The document summarizes a study that examined women's perceptions of the glass ceiling compared to research statistics in 7 areas. The study gathered data through surveys and found that while a majority of women perceived a gender gap in pay and promotions, their perceptions did not always match the research in other areas like workforce distribution and performance ratings. It concludes that perceptions of a glass ceiling may perpetuate its acceptance in reality and recommends further qualitative research with larger and more diverse populations to better understand differences in perceptions and realities.

1. Women in Organizations & the Glass Ceiling Author: Dr. Leena Guptha

2. Objectives To determine how the women's perception of the glass ceiling compares with known research statistics in 7 areas: Gender Salary Glass Ceiling Experience Work force distribution Women Executives Performance Ratings by bosses Performance and Promotion

3. References Discussed in Literature Review Sullivan, Arthur; Steven M. Sheffrin (2003). Economics: Principles in action. Upper Saddle River, New Jersey 07458: Pearson Prentice Hall. pp. 224. ISBN 0-13-063085-3. Baker & Lightle, Cracks in the glass ceiling: An analysis of gender equity in the federal government auditing career field (2001), 18-26 Anne E. Kornblut (June 8, 2008). "Clinton Urges Backers to Look to November". http://www.washingtonpost.com Lukas, Carrie (2007-04-03). "A Bargain At 77 Cents To a Dollar". Washington Post. http://www.washingtonpost.comCatalyst.org, Women in U.S. Corporate Leadership: 2003 Judge, Timothy A. and Beth A. Livingston. 2008. “Is the Gap More Than Gender? A Longitudinal Analysis of Gender, Gender Role Orientation, and Earnings.” Journal of Applied Psychology 93:994-1012 Hesse-Biber, Sharlene N. and Gregg L. Carter. 2005. Pg 25 Working Women in America. New York, NY: Oxford University Press Fox, Mary F. and Sharlene N. Hesse-Biber. 1984. pg 34.Women at Work. Mountain View, CA: Mayfield Publishing Company Hesse-Biber, Sharlene N. and Gregg L. Carter. 2005. Pg 206 Working Women in America. New York, NY: Oxford University Press Lyness, Karen S.; Heilman, Madeline E. (2006). "When fit is fundamental: Performance evaluations and promotions of upper-level female and male managers". Journal of Applied Psychology 91 (4): 777–785. doi:10.1037/0021-9010.91.4.777 Eagly, Alice H., Carli, Linda L.: Through the Labyrinth: The truth about how women become leaders. 2007. Massachusetts: Harvard Business Press

4. Existing Research Men are more easily promoted than women Men earn 10% more than their female counterpart The glass ceiling exists for minorities Women make up more than 50% of the workforce Women make up 17% of executives Women rate their performance 10% less than their bosses Women's performance ratings are more closely related to promotion

5. Data Gathered

6. Key Results

7. Additional Findings -1 Gender Gap: Majority responded that men can be promoted more easily but only 21.4% of respondents experienced a gender gap Wage Gap: Majority believed existence of higher salaries for men and only 3% believe women earn more Glass Ceiling: Glass ceiling for woman and minorities share an equal or similar distribution representing close to 50%

8. Additional Findings -2 Workforce Labor: 46% responded that women make up more than 50% of the workforce with equal distribution of other choices Women executives: 50% believe that only 15% of executives are women Performance: Respondents expect women to rate themselves 5% lower than their bosses (32.1%) Equal perceptions of men and women's performance ratings and relationship to promotion

9. Discussion Today traditional hierarchical organizations are a thing of the past. Seasoned leaders, whether men or women, share certain characteristics. They are self-disciplined, ambitious, know their stuff and are likely to embrace a visible, take charge and actively influential approach to their roles.

10. Conclusion Women who worked in corporations or were former corporate executives through survey data demonstrated a perception that a Gender and Wage gap exists between men and women in the workplace In 5 other areas: Glass Ceiling Experience, Work force distribution, Women Executives, Performance Ratings by bosses, Performance and Promotion there was less than 50% correlation between the survey respondents perceptions and the research data

11. Recommendations Develop more sensitive Qualitative research tools to identify if the expectation of a glass ceiling and a salary wage gap perpetuates that acceptance in reality Survey a larger population on the Glass Ceiling including men working or experienced in the corporate environment Identify women who have broken the glass ceiling - interview them on strategy, management tools for success

12. Are their corporations that exhibit the glass ceiling and others that don’t? What are Mens’ views on the Glass Ceiling?