Women have faced significant barriers in securing formal employment and advancing to leadership positions, known as the "glass ceiling". Factors such as gender stereotypes that associate leadership with masculinity, and the perceived incompatibility of women's family responsibilities with demanding careers, have contributed to the glass ceiling. Organizational practices such as limited recruitment and training of women have also perpetuated barriers to women's advancement.
AssignmentPost the author(s) and title of the article on leade.docxnormanibarber20063
This document provides instructions for an assignment asking students to summarize an article on leadership styles. It includes a sample article titled "Women Organization Commitment: Role of the Second Career & Their Leadership Styles" for students to reference. The article discusses two issues facing career women - challenges of a second career and perceptions of leadership styles based on gender. It presents results of two short studies, finding that women who received organizational support for their second careers showed higher commitment, and that gender did not influence leadership style. The document instructs students to paraphrase the article summary, explain why they chose it and what they learned relative to course materials on business leadership.
The document discusses gender differences in leadership effectiveness and the barriers that women face in achieving leadership positions. While men and women are equally effective leaders overall, women tend to be more effective in leadership roles that align with stereotypical feminine traits, like education and social services. However, women are underrepresented in top leadership positions due to factors like human capital differences related to domestic responsibilities, gender differences in self-promotion, and prejudice stemming from perceptions that leadership requires stereotypically masculine traits. The "glass ceiling" refers to the invisible barrier preventing women's advancement, and its persistence is related to a lack of recognition of women's business, strategic, and financial acumen.
This document discusses the lack of gender diversity in leadership positions in Malaysia. It finds that while women make up approximately 60% of university graduates, they hold only 27% of management roles and 5% of CEO positions in Malaysian companies. Similarly, in government, women hold only 34% of decision-making roles in the public service and 11% of parliamentary seats. The document argues that greater gender diversity in leadership leads to better organizational performance and governance. However, women face barriers such as masculine organizational cultures, social and cultural norms, and a lack of role models. To address this, organizations, women, and men must work together to remove these barriers through recognition of the issues, setting numerical diversity targets, and holding leaders accountable.
Gender inequality in the workplace is a complex issue with reasonable arguments on both sides. While some level of inequality still exists, as seen in disparities in wages and leadership positions, opportunities for women have greatly expanded. However, stereotypes and social factors also still influence perceptions and expectations in ways that can disadvantage women. Fully addressing gender inequality requires changes to both workplace policies and societal mindsets regarding gender roles and abilities.
GENDER EQUITY AND LEADERSHIP IN EDUCATION GROUP ASSIGN FINAL DOC.pptxKibet Fredrick
The document discusses the effects of interactions between gender and the structures of education institutions on leadership, the economy, and academic achievement. Some key effects mentioned include discrimination, low academic achievement for female learners when teachers favor boys, negative influence on the subject choices of male and female students, maltreatment of different genders in educational institutions, workplace prejudice against particular genders, uneven access to education between males and females, lack of employment equality and legal protections for women, and societal mindsets impacting gender inequality. Gender is also shown to influence decision making, time management, and self-confidence in leadership positions. Interactions between gender further impact the economy through higher unemployment rates for women during economic downturns.
This document summarizes a study that explored factors that contributed to women reaching senior policymaking positions in Israel. The study used in-depth interviews and questionnaires with 20 high-ranking women in Israel and a comparison group of 60 other women.
The findings identified diverse factors at multiple levels - including organizational properties that supported work-life balance, familial features like support at home, and personal attributes such as androgynous personality traits - that contributed to the advancement of women leaders. The researchers aimed to understand the obstacles women faced and how some overcame barriers to provide recommendations for promoting more women to positions of influence.
This document summarizes a lecture on gender, work, and the division of labor. It discusses 3 key explanations for the gender wage gap: 1) Choice theory, which argues that women choose lower-paying jobs for flexibility, 2) Gendered organization theory, which argues that organizations are structured in ways that unintentionally discriminate, and 3) Overt discrimination. It also examines the "double shift" where women work a paid job and unpaid second job doing domestic work, while men do not share equally in domestic responsibilities. The summary concludes that all 3 factors likely contribute to the gender wage gap.
Gender inequality persists in the workplace. While women now make up around half the workforce, they remain underrepresented in leadership positions and continue to earn less than men for similar work. This pay gap can be partially explained by women more often taking on lower-paying jobs and prioritizing family responsibilities over career advancement. However, gender biases and stereotypes also contribute significantly to inequality. Studies show women are judged more harshly than men and face barriers when breaking from traditional gender norms. Overcoming inequality will require addressing its deep-seated structural and societal causes, not just individual factors.
AssignmentPost the author(s) and title of the article on leade.docxnormanibarber20063
This document provides instructions for an assignment asking students to summarize an article on leadership styles. It includes a sample article titled "Women Organization Commitment: Role of the Second Career & Their Leadership Styles" for students to reference. The article discusses two issues facing career women - challenges of a second career and perceptions of leadership styles based on gender. It presents results of two short studies, finding that women who received organizational support for their second careers showed higher commitment, and that gender did not influence leadership style. The document instructs students to paraphrase the article summary, explain why they chose it and what they learned relative to course materials on business leadership.
The document discusses gender differences in leadership effectiveness and the barriers that women face in achieving leadership positions. While men and women are equally effective leaders overall, women tend to be more effective in leadership roles that align with stereotypical feminine traits, like education and social services. However, women are underrepresented in top leadership positions due to factors like human capital differences related to domestic responsibilities, gender differences in self-promotion, and prejudice stemming from perceptions that leadership requires stereotypically masculine traits. The "glass ceiling" refers to the invisible barrier preventing women's advancement, and its persistence is related to a lack of recognition of women's business, strategic, and financial acumen.
This document discusses the lack of gender diversity in leadership positions in Malaysia. It finds that while women make up approximately 60% of university graduates, they hold only 27% of management roles and 5% of CEO positions in Malaysian companies. Similarly, in government, women hold only 34% of decision-making roles in the public service and 11% of parliamentary seats. The document argues that greater gender diversity in leadership leads to better organizational performance and governance. However, women face barriers such as masculine organizational cultures, social and cultural norms, and a lack of role models. To address this, organizations, women, and men must work together to remove these barriers through recognition of the issues, setting numerical diversity targets, and holding leaders accountable.
Gender inequality in the workplace is a complex issue with reasonable arguments on both sides. While some level of inequality still exists, as seen in disparities in wages and leadership positions, opportunities for women have greatly expanded. However, stereotypes and social factors also still influence perceptions and expectations in ways that can disadvantage women. Fully addressing gender inequality requires changes to both workplace policies and societal mindsets regarding gender roles and abilities.
GENDER EQUITY AND LEADERSHIP IN EDUCATION GROUP ASSIGN FINAL DOC.pptxKibet Fredrick
The document discusses the effects of interactions between gender and the structures of education institutions on leadership, the economy, and academic achievement. Some key effects mentioned include discrimination, low academic achievement for female learners when teachers favor boys, negative influence on the subject choices of male and female students, maltreatment of different genders in educational institutions, workplace prejudice against particular genders, uneven access to education between males and females, lack of employment equality and legal protections for women, and societal mindsets impacting gender inequality. Gender is also shown to influence decision making, time management, and self-confidence in leadership positions. Interactions between gender further impact the economy through higher unemployment rates for women during economic downturns.
