The glass ceiling refers to those artificial barriers based on attitudinal or organizational biases that prevent women from reaching the top-level positions that are most often held solely by men. However, there is new evidence that suggest that the glass ceiling is more complicated than the metaphorical “glass ceiling” implies. For example, the glass ceiling implies the existence of an impenetrable barrier to the top leadership positions. Today, one can clearly see that this barrier is no longer impenetrable. Women like, Condoleezza Rice, Hilary Clinton, and Nancy Pelosi are great examples of women who have busted through the glass ceiling. That being said, there are still challenges faced by women in the workplace, especially those in lower and midlevel positions. Women do not progress in the ranks unobstructed before getting to the top. Instead, they face many challenges and difficulties. Because of this Eagly and Carli (2007) have labeled this journey of challenges that happen from lower levels all the way to the top as the leadership labyrinth(as cited by Northouse,2010). Some of the challenges encountered within the labyrinth include, stereotyping, prejudice, and leadership style.
Diversity Improves the Bottom Line
Canas and Sondak (2011) describe diversity management as a systemic approach that moves beyond legal requirements and organizational claims. They go on to explain that diversity management is systemic, because it should be ingrained in an organization and tied to strategic business goals. Diversity management, like any other initiative must start at the top.
There is a business case for diversity, by hiring diverse groups of women; organizations will be more representative of their communities and customers. ...
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...e a rough game, each understands the use of transactional leadership as well. This means, sometimes there are deals to be made in order to get the job done. Vecchio (2008) describes transactional leadership as “accomplishing that task at hand” (p.303). In the midst of bipartisan issues sometimes transactional behaviors are required.
These women have demonstrated their ability to rise to the top despite the leadership labyrinth. They have demonstrated androgynous combination characteristics. Their intelligence, social skills and ability to influence others is remarkable. Therefore, to compare any of these female leaders to a male leader would be unjust. These female leaders, while they may have had to adopt masculine characteristics in order to reach the top, have not had to emulate anyone. They have made a pathway for other women to follow.
“The history of the Glass Ceiling Commission dates back to 1986 when Wall Street Journal reported a pattern of highly accomplished women being passed over for upper-level promotions due to an invisible barrier”. The term “glass-ceiling” first entered America’s public conversation almost two decades ago, when the Corporate Woman column from The Wall Street Journal identified this new phenomenon. “There seem to be an invisible –but impenetrable- barrier between women and the executive suite, preventing them from reaching the highest levels of the business world regardless of th...
The glass ceiling is defined as the “unseen, yet unbreachable barrier that keeps… women from rising to the upper rungs of the corporate ladder, regardless of their qualifications or achievements.” According to the Department of Labor, the glass ceiling is made up of “artificial barriers [that are] based on attitudinal or organizational bias that prevent qualified individuals from advancing upward in their organization into management-level positions.” Qualified women are continuously denied a promotion to the highest levels of corporate America and other professions. Once women reach a certain level at their career, they plateau and the glass ceiling prevents them from advancing any higher.
The "glass ceiling" has held women back from certain positions and opportunities in the workplace. Women are stereotyped as part-time, lower-grade workers with limited opportunities for training and advancement because of this "glass ceiling". How have women managed their careers when confronted by this glass ceiling? It has been difficult; American women have struggled for their role in society since 1848. Women’s roles have changed significantly throughout the past centuries because of their willingness and persistence. Women have contributed to the change pace of their role in the workplace by showing motivation and perseverance.
My research opened my eyes to the struggle of women in the job market. The differences range from how we speak, what we wear, to where our priorities exist in business. One of the first books I came across was Managing Like a Man by Judy Wajcman. The title alone highlights the severe psychological separation of men and women in the workplace. Everyone faces difficulty at some point or another in a working environment. Unfortunately for women, workplace issues can range from not getting along, not keeping the job, or simply not getting the job. ‘Bust through the glass ceiling’ is a term coined in regards to women and the seemingly impossible climb up the ladder of success. Multiple books and studies about women seeking leadership roles give the theory a legitimate hype. The female gender has to fight for their role in the workplace, even when they have more education, more experience, and a newly found focus on equality for women. Extended research is still being done because the issue has not been completely eradicated; even now in the 2000’s.
Of all the calendar days, not much has occurred on February 4th; however, in 1921 this day gave birth to a movement which ignited a fire that still hasn’t stopped its burning. More specifically, it gave birth to Bettye Naomi Goldstein, who would go on in life to attend Smith College, marry Carl Friedan, and author The Feminine Mystique (Biography.com). By writing this novel, she was able to bring the idea of power back through the minds of women in the second wave of feminism. Many argue against feminism, describing the cultural phenomenon as hypocritical and misandrous Merriam-Webster defines ‘feminism’ as, “The belief that men and women should have equal rights and opportunities.”
