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 increase the number of female executives in company boardrooms."
In my experience, women do escape the rat race and may indeed underestimate their ability to achieve parity with men in the workplace, in politics, or in any other male-dominated arena. I have second-guessed myself, which is one of the reasons why I have also experienced barriers to promotion. Therefore, the research does corroborate the core reasons why the glass ceiling exists in the first place: women are taught to undervalue themselves.…...
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. She was always giving excellent results and this had meant giving the largest profits from any division in North America in ten years, and she was supported by the CEO who was her first boss. She is working in the company for 20 years. (Open to Women? Are we living in a meritocracy or a machotocracy?)
Let us now see how the biggest employer, the government views the entire issue. The government has been telling all business organizations to implement policies…...
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References
Are There Cracks In The Ceiling? Employment Standards Administration Office of Federal
"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 why they're better team players."
These qualities result in high ratings from subordinates when women are at the middle management level, but by being too protective of their work groups, their bosses may see them as "rescuers and mothers," rather than as potential senior-level executives.
Fortunately, ambitious women executives do not have to reinvent themselves to advance. They just have to fine-tune existing skills, according to experts. "The team- and consensus-building skills women have are the skills required for managing," says Richard…...
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Bibliography
Adaire, Carol. (1994). Cracking the Glass Ceiling. Dissertation, Inc.
Patterson, Valerie. (2005). Breaking the Glass Ceiling: What's Holding Women Back? Career Journal.
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)
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…...
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References
Begley, Michelle M. (2005) "Corporate America's Glass Ceiling." Business West,
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
Glass Ceiling -- Does it Still Exist?
In 1964 the federal government of the United States passed a Civil ights 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 not the "glass ceiling" that invisible but definite barrier to the upper echelons of corporate America still exists for women and, people of color, is almost childish. The number of studies that have been done in the intervening forty years, that clearly show the continued existence of barriers to not only equal opportunity, but to equal pay for equal work, runs into the thousands. It is often said that there are none so blind as those who will not see,…...
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References
Chaffins, Stephanie, Forbes, Mary, Fuqua, Harold, Cangemi, Joseph; "The Glass Ceiling: Are Women Where They Should Be?" Online at Questia.com
Fagenson, Ellen, Jackson, Janice, "The Staus of Women Managers in the United States." Questia.com.
Kambayashi, Takehiko, "Women Work Way Up in Japan; Entrepenurial Spirit helps Lift Ailing Economy" reprinted from the Washington Times Questia.com
Wooten, Lynn Perry, "What Makes Women-Friendly Public Accounting Firms Tick? The Diffusion of Human Resource Management Knowledge Through Institutional and Resource Pressures."
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 --…...
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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.
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: hat academic background contributes most to a woman's ascension to CMO or VP of Marketing? This question is basic, and can be answered with secondary research alone. The biographies of executives are often made public, and a comparison can easily be done between female CMOs and their male counterparts.
The second research question is: hat are the critical success factors for young women who aspire to be CMOs and VPs of Marketing? This question is important. The literature review highlights some of the conditions under which the CMO has more of an effect on the firm's performance. For females to overcome the glass ceiling…...
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Works Cited:
Adler, R. (no date). Women in the executive suite correlate to high profits. European Project on Equal Pay. Retrieved June 13, 2012 from http://www.w2t.se/se/filer/adler_web.pdf
Akaah, I. (1989). Differences in research ethics judgments between male and female marketing professionals. Journal of Business Ethics. Vol. 8 (5) 375-381.
Bass, B. & Avolio, B. (1994). Shatter the glass ceiling: Women may make better managers. Human Resource Management. Vol. 33 (4) 549-560.
Boyd, D., Chandy, R. & Cunha, M. (2010). When do chief marketing officers affect firm value? Journal of Marketing Research. Vol. 47 (6) 1162-1176.
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 home and contend with family responsibilities such as "maintaining a household, raising children...." (Miller & Lemons, 1998).
The size of the Baby Boom generation may also be a factor, according to research into workplace depression.
Preceding that, however, is the first encounter with the glass ceiling. "Because the boomers make up such a large cohort of workers, many have experience a plateauing early in their career" (Johnson & Indvik, 1997). In addition, they noted that the recent increase in corporate layoffs may…...
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Works Cited
Arai, Marguerite, Maryanne Wanca-Thibault, and Pamela Shockley-Zalabak. "Communication Theory and Training Approaches for Multiculturally Diverse Organizations: Have Academics and Practitioners Missed the Connection?" Public Personnel Management 30.4 (2001): 445. Questia. 14 Feb. 2005 http://www.questia.com/ .
