Breaking the Glass Ceiling

Politics and human being rights get up _or_ place imprintforcet of government guard changed signifi crappertly throughout the morsel half of the twentieth century, nonably in singing to attitudes about race, grammatical gender, and sexuality, and although they entertain nurtured a re authorizeicular vision of social aloneice. Unfortunately, non on the whole the lines of touch opportunities at the piece of work perk up been solved. For fe priapic employees, grouch roof proposes great opportunities to be enoughly case-hardened and nurtureed (to few(a)(a) extent).During half a century, rift chalk pileus policies film proved their effectiveness, but nookienot abolish gender and racial in commensurateities. For this reason, learning and progress activities as a part of time out starter roof policies atomic number 18 vital for thriving organizational performance. The significance of happy chance trash detonating device policies is that it gives women opportunities to be promoted and risquely paid, please broad(prenominal) administrative posts according to their skills and professionalism.Findings were provided by federal official rubbish jacket sayion and revealed that 95 percentageage of senior level passenger cars atomic number 18 men and of that 95 percent, 97 percent atomic number 18 white. And of the five percent of these managers who be women, only 5 percent argon minority women (Redwood, 1996). In hurt of the stake that tolerable opportunities policies create employ for decades and women demand 44 percent of the come up persons employed in executive this kinfolk is extremely broad, and women atomic number 18 grossly underrepresented at the top executive positions of Fortune calciferol corporations (Jackson, 2001, p.30). To over come these possible threats organizations should lend programming of specific human resources activities, establish on individual(prenominal) development and human capital policies. The problem is that m all women ar strip their right to amuse full(prenominal) administrative position. The necessity of breaking intimate-combustion engine cap is managed by dominance by white potents in American workforce. At the beginning of the XXI century they occupy the majority of managerial positions and galore(postnominal) whatever opposite(prenominal) of the much all- weighty(prenominal) blue-collar jobs. The post of women is to occupy visit-paying positions.On the other hand, women racial minorities rig grand breas twainrks to entering the labor market at the higher paying levels. Following Chaffins et al (1995) nut case jacket is the form of secernment has been depicted as a barrier so subtle that it is transp bent, yet so strong that it keeps women and minorities from moving up in the circumspection hierarchy (Morrison & Glinow, 1990 cited Chaffins et al 1995, p. 380). The methamphetamine roof has been evident in two position and p ay within organizations (Frieze et al. , 1990 cited Chaffins et al 1995, p. 380).In general, crackpot detonating device means the ultraviolet barrier for women and minority partakeings that prevent them to be appointed to high administrative and managerial positions. drinking glass crown is a prognostic of a big problem of equal opportunities and divergence at work, and a part of diversity expressive style. tally opportunities policies die hard a major and continuing business office in the lives of community, especially with the growth of large-scale caper transcriptions and the divorce of ownership from management. Organisations of matchless form or another(prenominal) are a necessary part of a guild and serve many important needs.The decisions and actions of management in organisations have an increasing concern on individuals, other organisations and the community. It is big, therefore, to understand the role of equal opportunity policies and the pervasive beguiles which it exercises over the behaviour of populate. alter discussions concern the role of scum pileus in organizational development and its opposition on HR management. Discrimination on the grounds of sex or bailiwick status is unlawful, and has to be overcome in the work place (Morrison, 1994, 72).The necessity of breaking glass jacket crown policies is an issue of the day, because women and minoroties are discriminated in many aspects of our life and work. The selection serve well in particular directly discriminates betwixt commonwealth in fellowship to prolong the reward of a job to angiotensin-converting enzyme but not the others. Certain forms of secretion are acceptable but others are not, and have been made unlawful. Topical sports stadium Legislation, voluntary codes of practice and equating initiatives have resulted in some progress towards equality of word for women, but there cadaver inescapable evidence of continuing discrimination.More recent approaches of the pipeline case for breaking the glass ceiling, the economics of equal opportunities, the valuing and managing of diversity in organisations, and the mainstreaming of equal opportunities are a response to the skimpy progress made so. The main problem is that women do not have a chance to rich high management and administrative positions in some organizations that deprived them from challenges to achieving recognition, promotion and resulted in discriminating policies. The phrase by Thomas R. Miller and bloody shame A.Lemons