...positions in almost all countries are primarily held by men. Female managers tend to be concentrated in lower management positions and hold less authority than men. This suggests that something beyond just sex differences in career patterns must be at work to account for the huge difference in the number of men versus women in top management positions. Although women as a whole may place less emphasis on career success than men, there are a considerable amount of women who strive for top management positions and are unable to attain them. In a recent study almost three-fourths of women and two-thirds of men believe that an invisible barrier (a glass ceiling) prevents women from attaining top management positions. In this report we have tried to find out the barriers causing women advancement in organizational top levels referred to as “Glass Ceiling.” We have conducted our research among some of the top level organizations which are United International University (UIU), MERCANTILE BANK Limited (MBL), Islamic Bank Limited (IBL), and Mutual Trust Bank Limited (MTBL). Without their support we couldn’t have completed this report. Here we have conducted research about some of the factors which correspondents have identified as the major factors. The main intention of this report was to find out the actual barriers (if there is any) causing women to stand back in line, although they are well qualified to move up in the line. Based on the responses of the participants\correspondents we have...
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...showed that one-third of women believe that the major reason why they are lagging behind men in the top tiers of management is due to their obligations and responsibilities to the family. Carnes and Radojevich-Kelly share that it was found that gender discrimination, resistance to change, and the so called “good-old-boys club” in addition to lack of experience and the traditional family and parent responsibilities are a few of the reasons why women have difficulty breaking through the glass ceiling to top management/leadership positions. Unfortunately, I have experienced and know many women who have experienced the glass ceiling. In the fire service, the good-old boy system and constant gender discrimination are to blame for this. Although the fire service has become very progressive and has come a long way, it still has much to accomplish when it comes down to women in hierarchical positions. Sources: Carnes, W. J., & Radojevich-Kelley, N. (2011). THE EFFECTS OF THE GLASS CEILING ON WOMEN IN THE WORKFORCE: WHERE ARE THEY AND WHERE ARE THEY GOING?. Review Of Management Innovation & Creativity, 4(10),...
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...The Glass Ceiling July 11, 2011 Overview The glass ceiling still exists despite the fact that the year is now 2011. Ray B. Williams and Lisa Martin wrote an article for Psychology Today about “Why Hasn’t The Glass Ceiling Been Broken?” They discuss that while progress has been made it has been incremental. Even though researchers can show evidence that women executes do a better job then their male counterparts, there are still many women excluded from the highest positions in the corporate world. That for women to break through the leadership at the top has to make the first move. In addition, Amy Masike wrote an article fro The Economist about “The conundrum of the glass ceiling” also stating that women are missing from the corporate hierarchy. She touches on the stereotype that has been assigned to women in the workplace and how difficult it is to get those stereotypes changed. It was not so long ago that women did not even have the right to vote. Today women are allowed in nearly every field of competition and their rights, at least on paper, are equal to men’s rights. In 1986, the Wall Street Journal made popular the term “glass ceiling” which described the invisible barriers that women have to face as they approach the top of the corporate hierarchy. This glass ceiling has even branched out into “glass elevators” and “glass escalators”. This ceiling enables a woman to move ahead in the working world, but only so far, and no farther. Hence, the new terminology...
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...Minorities have been struggling to get notice in America for hundred of years. Many people have been paving the way for future advancement of people no matter the race, sex, or national origin. Whenever a minority has the opportunity and skills to advance in the workforce, but is not given a fair chance, this is commonly known as glass ceiling. According to the online database, Answers, glass ceiling refers to situations where the advancement of a qualified person within the hierarchy of an organization is stopped at a lower level because of some form of discrimination. This situation is in reference to the term glass ceiling because there are limitations of upward movement or advancement. The word glass comes from being transparent because the limitations are not immediately apparent and is normally an unwritten or unofficial policy. This barrier prevents large numbers of women, ethnic, and sexual minorities from obtaining and securing the most powerful, prestigious, and most gross job in the workforce (Glass Ceiling, 2007). The invisible barrier continues to exist, keeping minorities from acquiring advance job positions. The term glass ceiling is mostly put in context when it comes to women advancing. This barrier makes women believe they are uncapable of achieving these high-ranking...
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...Causes There are varying reasons why the glass ceiling exists in our society. One chief reason is that leadership has stereotypical views concerning males and females in leadership positions. Males are viewed has being tough and strict, while women are considered more nurturing and caring. Being a tough or very strict leader in the workplace is accepted more by society. While a women’s leadership style, if not identical to her male counterpart, may be viewed as ineffective and soft. In some organizations the “good old boy” network is still widespread so women and minorities do not get the opportunity to advance even if they are more qualified than their competition. Unfortunately, this barrier that hinders advancement is sometimes imposed on women by their own doing. Meaning, some women choose not to work as hard as their male counterparts because they choose their families over their career. For that reason they may not work the long hours, volunteer as much, or take on extra work loads as men often do to climb the corporate ladder. There is a website that discusses an interview with Lillian Vernon, of Lillian Vernon Corporation, and it quotes her saying “many people who dream about their own businesses and don’t have one, are not prepared to work that hard—to think about their job while they’re getting dressed, showering, waiting for somebody— to think of every minute as an opportunity (Martynemko.com)”. Another woman by the name of Theresa Metty, senior VP at Motorola...