Ivancevich, John M., and Jacqueline a. Gilbert. "Diversity Management: Time for a New Approach." Public Personnel Management 29.1 (2000): 75. Questia. 14 Feb. 2005
questia.com/PM.qst?a=o&d=104546663
Duncan K. (1996) Gender differences in the effect of education on the slope of experience-earnings profiles: National Longitudinal Survey of Youth, 1979-1988. www.highbeam.com/Search.aspx?q=glass+ceiling+%20publication:%5b%22The%20American%20Journal%20of%20Economics%20and%20Sociology%22%5dThe American Journal of Economics and Sociology: www.highbeam.com/Search.aspx?q=glass+ceiling+%20pubdate:%5b19960928;19961004%5dOctober 1, 1996. etrieved 18 February, 2007, from www.highbream.com. http://www.questia.com/PM.qst?a=o&d=5008547670
Gazso, a. (2004). Women's Inequality in the Workplace as Framed in News Discourse: efracting from Gender Ideology. The Canadian eview of Sociology and Anthropology, 41(4), 449+. etrieved February 19, 2007, from Questia database: http://www.questia.com/PM.qst?a=o&d=5008547670
Goyder, J., Guppy, N., & Thompson, M. (2003). The Allocation of Male and Female Occupational Prestige in an Ontario Urban Area: A Quarter-Century eplication. The Canadian eview of Sociology and Anthropology, 40(4), 417+. etrieved February 19, 2007, from Questia database: http://www.questia.com/PM.qst?a=o&d=5002093162
Hopcroft . (1996) the authority attainment of women: competitive sector effects. The American Journal of Economics and Sociology.
April 1, 1996. etrieved 18 February, 2007, from www.highbream.com
Lopez, N. Free Markets, Free Choices II: Smashing the Wage Gap and 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. It is most frequently used to describe the sexist attitude a lot of women run into at the workplace. In a discussion of climbing the corporate ladder, the word ceiling implies that there is a limit to how far someone can go up. Along with this implied barrier is the idea that it is glass, meaning that, while it is very real, it is transparent and not noticeable to the observer (What is the Glass Ceiling, 2012).
Many years after the…...
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References
Bjorklund, B.R. (2010). The Journey of Adulthood, Seventh Edition. Prentice Hall.
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 is how this discrimination largely known as 'glass ceiling' has affected not only women competitiveness but largely affected the competitiveness of businesses, companies and even governments the world over.
The glass ceiling, is it a fact or just an illusion? Glass ceiling is a word that is used to describe barriers that exists for women, when it comes to getting promoted into the upper echelons of a company. Indeed it purely exists and it affects largely the women and also the…...
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Works Cited
Adair, Carole K. (1994). Cracking the Glass Ceiling: Factors Influencing Woman's Attainment of Senior Executive Positions, Colorado: *****
Ann, Morrison M. (1994). Breaking The Glass Ceiling: Can Women Reach The Top Of America's Largest Corporations? London, Paperback
Jerlando F.L. Jackson AE Elizabeth M. O'Callaghan, (2008) What Do We Know About Glass Ceiling Effects?
Kalpana Pai, Sameer Vaidya, (2009) "Glass ceiling: role of women in the corporate world," Competitiveness Review: An International Business Journal incorporating Journal of Global Competitiveness, Vol. 19, Texas, USA. Emerald Group Publishing Limited
Women Happy Under the Glass Ceiling?
Source (publication name or UL): http://www.forbes.com/2006/03/07/glass-ceiling-opportunities -- cx_hc_0308glass.html
Hannah Clark
Publication Date: 2006.
Subject / Main Ideas / Concepts of article: The main subject of the article is the "glass ceiling," which is a term that pertains to women rising to leadership positions in organizations. The term refers to an invisible ceiling that keeps women from rising to the very top levels of management in many organizations. The articles talks about a study that shows that 70% of women and 57% of men believe the glass ceiling exists, and that it exists in other countries around the world, as well as in the United States. The study also showed that both sexes felt they were paid fairly (even though women make less than men do), and that American women were happy with their levels of success.
Another point was that women in America tend to want to rise…...
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References
Clark, Hannah. "Are Women Happy Under The Glass Ceiling?" Forbes.com. 2006. 22 Sept. 2009.
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 are conducting an interview for an upper management position are the starting point in perpetuating a gender bias they brought from home. However, even if women are hired in position where they will cooperate and compete with male workers, they are still facing discriminatory opportunities in training and development methods, despite equal or superior evaluations of their skills and competencies. Third, women themselves may be their own enemy in advancing in a carrier due…...