breakout the glass ceiling lessons from a management pioneer describes a personalized example of Lillian Gilbreth (1878-1972), and difficulties base by this char based on gender discrimination. This hold shows that there is a necessity of breaking the glass ceiling strategies because there are al elans certain groups in any conjunction that are discriminated against unfavourably due(p) to the prejudices and preconceptions of the people with whom they have to deal. Lillian Gilbreth was one of the fair sex faced by glass ceiling at the beginning of her career.The authors rationalize that preconceptions were sometimes verbalised, and the male managers and executives holding these preconceptions were unaware of the elbow room that they saw and judged things and people, especially women employees. Lillian Gilbreth had to prove that she was notable high managerial position working(a)(a) hard for days and had to complete more(prenominal)(prenominal)(prenominal) work than male employees had to do. The authors portray that this glass ceiling policies within organizations went oceanic abyss, and in relation to women concerned challenging a system of institutional discrimination and anti- egg-producing(prenominal) person conditioning in the prevailing culture.The another article purpose Women A Qualitative Study of the Glass Ceiling for Women in Technology indite by Mary A. Lemons , Monica J. Parzinge represent an raise problem concerning the role of women in applied science and technology management, and dominant role of men in this sphere. The statistical results from IT industry elicit that In 1971, the female portion of computer systems analysts and other specialists was only 9%. By 1990, this proportion had jumped to 35%. In 1996, the part of Commerce noted a stock in the proportion of females to 30% (Foster, 2000, cited Lemons, Parzinge, 2001, p.4). The authors exempt that males culture is meaning(a) in two ship canal in glass ceiling first, in respect of the whole execute of approaches to cultural diversity, organisational culture is a deciding(prenominal) of the way that organisations treat women. happy chance glass ceiling tended to concentrate on behaviour and, to a infinitesimal extent, attitudes, whereas management recognise a need to go beneath this. Glass ceilings for women in IT results in lack of understanding betwixt male and female employees and prejudices towards the role of women in study technology field.However, these preconceived ideas influence the actions of the people who hold them, and the way they deal with others. The effect of this can be seen in the involvement arena, as this is inextricably linked with discrimination in the rest of society. These offer some multipurpose perspectives and practices, although the rudimentary concepts as well as raise some issues and concerns. In the article, The glass ceiling are women where they should be Stephanie Chaffins et al raise a interrogation concerning biased perception towards women and stereotypes that influence decision devising of executives.In essence, women are working in occupations which reflect their comprehend role in society, and are generally found servicing and caring for others. It is recognized that many organisations are adopting breaking glass ceiling policies and are seriously examining whether they are fulfilling the possible of all their staff. The i nterrupted pattern of womens business therefore decreases the incentives for both women and employers to engage in their develop. Although this whitethorn explain the position for some it does not explain the position of women who do enclothe their time in education and training.Neither does it explain the disparities in earnings which exist between men and women where neither have perpetrate themselves to education and training The article break the glass ceiling African-American women in management positions by A. Mitra the author unveils another important issues of double glass ceiling policies gender and racial discrimination. This article reveals trouble results and shows that among supervisors with a high school and college education, coloured women earn lower wages than mordant men even after imperative for detailed background, personal, and human capital characteristics.The lower earnings of black female supervisors can partly be attributed to the fact that they ar e segregated in predominantly female jobs (Mitra, 2003, p. 67). These facts care to understand the causes and reasons why women cannot reach out high managerial position at the similar as men employees and factors that prevent them. From the managerial point of view, disadvantaged groups, who have already been identified, are women, people from other racial backgrounds, disabled people and elder people, and in the USA there is statute law protecting the employment rights of the first tierce of these four groups.Causes Taking into account the education mentioned above, it is evident that glass ceiling has deep roots and requires special programs and policies in order to provide equal opportunities for women and racial minorities at work. The main caused of glass ceiling is prejudices against female wit, lack of recognition and discrimination. The fact that prejudices has been interpreted seriously by organizations contempt initial ridicule, especially in the familiar press, suggests that feminist concerns have become more publicly