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 taking affirmative action and equal employment opportunity in selecting and developing mid level to senior level managers and not place artificial barriers to higher level jobs for minority men and women of all races. That there are such barriers in terms of attitudes and organization itself for preventing or inhibiting equal progress for minority men and women is not doubted. The government is certain that removing such barriers is the correct thing to do. There is a lot of evidence to prove that removal of these barriers will lead to bigger profits for the organizations. Yet the efforts were not being made to hire the widest pool of talent, key employee identification and career development for these groups was not done properly. The result was that the highest paid woman still receives only the 20th highest salary in the organization and the highest paid minority is at the 127th position. It was seen that women were always lagging behind men in salary and minorities were even further behind. There is also "an inverse relationship between affirmative action and discrimination." (Are There Cracks In The Ceiling?)
There have been different studies and one of the suggested reasons is that women have limited opportunities to get broad...
"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
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
Glass Ceiling -- Does it Still Exist? In 1964 the federal government of the United States passed a Civil Rights 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
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: What academic background contributes most to a woman's ascension to CMO or VP of Marketing? This question is basic, and can be answered
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
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. Retrieved 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: Refracting from Gender Ideology. The Canadian Review of Sociology and Anthropology, 41(4), 449+. Retrieved February 19, 2007, from Questia
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