...Organizational Ethics Introduction For too many women, discrimination still plays a role in the jobs they get, the wages they are paid, and the promotions they receive. The base of this paper is on the ‘glass ceiling’ metaphor, which is the invisible barriers women experience in their rising career, which prevents them from reaching the top of an organization or making it difficult to get there. Even though we have come a long way from how it was fifty years ago it’s undeniable that women still today are not accepted as an equal. Most women seem under-represented in upper management levels in many companies and getting paid less for the same work done by men. This paper will examine some of the obstacles that women have to face during their climb on the corporate ladder and once they arrive. I will also discuss how the gender discrimination has improved thru the years and explain what women are doing to try to break thru the glass ceiling. The Glass Ceiling Women have come a long way during the past century. They have flown alone across the Atlantic Ocean, they have been given the right to vote, they have gone in a rocket into space and they have even been elected to Congress. Even though all they hold all these achievements, women are still facing barriers and gender discrimination in the workplace. It has been shown that even if a woman has received the proper education and credentials, they are often not considered for the same job as a male with either equal or less credentials...
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...industries May Ebotoke 0460972 Dr. Malika Das FEB 28,02,2013 Problem Many groups have benefited from diversity initiatives, but women have benefited the most out of all the other groups. Even though women still have a long way to go in terms of corporate, economic, and government leadership. Till this day gender is playing a large role in social construction. Some of these issues and factors are within the control of women and some are not we can clearly see this implemented in this case. Briarwood seems to have great opportunities for employees to excel and move up in the organization but it is not apparent that these opportunities are equal for both men and women. Also on an individual basis there is a lot of competition, even though competition is healthy at times, in this case it seems to be more hurtful that it is helpful and caused tension between employees. Also in many organizations the same way there are standards and guidelines that are clearly stated but with this promotion not information was provided to the people that were interested like Diane Williams of what the organization was looking for Diane Williamson felt like she should have been the one to be promoted to the vice president position, she is not receiving equal pay for her positions and that top management is not recognizing its employees achievements and not rewarding them for a job well done. Analysis Diane has worked there for many years and she had moved up in the company and had helped it grow in many...
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...place. Woman have a different way of thing and it can put in valuable information, or they many have a more efficient or effective way of doing something. Where are these jobs coming from are getting rid of male workers or are they moving on or retiring? Something that worries me are the men there going to listen to a woman that just got the job and they possibly wanted the job for themselves. Most men do not like to see women bossing them around it makes them feel emasculated. This could cause problems for the new women on top. It will take some time but it will change the men will get used to it and when new people come in they will not know any different. 2. One problem could be the people that are giving the interview they many not want change or they could be sexist. They could want to hire one of their friends for the job as well. It is also had to know if the person will fit the company well. Also there is not many women in top positions so they may not have as much experts as the males might have. Another thing is are they going to get the job done or is it going to be too stressful on the woman. Something else to consider are they qualified for the job. But the biggest thing to consider is that they are right for the company it will make a smoother transition and will have less to worry about if the people understands the job and the companies plans. People will be more willing to work with someone they see eye to eye with for the most part. 3. Getting the programs...
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...Strategic Human Resource Management December 1, 2013 HRM and Culture Women have been trying to shatter the glass ceiling for many years. The European Union has been touting equality between women and men for decades (Reding, 2012). In spite of their progress men still dominant company boards. 86.3% of board members are men while there are only 13.7% women. 96.8% of men are boardroom chairs while 3.2% are women (Reding, 2012). Corporate culture in Korea has come a long way but it still has a long way to go. Korean women continue to get paid 38% less than Korean men (Harden, B., 2010). South Korean women are seeking other careers besides teaching in today’s society. Even though times are changing South Korean men still do not want to acknowledge the changes (Phatak, Bhagat, & Kashlak, 2012). SK Telecom is Korea’s largest mobile phone carrier (Mu-hyun, 2012). It was established in 1984 and remains a major contender in the mobile industry. They are dedicated to building a better future for customers and information communications and staying on the cutting edge of technology (SK telecom, n.d.). SK Telecom has pioneered several historic breakthroughs such as the world’s first CDMA commercialization, world’s first CDMA 2000 1x, 1xEV-Do and HSDPA services (SK telecom, n.d.). With these types of innovating minds it is hard to believe that one of its’ senior managers is unwilling to hire women because he feels they lack tenacity (Phatak et al., 2012). SK Telecom...
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...their role or decrease their role to meet their bottom line requirements. The companies HRM practices will ultimately determine the effectiveness of subsequent competitive success, strategy development and potential implementation. The HRM practices ensure the development of the employees business needs whether it is skills and abilities to the total contribution these needed functions provide to the success of the companies business goals (Regheimer, 2012). 2. Discuss how hiring more women and promoting them could improve the competitive advantage of this company. The strategic competitive advantage of hiring more women and promoting them provides a better diverse workforce that provides different ideas from the other sex point of view. Most women provide views that men don’t present. These new ideas present a distinct competitive advantage over another Korean company who does not possess a female present. Promoting women helps break the barrier that exists in the Korean culture. These women provide needed knowledge and show they know the business, can influence the culture and make a positive change happen within the organization and help effectively help measure the terms of business competitiveness (Stewart & Brown, 2011)....