This document summarizes a study that explored factors that contributed to women reaching senior policymaking positions in Israel. The study used in-depth interviews and questionnaires with 20 high-ranking women in Israel and a comparison group of 60 other women.
The findings identified diverse factors at multiple levels - including organizational properties that supported work-life balance, familial features like support at home, and personal attributes such as androgynous personality traits - that contributed to the advancement of women leaders. The researchers aimed to understand the obstacles women faced and how some overcame barriers to provide recommendations for promoting more women to positions of influence.
This document summarizes a lecture on gender, work, and the division of labor. It discusses 3 key explanations for the gender wage gap: 1) Choice theory, which argues that women choose lower-paying jobs for flexibility, 2) Gendered organization theory, which argues that organizations are structured in ways that unintentionally discriminate, and 3) Overt discrimination. It also examines the "double shift" where women work a paid job and unpaid second job doing domestic work, while men do not share equally in domestic responsibilities. The summary concludes that all 3 factors likely contribute to the gender wage gap.
Gender inequality persists in the workplace. While women now make up around half the workforce, they remain underrepresented in leadership positions and continue to earn less than men for similar work. This pay gap can be partially explained by women more often taking on lower-paying jobs and prioritizing family responsibilities over career advancement. However, gender biases and stereotypes also contribute significantly to inequality. Studies show women are judged more harshly than men and face barriers when breaking from traditional gender norms. Overcoming inequality will require addressing its deep-seated structural and societal causes, not just individual factors.
This chapter discusses intersectionality and how various identities like gender, race, class, and nationality intersect and contribute to discrimination in the workplace. It examines how work is a gendered institution that maintains systems of sexism and racism. Some key topics covered include off-ramping and on-ramping for women, the small number of stay-at-home dads, pregnancy discrimination, emotions in the male-dominated workplace, global inequality issues, care work intersectionality, and sexual harassment. The chapter argues that understanding these intersections is important for analyzing power dynamics and gender relations in organizations.
This study examined the lack of female leadership and explored ways to increase self-promotion in women. The researcher conducted an experiment with two groups that watched either a motivational video on female leadership or an unrelated video. The group that saw the motivational video displayed significantly higher self-promotion behaviors, suggesting motivation can help address the underrepresentation of women in leadership roles. The study concluded motivation and education are important for providing organizational support to promote more female leaders.
The document discusses reasons why women often get paid less than men for the same work. It examines factors such as women taking time off to raise children, needing flexible hours, being less likely to negotiate pay raises, and gravitating towards lower-paying female-dominated careers. While laws like the Equal Pay Act of 1963 helped close the gap, a pay difference still exists. The document analyzes several studies and proposes that in order to achieve equal pay, companies should offer men the same benefits as women, like flexible hours and parental leave, through new legislation and a cultural shift in expectations.
Gender & emotion in the workplace (chapter 13)HelvieMason
This chapter discusses how gender roles and emotions are experienced in the workplace. It outlines how women have gained greater equity and representation in the workforce and education over time, but still face barriers like the glass ceiling and concrete ceiling. It also examines how family structures have changed, requiring workplaces to implement policies around work-life balance, childcare, and flexible hours. The chapter explores pink collar jobs, discrimination, and sexuality and gender identity issues. It analyzes the rules and expectations around emotional labor and display at work, and how socialization teaches appropriate workplace behaviors and norms. Managing work-life conflict and achieving balance remains a challenge for many working parents.
Human Resources Management Issues, Challenges and Trends LizbethQuinonez813
The document discusses the history of the equal rights movement in the United States and the lack of an Equal Rights Amendment in the U.S. Constitution. It notes that while 133 other countries have constitutionally guaranteed equal rights for women, the U.S. does not. It outlines the long history of discrimination and lack of rights for women in the U.S., from not having the right to vote until 1920 to continuing to be underrepresented in leadership roles. It specifically examines the low percentages of women in C-suite executive positions and on corporate boards. The document traces the origins of the Equal Rights Amendment proposed in the early 20th century to provide explicit constitutional protections against sex-based discrimination.
This document discusses gender differences in leadership styles and the barriers that women face in advancing to leadership positions. It notes that historically, men have dominated leadership roles and women were viewed as less suited for them. While women's leadership styles can have strengths like strong communication and team focus, they also face criticisms like being disliked when not compassionate. Barriers for women include the glass ceiling effect where advancement is blocked due to discrimination, as well as occupational segregation and a gender wage gap where women are paid less than men in equivalent roles.
Girls are socialised to grow knowing that their role is taking care of the families. The homemaking role continues to override women career aspirations among the Kenyan women. With emerging trends in the last three decades in Kenya, more girls have continued to access higher education with most studies showing that they still fall under the social sciences. Very few women enrol and complete training in science and technology fields at higher education. This paper examines the role of career counsellors in informing career decision-making process for girls to empower them to aspire fields in science fields, a Kenyan perspective.
What Are The Barriers Of Gender Equality
Essay On Gender Equality
Examples Of Gender Equality In The Workplace
Gender Equity Essay
Essay On Gender Equality
Essay On Gender Equality
Essay On Gender Equality
Gender Equality Essay
Gender Equality Essay
Future Of Gender Inequality
Essay On Gender Equality
Essay On Gender Equality
Qiang 6Gender NormsIntroductionAs human beings, we have a.docxmakdul
Qiang 6
Gender Norms
Introduction
As human beings, we have assigned ourselves roles in society that typify our different genders. Women have been assigned specific roles within society while the men have been assigned different set of roles as well. + Examples? Whereas this separation of roles between genders may be beneficial and accepted in some instances, it has worked to alienate a particular gender from various spheres of life in general. This paper argues that women have been disadvantaged by these accepted gender norms and as a result, stereotypes that are detrimental to women have been developed, women have been stifled when it comes to certain work industries such as the media and the portrayal of women in different media has as well worked to enhance these detrimental stereotypes (O’Brien, 14). It is important that these negative aspects of norms are considered (addressed and tackled) so that gender equality as envisaged by a majority of the world’s governments is achieved.
Gender norms refer to what society views as the correct male or female behavior. These expected norms of behavior are what would normally lead to the development of different gender roles for the males and females. The gender norms differ from one culture to another. The Middle East for instance is known for having their women solely dedicated to household and family duties, with minimal say in the affairs of government or anything beyond the family life. Women in these parts would as well have limited access to an education. Men in these areas, such as Pakistan for instance, have a greater say in the affairs of the country and in development as opposed to women.
Thesis Statement
Gender norms that have been accepted by society have had a detrimental effect on the females, with women being stereotyped in negative ways, their portrayal in society being negative and their progress in various job industries stifled as a result of these assigned norms.
Gender norms pose gender stereotypes on females, leading the public to view them with biased opinions and preventing them to make progress in their careers.
