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 *****ir careers. While many ***** hold management positions, few ***** made the breakthrough to top-level, executive *****.

Accord*****g to statistics, women executives 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 decisi*****-making, according to a study by the H*****g*****rg Consulting Group, a management-consulting firm in Foster City.

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

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

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

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

However, taking risks and accepting the consequences is a required skill in corporate America's *****p executives (Patter*****n, *****). "When you're ***** senior management, you're expected to act boldly, so failures are very likely and ***** v*****ible," says Hancock Williams. "If you're 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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