A glass ceiling is the term used to describe barriers that prevent women and minorities from advancing beyond a certain level of hierarchy at workplace (Wikipedia). Gender and race are not a fair or accurate measure of a person’s capabilities or their potential, but yet they continue to be a part of the world’s system for career promotions. The glass ceiling inequality does not only take place at higher levels of an organization,
It helps to promote the organization which leads the company in the direction of becoming an international force to be reckoned with. When diversity is embraced in an organization, it grows the global portfolio and provides employers and employees with multiple options. It helps a person learn to be flexible and to overcome obstacles that get in their way. We all know that the world is diverse with many different cultures, genders, religions, and ethnicities. However, implementation of diversity is imperative within an organization because it allows access to a larger pool of complex ideas. As demographics shift globally, diversity is a necessity that organizations need to embrace in order to show their commitment to being open to change. Diversity in the workplace is important for the organization and the employee because it allows the organization to flourish through outreach and recruiting efforts.
Diversity management initiatives are long term and strategic in focus. They strive not only to recruit, but to actively develop, promote and capitalize on the different skills and perspectives of minority employees (Marquis, 2007.) Every day, peopl...
One of the best definitions for diversity I have come across says, “Diversity is the mosaic of people who bring a variety of backgrounds, styles, perspectives, values, and beliefs as assets to the groups and organizations with which they interact ” (Rasmussen, 1996, p. 274). This definition has three noteworthy points. First, it describes diversity as a mosaic, which is different form the traditional label of a melting pot. A mosaic enables people to retain their individuality while contributing collectively to the bigger picture. Second, this definition of diversity applies to and includes everyone; it does not rule out anyone. According to this definition, we are all diverse. Finally, this definition describes diversity as an asset, as something desirable and beneficial! When viewed from this perspective valuing diversity is openness, fun, and can even be a cause for celebrating in discovering how we can join together to create more as a united team than any one of us can on our own. It is vital to business survival that the workplaces strive to attain this ideal collaboration.
The “glass ceiling” is a barrier to advancement that affects women when they work in
Despite the ability of women to now enter into a variety of occupations and positions, men still dominant the power structure and make it much more difficult to rise. Within organizations men are given preferential treatment as a result of viewing women as the inferior gender. Men get promotions easier than women and women are expected to display exceptional behavior in order to receive any type of promotion at all for the same amount of effort. Often times, the presidency is considered the last glass ceiling, and one that is believed to likely be shattered by the election of the first women president. However, even if this glass ceiling is shattered, the existence of glass ceilings in a variety of organizations can still be seen. For example, the severe lack of women within congress (a meager 20) shows how difficult it is for women to be elected and hold their spot despite being just as qualified as their male counterparts. Similarly, Professor Redding provided examples of women within occupations such as lawyers and doctors. While the opportunities for them to get into these occupations has widened, there is still a gap within the occupations
Also, the majority of women have been able to secure employment from traditionally female occupations such as teaching compared to male-dominated careers like engineering. Moreover, democratic country like the United States of America has recognized gender inequality as a fundamental issue and espouse equal right between men and women in contributing to social, economic and cultural life. Despite this improvement, gender inequality persists as women are not represented and treated equally in the workplace (Michialidis, Morphitou, & Theophylatou, 2012). The increasing number of women in the workplace has not provided equal opportunity for career advancement for females due to the way women are treated in an organization and the society. Also, attaining an executive position seem impossible for women due to the glass ceiling effects which defines the invisible and artificial barrier created by attitudinal and organizational prejudices, which inhibit women from attaining top executive positions (Wirth
Another target populations, has been the “glass ceiling,” or invisible barrier, that keeps women and minorities from attaining top jobs. While the ideal of equal opportunity is espoused, it is far from a reality. Women and minorities continue to “peak out” at a low level of management. Kelborn (1995) (pg.
When we think about how it used to be 100 years ago, the only people in leadership roles where men, and there was no presence of women. Why is it that we tend to see more men in leadership positions? Usually when we think of what a leader looks like, we tend to describe them as powerful, assertive and confidence. Because of stereotypes our society immediately labels this person as a man, due to the roles that we are expected to follow. Today, there has been a huge shift for women in leadership positions; however, there are many challenges that they still have to overcome. A process whereby an individual influences a group of individuals to achieve a common goal (Northouse, 2007) defines a leader. Moreover, leaders come in different forms whether in a professional, educational, or group setting. As a male college student and an advocate for equal rights between men and women, my understanding of the struggles that women face has a huge impact on my philosophy of leadership. The three most important concepts in this course that has resonated with me the most are double bind, and think manager-think male and glass ceiling.
Diversity is all around us and how organizations deal with the notion of diversity can be complex and quite diverse. We know that being diverse in the workplace is important to the organization's success, should be recognized, accepted, and embraced. It’s how the organizations live up to what they believe in and must go above and beyond legal compliance and requirements to promoting diversity and inclusion. Otherwise, employees may view the organization's vision and policies as lip service and only be tolerant of diversity because the organization said so.