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Intellectual Union can apply these methods to understand the contribution of their human resources in relation to the productivity of the organization (Alexander, 2008). Apparently, organizations are often made up of workforce of different ages and sex or gender. Therefore, the American Intellectual Union can use the quantitative method and analysis to determine the contribution of its workforce including job satisfaction, gender, or age to analyze the success or production of the firm.
In this particular study, it is apparent that the variables involved in the study are the gender of the workforce, age bracket of the workforce, and productivity of the company (Alexander, 2008). Before determining the productivity per gender or age, it is vital to determine the distribution by gender in the organization. Determination of distribution by gender is the quantitative aspect of the study that tries to determine the composition of gender that in turn determines production per department or unit (Alexander, Vol. IV, 2008). Cases where the distribution is fairly the same, the distribution will be considered even in that, there will be nearly the same number of women as men within the targeted area of study.
The study has also opted to determine “tenure with the company” distributing by gender. This aspect of the survey aims at seeking the ratio of women to men per company’s production unit. In other words, in this concern, the company is seeking that, for instance, if it moves to a department, what will be most probable ratio of men to women in relation per departments. The outcome of the survey under this variable will be useful to determine the production per unit in relation to the gender distribution in such units (Alexander, 2008). In other words, the management will determine which ratios of men to women or women to men are productive; therefore, it may opt to work with ratios that are relatively productive by redistributing worker to form gender ratios
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