The focus of this study revolves around the proposition that good looks play an important role in the workplace. The purpose of this study is to determine the extent to which good looks play a role in workplace recruitment and to assess the extent to which appearance matters to young managers compared to older managers in hiring employees. The purpose of the research is to determine whether good looks play an important role in Durban, not only in workplace recruitment, but also in the workplace as a whole.
Overall, the response turned out to be that good people definitely have an unfair advantage in the workplace.
CHAPTER OE
The focus of this study will revolve around Mobius and Rosenblat's (2003) recommendation that good looks play a major role in recruitment in the workplace. This study aims to determine the extent to which appearance plays a role in workplace recruitment in Durban. If and to what extent good looks play a role in workplace recruitment.
To determine the extent to which good looks play a role in workplace recruitment.
CHAPTER TWO
Patzer (2008) believes that a person's PA has a great influence on the way they are treated by others. According to research conducted by Hamermesh and Biddle (1994), people who are attractive earn more than those who are considered "average looking" in the workplace. Males and females differed significantly in the way they saw themselves judged on the job.
Zoller of Image Consulting in the US claims that “55% of another person's perception of you is based on your appearance” (Doyle, 2010). According to a study conducted by Michigan State University, it was found that overweight and obese women are not well represented among the top CEOs in the US. In essence, weight discrimination in the workplace contributes to the "glass ceiling effect for women" and may serve as a "glass ceiling for fat men."
CHAPTER THREE
The questions were structured around determining whether good-looking people have an unfair advantage in the workplace, as past research (Hamermesh and Biddle, 1994) suggests that there is appearance discrimination in the workplace as well as inconsistency. of salaries based on appearance. The purpose of this study is to conclude whether good-looking people have an unfair advantage in the workplace and to draw conclusions from the sample population as representative of the population as a whole. The primary data collected aimed to ascertain whether the research described in the literature review on the role that good looks played in the work environment was also applicable to the Durban workplace.
It was also designed to determine whether and to what extent appearance is important to both male and female managers and to determine whether there are significant differences in the way male managers view "good looks" in recruitment as well as in the workplace . This part of the questionnaire was designed to determine perceptions of whether managers are aware of incidence discrimination in the workplace or not, and more importantly to determine whether discrimination in the workplace is common in Durban. As managers involved in the recruitment and selection process, it is structured to also determine whether they have been involved in discriminatory practices of this nature.
It was felt that the sample would certainly be sufficient to highlight any different trends among managers in Durban and the results of the research study would collectively provide insight into whether good looks are so important in the work environment in Durban to the extent that obese people are discriminated against . It is essential to ensure that the questions asked in the questionnaire were not offensive to anyone and would not be discriminatory on the basis of race or gender. The population in this study refers to managers within Durban who are involved in the.
A further analysis of the power between "good employees who are more favorable in the work environment" and managers' levels of "tolerance" towards a "good" employee was also conducted. The methodology used in the research process of this study is defined in this chapter.
CHAPTER FOUR
The table above shows that of the 80 respondents, 13 strongly agreed that all men share a common understanding of what looks good, 23 respondents simply agreed with this statement, 2 were undecided, 35 disagreed agreed and 7 strongly disagreed with this statement that all men share a common understanding of what looks good. The table above shows that out of 80 respondents, 10 strongly agreed that all women share a common understanding of what looks good, 22 respondents simply agreed with this statement, 6 were undecided, 34 disagreed agreed and 8 strongly disagreed with this statement that all women share a common understanding of what looks good. 34 respondents simply agreed with this statement, 15 disagreed and 8 strongly disagreed with this statement that good looks are based on a person's physical appearance.
The table above shows that out of the 80 respondents, 18 strongly agreed that good looks come from one's heart, 22 respondents simply agreed with this statement, 6 were undecided, 28 disagreed and 6 strongly disagreed agree with this statement that good looks come from one's heart. . The table above shows that out of the 80 respondents, 18 strongly agreed that good looks fade over time, 27 respondents simply agreed with this statement, 10 were unsure, 17 disagreed and 8 strongly disagreed with this statement that good looks does not fade with time. The table above shows that out of the 80 respondents, 26 strongly agreed that good managers have confidence in themselves, 31 respondents simply agreed with this statement, 6 were undecided, 14 disagreed and 3 strongly disagreed with this statement that attractive managers do not have confidence. in themselves.
