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and White, 1999). Women and men are sorted into different occupations by employers due to stereotypes and predudices.Women are more likely to have low salary and no promotion ladders, while men can get high salary and promotion opportunities (Bymes,2006).

This explanation is mainly focused on obstacles that prevent women from entering male-dominated occupations. However in Ghana and for almost a decade now, more and more women are entering the labour market with a quite a number opting for ‘male-dominated occupations' and how they are motivated is of great interest to this research.

2.6.2 Gender and Motivation in Ghana

Although more and more women are entering the employment arena in Ghana some of those already in employment are leaving larger companies for smaller companies because they want more flexibility and recognition. Cole et al (2007) believes that self-confidence is a general problem facing women when working. Studies done in sub Saharan Africa to investigate whether men and women perceive their performance differently, shows that men are more prepared for challenging performance while women are more modest with their own performance.

Women face bigger challenges than men when entering a workplace, some of these barriers has to do with lack of power and opportunities, lack of mentors and male-oriented and male-dominated organisations. Due to this it is easier to have certain stereotypes about women coming into a new organisation and how to motivate them.

2.6.3 Structure of the Organisation

Organisations that are flat open and have no boundaries in departments and functions according to Berger and White (1999) are better suited for women than the conventional hierarchy. This is because women are more likely to perform in group-oriented and network organistion.Studies show that women and men have great possibilities for gender equality in such organisations. The boundaries between men and women tasks often compared to the differences between organisational functions and division is wide.

Because of this, an attempt of integrating the organisational differences has led to work teams consisting of women and men with the same tasks. General-sorting is powerful force in the organisation and can lead to direct or in direct restoration of organisational changes. The social construction of gender is central for restoring power in work organisations and an important force in the gender order.Abrahamsson (2001) identifies five gender-based mechanisms that explain the main reasons for resilient work organisation structures:

? Gender - labelling of work

? Myths of women's work and men's work

? Taboo, silence on questions and labelling as ‘personal problems' or ‘individual choices'.

? Separation of sexes within companies, physical and hierarchical.

? Stereotypical ideas of gender attributes and conceptions of male and female.

In exploring employee motivation, this research will find out whether there is a relationship between gender and motivation in the subject of the case study.

Employees in any organisation want something to continue working. Most times the income of the employee is sufficient to keep him or her operational. An employee should be encouraged to work for the organisation (Knippenberg, 2000). If there is no motivation