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...Sherry Jia Women’s Studies 120 Professor Eileen Boris March 5, 2009 Ending Gender Pay Disparities Pay disparities for women are a longstanding and troubling issue. While there was some advance in relative women’s pay as indicated by statistics on the ratio of female to male pay, in around 1994 the ratio leveled off suggesting an end to progress (See Figure 6.1, McCall 22). The differences in pay are widespread and pervasive applying not only to female-oriented jobs but to any jobs in which men and women both engage. Only at the bottom of the wage scale do women’s and men’s pay tend to converge because of the effect of the minimum wage. Statistics from 2005 show women earning only 0.77 of what men earn (Weinberg 26). Research has brought out many factors that seem to be influential, such as number of hours worked, experience, and differences in employers (Weinberg 26). However, such explanations do not offer much hope for improving the situation so as to make equal pay a reality. The recently passed Ledbetter Bill has closed some loopholes, but it is unlikely to have a significant effect on ending pay disparities (Erbe). Some might argue that the government can do no more since these disparities result from factors other than gender discrimination. However, as long as women make considerably less than men in similar jobs, women are second-class citizens and not full participants in society. I strongly urge Congress to craft and pass legislation that recognizes...
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...of Nupath as she has shown her talent in only two of her work in the company. Now, James Ornath wanted to reward her by promoting her to the recently vacated position of Market Research Coordinator. The job would give broader experience in some high profile work, which will enhance her work at Nupath. It must be noted that Ornath’s career boosted by working in the same post at Nupath several years ago. When James Ornath told Denise about the promotion, she was shocked ashen thought being a brand manager would bring her success more in top management level as the job involved directly to the company’s profitability. She was now in an odd situation and did not know what todo?The aim of this report is to carry out a strategic analysis of Denise Washington and to sort out her problem with Nupath Food Inc. from the evaluation of the case study and as well as related external research. The report consists of the SWOT Analysis model. BACKGROUND Denise Washington had joined Nupath Foods Inc. less than two years ago as an assistant brand manager after leaving a similar job at a consumer products firm. She was one of the few women in marketing management at Nupathand had a promising career with the company. James Ornath, the vice- president of Nupath was very impressed with her job and decides to promote her. He offered her the recently vacated...
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...way of life. Not everyone lived in this fashion but it remains the hallmark description of the time period. Men were programmed to get a job and provide for his family while the wife stayed home caring for the children and making sure her husband was satisfied. From experience to television shows people embraced this environment until women began challenging these traditional values. Today, women have traveled a long way to get where they are in the workplace. However, many of the historical customs continue and hinder women’s success. Due to these customs and competitive business environments a glass ceiling has been constructed above women in the workplace. In this thesis we will explore the cause of such discrimination from the glass ceiling from a feminist perspective starting in the 40’s up till today. The beginning of women entering the workplace is arguably when women began challenging their roles as a housewife when there was a shortage of workers during WWII. Since, so many men were overseas women claimed their position and realized they were capable of so much more than cooking or becoming a secretary. In fact, “World War II can be usefully viewed as providing an “exogenous” shock to female labor supply. As men were mobilized to serve in the war, women increased their labor force participation markedly. In 1940, only 28% of women over age 15...
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...Wal-Mart has been criticized for their opposition to allowing their employees to be unionized. I have concerned some problems occurred in the moment in Walmart and these concerns must be addressed if Wal-Mart is to enjoy continued success in creating positive name recognition. 1. For the past decade walmart has been ranked as the world’s largest employee and which creates more job opportunities for workers than no other. Walmart has high ranked on Fortune Magazine’s list of “Most Admired Companies”. 2. Company gives bonuses, profit shares for most of the employees and part time workers are also eligible for health benefits. Most of the employees were entitled to the benefits offered by the company despite of their designation. 3. As most multinational corporations, Walmart is highly diversified company; hence it was recognized among most professional organizations. Walmart was also famous in gender diversification in the company and was recognized several women alliances and magazines. 4. Despite these high accolades not everyone is enamored of walmart, the world’s largest employer is also the top target of the special interested groups and political organizations. Several political organizations and anti-walmart organizations were trying to drop down the company image and goodwill to pressure...
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... The Economist, 12 April 2006 Until the late 1980s, women remained invisible as managers, and mostly few regretted their absence. But the last two decades of the 20th century saw rise of women in management. And ‘this is the first time in history that women have been working alongside men in the same job and the same companies, with the same levels of education, the same qualifications, and comparable ambitions’ (Adler and Izraeli, 1994). But, there are barriers which thwarts talented women from advancing to senior leadership positions. Women are generally considered politically naïve and someone who wields soft influential tactics such as joint action to gain power. This ‘old boys club’ thinking is supported by the cliché that ‘men are bad but bold, and women are wonderful but weak’. (Huczynski & Buchanan, 2013)This review sheds light on a woman’s journey from an executive to a managerial position in ABC. (ABC is India’s second largest IT Company, which provides business consulting, Software and outsourcing services). The review studies the barriers that impact her journey such as the phenomena: glass ceiling, the widespread stereotype that women lack ambition, aggressiveness, assertiveness and risk taking attitude. This review lays emphasis on the fact that an organization must use its best talent, irrespective of the gender and the organizations should strive to become equal opportunity employers. Real life scenario: A female executive...