9 respondents simply agreed with this statement, 10 were undecided, 42 disagreed and 13 strongly disagreed with this statement that good-looking employees are more productive in the workplace. The above table shows that out of the 80 respondents, 33 strongly agreed that nice employees are more favored in the working environment, 20 respondents simply agreed with this statement, 9 were undecided, 16 disagreed and 2 strongly disagreed with this statement about , that they were nice. employees are more favored in the working environment. The table above shows that out of the 80 respondents, 29 strongly agreed that managers are more tolerant of good-looking people, 21 respondents simply agreed with this statement, 10 were undecided, 16 disagreed and 4 strongly disagreed with this statement that leaders are more tolerant of good-looking people.
The table above shows that out of 80 respondents, 22 strongly agreed that colleagues are more tolerant of good-looking people, 26 respondents simply agreed with this statement, 10 were undecided, 15 disagreed and 7 strongly disagreed this statement that colleagues are more tolerant. of good-looking people. The table above shows that out of 80 respondents, 38 strongly agreed that they are confident people, 35 respondents simply agreed with this statement, 4 were undecided, 2 disagreed and 1 strongly disagreed with this statement that they had trust. The table above depicts that out of 80 respondents, 16 strongly agreed that overweight candidates can be beautiful, 47 respondents simply agreed with this statement, 4 were.
The table above shows that out of the 80 respondents, 4 strongly agreed that they judged the positive contribution of employees based on their appearance, 6 respondents simply agreed with this statement, 2 were undecided, 36 disagreed and 32 strongly disagreed with this statement that they evaluate employees' positive contribution based on their appearance.
CHAPTER FIVE
The bar chart further highlights that women agree with this statement more than men, especially women in the 31 to 50 age group. Together, this means that 68% disagree that handsome employees are more productive in the workplace, while only 18% agree. The results of the frequency analysis of question 9 show that 41.3% of respondents strongly agreed with this statement and 25% just agreed.
Together, this constitutes 66% agreement with this statement that attractive employees are more favored in the work environment with 20% disagreeing. The bar graph further highlights that young men in the 25-30 year age group as well as 41-45 year age group agree more than women with this statement. The frequency analysis results conducted on Question 11 highlight that 20% of the respondents strongly agreed with this statement and 21.3% only agreed.
The bar graph further highlights that men and women in the 36-40 age group strongly agree with this statement. The results of the frequency analysis performed on question 12 highlight that 27.5% of respondents strongly agreed with this statement, while 32.5% only agreed. The results of the frequency analysis performed on question 17 highlight that 16.3% of respondents strongly agreed with this statement, while 22.5% only agreed.
The bar chart further highlights that men and women in the 25-30 age group feel the same way about this statement. The frequency analysis results performed on question 21 highlight that 13.8% of respondents strongly agreed with this statement and 7.5% just agreed.
CHAPTER SIX
85% disagreed with rewarding a good-looking employee with a higher salary than an equally qualified, less attractive employee. The findings in this study are consistent with previous research findings that good employees have an unfair advantage in the workplace. This study will be particularly useful for those in the HR field as it creates awareness of the importance managers place on appearance to the extent that managers are more tolerant of beautiful employees.
It is recommended that a similar study be conducted in KwaZulu-Natal entitled "Do good people an unfair disadvantage in the workplace. Another study entitled "Good looks and rivalry in the workplace" should be investigated in KwaZulu-Natal .Given the findings that attractive employees are more favored in the workplace and that managers are more tolerant of beautiful people, this would be an interesting topic to explore.
The main purpose of this research paper was to investigate whether good-looking people have an unfair advantage in the workplace in Durban. Research objectives have been investigated and the results obtained in this study prove that good looks give a person undue advantage not only in recruitment but also in the workplace. The results will help gain insight into the role Good Looks plays in the workplace today.
The purpose of this survey is to solicit information from managers in Durban regarding the role that good looks play in recruiting employees to the workplace. I will reward a beautiful employee with a higher bonus than an equally qualified less attractive employee.
