Case analysis glass ceiling

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Case analysis glass ceiling

  1. 1. CH-13 WOMEN & LEADERSHIP CASE ANALYSIS 13.1 - Richa Arora
  2. 2. Do you think men and women have different Leadership styles?
  3. 3. Who is better?
  4. 4. <ul><li>In Transformational Leadership style…. </li></ul><ul><li>WOMEN  </li></ul><ul><li>(Eagly, Johannesen-Schmidt, & van Engen, 2003) </li></ul>
  5. 5. <ul><li>In Democratic or Participative style…… </li></ul><ul><li>WOMEN  </li></ul>(Eagly and Johnson, 1990)
  6. 6. <ul><li>In Autocratic or Directive style…. </li></ul><ul><li>MEN  </li></ul><ul><li>(Eagly, Makhijani, & Klonsky, 1992) </li></ul>
  7. 8. Within 2 years….
  8. 9. Her peers and partners take her opinion (in private) on market performance and financial projections
  9. 10. How important is Lisa for the firm?
  10. 11. Let’s see what happens during a staff meeting..
  11. 13. Past year…. <ul><li>One of her peer was promoted to partner, although Lisa showed better performance then him. </li></ul><ul><li>She asked her boss, about the path to partnership, for herself. </li></ul>
  12. 14. The boss said… <ul><li>Professors do not make partners </li></ul><ul><li>What if she makes a huge mistake? </li></ul><ul><li>There’s never been a female partner in 103 years of firm. </li></ul><ul><li>What made her boss think like that? </li></ul>
  13. 15. What would you suggest her? Let’s see what she did..
  14. 16. <ul><li>Lisa is disheartened and plans </li></ul><ul><li>to quit the job. </li></ul><ul><li>She decides to form her own </li></ul><ul><li>investment firm. </li></ul>
  15. 17. What advancement barrier did Lisa encounter?
  16. 18. Glass Ceiling <ul><li>An intangible barrier within a hierarchy that prevents women or minorities from obtaining upper-level positions </li></ul><ul><li>(first used in 1986) </li></ul>
  17. 19. <ul><li>Wal-Mart & Discrimination... </li></ul><ul><li>Largest employment discrimination lawsuit in history of U.S. </li></ul><ul><li>Walmart paid and promoted men more often. </li></ul><ul><li>Could face up to 1.6 million plaintiffs with a </li></ul><ul><li>possible payout of tens of </li></ul><ul><li>billions. </li></ul><ul><li>Decision in June 2011. </li></ul>
  18. 20. What should the firm’s top executives, have done differently to retain Lisa?
  19. 22. What type of organizational policies and opportunities might have benefited Lisa?
  20. 23. <ul><li>Assess firm’s environment </li></ul><ul><li>Networking and mentoring programs </li></ul><ul><li>Recognize innovative initiatives </li></ul><ul><li>Training and Development </li></ul><ul><li>“ Gender wise” team </li></ul><ul><li>Help women discover their strengths. </li></ul><ul><li>The ABC Model </li></ul>(Mainiero & Sullivan, 2006).
  21. 24. Women feel more engaged in their career, they are usually more satisfied, which makes them more inclined to stay
  22. 25. What could the organization do to raise the gender consciousness of CEO and male colleagues?
  23. 26. <ul><li>Raise the awareness of the executive team and the board of directors about gender dynamics. </li></ul><ul><li>Make selections on basis of talent and skills. </li></ul><ul><li>Deal with gender biases and dynamics openly. </li></ul><ul><li>Involve the boss and others to address the problem systemically. </li></ul><ul><li>Help women executives to avoid taking gender-skewed feedback personally . </li></ul><ul><li>http://www.youtube.com/watch?v=EpjKEZ_K6Wc&feature=related </li></ul>
  24. 27. Company’s initiative……. <ul><li>“ Winning in the Workplace, Winning in the Marketplace, Winning with Women,” </li></ul><ul><li>(Campbell soup) </li></ul>
  25. 28. Thank you

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