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 barriers that prevent qualified individuals from advancing higher in their careers. While many women hold management positions, few have made the breakthrough to *****p-level, executive positions.

Accord*****g to statistics, 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 ***** 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 Hagberg Consulting Group, a management-consulting firm in Foster City.

However, some of the traits ***** make ***** successful middle managers may ***** ********** ability to become executives (Patterson, 2005). Many believe that this is because women focus *****o much on details, speak elliptically and do not take ***** many risks, according to the ***** 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 subord*****ates.

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

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

***** addition, *****re are other potential *****s for women's failure to break the glass ceiling (Patterson, 2005). ***** results of ***** Hagberg study indicate ***** qualities that make women successful at the mid-***** level are also harmful to ***** c*****ers. The main hindrance *****ms to be ***** perceived discomfort with risk-taking. ***** Hagberg study suggests ***** *****, ***** they are so detail oriented, want all the data before they make ***** decisions. This conservative decision-making style, which has helped women reach middle management, may discourage them from accepting career-*****, *****-risk assignments.

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

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