Discussion
Gender norms lead to the development of gender roles which normally develop in human beings from as early as childhood. This is normally as a result of the interactions we have with our parents, peers and teachers as well. + Evidence. These adults will normally reinforce the gender norms through education or the clothes they buy for their children, the colors they decorate rooms with or the different toys they provide to their children. It is these different roles that will normally lead to the development of stereotypes associated with either gender.
Stereotypes are generalizations and assumptions about what ought to be male or female characteristics. In most instances, these assumptions are inaccurate and hence they tend to have a negative impact. The stereotypes that are associated with women have worked to affect their progress in various s ...
Newman Research proposal Final Draft (1)Ryan Newman
Women continue to face gender inequality and barriers to career advancement in the workplace. Research has shown that industries tend to model the policies and practices of other similar organizations, resulting in increased homogeneity and barriers for women seeking leadership roles. Women experience obstacles such as the glass ceiling effect where an invisible barrier prevents advancement, as well as higher rates of sexual harassment compared to men. While having more women in leadership roles within an organization can help create opportunities for other women, simply having women on corporate boards does not guarantee greater equity or reduce the gender wage gap. Further research is needed to better understand and address the ongoing issue of gender inequality faced by women in the workforce.
What are the primary barriers to womens leadership? 7 Best Points | CIO Women...CIOWomenMagazine
Here Are 7 Best Points What are the primary barriers to womens leadership?; These are the primary barriers to womens leadership. SOLUTIONS TO LEADERSHIP BARRIERS, Overcoming Structural Obstacles,
Work is a social institution that constructs and constrains gender. It maintains social inequalities through job segregation and wage gaps between men and women. While work can provide economic independence, the gendered nature of work creates tensions. The ideal worker is constructed as masculine and emotionless, while women are often stereotyped. Sexual harassment also normalizes violence against women in the workplace. However, work can also be empowering and liberating when women obtain jobs that violate traditional gender expectations.
This document discusses gender inequality in the workforce. It summarizes that society structures expectations based on gender, with masculinity expected to be assertive/dominant and femininity expected to be nurturing/caring. This leads to two major barriers - occupational segregation, where men and women cluster into traditional gender-typed careers, and a sex gap in pay, where women typically earn less than men. While changes are occurring, gender stereotypes still influence career choices and perpetuate inequality between men and women in the home and workplace.
The document summarizes research on the impact of women on corporate boards. It conducted interviews with 102 corporate directors from around the world to understand their perspectives. The directors believe that women contribute differently than men in ways that make boards more effective, such as bringing a diversity of perspectives and asking more questions. However, women still make up a small percentage of directors globally. Standard recruitment practices and a lack of effort to recruit women contribute to the slow pace of change.
This document discusses the need for leadership development programs designed specifically for women in higher education. It summarizes that while women now earn over half of college degrees, they hold significantly fewer top administrative positions than men. Gender-specific leadership programs can help advance more women by addressing barriers like unconscious biases, lack of mentors and networks, and challenges balancing career and family responsibilities. The document examines differences in typical leadership styles between men and women, and argues leadership training should consider reinforcing women's tendency toward transformational leadership styles.
Role of Women in Top Management Positions and its Impact on Company Leadershipijtsrd
Women score 86 higher than men in emotional self awareness, according to Hay Group. Emotional self awareness includes understanding emotions and their effect on performance and how those emotions drive one’s actions. Adaptability, empathy, and social awareness are also areas within the soft skill spectrum where women excel. Women make up half of the worlds population, but they continue to face inequalities in every field, whether in government or non government organisations, and particularly in leadership because men believe women cannot be good leaders or managers, whereas men agree for women to work at home because men believe women are only good for domestic work. Attaining gender equality in organisations at all levels is a lengthy and difficult process that necessitates the involvement of the entire firm as well as a strong commitment from top management. Women constitute half of the worlds population, undertake two thirds of the worlds labour, but receive just a third of the worlds income, according to UN publications on women issues of the year 2000. I make a tenth of its income and hold less than a hundredth of its assets. Women account for more than 40 of the global labour force and half of the global population. Over the years government seeks to establish policies and programmes to progress women in government companies and organisations. Women produce more than 55 percent of the food grown in developing countries, particularly in rural areas. According to several surveys, women have shown to be successful business owners as well as managers. According to the research, women make up 16 percent of junior management jobs, 4 percent of middle and senior management positions, and only 1 of organisational leadership positions CEOs . This paper is based on secondary information. The study focuses on the challenges that women face in India when it comes to top management position and overall leadership and management. Shreya Kulkarni "Role of Women in Top Management Positions and its Impact on Company Leadership" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-2 , April 2023, URL: https://www.ijtsrd.com.com/papers/ijtsrd56251.pdf Paper URL: https://www.ijtsrd.com.com/management/other/56251/role-of-women-in-top-management-positions-and-its-impact-on-company-leadership/shreya-kulkarni
Multiple Roles at Conflict: Reflections from Life Career Families in Western ...inventionjournals
Role conflict of employed women in life career families has become an inevitable subject for discussion in the context of recent globalization. Women’s liberation movements in the last centuries expanded the opportunities for qualified women in India to enter in to the workforce for personal satisfaction and supplemental income in family. In this changed social milieu women who once occupied only familial roles are now entering into the labor force taking up different professional roles. Thus playing several roles simultaneously with inadequate time and energy often creates conflicts in the role performance of these working women. Data were collected by interview, observation and focus-group discussion methods from 40 women working in different government and non-government sectors in Sambalpur city of Western Odisha. Against this backdrop, the present study makes an humble attempt to explore how the multiplicities of familial and professional roles are creating conflicts among these working women in the life career families. The study discusses how these women are trying to balance their domestic and professional roles.
This document summarizes key concepts from a lecture on gender studies, including: the history of gender studies; gender socialization and systems; explanations for the gender wage gap such as choices women make, gendered organizations, and discrimination; the "double shift" worked by women; and the marginalization of men in domestic work. It also discusses cultural bias against stay-at-home fathers and the concept of gendered institutions.
Barriers to Women Leadership
1Ugwu Jovita Nnenna, 2Tom Mulegi, 3Asiati Mbabazi, and 4Eze Chidinma Esther
1Department of Publication and Extension Kampala International University, Uganda.
2Department of Public Administration and Management Faculty of Business and Management Kampala International University Uganda.
3Faculty of Education Kampala International University Uganda.
4Department of Educational Foundation, Kampala International University, Uganda.
________________________________________
ABSTRACT
Women have made significant strides over the past half a century in terms of advancements into the workforce. However, it is well-documented that women occupy top executive positions in politics and industry much less frequently than men. Bias and discrimination against professional females could take place when members of a society hold certain stereotypes that are in contrast with the actual characteristics of these women. These stereotypes can prevent females from achieving their goals as a result of the expected social roles they have to uphold. This paper critically examined social role theory and gender stereotypes to explain a deeper motive as to why women to some extent are being underrepresented in leadership positions. Moreover, these literature review provided a comprehensive overview of gender discrimination barriers to leadership.
