...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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...Iranian Journal of Management Studies (IJMS) Vol.6, No.1, January 2013 pp: 77-97 Glass Ceiling and Women Career Advancement: Evidence from Nigerian Construction Industry Obamiro John Kolade1*, Obasan Kehinde2 1. Department of Business Studies,Covenant University, Ota,Ogun State, Nigeria 2. Department of Business Administration,Olabisi Onabanjo University, Ago-Iwoye Ogun State, Nigeria (Received: 9 December 2011; Revised: 19 February 2012; Accepted: 26 February 2012) Abstract Despite the fact that women possess the required knowledge, skills, competencies, training and experiences to perform effectively and efficiently in construction industry, they experience entry and career advancement barriers. This research examines the effects of glass ceiling syndrome on women career advancement in construction industry. Data were obtained through structured questionnaire distributed to workers of selected construction companies. The findings reveal that some of the barriers mentioned in the literature against women career advancement in construction are prevalent in Nigeria, except the existence of equality in respect of male and female in terms of employment and career development opportunity. Also, low women participation in Nigerian construction industry begins in choosing course, education and continues throughout recruitment process. The aim is to encourage women's participation in construction industry and employers to tackle the industry‟s environmental issues by introducing flexible...
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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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...Glass Ceiling Effect Leslie S. White Concorde Career College Table of Contents References Aguilar, L. (May 22, 2013). Merely Cracking the Glass Ceiling is Not Enough: Corporate America Needs More than Just A Few Women in Leadership. U.S. Securities and Exchange Commission. Retrieved from http://www.sec.gov/News/Speech/Detail/Speech/1365171515760 Herzlinger, R. (April 2, 2013). Has the Glass Ceiling Been Shattered for Women Leading Major Companies? Huffington Post Business. Retrieved from http://www.huffingtonpost.com/regina-e-herzlinger/has-the-glass-ceiling-bee_b_3001344.html Fedor¸L. (March 26, 2013). Minnesota women still struggling to break the corporate glass ceiling. (Fedor¸L, 2013)The Minnesota Post. Retrieved from http://www.minnpost.com/business/2013/03/minnesota-women-still-struggling-break-corporate-glass-ceiling Hamilton, N. (August 12, 2013). Even the Top of Corporate America Has a Glass Ceiling. Gawker. Retrieved from http://gawker.com/even-the-top-of-corporate-america-has-a-glass-ceiling-1121174143 Women in business (July 21, 2005). The conundrum of the glass ceiling: Why are women so persistently absent from top corporate jobs? Special report: The Economist. Retrieved from http://www.economist.com/node/4197626 Civil Rights Monitor. (1995). Glass Ceiling Commission Issues Report: Discrimination Still Deprived Women and Minorities of Opportunities. The leadership Conference. Volume 8 no. 1. Retrieved...
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...positions were nearly non-existent from the 1970s to the early 1990s. Information from Powell (1999) and Helfat, et al. (2006) shows a dramatic increase of women in business leadership roles (see Table 1). Table 1 Women in Management Positions As of 2005 women accounted for 46.5% of the United States workforce, but for less than 8% of its top manager positions although at Fortune 500 companies the figure was a bit higher (The Economist, 2005). Female managers’ earnings now average 72% of their male colleagues’ (Emory, 2008). Often cited as the reason for why women are not represented in top management positions is the “glass ceiling.” The glass ceiling effect is defined as an unofficial barrier to opportunities within an organization or company preventing a protected classes of workers, particularly women, from advancing to higher positions (Glass Cliff, 2008; Olin, et al., 2000). According to Helfat et al. (2006), the percentage of women in executive positions is gender specific. For example, industries with the highest percentage of women executives include publishing and printing (15.8%), transportation equipment (15.7%), securities (14.8%), healthcare (14.6%), temporary help (14.5%), airlines (13.8%), and food Services (13.6%). In contrast, industries with women holding the least amount of executive positions include semiconductors (1.3%), energy (2.8%), waste management (3.6%), trucking (3.8%), aerospace (3.8%), mail, package, and freight delivery (3.8%), and pipelines...
