2.1 Barriers for women leadership in workplace
There are many factors that influence women’s upward movement. Among the major barriers mentioned by Karsten(2006) included lack of line experience, exclusion from informal networks, negative stereotypes about women, lack of accountability of top leaders for advancing women, lack of role models, lack of mentoring, and lack of awareness of organizational politics.
From the barriers, the writer would like to touch about the mentoring aspect that is clearly observed by many in the universities, although many people do not bother much. But it will explode one day, when the dissatisfaction could not be covered anymore. Normally, when the head of an organization is a women, the writer found that she appointed many women staff to head the responsibility centers. This mentor who is normally a women, will provide her protégé with career development, access to influential individuals in the Human Resource Department and top management, and coaching to ensure that her protégé succeeds. As a result, protégé have more job opportunities, more satisfied with their jobs and careers and greater intentions to remain in the organization (Higgins and Thomas, 2001). Thus it will create crony and empire and try to influence others to support them. (Ibrahim Tamby Chek, 2011)
As the research, in terms of family responsibilities, women may be disadvantaged beyond a certain level in the hierarchy where 100% obligation to the organization may be expected. A person’s marital status and age can also be a barrier as individuals who are deemed “too young” or “too old” may not be deemed suitable for senior executive positions seems to play a part in career progression. However, that organization look less favourably on married women when it comes to promotion than those who are single. The straight forward fact of being women thus becomes a potent