Keywords: Women, Leadership, Society, Discrimination and Barriers.
Women face significant challenges to leadership and management in India, including work-family barriers where women assume primary responsibility for household tasks, making work-life balance difficult. Organizational cultures can also foster stereotypes that hinder women's advancement. Additionally, sexual harassment remains a serious and pervasive problem that devalues women and slows their career progression. To address these issues, strategies are needed to increase support for work-life balance, challenge stereotypes in organizational culture, and prevent sexual harassment in order to improve women's participation in leadership positions.
roles are largely complete when they hand an investigation.docxwrite4
This document outlines the responsibilities of investigators at different phases of a criminal investigation from initial response to a crime scene through trial preparation. It provides guidance to complete an assignment detailing the steps, procedures, best practices, legal obligations and potential pitfalls at each phase, including: processing the initial crime scene; gathering information and interviewing witnesses during the investigation; identifying, locating, apprehending and interrogating suspects; assembling the final report and presenting the case to prosecutors; and preparing evidence and testimony for prosecution and trial. The assignment criteria include describing responsibilities at each phase, examining relevant procedures, analyzing strategies, and citing references.
The military plays an important role in responding to domestic disasters by providing personnel, equipment, and logistical support. During 9/11 and Hurricane Katrina, fighter jets patrolled cities and the National Guard and Coast Guard conducted large-scale rescue operations. While the military is effective at disaster response, there are also debates around federalizing the National Guard, authorizing deadly force, and declaring martial law during relief efforts.
This chapter discusses intersectionality and how various identities like gender, race, class, and nationality intersect and contribute to discrimination in the workplace. It examines how work is a gendered institution that maintains systems of sexism and racism. Some key topics covered include off-ramping and on-ramping for women, the small number of stay-at-home dads, pregnancy discrimination, emotions in the male-dominated workplace, global inequality issues, care work intersectionality, and sexual harassment. The chapter argues that understanding these intersections is important for analyzing power dynamics and gender relations in organizations.
This study examined the lack of female leadership and explored ways to increase self-promotion in women. The researcher conducted an experiment with two groups that watched either a motivational video on female leadership or an unrelated video. The group that saw the motivational video displayed significantly higher self-promotion behaviors, suggesting motivation can help address the underrepresentation of women in leadership roles. The study concluded motivation and education are important for providing organizational support to promote more female leaders.
The document discusses reasons why women often get paid less than men for the same work. It examines factors such as women taking time off to raise children, needing flexible hours, being less likely to negotiate pay raises, and gravitating towards lower-paying female-dominated careers. While laws like the Equal Pay Act of 1963 helped close the gap, a pay difference still exists. The document analyzes several studies and proposes that in order to achieve equal pay, companies should offer men the same benefits as women, like flexible hours and parental leave, through new legislation and a cultural shift in expectations.
Gender & emotion in the workplace (chapter 13)HelvieMason
This chapter discusses how gender roles and emotions are experienced in the workplace. It outlines how women have gained greater equity and representation in the workforce and education over time, but still face barriers like the glass ceiling and concrete ceiling. It also examines how family structures have changed, requiring workplaces to implement policies around work-life balance, childcare, and flexible hours. The chapter explores pink collar jobs, discrimination, and sexuality and gender identity issues. It analyzes the rules and expectations around emotional labor and display at work, and how socialization teaches appropriate workplace behaviors and norms. Managing work-life conflict and achieving balance remains a challenge for many working parents.
Human Resources Management Issues, Challenges and Trends LizbethQuinonez813
The document discusses the history of the equal rights movement in the United States and the lack of an Equal Rights Amendment in the U.S. Constitution. It notes that while 133 other countries have constitutionally guaranteed equal rights for women, the U.S. does not. It outlines the long history of discrimination and lack of rights for women in the U.S., from not having the right to vote until 1920 to continuing to be underrepresented in leadership roles. It specifically examines the low percentages of women in C-suite executive positions and on corporate boards. The document traces the origins of the Equal Rights Amendment proposed in the early 20th century to provide explicit constitutional protections against sex-based discrimination.
This document discusses gender differences in leadership styles and the barriers that women face in advancing to leadership positions. It notes that historically, men have dominated leadership roles and women were viewed as less suited for them. While women's leadership styles can have strengths like strong communication and team focus, they also face criticisms like being disliked when not compassionate. Barriers for women include the glass ceiling effect where advancement is blocked due to discrimination, as well as occupational segregation and a gender wage gap where women are paid less than men in equivalent roles.
Girls are socialised to grow knowing that their role is taking care of the families. The homemaking role continues to override women career aspirations among the Kenyan women. With emerging trends in the last three decades in Kenya, more girls have continued to access higher education with most studies showing that they still fall under the social sciences. Very few women enrol and complete training in science and technology fields at higher education. This paper examines the role of career counsellors in informing career decision-making process for girls to empower them to aspire fields in science fields, a Kenyan perspective.
What Are The Barriers Of Gender Equality
Essay On Gender Equality
Examples Of Gender Equality In The Workplace
Gender Equity Essay
Essay On Gender Equality
Essay On Gender Equality
Essay On Gender Equality
Gender Equality Essay
Gender Equality Essay
Future Of Gender Inequality
Essay On Gender Equality
Essay On Gender Equality
Qiang 6Gender NormsIntroductionAs human beings, we have a.docxmakdul
Qiang 6
Gender Norms
Introduction
As human beings, we have assigned ourselves roles in society that typify our different genders. Women have been assigned specific roles within society while the men have been assigned different set of roles as well. + Examples? Whereas this separation of roles between genders may be beneficial and accepted in some instances, it has worked to alienate a particular gender from various spheres of life in general. This paper argues that women have been disadvantaged by these accepted gender norms and as a result, stereotypes that are detrimental to women have been developed, women have been stifled when it comes to certain work industries such as the media and the portrayal of women in different media has as well worked to enhance these detrimental stereotypes (O’Brien, 14). It is important that these negative aspects of norms are considered (addressed and tackled) so that gender equality as envisaged by a majority of the world’s governments is achieved.
Gender norms refer to what society views as the correct male or female behavior. These expected norms of behavior are what would normally lead to the development of different gender roles for the males and females. The gender norms differ from one culture to another. The Middle East for instance is known for having their women solely dedicated to household and family duties, with minimal say in the affairs of government or anything beyond the family life. Women in these parts would as well have limited access to an education. Men in these areas, such as Pakistan for instance, have a greater say in the affairs of the country and in development as opposed to women.
Thesis Statement
Gender norms that have been accepted by society have had a detrimental effect on the females, with women being stereotyped in negative ways, their portrayal in society being negative and their progress in various job industries stifled as a result of these assigned norms.
Gender norms pose gender stereotypes on females, leading the public to view them with biased opinions and preventing them to make progress in their careers.
Discussion
Gender norms lead to the development of gender roles which normally develop in human beings from as early as childhood. This is normally as a result of the interactions we have with our parents, peers and teachers as well. + Evidence. These adults will normally reinforce the gender norms through education or the clothes they buy for their children, the colors they decorate rooms with or the different toys they provide to their children. It is these different roles that will normally lead to the development of stereotypes associated with either gender.