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...Gender Inequality in the Workforce Abstract Over the last nine decades women have battled to become identically tantamount with men in all aspects of life and work. Women have made enormous advances in edification and vocation but parity in pay and promotions in the workplace still elude them. It is well documented, prominent and discussed that women earn less. Why is this transpiring and is inequality as skewed as most cerebrate? If there is a “glass ceiling”, why is it there? And what can women do to navigate around it to become prosperous top level executives with matching emolument? What can managers do to ascertain that women have as many opportunities as men and equal pay? Introduction Parity sought by women was something that commenced in the 1800s. With the passing of the 15th amendment in 1865, African-American men were given suffrage following the civil war. It would take another 55 years afore women would be sanctioned that same right. The women’s movement known as feminism commenced in 1848, when the first women’s rights convention was organized. During this time in American history, women had very few rights and constrained edification, due to not having very many colleges they were sanctioned attend. They were withal considered to be the property of their husband or father. This denoted that anything they owned did not genuinely belong to them. Women fought hard to gain the first step in the ...
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...Discussion Note I. Introduction Good afternoon, at first, let me introduce our group member briefly. Today our discussion will focus on one issue about gender gap. We will address this issue known as ‘glass ceiling’, it is metaphor which is used to describe an invisible barrier between genders. We will look at how serious .. II. Definition 1.A glass ceiling is a political term used to describe "the unseen, yet unbreachable barrier that keeps minorities and women from rising to the upper rungs of the corporate ladder, regardless of their qualifications or achievements." Reference From: Federal Glass Ceiling Commission. Solid Investments: Making Full Use of the Nation's Human Capital. Washington, D.C.: U.S. Department of Labor, November 1995, p. 4. 2. The glass ceiling metaphor has often been used to describe invisible barriers ("glass") through which women can see elite positions but cannot reach them ("ceiling"). Reference From: Davies-Netzley, Sally A. (1998). Women above the Glass Ceiling: Perceptions on Corporate Mobility and Strategies for Success. Gender and Society, Vol. 12, No. 3, p. 340. III. Current Situation How serious? I believe that the problems still exist, however, it is disparate allover the world...especially among developed counties and developing countries. The gender gap report produced by the international team of scholars in 2011, indicated that such countries, as Iceland...
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...ANNOTATED BIBLIOGERAPHY Introduction The differences brought by gender in work have caused more and more people’s attention, which has been a hot topic for a long time. With the change of society, an increasing number of women have engaged in work and their roles as leaders in work have also caused people’s attention. The purpose of this bibliography is to find the changes of gender in leadership. With the development of society, the number of female leaders is increasing in recent years (Michelle and Elaine, 2008). According to (Stewart, 2009), there are more difficulties facing female leaders than male leaders, which makes it difficult to involve more females in the leading positions. A research (Hilary, 2009) indicated that although the number of female leaders is increasing, the ratio of female leaders in leadership is not balanced and more females should be involved in management positions. According to Kaycee (2010), the changes of gender in leadership have been in the process, which can be proved by the changes of people’s attitudes to female leaders. Reference | Michelle M & Elaine Y(2008), The trend of female leaders in organisations, Journal of Management, 23, 7, pp 105-124 | Type of Article | Literature review | Aim\purpose | The purpose of this article is to find out the changes of female leaders in the past decade and explain the reasons of the changes and then predict the trend of changes. | Approach | This paper reviews previous theories...
