Women and Mentoring Programs

Paper Summary:

This proposal examines the nature of female and minority retention and advancement in the American corporate culture. Previous research indicates that female minorities face double barriers to advancement within business organizations. In recent years, corporations have sought to address this problem by instituting formal mentoring programs ostensibly designed to encourage the promotion of women and minorities to executive positions. This study proposes to examine the effects of mentoring programs to determine if there are differences in benefits related to gender and race. The paper includes a number of charts which show the statistics discussed in the paper.

Contents:
Introduction
Statement of the Problem
Research Questions
Research Hypotheses
Background on the Issue
Importance of the Study
Scope and Delimitations
Definitions of Terms
Review of Literature
Social Conflict and Diversity
Conflict Theory
Affirmative Action and Conflict Theory
The "Glass Ceiling" Phenomenon
Discussion
Mentoring in Organizations
Phases of the Mentoring Relationship
Functioning of Mentors
Quality Mentor Programs
Impact of Gender on Mentoring Outcomes
Summary of the Literature Review
Methods
Research Design
Research Questions and Hypotheses
Variables and Operational Definitions
Data Collection
Population and Subjects
Data Analysis
Bibliography
Appendix One - Draft Survey Instrument

From the Paper:

"The numbers of women in upper-level management positions in American organizations are disproportionately low in relation to both the numbers of women in the general population and the numbers of women among the employees of organizations (Martinez, 1997; Silverman, 1997; Konrad & Linnehan, 1995). Some analysts have suggested that a "glass ceiling" exists that blocks the promotion of women to upper-level management positions (Poole, Langan-Fox, & Omodei, 1993, pp. 39). A similar phenomenon is held to exist for individuals of minority population classification status (Didion, 1995). Thus, women who are members of racial and ethnic minorities conceivable face double barriers to advancement in organizations."

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