Stereotypes are generalizations and assumptions about what ought to be male or female characteristics. In most instances, these assumptions are inaccurate and hence they tend to have a negative impact. The stereotypes that are associated with women have worked to affect their progress in various s ...
Newman Research proposal Final Draft (1)Ryan Newman
Women continue to face gender inequality and barriers to career advancement in the workplace. Research has shown that industries tend to model the policies and practices of other similar organizations, resulting in increased homogeneity and barriers for women seeking leadership roles. Women experience obstacles such as the glass ceiling effect where an invisible barrier prevents advancement, as well as higher rates of sexual harassment compared to men. While having more women in leadership roles within an organization can help create opportunities for other women, simply having women on corporate boards does not guarantee greater equity or reduce the gender wage gap. Further research is needed to better understand and address the ongoing issue of gender inequality faced by women in the workforce.
What are the primary barriers to womens leadership? 7 Best Points | CIO Women...CIOWomenMagazine
Here Are 7 Best Points What are the primary barriers to womens leadership?; These are the primary barriers to womens leadership. SOLUTIONS TO LEADERSHIP BARRIERS, Overcoming Structural Obstacles,
Work is a social institution that constructs and constrains gender. It maintains social inequalities through job segregation and wage gaps between men and women. While work can provide economic independence, the gendered nature of work creates tensions. The ideal worker is constructed as masculine and emotionless, while women are often stereotyped. Sexual harassment also normalizes violence against women in the workplace. However, work can also be empowering and liberating when women obtain jobs that violate traditional gender expectations.
This document discusses gender inequality in the workforce. It summarizes that society structures expectations based on gender, with masculinity expected to be assertive/dominant and femininity expected to be nurturing/caring. This leads to two major barriers - occupational segregation, where men and women cluster into traditional gender-typed careers, and a sex gap in pay, where women typically earn less than men. While changes are occurring, gender stereotypes still influence career choices and perpetuate inequality between men and women in the home and workplace.
The document summarizes research on the impact of women on corporate boards. It conducted interviews with 102 corporate directors from around the world to understand their perspectives. The directors believe that women contribute differently than men in ways that make boards more effective, such as bringing a diversity of perspectives and asking more questions. However, women still make up a small percentage of directors globally. Standard recruitment practices and a lack of effort to recruit women contribute to the slow pace of change.
This document discusses the need for leadership development programs designed specifically for women in higher education. It summarizes that while women now earn over half of college degrees, they hold significantly fewer top administrative positions than men. Gender-specific leadership programs can help advance more women by addressing barriers like unconscious biases, lack of mentors and networks, and challenges balancing career and family responsibilities. The document examines differences in typical leadership styles between men and women, and argues leadership training should consider reinforcing women's tendency toward transformational leadership styles.
Role of Women in Top Management Positions and its Impact on Company Leadershipijtsrd
Women score 86 higher than men in emotional self awareness, according to Hay Group. Emotional self awareness includes understanding emotions and their effect on performance and how those emotions drive one’s actions. Adaptability, empathy, and social awareness are also areas within the soft skill spectrum where women excel. Women make up half of the worlds population, but they continue to face inequalities in every field, whether in government or non government organisations, and particularly in leadership because men believe women cannot be good leaders or managers, whereas men agree for women to work at home because men believe women are only good for domestic work. Attaining gender equality in organisations at all levels is a lengthy and difficult process that necessitates the involvement of the entire firm as well as a strong commitment from top management. Women constitute half of the worlds population, undertake two thirds of the worlds labour, but receive just a third of the worlds income, according to UN publications on women issues of the year 2000. I make a tenth of its income and hold less than a hundredth of its assets. Women account for more than 40 of the global labour force and half of the global population. Over the years government seeks to establish policies and programmes to progress women in government companies and organisations. Women produce more than 55 percent of the food grown in developing countries, particularly in rural areas. According to several surveys, women have shown to be successful business owners as well as managers. According to the research, women make up 16 percent of junior management jobs, 4 percent of middle and senior management positions, and only 1 of organisational leadership positions CEOs . This paper is based on secondary information. The study focuses on the challenges that women face in India when it comes to top management position and overall leadership and management. Shreya Kulkarni "Role of Women in Top Management Positions and its Impact on Company Leadership" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-2 , April 2023, URL: https://www.ijtsrd.com.com/papers/ijtsrd56251.pdf Paper URL: https://www.ijtsrd.com.com/management/other/56251/role-of-women-in-top-management-positions-and-its-impact-on-company-leadership/shreya-kulkarni
Multiple Roles at Conflict: Reflections from Life Career Families in Western ...inventionjournals
Role conflict of employed women in life career families has become an inevitable subject for discussion in the context of recent globalization. Women’s liberation movements in the last centuries expanded the opportunities for qualified women in India to enter in to the workforce for personal satisfaction and supplemental income in family. In this changed social milieu women who once occupied only familial roles are now entering into the labor force taking up different professional roles. Thus playing several roles simultaneously with inadequate time and energy often creates conflicts in the role performance of these working women. Data were collected by interview, observation and focus-group discussion methods from 40 women working in different government and non-government sectors in Sambalpur city of Western Odisha. Against this backdrop, the present study makes an humble attempt to explore how the multiplicities of familial and professional roles are creating conflicts among these working women in the life career families. The study discusses how these women are trying to balance their domestic and professional roles.
This document summarizes key concepts from a lecture on gender studies, including: the history of gender studies; gender socialization and systems; explanations for the gender wage gap such as choices women make, gendered organizations, and discrimination; the "double shift" worked by women; and the marginalization of men in domestic work. It also discusses cultural bias against stay-at-home fathers and the concept of gendered institutions.
Barriers to Women Leadership
1Ugwu Jovita Nnenna, 2Tom Mulegi, 3Asiati Mbabazi, and 4Eze Chidinma Esther
1Department of Publication and Extension Kampala International University, Uganda.
2Department of Public Administration and Management Faculty of Business and Management Kampala International University Uganda.
3Faculty of Education Kampala International University Uganda.
4Department of Educational Foundation, Kampala International University, Uganda.
________________________________________
ABSTRACT
Women have made significant strides over the past half a century in terms of advancements into the workforce. However, it is well-documented that women occupy top executive positions in politics and industry much less frequently than men. Bias and discrimination against professional females could take place when members of a society hold certain stereotypes that are in contrast with the actual characteristics of these women. These stereotypes can prevent females from achieving their goals as a result of the expected social roles they have to uphold. This paper critically examined social role theory and gender stereotypes to explain a deeper motive as to why women to some extent are being underrepresented in leadership positions. Moreover, these literature review provided a comprehensive overview of gender discrimination barriers to leadership.
Keywords: Women, Leadership, Society, Discrimination and Barriers.