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...Women in Business Women are only slightly more successful in reaching the highest levels of business today than they were in the colonial times. With the start of the twentieth century, more and more women carry the desire to have a career outside the home. They would like to get out in the real world and be independent. This is however hard to do considering the average man with a high school degree earns more than the average woman with a college degree (Empowering). However, some women are slowly walking away from the general stereotype of a "housewife" and branching out into the workforce. But, even with the 1964 Civil Rights Act, which states that discrimination in any way is illegal among other things, this is not an easy task to accomplish. Women are supposed to be in the home cooking, cleaning and caring for the family. This is not a bad stereotype considering all the rewards of watching the children grow and taking care of the family. But, who’s to say those women cannot have a job and still care for the family? Many people in society today still think that a woman having a career is not the right way to do things. The woman should not worry because the man will take care of her, i.e.: she is helpless female and incapable of fighting in the real world. With this attitude in mind how can women not are discriminated against in the workplace? The "glass ceiling" is a term used to describe this attitude society has today (Glass Ceiling). The glass ceiling is...
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...Ethics Term Paper Women in Power Women are not making it to the top of any profession anywhere in the world. The percentage of women in corporate governance remains low in comparison to men. The evidence presents itself through numbers. There are 190 heads of state, only nine are women. The percentage of women who are at positions such as chief executive officers, senior executives, and board members is significantly low in large, publicly-held companies. Women are not only underrepresented in the United States but all around the globe. Multiple surveys were conducted by the Pew Research Center concluding the general finding that “according to the majority of Americans, women are every bit as capable of being good political leaders as men and the same can be said about their ability to dominate the corporate boardroom.” Yet, 43 percent of women are held to higher standards in regards to top executive business positions and 38% of women in regards to high political offices. What causes the absence of women leaders in corporate governance? Do the causes follow ethical guidelines? Looking at the Pew Research Center survey, a major reason that more women are not in top executive business positions is because they are healed to higher standards than men and many businesses are not ready to hire women for top executive positions. A minor reason is that family responsibilities get in the way of women committing time to run a major corporation, women do not have access...
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...Discrimination at Work In a model world it would be assumed that everyone would be treated fairly when applying for a job and advancing within the field. The issue of discrimination due to diversity is still a major issue in today's time. Discrimination still plays a dominant role in the hiring, firing, and promoting of individuals. Diversity does not just include dissimilar races, but age, gender, and religion as well. Most people do not sit and analyze the larger picture. Discrimination affects people all over the world. People of all ethnicities and from all different walks of life are influenced in some way by workplace discrimination. "Discrimination" means unequal treatment. One of the most common elements discriminated against is a persons ethnicity, or their race. This is called Racial Discrimination. Could you imagine being limited by something that has nothing to do with your skill or ability? If you look at the leadership positions of many of the world’s top companies, you will find few women occupying them. This contrast can also be related to the role of African American people in companies. It is very apparent when you think about the number of Black CEOs versus White leaders, something is preventing them from reaching the top. Although many people believe racial discrimination is mostly a thing of the past, it is still prominent as an invisible barrier in one of the most prominent areas of life, the workplace. Racial discrimination happens all the time...
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...Problem The history of women and minorities in the American workforce has been shaped by diverse cultural, legal, demographic, and ethno-racial influences. African American men had to prove themselves worthy to fight alongside white Americans in past wars for the same rights. Women had to fight for their rights to work along men whether it was for paid or unpaid labor. Minorities have had to prove themselves to others to advance to a higher position. Sometimes after proving their skills and leadership abilities, the job or else the opportunity still does not get delivered. 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...
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...will look into the reasons of socio-economic inequality of individuals throughout society. The expansive framework of this theme is our class discussion on Stratification. Countless people think of socio-economic inequality specifically as social class. Although this is a part of it, there are many other factors such as gender and racism that contribute to this matter. Furthermore, the overall thesis for this paper is that the causes of socio-economic inequality are caused by more than solely economic factors. The arguments that will support this thesis will be: 1) Gender inequality in the workplace; 2) Discrimination towards age and race 3) Unequal access to education and power; and 4) How the social behaviors of members of society, through forms of discrimination, affect the attitudes of others. This topic has a social relevance, being that countless people around the world are affected by socio-economic inequality. I INTRODUCTION A study done on national income distribution shows that families in the top twenty percent are making 47.2 percent of the nation’s income, while the bottom twenty percent are making only 4.3 percent of it. Correspondingly, ten percent of households in the United States own 68 percent of the nation’s wealth. This proves that there is a problem of uneven distribution of income, and the reasons behind it are due to the social problems society has been facing for centuries. Discrimination against varieties of people has gained so much influence on society...
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