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

***** to stat*****tics, 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 than 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*****gberg Consulting Group, a management-consulting firm in Foster City.

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

Despite fe***** managers' high ratings in the *****, relatively few ***** achieved a senior level ***** ***** companies (Patterson, *****). Among Fortune 1000 *****, only seven have female CEOs, according to a recent ********** in Barron's magazine. According to Catalyst, a research firm, ***** ***** 10.6% ***** board seats at the n*****ion's 500 largest companies, a sm*****ll increase from the 8.3% ********** held in 1993. Also, women who hold director-level positions say they 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 ***** ***** prefer to promote after their own image (Patterson, 2005). Too few women have the authority to hire, fire or de*****ine *****, and there simply are not enough role models ***** mentors ***** them at the executive level, says ***** *****.

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

However, taking risks and accepting the consequences is a required skill in corporate ********** top ***** (Patterson, *****). "When you're ***** ***** *****, you're expected to act boldly, so failures are very likely and ***** visible," 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 senior management level]."

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