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...the Glass Ceiling : Treatment for Women Kevin Jiang Dallas Baptist University April 20, 2013 MANA 6320-01 SP8 Business Ethics the Glass Ceiling : Treatment for Women Introduction The world can not be totally fair everywhere. The glass ceiling which is a situation in which progress, especially promotion, appears to be possible but restrictions or discrimination create a barrier that prevents it is an unfair phenomenon. Diplomas, background and sex all can lead to the glass ceiling. The most common situation is discriminatory different sexual actor. It is very common for women to face to the glass ceiling in business place. Reason for women to be treated by the glass ceiling History 1. It is a man-control world for a long time. 2. Women did not go to work for a long time until recent time. Social Problem 1. In public opinion, women can not do management as well as men. It will effect the employers’ decision. 2. Women have more family duties such as taking care of children. C. Abilities and Sexual Characteristics 1. For the physical reason, women may not adapt to the intensive work. 2. For mental reason, women will measure the problem more emotionally. What Women Can Do A. Something...
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...on the planet (Coleman 13). Narrowing that gulf requires the involvement of the international major organizations. Not simply does the global private sector have more money than some governments organizations, but it can use crucial leverage with its popular labels and by expanding promises of investment and employment. Some organizations already promote initiatives focused on women as part of their corporate programs (Coleman 13). But the really transformative shift - for global businesses and for females internationally – will happen when the organizations recognize that empowering women positively influences their bottom lines (Coleman 13). The Glass Ceiling The impassable obstacles between female employees and the executive suite were reported in the report issued by the Glass Ceiling Commission in 1995 (Johns). The glass ceiling is a concept, which was initially introduced in the 1980s (Johns). In fact, it is a metaphor for the artificial obstacles, which prevent females and minorities from climbing the corporate ladder to...
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...A critical evaluation of Women in management- the glass ceiling at the St. Lucia Fire Service Executive Summary The topic of the glass ceiling has been of great interest in recent years especially in the field of management. The problem is that women demonstrate successful qualities over years and despite the qualities that they possess, the glass ceiling still continue to exist in organizations that are male dominating and find it difficult to break into management. The purpose of this research is to identify the barriers that exists impeding women’s career progression in the fire service and to make recommendations that the St. Lucia Fire Service may implement to increase capacity in senior management level. It is important for women to be part of senior management since women currently make a proportionally larger percentage at the workplace and also because the government has established that in any form of recruitment into the fire service, women should make up twenty percent of the capacity. This research examined how the concept of the glass ceiling is unavoidable in the fire service. Two stages of data collection and analysis were carried out. By using descriptive research the status of women in the fire service will be presented. A questionnaire was developed and delivered to two hundred fire personnel. An analysis of answers from the questionnaire was analyzed to assess the opinions about the impact of females on promotions to senior management. To...
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...The Glass Ceiling Effect: Women’s Career Advancement in Puerto Rico Ángela Ramos Pérez May 7, 2008 2 Index Chapter One .....................................................................................................................................3 Introduction..................................................................................................................................3 Purpose for the Study...............................................................................................................3 Limitation ................................................................................................................................6 Chapter Two ....................................................................................................................................7 Literature Review ........................................................................................................................7 Introduction..............................................................................................................................7 Glass Ceiling............................................................................................................................8 Career Advancement .............................................................................................................12 Gender Based Gap ...........................................................................................................
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...last decade, the corporate "glass ceiling" still appears to be an obstacle to their advancement into senior leadership. We have done a qualitative research on the factors that are responsible for glass ceiling and the factors that help women find a way to get around the glass ceiling. We have followed an exploratory research design approach wherein we have used interview as the basis to get down to the factors. Background of the Problem Historically, India has been a male-dominated society. But in the past few decades, certain changes in our society have widened the arena for women. Be it managerial roles in corporate world, academics, politics, women are increasingly becoming more visible. Globalization has also helped bring concepts such as gender diversity in leadership roles. As opportunities for women have increased so now women are entering professions which were previously seen as the domain of men in the corporate world .But there are invisible and artificial barriers that impede women from advancing to senior leadership positions which is popularly known as “Glass Ceiling” .Glass ceiling describes the barriers that women face in the workplace. The word "ceiling" suggests that women are blocked from advancing in their careers due to many factors, and the term "glass" is used because the ceiling is not always discernible. Although many women hold management positions, few have made the breakthrough to top-level positions. Glass ceiling has been extensively studied...
