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Shattering the Glass Ceiling, 2004.
This paper discusses why there is a glass ceiling and how women can break through the glass.
1,575 words (approx. 6.3 pages), 8 sources, APA, $ 55.95
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Abstract
In this article, the writer explains that the glass ceiling is a level above which it is difficult for women to move in an organization. The writer discusses why there is a glass ceiling and how women can break through the glass ceiling. The paper includes two references from Susan J. Wells in this regard. Further, the writer discusses the characteristic of the glass ceiling.
From the Paper
"The glass ceiling is a level above which it is difficult for women to move in an organization. It can refer to a management level, salary level or level of responsibility or authority, but the glass ceiling is of concern to women who choose to move in the business world. This research examines the characteristics of the glass ceiling, the factors that have led to its creation, what organizations are doing to combat the glass ceiling and whether ... "
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Shattering the Legal Glass Ceiling, 2002.
The study of women's struggles to enter into the field of law.
3,158 words (approx. 12.6 pages), 10 sources, MLA, $ 91.95
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Abstract
This paper begins by exploring the history of women lawyers, including their fight to gain the right to practice law and be accepted into law schools. The paper discusses the various problems that these women face, such as wage disparities, sexual harassment and mistreatment in the courtroom and proposes solutions to these problems. The paper then focuses on the biggest problem that women face in the legal profession ? the balance of career vs. family. Finally, the paper discusses how women lawyers are being denied opportunities for promotions and partnerships because of the glass ceiling that the traditional law firm structure creates.
From the Paper
"Authors like Dr. Edward H. Clarke avidly argued against women working in America. He claimed that women who exerted energy away from their reproductive organs and into their brain would threaten their health and their ability to create children (Drachman 38). The concept of a female being a lawyer was unfathomable to men as they felt that a woman was naturally intended to bear children and not to participate in the public sphere. In 1875, as Chief Justice Ryan of the Wisconsin Supreme Court rejected a woman?s application to the bar, he stated that judicial admission of women would result in a ?sweeping revolution of social order? (Drachman 29). Finally, a major factor that played a role during this era was the fear that once women were allowed to practice, a slippery slope would give them the right to vote."
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Breaking Through the Glass Ceiling, 2007.
Questions what is stopping women from breaking through the corporate glass ceilings.
4,600 words (approx. 18.4 pages), 12 sources, APA, $ 119.95
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Abstract
Forty years ago women in "high places" virtually didn't exist. Women physicians and lawyers, for example, were so rare that finding one caused comment and sometimes consternation. That is no longer true, of course, and leaders agree that the glass ceiling is not as strong as it once was. This paper shows that women have entered all areas of business and make up 50% of management positions, yet few women are in positions of leadership. Naturally, everybody wonders why women, in spite of their struggles, don't seem to be reaching the top. Many people argue that discrimination is the cause of women's failure to break through the glass ceiling, but this paper argues that discrimination, although still present, is not the main source of the problem.
Paper Outline:
Breaking Through the Glass Ceiling: What's Stopping Women?
What is the Glass Ceiling?
Communication Styles and the Glass Ceiling
Coping with the Glass Ceiling
Conclusion
References
From the Paper
"A good mentor helps to establish contacts, develops networking, uncovers job opportunities, gives appropriate guidance, and acts as cheerleader, coach, and critic, but allows autonomy and independence at the same time. In fact, it may be an advantage for a woman to have a male mentor. A man can give insight into how a man thinks and makes decisions. Not that women should think like men, but they do need to understand how men think in order to communicate with them better. A well-connected mentor is important for any rising executive. A mentor can explain the political structure and offer guidance for effective maneuvering."
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Women and the Glass Ceiling, 2007.
This paper discusses the problem of the glass ceiling and women in the business world.
1,819 words (approx. 7.3 pages), 7 sources, APA, $ 58.95
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Abstract
This paper examines the ability of women to reach certain echelons in corporate America. The author also discusses the factors that contribute to women's promotions to chief executive offices in Fortune 500 firms. The term glass ceiling is defined. The paper then describes how affirmative action programs were implemented into many business strategies in order to eliminate glass ceiling situations in the workplace. The author concludes by stating that although affirmative action has diversified educational institutions, such diversification is yet to be seen in corporate America. It is not clear why all the barriers exists or why women are not in more senior executive positions.
Outline:
Introduction
Glass Ceiling
The Glass Ceiling and Affirmative Action
Female CEO's at Fortune 500 Companies
Limitations of Affirmative Action as it relates to the Glass Ceiling
From the Paper
"Affirmative Action has long been a topic of debate in America and other nations throughout the world. More often then not the focus is primarily confined to race. However, affirmative action has also had an impact in terms of gender and the ability of women to reach certain echelons in corporate America. The purpose of this discussion is to examine the problem of the glass ceiling and women in the business world. The research will also examine the factors that contribute to women promotion to chief executive office in the Fortune 500 firms. Let us begin our discussion by defining the phrase glass ceiling."
