. The findings of the study noted that most women across the world face numerous challenges after starting small businesses, but a considerable number of them eventually succeed. The study found that policy makers, family support, internal motivation and academics are some of the pertinent factors towards women entrepreneurs’ successes.
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Introduction
Entrepreneurship is the main tool towards political, economical, and social sustainability. It contributes to economic development through personal fulfillment and innovations. Entrepreneurship provided the opportunity to accumulate personal wealth, mediate business problems, and create job opportunities. For over years, men have been excelling in both small and big businesses (Ajjan, Beninger, Mostafa & Crittenden, 2015).
This excellence has been attributed to their determined efforts, in addition to their pertinent methods to weather economic doldrums. However, this does not imply that businesses that are run by men do not crumble down. Nevertheless, it implies that men have the capability to rise up again after the collapse. On the other hand, women establish a unique way of handling businesses. They are always careful when handling business and they will take most of their time to see that they accomplish the set objectives.
In the United States, the number of women entrepreneurs is escalating tremendously. Women are alienating themselves from the long-lived stereotype that they are inferior than men (Ahl & Nelson, 2015, p.278). The government of the U.S. has been praising succeeding women entrepreneurs because they have been supporting their businesses besides them being entangled with numerous obligations such as reproductive roles and housework.
Due to affirmative action, women entrepreneurs have been able to secure subsidized loans from banks to support their businesses. The government, on the other hand, has been emphasizing women entrepreneurs have to be supported economically, as they are part of economic development.
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The government also has made education available to the girl child by lowering cut mark for them to join colleges and universities. In 2012, it was recorded that in the University of Atlanta, the number of female students exceeded that of the male students. However, women businesses do collapse, and once they collapse, they are not able to rise up again. Before they rise up again, women mostly undergo many operations to see them rising (Ahl & Nelson, 2015, p.279). Therefore, there has been a concern why women entrepreneurs fail in small businesses.
Several researchers have immersed in this quest to answer this question, but their answers are substantive. Much of the researches have been looking why women are choosing to be entrepreneurs. Some of the findings of some researches argue that the reasons why women entrepreneurs fail in business is because of lack of family support, cutthroat competition from men, and lack of experience or skill.
Therefore, the research wishes to look into drawbacks that specifically makes women entrepreneurs fail miserably in the business (Akehurst & Mas-Tur, 2012, p.2471). In addition, the present study will look into ways on how the problems that make women businesses fail can be reversed. Upon understanding why women fail in small businesses, the research will draw how women will reshuffle themselves toward success in small businesses.
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Outline of the research problem
Statement of the problem
It is notable that the number of women entrepreneurs is many in the society. These women lack the potential to exploit fully market opportunities. There are observable barriers blocking women from pursuing their dreams in small businesses. Many literature reviews indicate that the problem is persisting in the society. Elias & Nolo (2012) argue that a large number of obstacles surround women entrepreneurs. The authors argue that the obstacles that make the women entrepreneurs not to contribute much to the society.
This respective study form the researchers in the literature review in that the focus this time the focus on the social factors. There is a gap in the literature since the researchers emphasize the economic and political issues that block people from succeeding in small businesses. This is because political and economic factors are inevitable in the society. However, social factors such as interpersonal issues make women entrepreneurs to catalyze the situation.
Concurrently, the pieces of literature do not discuss the women entrepreneurs in small business. Rather, the pieces of literatures discuss the reason why men entrepreneurs fail in businesses. Although there are a larger proportion of women entrepreneurs in small business, there is an apparent limited of studies conducted with the main objective to analyze social issues that affect women entrepreneurs in small businesses.
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Research aim statement
The study aims to investigate how women entrepreneurs can succeed in their small businesses.
Research Objectives
The following research seeks to achieve the following:
a) Determine factors that make women entrepreneur fail in their small and medium scale businesses
b) Establish what need to be done to avert the factors that hinders small businesses of women entrepreneurs to excel
The process
The process was mainly external desk research whereby information is derived from online sources. This was practiced using business sites. However, getting 230 sources was not easy with the business sites. Therefore, the process combined the use of libraries such as Proquest and EBSOCOhost to search sources that discuss why women entrepreneurs fail in small businesses (Bruezzese, Gallagher, McCann-Doyle, Reiss & Neil, 2013, p.15).
However, the search mainly searched journals only, and not books or periodicals. Those journals from 2008 to present year were taken into special consideration, as they were attributed to being compatible with the present time.
Significance of the research
The study aims at finding the extent to which personality, political, social, environmental, and economical factors can make a woman succeed in small businesses (Reddy & Agrawal, 2012). Research aims at giving the appropriate solutions on how to avert these factors to the women entrepreneurs’ advantage. This is because the pieces of literature failed to provide the best method to make women excel in their small businesses (Collins, 2010).
