Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
Psychological Tests
There are a few changes that are likely to occur in the workforce, given a 60% participation rate for women. First, that number is likely to climb. The financial demands of modern life are such that fewer families are able to survive on a single breadwinner, even if they wanted to. But few actually want to in this day and age. One of the issues that will be addressed increasingly is the issue of the wage gap, which stems in large part from the way that different careers are paid, with fields dominated by women paying less on average. These fields, however, are in demand, and pay will have to start to reflect that in order to draw more people -- and more women -- into the workforce. Neumark and Postlewaite (1998) noted that poor pay was one of the reasons why women stay out of the workforce -- there is no particular incentive to enter the workforce unless pay for the jobs they wish to do improves. The market simply cannot continue to undervalue certain types of labor and expect positions to be filled; an upward adjustment in wages will have to occur.
Another change likely to occur is more women breaking through the glass ceiling. It seems...
With greater labor force participation, the glass ceiling will be increasingly broken. Essentially, gender disadvantages are greater at the top of the corporate hierarchy than at the bottom, but with more women working, they will fill more progressive roles, to the point where the glass ceiling is pushed higher up, until eventually it no longer exists (Cotter, Hermsen, Ovadia & Vanneman, 2001). This is a trend that one can foresee not just for the next five years but longer until such time as the glass ceiling is eliminated altogether. The reality is that the glass ceiling is a bias that represents an inefficient use of human resources, and companies that eliminate it can gain competitive advantage by having all the right people in the right roles, up to the very top of the organization.
2. The most popular psychological/personality test is the Briggs-Myers type indicator. This is because it is relatively accurate and easy to understand. Further, when a test becomes a standard, then practitioners gain experience using it, so that they use it better than other alternative tests.…
References
Caplan, B. (2003) Stigler-Becker vs. Briggs-Myers: Why preference-based explanations are scientifically meaningful and empirically important. Journal of Economic Behavior and Organization. Vol. 50 (2003) 391-405.
Cotter, D., Hermsen, J., Ovadia, S. & Vanneman, R. (2001). The glass ceiling effect. Social Forces. Vol. 80 (2) 655-681.
Michael, J. (2003). Using the Briggs-Myers indicator as a tool for leadership development? Apply with caution. Journal of Leadersihip and Organizational Studies Vol. 10 (1) 68-81.
Neumark, D. & Postlewaite, A. (1998). Relative income concerns and the rise in married women's employment. Journal of Public Economics. Vol. 70 (1998) 157-183.
Interestingly, recent research indicates that some women may be creating their own class ceilings. For example, "female managers are more than three times as likely as their male counterparts to underrate their bosses' opinions of their job performance," ("Study: Women create 'their own glass ceiling'" 2009). Treanor (2007) found that "Women are jumping off the career ladder long before they hit the glass ceiling, raising serious questions about attempts to
She looked at the job and her growth has been due to her successes in dealing with the job. These skills according to her are more important than her gender. A similar type of a message comes from Susan Arnold, President global personal beauty care at proctor & Gamble. According to her, she has shattered some glass ceilings on the way, but has been treated fairly throughout her career.
"If you're not taking risks and dealing with fallout, perhaps you're demonstrating that you won't like the intensity [at the senior management level]." Other qualities also may also hinder women's ability to advance their careers. For example, women managers are rated as more nurturing, emotionally expressive and sensitive than male managers. "Women are less dominant, less competitive and more willing to ask for help," says Dr. Hagberg (Patterson, 2005). "That's
The researchers found the case of job stability and lateral mobility in case of the Asian-Americans are quite pertinent in the sphere of glass ceiling. Irrespective of the fact that loss of brain is rarely attributed to glass ceiling issues the prevailing cases sometime cannot be overlooked. A survey conducted during 1987 revealed that about 308 Asian-American employees in varied sectors in San Francisco attributed the monetary incentive and
Glass Ceiling -- Does it Still Exist? In 1964 the federal government of the United States passed a Civil Rights Act that forbade discrimination -- that is using double standards -- in the workplace. The idea was for all job applicants and all candidates for promotion within companies to be treated equally. The concept was excellent -- the implementation has left much to be desired. The question of whether or
Stewart uses the conclusions the consulting and training firm aha! that led such audits, starting with the impressive figure of $6.7million, the cost of sexual harassment suits for a company that had around 27,000 employees. Using reports statistics, conclusive studies led both on women and men employees regarding gender bias, Stewart identifies the place where they generate problems and how much it costs the companies. The recruiters and managers who