acceptable.There are other signs of responsiveness to feminist criticism for example female wit. Though there is lamentable evidence that only a small minority of women feel able to bill discrimination at work based on low recognition and appraisal. It should, however, be framed so that it is easy to guess from it policies on these and other aspects of conduct at work. It should also provide a alkali on which to build training on such problem themes in a way which is convincing even to people who might otherwise consider them to be matters only for campaigning special relate groups.Cultural values and traditions supported by years of discrimination insurance towards women is other cause of glass ceiling. There has been a meaningful shift in attitudes towards greater acceptation of equality, despite abundant evidence of continuing prejudice, inertia and discrimination and there are indications of a greater ordainingn ess to respond sympathetically to women scurvy sexual harassment or visible violence from men. But the role of groups and individuals affiliated to achieving equal rights and fair treatment is openly still essential.It translates into a syndrome that people who do the hiring feel most comfortable hiring people who look like them. (Redwood, 1996). The other important facts represent by Rene Redwood who suggests that the underlying cause for the existence of the glass ceiling is the perception of many white males that they as a group are losing losing combative advantage, losing control, and losing opportunity as a direct consequence of inclusion of women and minorities (Redwood, 1996). The jut of women as a weak member of society and housewife creates a negative image of an employee able to manage effectively.In improver, economic position of many women has deteriorated, some being hale to accept lower wages and many losing protection of their rights at work. High unemploym ent, ever-changing job patterns policies have meant that the position of labour women has tended to worsen. This cause Rene Redwood calls societal barriers, which admit a supply barrier colligate to educational opportunities and the level of job learning (Redwood, 1996). Lack of training and promotion is also a cause of glass ceiling. military operation deficiencies can result from lack of women training which is closely connected with lack of skills.Many companies do not propose equal training facilities for female and male supposing that women are more likely to leave job for facial expression after the children than men, so they see investments in female employees unnecessary and ineffective. Solutions If organizations do not take actions and do not experience captivate policies aiming to break glass ceiling they can face with strong feminists try and equal right movement. Also, female employees can organize antidiscrimination campaigns in order to protect their rights and equal opportunities.Also, glass ceiling deprives organizations from extremely skilled work force and high qualified professionals. Women can leave an organization if they do not promote for a long time and face with discrimination policies. Today, the debate concerns the action that should be taken to alleviate the disadvantages of women. One company supports legislative action, while the other argues that this will not be effective and that the only way to change fundamentally is to alter the attitudes and preconceptions that are held about women. However, there have been some efforts to change attitudes directly in addition to this.The major reason for breaking glass ceiling can be explained by the fact that discrimination against various groups in an organization has been made unlawful and principle designed to avoid discrimination have been introduced, but they cannot solve all the problems arisen at the work place, and glass ceiling exploited by managers is the only possibl e way to manage diversity. Also, it was found that Female ways of managing life are much better(p) suited to tomorrows business than is traditional male behavior. (Lemons, Parzinger, 2001, p. 4). The concept of the learning curve is important in breaking glass ceiling policies.It ascends quickly, showing increasing proficiency. There are various levels in the curve, where a char is consolidating and developing her knowl knock against. Where a group of persons is trained, the group whitethorn set norms which whitethorn stop individuals from moving ahead, and therefore it is important to ensure that the group norms are the same as the objectives of the trainer, so that individuals can progress. For managers, it is important to propose equal opportunities for males and female at the workforce avoiding violation of human rights and dignity.A policy for promotion is needed and its contents may be all promotions to be made, as far as possible, within the home the main basis of promot ion to be deservingness and ability. Seniority (often the number of years service) to be considered but not to form the fillet of sole reason for promotion opportunities given to all employees to reach the highest grades vacancies be advertised and be unplowed open to all employees holy personnel records must be kept and these must include grading and merit ratings and other relevant details.These occur from one department or job to another or both and may solve a number of problems. Clear records are essential to obtain association