There is a call in the literature review for further research to investigate the impact of policy makers, academic factors, as well as the effects of practicing managers in making small businesses of women entrepreneurs to survive in the market.
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Minority Women in Poverty
Before the Covid-19 pandemic, the United States labor market experienced a decade of continuous job growth. The overall rate of unemployment fell to its lowest levels in the last 5 decades. Nonetheless, minority groups, and particularly minority women in poverty, still face more challenges when trying to secure a job, not to mention a well-paying one. As compared to their white counterparts, women of color have systematically faced higher rates of unemployment, less job opportunities, poor benefits, low salaries, and higher job instability (McLemore et al, 2018).
Minority women include Latino-Americans, African Americans, Indian-American, and Asian women. These women mostly stand at the intersection of a number of barriers and experience the combined impacts of ethnic, racial, gender, and other types of discrimination in their effort to navigate the institutional structures and labor systems where entrenched racial differences remain the norm.
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Often, minority women are disadvantaged by negative attitudes and stereotypes held by employers and senior managers which impacts the decisions on whether they are hired or not. Negative attitudes also affect how women of color are treated at work. Deep rooted stereotypes and cultural attitudes regarding women of color often devalue the productivity of these women and deprioritize their need for job motivation and satisfaction (McLemore et al, 2018).
Some of the commonly held stereotypes about women of color depict African American women as aggressive, loud, and uncontrollable. Latin-American women are perceived to be hypersexualized and pose a threat of maternity leaves. Asian women are seen to be ever agreeable, submissive, and incapable of leadership, invisible, cute, and small. Native American women are also seen as invisible and are overlooked for various leadership opportunities.
According to a research done by Washington and Roberts (2019), women of color are confident, ambitious, determined, and have a great desire to excel in their place of work. However, they lack managers and employers who understand their struggles and can assist them to overcome the challenges that prevent them from achieving their best. Due to lack of supportive work environments, women of color are laid off or quit their jobs leading high unemployment rates among them.
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Minority Women in Poverty
Most companies fail to understand that having organizational policies that prohibit biasness and discrimination is one thing while have an employer who is truly supportive is another. Managers can help the high unemployment rates among women of color in various ways (Flores, 2018). First, they should make the first move in social situation by engaging then in conversations and in the decision making process.
Secondly, they should give credit where it is deserved. Employees should be rewarded and promoted according to their skills and work experience and not based on their sex or color. More so, employees who do well in various projects should be recognized regardless of their sex or color. Thirdly, managers should not shy away from giving candid feedback during projects (Flores, 2018).
Fourthly, managers should check for bias during hiring. Lastly, managers should use exit interviews so as to get feedback from people who wish to quit. Most women of color quit because the working environment was not conducive which and their reasons can help managers improve the workplace.
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Childcare is a basic need for all children. However, most of the minority women who are the caregivers live in low-income, are undervalued in their places of work, and are invisible for promotions. Presently, most women of color with young children have to make difficult choices between using a considerable amount of their low income on childcare, find cheaper but generally lower-quality care options, or leave their work to become full-time caregivers (Schochet, 2019).
In most cases, women of color cannot afford to pay hired help to look after their small children. Nonetheless, leaving the children on their own or under the care of younger siblings is not also an option. Most minority families have found themselves in trouble with children care services because they were reported of leaving their children seemingly unattended at home. Most parents have lost custody of their children on charges related to neglect yet these women have to work to take care of their families.
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Minority Women in Poverty
As a result, child care problems have become a significant barrier to work among minority women. According to a survey conducted in 2018 by the Center for American Progress, women of color reported higher rates of experiencing the negative effects of child care as compared to men of any race and white women (Schochet, 2019). More often women of color have been forced to make employment decision based on the most favorable child care options as compared to their financial situations, personal interests, and career goals.
Presently, there is a growing awareness regarding the correlation between parental employment, child care, and economic growth (Schochet, 2019). While companies rely on the reliability of employees, most minority women with young children rely on the available child care options. When challenges with child care occur, these women must struggle to find other options as soon as possible or miss work. This means that apart from poor salaries and benefits, minority women also have to suffer from pay cuts, working lessor hours, or staying unemployed altogether.
Minority Women in Poverty
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References
Flores, C. (2018). Spotlight on Women of Color in STEM. Industrial and Organizational Psychology, 11(2), 291-296.
McLemore, M. R., Altman, M. R., Cooper, N., Williams, S., Rand, L., & Franck, L. (2018). Health care experiences of pregnant, birthing and postnatal women of color at risk for preterm birth. Social Science & Medicine, 201, 127-135.