Spending on healthcare in general, but at the governmental and personal level, should be of concern. First, the overall number of dollars being spent is rather high. Second, the amount of money being spent far outstrips the rest of the world. Third, the rate of increase of healthcare spending from year to year is quite substantial. The question as to whether this is justifiable is a mixed answer. It is a "yes" in terms of what healthcare realities exist in the United States. However, it is a "no" when assessing and coming to grips with what is causing those healthcare realities to exist.
One example would be the prevalence of people with high blood sugar and diabetes-related symptoms. While some people inherit type I diabetes (or perhaps even type II diabetes) from a parent, a great majority of those with diabetes have the disorder due to bad eating habits and/or bad…...
Ursula Burns, Chief Executive Officer at Xerox
Although many authorities agree that the glass ceiling is still in place, it is clear that it has at least been shattered somewhat with many women leading Fortune 500 companies today. Leading the charge has been Ursula Burns, chairman and chief executive officer at Xerox Corporation since July 2009, making her the first African-American woman to lead an S&P 100 corporation. This paper reviews the relevant literature to provide Burns' background, an analysis of her leadership style and philosophy and how they align with the corporate culture at Xerox, an examination of Burns' personal and organizational values and an evaluation concerning how Burns' values most likely influence ethical behavior at this company. Finally, an analysis of Burns' three greatest strengths and weaknesses is followed by a discussion concerning the quality that most contributes to this leader's success and an assessment concerning how communication…...
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References
Alleyne, S. (2010, February). Unduplicated success: Named CEO of Xerox, Ursula M. Burns is making history as the first African-American woman to run one of the world's largest corporations. Black Enterprise, 40(7), 88-92.
Brimhall, C.L., Greif, T. & Buchsbaum, T. (2013, February). Teaching authentic adaptive leadership and organizational strategies using a case study. International Journal of Strategic Management, 13(1), 97-101.
Bryant, A. (2010, February 20). Xerox's new chief tries to redefine its culture. The New York
1. The Impact of Social Structure on Career Choices
2. Exploring Social Hierarchies in the Workplace
3. How Social Class Influences Occupational Opportunities
4. Gender and Social Structure in the Workplace
5. The Role of Education in Job Placement and Social Mobility
6. The Intersection of Race and Social Structure in Employment
7. Social Networks and Job Advancement
8. Social Status and Occupational Prestige
9. The Effects of Economic Inequality on Job Opportunities
10. The Evolution of Social Structure and its Impact on the Job Market
11. Power Dynamics and Social Stratification in the Workplace 12. The Stigma of Low-Status Jobs in Society 13. Breaking the Glass Ceiling: Gender Equality in Career....
Topic 1: The Invisible Labor: Uncovering the Hidden Domestic and Emotional Burdens of East Asian Women
Introduction: Explore the often-overlooked societal expectations and cultural norms that place an invisible burden on East Asian women within their families and communities. Examine the emotional labor, unpaid caregiving, and domestic responsibilities that contribute to the stress and well-being of these women.
Body Paragraphs: Discuss the cultural expectations of women as caregivers and homemakers in East Asian societies. Analyze the psychological toll of societal pressure to conform to traditional gender roles. Highlight the lack of recognition and support for women's domestic work and emotional labor. Explore the....
Discuss how gender roles are shaped by societal norms, expectations, and institutions. Explore the ways in which culture, socialization, and media influence the construction of gender identities. Analyze the impact of social change on the evolution of gender roles.
2. Gender Inequality in the Workplace
Examine the extent of gender wage gaps, occupational segregation, and glass ceilings in various industries. Discuss the systemic barriers and biases that limit women's advancement in the workplace. Analyze the role of legislation, affirmative action policies, and workplace culture in promoting gender equality.
1) "Breaking Barriers: The Journey Towards Women's Equality"
2) "Fighting for Gender Parity: Examining the Struggle for Women's Rights"
3) "From Suffrage to Empowerment: A Look at the Evolution of Women's Equality"
4) "The Glass Ceiling Effect: Exploring the Challenges of Advancing Women in the Workplace"
5) "Equality in Education: Bridging the Gender Gap"
6) "Body Image and Gender Stereotypes: Unveiling the Impact on Women's Equality"
7) "Intersectionality Matters: Understanding the Overlapping Oppressions Faced by Women"
8) "The Role of Men in Women's Fight for Equality: Allies or Obstacles?"
9) "Reshaping Policy: Implementing Measures for Gender Equality"
10) "Media Portrayal of Women: Shaping Society's Expectations"
11) "Empowering Her Voice: Amplifying....
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