Women face significant challenges to leadership and management in India, including work-family barriers where women assume primary responsibility for household tasks, making work-life balance difficult. Organizational cultures can also foster stereotypes that hinder women's advancement. Additionally, sexual harassment remains a serious and pervasive problem that devalues women and slows their career progression. To address these issues, strategies are needed to increase support for work-life balance, challenge stereotypes in organizational culture, and prevent sexual harassment in order to improve women's participation in leadership positions.
roles are largely complete when they hand an investigation.docxwrite4
This document outlines the responsibilities of investigators at different phases of a criminal investigation from initial response to a crime scene through trial preparation. It provides guidance to complete an assignment detailing the steps, procedures, best practices, legal obligations and potential pitfalls at each phase, including: processing the initial crime scene; gathering information and interviewing witnesses during the investigation; identifying, locating, apprehending and interrogating suspects; assembling the final report and presenting the case to prosecutors; and preparing evidence and testimony for prosecution and trial. The assignment criteria include describing responsibilities at each phase, examining relevant procedures, analyzing strategies, and citing references.
The military plays an important role in responding to domestic disasters by providing personnel, equipment, and logistical support. During 9/11 and Hurricane Katrina, fighter jets patrolled cities and the National Guard and Coast Guard conducted large-scale rescue operations. While the military is effective at disaster response, there are also debates around federalizing the National Guard, authorizing deadly force, and declaring martial law during relief efforts.
Role of telemedinine in disease preventions.docxwrite4
Telemedicine can play an important role in preventive medicine by allowing medical professionals to monitor patients remotely, collect health data over time, and intervene early if signs of disease emerge. However, the source material did not include a full research article describing a study on this topic. It only listed keywords and did not provide details on goals, methods, findings or impact. More information would be needed to fully evaluate telemedicine's role in prevention.
Digital tools like social media are increasingly used to influence public opinion, not just for advertising but also for legal and illegal political purposes. Researchers are asked to demonstrate an independent and mature analysis of how influence campaigns operate online, the tools and techniques they employ, their effectiveness, and how to counter them, discussing at what point such practices could go too far in western democracies.
The document provides instructions for a speech on the role of private security. The speech should:
1) Welcome the audience and introduce the purpose of discussing a security director's responsibilities.
2) Identify current challenges for security directors and possible solutions.
3) Discuss a director's roles in loss prevention, investigation, administration, and management.
4) Identify the critical skills needed for a director to succeed.
5) Discuss why internal and external relationships are important to meet security objectives and provide examples.
6) Conclude by summarizing and opening to questions.
Robbie a 12 year old is hospitalized for multiple.docxwrite4
Robbie, a 12-year-old boy, is hospitalized with terminal multiple myeloma. His mother rarely visits and does not engage with him when she does. Robbie's father refuses to acknowledge Robbie's terminal condition and demands further treatment. When Robbie asks the nurse if he is dying, the nurse must determine the most ethical way to respond while considering medical facts, the parents' wishes, and Robbie's right to know.
Robbins Network Services (RNS) is a company that provides network services. An audit plan is being created for RNS to analyze its business environment and determine what internal controls may be needed. The memo will evaluate RNS's internal controls by describing its major financial transactions, evaluating its highest business risks and supporting controls for the industry, and addressing ethical issues and current events that could impact financial audits.
The document provides guidance for writing a close reading analysis of a text excerpt from Robinson Crusoe. It advises analyzing specific quotes in detail over multiple sentences rather than a brief interpretation. For example, it suggests explaining the language techniques used in a quote that describes Crusoe's relationship with Friday, and analyzing how the quote reveals Crusoe's desire to control Friday despite using the metaphor of a parent-child relationship. The purpose of this close analysis is to provide concrete evidence and make insightful observations about the text that may not be obvious at first reading.
The document provides instructions for writing a literary analysis paper on the short story "The Rocking Horse Winner" by D.H. Lawrence. It prompts the reader to develop a three-part thesis question and use it to structure a three-part outline answering the question, with each part supported by evidence from the text. The outline should then be used to guide research finding additional sources to further support each part of the outline. Finally, the document instructs the writer to develop a rough draft and final draft of the paper following MLA formatting guidelines.
Rodrigo Diaz, known as El Cid, decided while in exile to remain loyal to King Alfonso and serve him if called upon, though he was willing to contradict the king if he felt Alfonso was wrong. The document asks if Rodrigo was right to maintain his loyalty to Alfonso over many years despite any mistreatment, or if he should have withdrawn support sooner given the king's imperfections.
Role in Decision Making What is should be.docxwrite4
Nursing's role in decision making for selecting information systems is an important issue. Nurses should be involved in the decision making process to select systems that support the delivery of quality patient care and meet nursing workflow needs. Research shows nurse input is valuable for choosing systems that align with nursing practice and improve patient outcomes.
Samantha Chanel De Vera Posted Date Apr.docxwrite4
Weaning from mechanical ventilation should be considered when the disease prompting intubation has improved and daily screening for weaning potential is performed. Studies show most intubated patients should have scheduled spontaneous breathing trials following daily sedation breaks. For SBT, the patient must be alert, able to follow commands and breathe spontaneously, with stable oxygenation and hemodynamics before extubation. Daily SBT involves at least 30-120 minutes of breathing without ventilator support using an open breathing circuit or minimal pressure support. A successful SBT is when the patient can breathe without distress and their vital signs remain stable.
Ruth milikan chapters 5 and 6 in her book varieties.docxwrite4
Ruth Milikan critiques Fred Dretske's teleological theory of intentional representation from his book Varieties of Meaning. Dretske claims that some items have the function of carrying natural information and when they do this, they come to represent intentionally and can be false representations. Dretske's theory of items gaining intentional representation through naturally carrying information provides an example of a completed teleological theory of representation as described in Milikan's book.
Samantha Chanel De Vera Posted Date Mar.docxwrite4
Mr. Jackson presented with abdominal pain and other symptoms. Differential diagnoses included appendicitis, urinary calculus, and bowel perforation. Laboratory tests showed elevated white blood cells. A CT scan showed an enlarged cecum with a small fluid collection, consistent with acute appendicitis. This led to a diagnosis of appendicitis, ruling out the other differentials.
Russian Revolution Under Lenin and Trotsky.docxwrite4
The document discusses Lenin and Trotsky's visions for the Russian Revolution. It asks the reader to write a paper answering whether Lenin and Trotsky envisioned the revolution as a national or international project, and to what extent they framed it as a Russian enterprise versus a worldwide endeavor. The reader is instructed to support their response with evidence from assigned texts by Lenin and Trotsky addressing themes of exploitation, emancipation, and imperialism, and to properly cite any direct quotes or indirect references using author and page number.
Review the papers below and watch The Untold Story.docxwrite4
The document discusses ethical leadership and summarizes several key points:
1) Ethical leaders prioritize effective communication, quality, collaboration, succession planning, and tenure to establish high standards and build trust with followers.
2) Factors like communication, quality processes, consulting advisors, training, and long-term planning help ethical leaders achieve goals and control outcomes.
3) The Challenger disaster video illustrates how a leader's decision can impact results, and emphasizes applying ethical values like integrity and accountability in leadership.