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...“The Glass Ceiling” The glass ceiling is an invisible, but real barrier that prevents people, often women and minorities from achieving further success. I think that the glass ceiling may be more of a form of sexism. The expression is often used to describe the sexist attitudes that many women run into in the work environment. The term “glass ceiling” originated from the Wall Street Journal in 1986 and was then used in the title of an article by A.M. Morrison and others that was published in 1987 (“The Glass Ceiling”, 2009). The glass ceiling has yet to be broken, but as of now, it is scratched at the most. There are some women who succeed in breaking the glass ceiling of professional advancement, but unfortunately, they can face an increased risk of sexual harassment from coworkers and subordinates. Sexual harassment in the workplace in relation to the glass ceiling boils down to power. Some men may find the general growth of women in higher occupations not only disconcerting, but also threatening. Sexual harassment can be a way for these men to reassert their dominance and feel falsely secure. Even when breaking the glass ceiling, women have to earn legitimacy in organizations that favor and reward stereotypical masculine values and practices. In other words, they have to work harder than men to prove their worth. One case that may have cracked the glass ceiling was Petruska v. Gannon University. Petruska sues the university administration claiming that she was demoted...
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...Assignment on Glass Ceiling. l should have to mention that there are different religious, cultures, and mentalities throughout the world. I think that when we give our opinion about global issues such as glass ceiling. We need to consider which religious they do follow. For instance, if l give my opinion derive from Islamic teachings. There are some regulations on working females who are in Islam about their clothing, working positions and time. But females who are Christians and Buddhists may not have it. In addition, there are many females who don’t follow any religion have their own viewpoint about their job regulations. That’s why, now l only would like to talk about from general point of views on glass ceiling. What is glass ceiling? Here is brief definition of it. The situation where gender pay gaps are typically wider at the top of the wage distribution is known as the „glass ceiling‟. It is one of the most compelling metaphors recently used for analyzing inequality between men and women in the workplace, in order to describe a barrier to further advancement once women have attained a certain level. The glass ceiling argument suggests that gender and race differentials are largest at higher organizational levels. As we all know that today’s modern society is often characterized as highly democratic, humanistic and advanced. At the same time, the arguments, concerning the real equality of all people regardless their race, gender, or social position, still persist. In...
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...Stefanie da Silva April 4, 2014 BUS 410 – Maher Research Paper ------------------------------------------------- The Glass Ceiling: An Ongoing Problem and Its Solutions The Wall Street Journal coined the term “glass ceiling” about twenty-five years ago. The glass ceiling refers to invisible barriers that prevent women and minorities from reaching the top of the corporate ladder. Traditionally, throughout the United States and the world, men instead of females have held the vast majority of leadership positions. It has been found that the higher the position, in both private and public sectors, the less likely a women would hold it. For example, a study shows that women hold just 2% of positions on the board of directors of large companies in the United States of America and Britain. A second study, conducted in 1995, found that 95% of all top management positions were held by males; a staggering number considering women accounted for 45.7% of American jobs during that year. Additionally, of the Fortune 1000 companies recognized in 2003, only seventeen are led by women CEOS. So the main question at hand here is why do women lag so far behind men in moving up the managerial ladder? More women are in the workforce than ever due to the Civil Rights Act barring sexual discrimination in the workplace. However, very few of those women actually hold top leadership positions. Women’s development programs exist to help females move up in the ranks of corporate America, but...
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...then grabs a drink. At that time, society considered this an acceptable way of life. Not everyone lived in this fashion but it remains the hallmark description of the time period. Men were programmed to get a job and provide for his family while the wife stayed home caring for the children and making sure her husband was satisfied. From experience to television shows people embraced this environment until women began challenging these traditional values. Today, women have traveled a long way to get where they are in the workplace. However, many of the historical customs continue and hinder women’s success. Due to these customs and competitive business environments a glass ceiling has been constructed above women in the workplace. In this thesis we will explore the cause of such discrimination from the glass ceiling from a feminist perspective starting in the 40’s up till today. The beginning of women entering the workplace is arguably when women began challenging their roles as a housewife when there was a shortage of workers during WWII. Since, so many men were overseas women claimed their position and realized they were capable of so much more than cooking or becoming a secretary. In fact, “World War II can be usefully viewed as providing an “exogenous” shock to female labor supply. As men were mobilized to serve in the war, women increased their labor force participation markedly. In 1940, only 28% of women over age 15...
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...Glass Ceiling The glass ceiling is encountered by women in the workforce every day. Women face a barrier separating them from advancing in the work place and gaining equal pay as men. “Yellen punches through 'glass ceiling' at Fed,” describes the monumental advance and breakthrough of the glass ceiling for Janet Yellen, now the first woman to ever lead the Federal Reserve. She has made great strides throughout her life, “Yellen served as president of the San Francisco Federal Reserve Bank. She also had served a stint on the Fed's board in the 1990s and was a top economic adviser to President Bill Clinton”(Ferraro). She is working to show other woman that it is possible to climb to the top. The glass ceiling is an invisible barrier that separates women and minorities from advancing into top management positions(Kinicki 32). It is a serious issue in the work force because there needs to be diversity and fairness for all employees. Women are often deterred from trying to obtain top-management positions in fear that they will be denied for not being male. Yellen stated that “I don't feel that I've faced discrimination. I've had every chance to succeed and more, and I think that's what all women should have." She is lucky to have every opportunity arise in her life and has been able to push forward through the glass ceiling for herself. She is the proof to all other women that is it possible and that they cannot give up in fear of being discriminated against. Women deserve the same...
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