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 career progression as prime cause for job changes. However, about 75% of the Chinese-Americans revealed their reason for job changes to be the obstacles of corporate values, management inflexibility etc. (Woo, 2000) Taking quick action and being decisive a minority can make a plan move. (Morsella, 2006)
Several strategies have been delineated for the minorities to break the Glass Ceiling in the corporate America. It is advised first to generate an adaptable strategic plan for achieving the accomplishment. A plan is to be chalked out and followed meticulously to attain the career goals. The success stories depicting the achievements of the minorities should guide them in inducing better adaptability of the plans so delineated. Moreover, it is advisable to choose the job that is entertaining and enjoyable. Enjoy with your work should be the guiding principle for the minorities so as to enhance their skill and motivation. So as to break the glass ceiling it is warranted that minorities should raise themselves so as to become visible. They should exploit the opportunities to exhibit their skills through publication of articles, through speaking opportunities, through Internet and Intranet managers etc. (Morsella, 2006)
The inclination to take increased responsibilities will go ahead in placing one in strategic position and make them visible. It is advisable that minorities should put forth the problem solving skills so as to combat the workplace racism. After assessing the situation a proper plan should be devised so as to combat discrimination in the place of work. Drawing attention of the seniors after being fast-tracked is shown to be favorable for the minorities. However, they are also advised to be conscious of the probable resentments and resistances cropping from envious employees. It is advisable to mix the individuality, values and ...
It is desirable that the minority professionals are required to have realistic expectations in the workplace. The minorities should understand fully and give respect to the conventions prevailing in the workplace. It is required to perform ahead of ones normal expectations. It is desirable to continuously strive for improvement in ones skill and overall performance. It is seen that most of the discriminations in the American corporate world is subtle. Therefore, it is required that the minorities should use documentations to claim their deserving positions and perks. Sometimes it is seen that minorities are being treated as externals in the workplace. It is therefore, desired to establish themselves by detecting the common bonds that lies with other employees. (Morsella, 2006)
The discriminations of the minorities in the workplaces in corporate America are quite apparent amidst insuperable hurdles. These are most discouraging to the minority employee. However, those who are keep on trying, having the attitude to learn, the will to confront problems bravely, learn the conventions and work culture soon, generate a compliant strategy, develop professional skills can go up in the corporate ladder. (Morsella, 2006)
Begley, Michelle M. (2005) "Corporate America's Glass Ceiling." Business West,
Retrieved 20 February, 2010 from http://www.allbusiness.com/legal/laws-government-regulations-employment/1102318-1.html
Morsella, Racey de. (2006) "Getting to the Top: Strategies for Breaking through the Glass Ceiling." Retrieved 20 February, 2010 from http://www.multiculturaladvantage.com/leader/workplace-leadership/Getting-to-the-Top-Strategies-for-Breaking-Through-the-Glass-Ceiling.asp
Redwood, Rene. (1996) "The Glass Ceiling: The Findings and Recommendations of the Federal Glass Ceiling Commission" Motion Magazine, Retrieved 20 February, 2010 from http://www.inmotionmagazine.com/glass.html
Smallen-Grob, Diane. (2003) "Making it in corporate America: how women can survive, prosper, and make a ..." Green Wood Publishing Group.
Retrieved 20 February, 2010 from http://books.google.co.in/books?id=bUTb1GQn3igC&pg=PA13&dq=glass+ceiling+in+corporate+america&cd=4#v=onepage&q=glass%20ceiling%20in%20corporate%20america&f=false
Woo, Deborah. (2000) "Glass ceilings and Asian-Americans: the new face of workplace barriers." Alta Mira Press. Retrieved 20 February, 2010 from http://books.google.co.in/books?id=T9Xcsfe0pz4C&pg=PA48&dq=glass+ceiling+in+corporate+america&cd=7#v=onepage&q=glass%20ceiling%20in%20corporate%20america&f=false
Taking quick action and being decisive a minority can make a plan move. (Morsella, 2006)
"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
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
Miller & Lemons (1998) had identified other problems, one of which was, in fact, exclusion from the old boy networks. They noted the fact that women also often are in a pioneering role as problematical." And they had a very sympathetic viewpoint of the 'differences' in family responsibilities obliquely identified by the GAO report: "Also, after spending a long day at work, most of these women still have to go
Those conditions are understood. Both academia and the market are in agreement that the CMO does matter in a number of different situations. Therefore, the question of whether or not a female CMO affects firm performance is very much a valid one. The first research question is: What academic background contributes most to a woman's ascension to CMO or VP of Marketing? This question is basic, and can be answered
Psychology - Developmental Glass Ceiling The term glass ceiling is most frequently applied in business circumstances in which women feel, either correctly or not, that men are deeply established in the upper ranks of power, and women, try as they might, find it almost impossible to break through. While the phrase glass ceiling is figurative, a lot of women who find themselves bumping their heads on it find it very real indeed.
Discrimination and Affirmative Action (Glass Ceiling) The paper will look at how women have for years been faced with artificial barriers as they try to advance into senior management positions. It will critically assess how efforts to include them equally into company leadership has hampered their economic gains and how there is still a long way to go before realization of their efforts. The argument that will prevail in this case