The Glass Ceiling in Business Management Term Paper by Master Researcher

The Glass Ceiling in Business Management
An analysis of the glass ceiling problem and possible solutions.
# 43017 | 1,900 words | 5 sources | APA | 2002 | US
Published on Oct 19, 2003 in Business (Management) , Business (Human Resources) , Women Studies (General)

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This paper examines the issue of women being prevented from breaking into upper management and its prevalence in our society. Furthermore, the paper discusses the various ways in which this might be prevented, and offers recommendations on how women can improve their chances of moving up the career ladder when they enter the business world.

The Glass Ceiling
Methods for Dealing with Problem

From the Paper:

"An examination of the literature concerning women in high level corporate positions reveals that the glass ceiling can be defined as "...barriers which prevent both women and minorities from advancing to higher levels in the organization. It also refers to the crowding of women and minorities into staff positions" (Kossek and Lobel, 1996, p. 93). Thomas (1991) notes that another phrase for such a phenomenon is premature plateauing (p. 21).
"The Glass Ceiling Commission (2000), which was created as part of the United States Civil Rights Act of 1991, states that these barriers "...result from institutional and psychological practices, and limit the advancement and mobility opportunities of men and women of diverse racial and ethnic backgrounds" (p. 1). In general, three major causes have been linked to the creation of the glass ceiling. First, organizations have failed to hold managers and executives accountable for equal opportunity and affirmative action initiatives. Therefore, even though laws exist to protect women and minorities, we find that they are not followed. Second, women and minorities are not made aware of job openings at higher levels. This can be because closed internal labor markets function within organizations. Third, women and minorities lack the training and development opportunities that would allow them to improve their qualifications as well as their chances for promotion (Kossek and Lobel, 1996, p. 94)."

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