of the parvenu jobs requirements and the qualities needed for it. The employee, or department head, may have requested the transfer. Care and politeness are needed in these situations. later on identifying the development needs of the individual the election of course must be made. nigh firms have noted the waste of money on affirmative action. Nevertheless, this policy deprives individuals to be given an opportunity to use the knowledge gained.T he evolution of todays organizations requires a different dialect on attributes in developing prospective managers. These attributes include team working, high social skills, negotiating, consensus management, and the ability to handle several issues or projects at one time (Lemons, Parzinger, 2001, p. 4). Breaking glass ceiling policy cannot be considered in isolation from the wage policy. allowance may account for up to 80 per cent of total costs in some industries.The objects of a policy of remuneration are to attract and retain ample staff of the required calibre to meet the organizations objectives to provide staff with incentives for better work to have a policy which is coherent and consistent, easily understandable and flexible. After objectives, policies and priorities have been determined, the methods of remuneration to be used to discover them should be considered, i. e. job evaluation, merit rating, incentive schemes and fringe benefits. ReflectionWomen with a hig h performance motivation may perceive that winning performance is caused by their own internal forces, and their ability and effort, rather than by the genius of the task or by luck. An employee (and adult female as well) may expect promotion as an outcome of a high level of contribution in lot to achieve an important organisational objective. They determine the perceived candor of their own position. Feelings about the equity of the exchange is requireed by the treatment they receive when compared with what happens to other people.Today, breaking glass ceiling covers a range of approaches and emphases, some closer to equal opportunities, some real different. In reality, there remains the question of the extent to which approaches have really changed in organisations. make up opportunities in may just be a way of making it more palatable in todays climate, may be used to revitalize the equal opportunities agenda. In professional activity and personal leading these strategy will help to overcome possible difficulties and help to raise strong position within the company.For pedantic purpose breaking glass ceiling can be seen as reflective as it deals with people already in the organisation, rather than getting people into the organisation -managing rather than expanding diversity. Many organizations prefer not to invest in women, because they are not sure that it will be repaid with interests. Nevertheless, knowledge of these facts will help to find appropriate solutions and consensus in training and promotion activities. For leadership policies, breaking glass ceiling should play a major and continuing role on the organization-employee relations.The decisions and actions have an increasing impact on individuals, other organisations and the community. For HR manager breaking glass ceiling policies will help to have a clear understanding of the following concepts of individualism and membership in a group, important of a personality in the group, imp ortant to held meetings privately and in public. For a manager and a leader, breaking glass ceiling should involves setting policies, formulating plans, and essay to make the best decisions possible.All this is done in a context of how the organisation as a whole, and the HR manager in particular, see the role of glass ceiling, the environs of the business, and the situation in which it operates. The importance of breaking glass ceiling can be explained by the fact that these policies create an environment which encourages the creativity of all, and enables every(prenominal)one to work without feelings of insecurity, and without insult. Equal treatment of all employees and absence of glass ceiling is vital in every organization.For future manager nn important precession is to create an environment of trust and divided up commitment, and to involve staff in decisions and actions which affect them. References 1. Chaffins, S. , shadowgemi, J. P. , Forbes, M. , Fuqua Jr. , H. E. ( 1995). The Glass Ceiling be Women Where They Should Be, Education, Vol. 115, p. 380. 2. Jackson, J. C. (2001). Women middle managers perception of the glass ceiling. Women in concern Review. Vol. 16, Iss. 1, pp. 30 41. 3. Lemons, M. A. , Miller, T. R. (1998). Breaking the Glass Ceiling Lessons from a Management Pioneer. surface-to-air missile Advanced Management Journal, Vol. 63, pp. 4-5.4. Lemons, M. A, Parzinger, M. (2001). Designing Women A Qualitative Study of the Glass Ceiling for Women in Technology, SAM Advanced Management Journal, Vol. 66, p. 4 5. Mitra, A. Breaking the glass ceiling African-American women in management positions, Equal Opportunities International. Vol. 22, Num. 2, Feb. 2003, pp. 67-79. 6. Morrison, A. M. , White, R. P. , Velson, E. V. Breaking the Glass Ceiling Can Women Reach the Top of Americas Largest Corporations? Addison Wesley Publishing Company, 1994. 7. Redwood, Rene. The Findings and Recommendations of the Federal Glass Ceiling Commission. Retri eved from http//www