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The Glass Ceiling: True Barrier to Women or Old Wives' Tale?, 2002.
This paper discusses the mythical "glass ceiling."
1,150 words (approx. 4.6 pages), 3 sources, $ 44.95
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Abstract
This paper discusses the mythical "glass ceiling." Many people, especially feminists, believe it is an ever-present barrier, holding women back from the upper levels of corporate America. Others believe there is no glass ceiling, and that the lack of women in top corporate positions simply indicates that women have other priorities. Which side is right is the focus of this paper.
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Women and the Glass Ceiling, 2006.
This paper examines the "Glass Ceiling" experienced by women in the workplace.
1,125 words (approx. 4.5 pages), 4 sources, $ 44.95
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Abstract
This paper describes the "Glass Ceiling" that women experience in the workplace. Although strides have been made to eradicate discrimination, the author argues that statistics still show that women occupy less managerial positions than men. The "Glass Ceiling" syndrome is examined in Canada, despite it being a progressive nation.
From the Paper
"It is a well known fact that women have always experienced discrimination in the workplace. While this has lessened in recent years, many women still maintain that there is a "glass ceiling" that prevents them from rising to the same levels as men in organizations. This has been confirmed by research (see for example Maume). Certainly, it is true that women do not hold as many positions in top management as do men. This is equally true in Canada as in any other Western country. Is the reason for this the fact that women are
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The Glass Ceiling, 2005.
This paper discusses issues of the glass ceiling, a theoretical level beyond which women and minorities are unable to advance in the workplace.
1,850 words (approx. 7.4 pages), 7 sources, APA, $ 59.95
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Abstract
This paper explains that major signs of the existence of glass ceilings are that (1) virtually all women have lower mean incomes when compared to their male counterparts and (2) most minority men earn less than non-Hispanic, white men with the same education at the same occupational level. The author points out that specific company actions to avoid being the target of a potential lawsuit are using the neutral systems of merit or seniority based pay and focusing their strategic business plans on achieving workforce diversity. The paper stresses that, to break down the glass ceiling, employers should realize that they need the input of women and minorities in their businesses to better address the changing consumer markets, workplace demographics and competition in today's economy.
Table of Contents
Introduction
Background
Pertinent Employment Laws
Recommendations
Conclusion
From the Paper
"Further, Redwood lists internal structural barriers and business barriers such as: Outreach and recruitment practices that do not reach or recruit women and minorities; corporate climates that alienate and isolate; pipeline barriers that restrict career growth because of poor training, inadequate mentoring, biased rating and testing systems; few or no internal communication networks; limited rotational job assignments that lead to the executive suite and institutional rigidity that deny the fragile family and work balance. Often, qualified people are denied from reaching their full potential because they do not have access to mentoring, developmental assignments, training, and other career enhancing activities."
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Breaking the Glass Ceiling in Today's Corporations, 2002.
This paper addresses the glass ceiling in corporate America in the 21st century. It discusses communication issues, the roots of gender bias, male/female thought patterns, and offers two success stories from the tech economy.
2,400 words (approx. 9.6 pages), 5 sources, $ 89.95
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Abstract
This paper addresses the glass ceiling in corporate America in the 21st century. It discusses communication issues, the roots of gender bias, male/female thought patterns, and offers two success stories from the tech economy: CEOs Carly Fiorina (Hewlett-Packard) and Donna Dubinsky (Handspring).
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The Glass Ceiling, 2005.
A study of the effect of the 'glass ceiling' on women in corporate America.
1,874 words (approx. 7.5 pages), 21 sources, MLA, $ 59.95
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Abstract
The glass ceiling is a concept that refers to societal and corporate disparity. This study provides an overview of this phenomenon and explores the causative factors that prevent female mangers from advancing. The paper explains that it was found that the literature stressed gender discrimination as a central factor and also pointed to the prevalence of related and complex issues that still maintain managerial disparity in the corporate environment. Includes several graphs and tables.
Outline
Abstract
1. Introduction
2. The Problem and Literature Overview
Figure 1. Corporate Female Managers.
3. Stereotypes
4. The Wage Gap
5. Conclusion and Recommendations
Bibliography
From the Paper
"In essence the term glass ceiling can be can be viewed as the" idea that discrimination against women in the workplace remains a formidable barrier to their upward mobility in the corporate world." ( Lopez, N.) The recognition of this fact in the corporate business world as evidence of discriminatory practice resulted in legislation and the Glass Ceiling Act, as part of Title II of the Civil Rights Act of 1991, introduced by Senator Robert Dole and signed by President Bush. A bipartisan twenty-one member Glass Ceiling Commission was charged with preparing recommendations on the glass ceiling issue for the President and corporate leaders. (ibid)"
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"Glass Ceiling", 2002.
A look at the glass ceiling concept in a corporate environment.
1,400 words (approx. 5.6 pages), 12 sources, $ 53.95
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Abstract
This six-page graduate paper studies the phenomenon of the glass ceiling in the corporate environment - gender discrimination in the workplace.