Samantha Chanel De Vera Posted Date May.docxwrite4
Multiple organ dysfunction syndrome (MODS) refers to the severe acquired dysfunction of at least two organ systems lasting 24-48 hours due to conditions like sepsis, trauma, or burns. A patient presented with encephalopathy, hypotension, metabolic acidosis, acute renal failure, and thrombocytopenia, leading to a diagnosis of severe sepsis. Severe sepsis is the presence of sepsis along with organ dysfunction, which can include hypotension, acute lung injury, coagulation abnormalities, renal or liver dysfunction, or lactic acidosis. The patient was treated following sepsis bundles including antibiotics, IV fluids, and vasopressors.
The document provides instructions for a paper assignment on the architectural history of the Ka'ba in Mecca, Saudi Arabia. Students are asked to write a 6 page paper that includes: an introduction, basic facts and history of the building, analysis of precedents and influences, 2 pages of original diagrams, and a conclusion. In addition to the written component, students must include 4 pages of existing images and 2 pages of original diagrams. They are expected to find at least 10 scholarly sources to cite and the final paper should be approximately 14 pages total. The goals of the assignment are to develop research, analysis, graphic, and writing skills related to architectural subjects.
The document discusses the tension between privacy rights and national security in the digital age. It notes that while civil liberties are highly valued, they sometimes conflict with safety concerns. New technologies now record people's activities more through cameras, smartphones, and other means. The assignment asks readers to analyze privacy versus security by addressing questions about which part of the Constitution protects privacy rights, whether those protections still apply today, and how courts have balanced privacy and security when national security issues arise.
Richard Rodriguez has generally been criticized by immigrant Identify.docxwrite4
Richard Rodriguez, an immigrant writer, has received criticism from some immigrant activists. Two passages from his work convey attitudes that may explain this backlash. Specifically, his tone and ideas suggest perspectives on immigration that immigrant activists oppose.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
Reimagining Your Library Space: How to Increase the Vibes in Your Library No ...Diana Rendina
Librarians are leading the way in creating future-ready citizens – now we need to update our spaces to match. In this session, attendees will get inspiration for transforming their library spaces. You’ll learn how to survey students and patrons, create a focus group, and use design thinking to brainstorm ideas for your space. We’ll discuss budget friendly ways to change your space as well as how to find funding. No matter where you’re at, you’ll find ideas for reimagining your space in this session.
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
Glass Ceiling.docx
1. Glass Ceiling
Glass CeilingFor a long period of time, women around the world have encountered serious
problems in accessing and securing formal employment. It was really hard for women to
work up the corporate leader due to invisible barriers. In the United States, women who
held managerial or professional jobs in the mid 1970s were very few. The nature of women
involvement in the formal employment sector is influenced by numerous factors, which may
be social or cultural. In most societies, women are expected to balance between family and
work demands (Chaffins et al. 1995). Those who are unable to do so are disrespected and
denounced in the society. Despite their accumulative requisite experience and education,
women still encounter invisible barriers commonly known as glass ceiling. By definition,
glass ceiling refers “ to the various barriers that prevent qualified women from advancing
upward in their organizations into management power positions.” (Burn, 2011, p. 106).
Glass ceiling is an interesting topic since it has been a subject debates and discussions in
most countries around the world in the past decades. Glass ceiling is attributed to numerous
factors.Gender Stereotypes and Leader PrototypesVarious theories have been put forward
to explain problems that women encounter in the society. Congruity theory is one such
theory that elaborates problems that women face in the society in regard to leadership
functions and roles. According to Karau and Eagly (2002), there is incongruity between
female roles and leaderships roles, which often leads to various forms of prejudice. In most
societies around the world, women are perceived as inferior hence less favorable than their
male counterparts to perform leadership roles or occupy leadership position in
organizations. Leadership is a predominantly a male prerogative in organizations, military
and political among other sectors of the society. Karau and Eagly (2002) acknowledge the
fact that women in the contemporary society have gained increased access to middle
management positions in organizations. However, they are quite rare as top leaders in these
organizations. Congruity theory supports that the prescription of behavior of a leader in
most societies is less favorably to women. The expectations and beliefs of people about
actual and ideal behavior of men vary from that of women. Congruity theory invokes the
construct of roles of women in the society. Social roles of both sexes are shared expectations
particularly when analyzing characters of individuals who occupy or ought to occupy top
management positions in various sectors of the society (Kent et al. 2010).As Eagly and
Karua (2002) noted, social gender roles are consensual beliefs of people in the society.
Congruity theory has also been supported by social role theory. Social role theory infers
that there is a correlation between what a person does and the inner dispositions. In most
2. cases, definition or description of gender roles originates in inferences of perceiving
correspondents arising from observed behavior of men and women in relation to their
personal qualities (Kent et al. 2010). People tend to analyze the behavior of women when
performing their typical roles and relate them with personal qualities required to undertake
superior roles of top management. In most societies, women are expected to conform to
actions and tendencies that match their social roles, most of which are based on either
gender, economic or demographic subsets. Unsurprisingly, these tendencies and social
expectations feature in professional settings. Therefore, individuals believed to be more
likely to meet social expectations of top management positions are preferred over those
who are considered to be unlikely to fulfill the social expectations. Social expectations on
managerial roles are that individuals occupying these positions are that they should be
technically strong and have relational skills. From past literatures and research findings,
women are believed to lacking male-typed qualities. Therefore, gender stereotype against
women in professional settings is one such invisible barrier that has prevented women
from working up ladder corporate and political sectors in the society (Kent et al.
2010).Perceptions of people are shaped by various factors in the society. Most
organizations experience concrete ceiling i.e. the negative impacts of racism and sexism.
This has contributed to low number of women in managerial positions in firms and
organizations around the world. The negative stereotyping of women is combined with
leader prototypes thus subjecting women greater disadvantages. The characteristics that
are commonly associated with leadership functions are ascribed to men as opposed to
women. Generally speaking, few women are occupying management or leadership positions
in most organizations due to gender stereotyping and leaders prototypes (Kent et al.
2010).Responsibilities to Home and Family (Real and Perceived)Another explanation for
glass ceiling is real and perceived woman’ s responsibilities to home and family. These
responsibilities often undermine women’ s efforts to work up the corporate ladder. They
have hindered them from accessing top managerial jobs in various ways. In most
organizations, managers are always focused on ascertaining the level of employee
commitment. When analyzing this commitment, organizations tend to factor external cues
that are salient to employees. According to Hoobler et al (2009), most managers often
categorize their employees based on their sexes in reference to family – work conflict. It has
been cited on numerous occasions that sex is a primary way of categorizing employees. As
suggested in the previous subtopic, gender stereotypes are easily and automatically
activated even in the contemporary organizations. Working mothers are believed to be less
committed to their professional careers than working fathers. Some organizations have
complained that working mothers tend to leave work early to attend family and home
duties (Hobbler et al., 2009).Women have typical social roles to perform that oblige them to
be around home most of the time. This affects mostly married women who have children.
