Catherine Hakim's Preference Theory
According to British Sociologist Catherine Hakim’s Preference Theory - Women have their own preferences and make genuine choices over their participation in the labour workforce or family (Hakim 2006). This belief is guided by their preference and choice that directly led to career path & success.
This essay will illustrate Hakim’s theory is not applicable to most women in the context of Singapore’s women. Should Hakim’s Preference theory be held, it only apply to a minority of Singapore women who are not under the duress of economical constraint, who have garnered social and financial support and are able to make their preferential work choice independently without influential by external factors.
First of all, theoretically, the five historical changes which would leads to increased opportunities & options for women according to Hakim (2006), did not fully take place in Singapore. Firstly, the contraceptive revolution did not happen in Singapore as the Government adopted an anti-natalist approach and also implemented population control policies and programs against fertility decline in late 1960s/early 1970s (Yap 2003). Family policy in Singapore has the “the aim of boosting Singapore’s labour pool and enhancing Singapore’s ‘global competitiveness” (Wong & Yeoh 2003, p. 6).
Secondly, Singapore has neither an equal opportunity revolution nor any stated legislation on preferential opportunities on the fairer gender. Opportunities are based on one merits rather than equal opportunity for gender (Lyons 2000; Koh et al. 2006). Nevertheless, Singapore still has a tripartite workgroup to enhance employment choice for women (Singapore Ministry of Manpower 2011c). And a tripartite declaration to ensure equal remuneration for both genders (Industrial Arbitration Court 2006).
Thirdly, in Singapore there an expansion in blue-collared occupations took place instead of white collared. It happened in 1961 when Economic Development Board spearheaded the
This essay will illustrate Hakim’s theory is not applicable to most women in the context of Singapore’s women. Should Hakim’s Preference theory be held, it only apply to a minority of Singapore women who are not under the duress of economical constraint, who have garnered social and financial support and are able to make their preferential work choice independently without influential by external factors.
First of all, theoretically, the five historical changes which would leads to increased opportunities & options for women according to Hakim (2006), did not fully take place in Singapore. Firstly, the contraceptive revolution did not happen in Singapore as the Government adopted an anti-natalist approach and also implemented population control policies and programs against fertility decline in late 1960s/early 1970s (Yap 2003). Family policy in Singapore has the “the aim of boosting Singapore’s labour pool and enhancing Singapore’s ‘global competitiveness” (Wong & Yeoh 2003, p. 6).
Secondly, Singapore has neither an equal opportunity revolution nor any stated legislation on preferential opportunities on the fairer gender. Opportunities are based on one merits rather than equal opportunity for gender (Lyons 2000; Koh et al. 2006). Nevertheless, Singapore still has a tripartite workgroup to enhance employment choice for women (Singapore Ministry of Manpower 2011c). And a tripartite declaration to ensure equal remuneration for both genders (Industrial Arbitration Court 2006).
Thirdly, in Singapore there an expansion in blue-collared occupations took place instead of white collared. It happened in 1961 when Economic Development Board spearheaded the
References: Dimovski, V, škerlavaj, M, & Mok, KM 2010, 'Is There a 'Glass Ceiling ' for Female Managers in Singapore Organizations? ', Management (18544223),vol. 5 issue 4, pp. 307-329, viewed 12 August 2011, <Business Source Complete, EBSCOhost>. Singapore Ministry of Manpower 2011a, ‘Singapore Yearbook of Manpower Statistics, 2011, MOM Manpower Research and Statistics Department, viewed 9 August 2011, <http://www.mom.gov.sg/Documents/statistics-publications/yearbook11/mrsd_2011YearBook.pdf> Singapore Ministry of Manpower 2011b, ‘Singapore Workforce, 2010’, MOM Manpower Research and Statistics Department, viewed 3 August 2011, <http://www.mom.gov.sg/Publications/mrsd_singapore_workforce_2010.pdf>. Singapore Ministry of Trade & Industry Singapore 2009, ‘Report on the Household Expenditure Survey, 2007/08’, Department of Statistics, viewed 9 August 2011, <http://www.singstat.gov.sg/pubn/hhld/hes2007.pdf>.