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The Glass Ceiling, 2007.
This paper discusses whether efforts to remove the glass ceiling have been effective in creating equal opportunities for women in business.
1,521 words (approx. 6.1 pages), 5 sources, MLA, $ 50.95
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Abstract
The paper explains that the term "glass ceiling" first became popular in the 1980s to describe the invisible but very real barrier keeping women from rising to positions of power in organizations across the US. The paper attributes this to the attitude of many corporations and managers that women cannot manage or lead effectively, the social pressures and roles that place women at a disadvantage and the idea that women are sometimes not aggressive or assertive enough in the workplace. The paper provides examples of several women who have risen to the top of their organizations, but concludes that society must begin to alter its ideals about female and male identities and stop gender from being a deterrent to job satisfaction and success in the workplace.
From the Paper
"More women are working than ever before, and more women are starting their own businesses. While it would seem that because there are more women in the workplace, there would be more female executives in large (and small) corporations, that is simply not the case. Two authors note, "Apart from upper management roles, the proportion of women in management at any level is disproportionate to their presence in the workplace" (Miller, and Lemons). Women still have enormous difficulty rising above the glass ceiling. Several authors write, "The glass ceiling is not simply a barrier for an individual, based on the person's inability to handle a higher level job. Rather, the glass ceiling applies to women as a group who are kept from advancing higher because they are women" (Morrison, White, Velsor, and The Center For Creative Leadership 13)."
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The Glass Ceiling, 2007.
A look at using work force diversity to resolve the problem of the "glass ceiling" in the workplace.
976 words (approx. 3.9 pages), 2 sources, APA, $ 34.95
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Abstract
This paper discusses, through the author's personal experience, the issues concerning the problem of gender roles within business communities, which favor men over women in advancement to higher office due to sexist issues. The paper attempts to show that, by analyzing the societal perspectives and leadership issues surrounding patriarchal business institutions, one can clearly see that diversity would solve many managerial problems by opening a dual gender platform in business culture.
Outline:
Problem Issue
Problem Resolution
Conclusion
From the Paper
"Another preventative way that this organization could have staved off poor morale and productivity by denying hits woman a middle management position is based on views of leadership. This perspective has often involved how men judge women in relation to societal norms set within American business culture. Although many American businesses "take this economic standpoint" (King, 1999, p.136) of patriarchal devaluation for women to be allocated to lower wage brackets, it is clear that women are only seen as "leaders" in a domestic point o view. Obviously, one can assume that men have allocated women to these lower wage positions, since they were the primary business owners, and have disenfranchised them with a limited perspective for women as leaders. "
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Women and the Glass Ceiling, 2007.
This paper discusses the disparities in terms of opportunities, advancement and positions between men and women in the workplace.
1,423 words (approx. 5.7 pages), 10 sources, MLA, $ 47.95
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Abstract
The paper defines the term 'glass ceiling' as a metaphor used to express the various problems and hindrances to advancement that many women in the business and corporate world face. The paper reveals that the glass ceiling phenomenon does not in essence have an economic rationale; the prevention of female advancement is related to ideological and social facets, which stem from the structure of class and gender in society as a whole. The paper explores the phenomenon of the glass ceiling in terms of its sociological causes and ramifications.
Outline:
Introduction
The Social Reality of the Glass Ceiling
Gender, Class and Ideology
Conclusion
From the Paper
"The disparities in terms of opportunities, advancement and position between men and women in the workplace are a well known and much debated issue in sociological discourse. This is due to the fact that hindrances to female advancement or the "glass ceiling" is related to central sociological concepts and to the analysis of the way that societies are constructed by ideological as well as class and gender issues. As one researcher states; "It is well documented that women are less likely than men to exercise authority in their jobs ... Yet the causes of this gender difference in authority have received little attention...." (Hopcroft R. 1996)"
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Breaking the Glass Ceiling, 2002.
This essay looks at sexual discrimination and the concerns of female employees in the workplace.
1,235 words (approx. 4.9 pages), 7 sources, $ 42.95
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Abstract
This paper discusses the issue of female discrimination in the workplace. The author examines the glass ceiling, a concept used to describe an imaginary barrier that prevents women from climbing the corporate ladder because a glass ceiling prevents then from climbing higher.
From the paper:
"In summary an organizations culture and values are reflected by their ability to both meet the needs of working mothers and to promote women in the organization. The debate exists as to how much the glass ceiling impacts working women, organizations need to address the needs and promote their female employees, otherwise they are missing out on a talented pool of workers. As women continue to play a bigger role in corporate America, they deserve the same opportunity to advance as men do."
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The Glass Ceiling, 2002.
Discusses unequal pay and advancement in the workplace for the American woman.
2,400 words (approx. 9.6 pages), 6 sources, $ 89.95
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Abstract
This paper will address the glass ceiling in terms of its effects on the working American women. It will then explore Wisconsin, the state in which the glass ceiling has been reported to the greatest extent. This paper will conclude with the potential futures for the presence of gender inequality in the workplace.
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