Employers around the globe believe that their family responsibilities will adversely affect
their commitment and attention on organizational duties. As such, it is pretty hard for them
to promote or rise to positions of more responsibilities (Hobbler et al., 2009). For instance,
in a U.S. study, married women are perceived to be less competent and experienced in
running challenging opportunities in an organization hence cannot ascend to high-level
3. managerial position as their male counterparts (Hobbler et al., 2009). In most societies,
women are expected to disproportionately provide household labor and childcare.
Managers view these typical social responsibilities of women as incompatible with ever
changing demands of top management positions. These positions often require to spend
long hours away from home, travel a lot and be ready to be relocated to any place at any
time. However, such duties conflict with family and home roles that women are expected to
perform. Research has also shown that women in high-status careers delay childbearing. In
extreme cases, these women forgo childbearing. A study by Hoobler et al (2009) shows that
female executives in Latin America, North America and some parts of Asia are less likely to
get married and those who get married delay having children (Hobbler et al.,
2009).Employees in an organization are motivated by the benefits and rewards they
received. Fair and equal treatment of employees is one of the primary ways of enhancing
productivity in an organization (Hobbler et al., 2009). Most organizations have the view that
woman’ s primary responsibilities to family and home lowers their organizational
commitment. It is common for women to take leaves from workplace during pregnancies
and when their children are very small (Hobbler et al., 2009). This often affects their pay
and promotion at the workplace. In an organizational setting, one can only ascend to the
highest position in an organization through promotion. Therefore, this is setback for women
even in the contemporary society. Low pay often lowers women’ s morale at the workplace
hence they become less committed to the organizations. As such they cannot work up the
corporate ladder. Basically, marriage and associated responsibilities are costly to women’ s
career since they must balance them with organizational commitment (Hobbler et al.,
2009).Organizational practicesThe case of women in employment becomes more
complicated once the organizational practices fail to make things better. For a long time
now, many organizations in the world have been failing to raise the status of women
through unsupportive organizational practices. Most of these practices are developed by
people who are not keen to uplift the status of women. This leads to retrogressive practices
which do not give women the necessary support to prosper in their work. The challenges
faced as a result of the organizational practices are usually present from the recruitment
stage up to termination of a female employee’ s employment. This makes the working life of
a woman full of barriers to going up the corporate ladder among other desirable
expectations (Burn, 2011).One of the organizational practices that lead to the glass ceiling
effect for women in employment is limited recruitment and training. Reliable research has
shown that many companies in the world are usually slow on recruiting female employees.
This practice has existed in many organizations across the globe. This practice in
organizations advocates for the hiring of male employees. This is because of certain
perceived beliefs about the capability of men over that of women. With an organization
letting such a practice to take effect, it makes the life of women difficult when it comes to
getting employment opportunities. Such an organizational practice also emphasizes on the
need to promote men in most cases. This makes the chances of a woman in employment
ever rising to the highest ranks in employment slim. This practice has been very backward
for a long time. It is interesting to see how present managers of many companies in the
world look at what their predecessors were doing. This means that the companies who
4. hired men to the expense of women will still follow the same trend. This is because current
managers take this practice as an organizational precedent (Burn, 2011). Additionally,
women have also lacked the necessary training once they are in work. Training is one of the
things that make an individual efficient. It is worth noting that training moulds an individual
in a way which makes him or her ready for more roles and responsibilities in an
organization. Many a times, organizations have discriminated on women when it comes to
training. This means that the female employees in an organization will be left behind when
it comes to job training. This leaves them with limited knowledge on several aspects of the
job they are in. This will leave them with a low performance level compared to that of their
male counterparts. With such a situation taking centre stage, the chances of rising above the
male colleagues will be very low. Limited training leads to limited levels of information and
knowledge on the side of the women. Due to the fact that knowledge is power, the well
trained male employees are able to have the necessary information and knowledge to take
up bigger roles in their employment lives. This makes the position of the male employees
become higher than that of the female ones (Le & Miller, 2010).Organizational norms are
also big contributors of the glass ceiling effect. It is worth noting that each organization has
certain norms which usually guide most of its processes. Many organizations have the
norms which do not support the quest of women to rank highly in their employment. This is
caused by the fact that most organization carved the norms long time ago. The fact that
norms are hard to break makes change hard to come by when it comes to supporting the
women. One of the abrasive norms is the one which advocates for posting of women
employees in departments which wield low levels of power (Le & Miller, 2010). This is
usually done to ensure that the chances of a woman to influence the activities of an
organization are low. Secondly, there is a norm in many organizations that fights the
issuance of orders by a female individual. Many organizations have carved a norm where it
is believed receiving orders from a woman is not proper. Additionally, some organizations
have a norm concerning the productivity years of female employees. Many organizations
have the norm which disregards a woman after certain years in employment. This is
because of the belief that the woman will shift focus from the workplace to the family. This
leads to many organizations failing to elevate women to higher positions in an organization
for fear of being abandoned as the woman concentrates on her family. This makes the lives
of women in the work place confined to the less important levels of employment as the
organizations belief that it is not possible for a woman to have the welfare of the
organization at heart to the expense of the family. Most of the organizational norms have
been passing from one generation to the other. This makes it impossible to break such
typical norms in an organization. This means that the possibility of women getting a chance
to shine or getting elevated to better positions at work relies on the hope that such norms
will fade away (Chaffins et al. 1995).Lack of mentoring to women has also caused the glass
ceiling. Mentoring refers to the process where a senior or experienced person guides a
junior or inexperienced person on how to succeed or grow in a certain field. This involves a
relationship where the necessary skills and knowledge are passed on to the junior
individual so that he or she may grow in a given organization. In terms of mentorship,
women have not been lucky. Women have been ignored. This has left women suffering from
5. the fact that they do not enjoy the benefits which come with mentorship. Some of the
benefits include more promotions, better compensation, and greater career mobility. These
benefits are usually able to make a woman rise to better positions in organizations.
Therefore, the failure to receive mentorship means that women cannot rise above the
simple positions in an organization. This sometimes happens as a result of the social setting
in our communities. It is worth noting that men engage in more informal social
relationships during which power and mentoring takes place. This is not possible on the
side of women since they engage less than their male counterparts. This makes the men
gain more benefits from the social and mentorship instances in their lives. This places them
better when it comes to moving up the corporate ladder. Reliable research has shown that
men are usually better whether in formal or informal form of mentorship. This makes them
become more empowered to the expense of their female counterparts (Burn,
2011).ConclusionThere are numerous barriers which hinder women from ascending to high
level management positions in the society or organizations. As revealed in the above
discussion, most females are being held in junior or mid-level positions and less powerful.
Various theories have been put forward to explain this problem in the society and the main
ones are social role theory and congruity role theory. Gender stereotypes, organization’ s
practices and perceived and real responsibilities of women contribute to glass ceiling
effect.ReferencesBurn, S. (2011). Women across cultures: A global Perspective. New York:
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Hoobler-Family-work-conflict-and-promotion.pdfKent, T., Blair, A., Rudd, H. & Schuele, U.
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