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...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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...Eni Lile Counseling Professor Tonn Chao December, 15, 2010 SEXISM Sexism has always been a major issue for women. It seems that today, everyone has to be careful of what they say and do so as to avoid offending someone. While everyone is busy worrying about extinguishing sexism towards women, which in my opinion I think is still an issue that needs to be taken care of. Sexism is just as much of an issue to men as it is to women. Sexism is a particular concern for society when considering its effect in the workplace. Sexism has always been a particular problem in the labor market especially with the formation of capitalism. In the last half of the 20th century this has been especially highlighted due to the increase of woman entering the labor market. This aroused the need for legislation for equal opportunity for both sex's to be passed in 1975. It stated that discrimination of a person's sex whether male or female was unlawful in employment, union membership, education, provision of goods, services, advertisements. Many people believe that men have advantages over women when comes to a topic such as occupation. Although this may be true, in some cases it is in fact exactly the opposite. In today’s society is so concerned with political correctness and equal rights to women that it has almost completely forgotten about equal rights to men. If, in a hypothetical example, a man and a woman go into the same job...
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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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...Twin Oaks Hospital in Lexington, Colorado is a 100-bed hospital with a staff of 350 employees that include over 200 nurses and 40 clerical and secretarial employees, the majority of which are women. Recently the staff has had some apprehension and discontent over pay levels. Lexington Memorial Hospital, a public facility near to Twin Oaks recently agreed to demands from their nursing and clerical staff to increase wages five percent. They further agreed to introduce a job evaluation program which would evaluate the nursing and secretarial jobs based on comparable worth and that results of the study would be utilized as the basis for any future pay adjustments. As a result of this the staff at Twin Oaks has come to demand similar wage increases, as prior to the wage increase the compensations between the hospitals was very similar. In addition, union organizer had been meeting with employees and handing out flyers that illustrated findings from a comparable worth study. Meetings with union representatives, the flyer and the newly agreed demands from the staff at Lexington Memorial Hospital created some issues at Twin Oaks Hospital. The director of personnel, David Hardy is now in a dilemma over how to go about keeping Twin Oaks employees happy while remaining competitive in the market since Twin Oaks is in the private sector. Mr. Hardy informed James Bledsoe, the director of the hospital of the situation. As a result of the situation Mr. Bledsoe requested a recommendation...
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...1) Why is it important for an organization to have a clear definition of diversity? Diversity has been defined differently due to an intense history of civil rights. Because of this, it is very important for everyone within an organization to have a common understanding to avoid potential conflict. Although many see diversity as simple as race and gender, this definition limits of deeper, complex understanding of how the differences in everyone, and the way that these differences can be beneficial for the entire workforce. 2) Distinguish between surface-level diversity and deep-level diversity. Why is it important to understand the difference between the two? Surface-level diversity is defined as the “easily perceived differences that may trigger certain stereotypes.” Deep-level diversity refers to the “differences in values, personality and work preferences.” The differences matter because of the way they affect the members of the workforce. The demographic characteristics that we tend to first think of when thinking of “diversity” (things such as race, gender, age and ethnicity) affect the way people perceive others, especially when it comes to assumptions or stereotyping. Deep-level differences affect the way people communicate, react to their leaders, negotiate, view organizational work rewards, and their general behavior at work. 3) What are the major trends in the changing populations of the United States and the world? Statistics from the 2010 U.S. Census...
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...The Comparable Worth Debate March 20, 2012 The Comparable Worth Debate Comparable worth means getting the same amount of pay for jobs of equal value in an organization. This is completely different from the concept of “equal pay” which means that workers who perform the same duties with the same job title get the exact same wages. Comparable worth is a recognized strategy for determining job compensation. If an organization is going to put a specific value on a function, it should also put the same value on other functions that are of equal importance. Comparable worth remains an undeveloped concept. Many court cases have been heard in reference to comparable worth but the suits were unsuccessful as the procedure is not clear. (The Law and Compensation and Benefits, 2009) If a company values a position, they should show the employees that they are valued and appreciated through salary and wages. I am certain that most employees would agree. As the HR department’s director, James Bledsoe, should consider the issue of comparable worth for reasons that involve legal and ethical consequences as well as the organizational structure. The pay system that a company uses reflects that company’s culture. The culture determines the policies and guidelines that are in place, the company’s expectations, and the way that employees carry out the company’s mission. Employees are more likely to coordinate their behavior with company goals without the need for vast procedures and mounds...
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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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