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 have made the breakthrough to top-level, executive *****.

Accord*****g to stat*****tics, women ********** exist across corporate America, and many believe that *****y 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 ***** the traits that make ***** successful middle managers ***** hinder ********** ability to become executives (Patterson, 2005). Many believe ***** this is because women focus *****o much on details, speak elliptically and do not take ***** many risks, according to the ***** study. Men ***** 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 fe***** managers' high ratings in the study, relatively ********** have achieved a senior level in their companies (Patterson, 2005). Among Fortune 1000 companies, 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 sm*****ll increase from the 8.3% they held in 1993. Also, women who hold director-level positions say ***** lack the ********** their male counterparts have on such ***** issues as management succession and executive compensation.

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

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

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

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