Essay - Glass Ceiling the Barriers that Hinder Career Advancement of Women...

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Glass Ceiling

The barriers that hinder career advancement of women are complex, and have become important issues for most corporations and the government (Adaire, 1994). "Glass ceiling" is a term that describes numerous ***** that prevent qualified individuals from advancing higher in their careers. While many ***** hold management positions, few ***** made the breakthrough to top-level, executive positions.

Accord*****g to stat*****tics, women executives exist across corporate America, and ***** believe that they may actually be more effective managers than men (Patterson, 2005). In fact, women managers are consistently rated higher than their male counterparts on 37 of 47 critical management qualities such as leadership, social skills, problem solving and decision-making, according to a study by the Hag*****rg Consulting Group, a management-consulting firm in Foster City.

However, some ***** the traits ***** make ***** successful middle managers ***** hinder ********** ability to become executives (*****, 2005). Many believe that this is because women focus *****o much on details, speak elliptically ***** do not take ***** many risks, according to the Hagberg study. Men have more of a tendency to see the big picture. The research included 396 women and 1,600 men, in addition to 360-degree feedback from supervisors and subordinates.

Despite female managers' high ratings in the *****, relatively few ***** achieved a senior level ***** their companies (Patterson, 2005). Among Fortune 1000 *****, only seven have female CEOs, according ***** a recent article in Barron's magazine. According to Catalyst, a research firm, ***** hold 10.6% ***** board seats at the nation's 500 largest companies, a small increase from the 8.3% ********** held in 1993. Also, women who hold director-level positions say they lack the influence their male counterparts have on such critical issues as management succession and executive compensation.

Women often ***** that the reason they do not advance as far as men is ***** ***** prefer to promote after their own image (Patterson, 2005). Too few women ***** the authority to hire, fire or determine *****, ***** there simply are not enough role models or mentors for them at the executive level, says ***** research.

***** addition, there are other potential ********** for women's failure to break the glass ceiling (Patterson, *****). ***** results of the Hagberg study indicate that qualities that make women successful at ***** mid-management level are also harmful ***** ***** careers. The main hindrance *****ms to be ***** perceived discomfort with risk-taking. ***** Hagberg study suggests that *****, ***** they are so detail oriented, want all the data before ***** make ***** decisions. This conservative decision-making style, which has helped women reach ***** management, may discourage ***** from accepting career-advancing, *****-risk assignments.

However, taking risks and accepting the consequences is a required skill in corporate *****'s top executives (Patterson, 2005). "When you're ***** senior management, you're expected to act boldly, so failures are very likely and very v*****ible," says Hancock Williams. "If ***** not taking risks and dealing with fallout, perhaps you're demonstrating that you won't like ***** intensity [at the ***** management level]."


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