Percpetion Of Women

In the United States, study after study continues to show that women have fewer opportunities to advance in the workplace than men. These disadvantages are a result of society’s views of women in leadership positions and how women may view themselves in these roles. Women have been making progress in terms of equality in pay and job positions, but significant gaps remain. Women who strive to be promoted into higher levels of responsibility in their companies often meet resistance that prevents them from achieving the goal of a senior or executive level of management. This barrier is referred to as the “glass ceiling” and it is a controversial issue in our country today. The glass ceiling called this because women are able to see the higher level positions, but can reach them because of an intangible barrier. One can look at the Fortune 500 companies, which are the most successful companies in the U.S. in terms of revenue to see how few women are in leadership positions. Clearly, women are significantly underrepresented in these companies, as less than 5 percent of these companies have female chief executive officers (CEO) today (Dockterman 105). Providing the opportunity for women to move into management positions, like CEOs, would bring a unique talent and a new perspective on how the company can operate to perform better (Buckalew 147). The “glass ceiling” is a real obstacle that creates an intangible barrier that puts women at a disadvantage in advancing in a company.

Gender stereotypes are one of the most common encountered on a daily basis. The infamous ‘Glass Ceiling’ still exists in many areas of the professional world, restricting valid promotions simply based on gender. This type of concept can be verified by looking at comparative weekly wages of other professionals in a variety of industries. Most people will generally see female dominated occupations, such as nurse, teacher and secretary as requiring feminine personality traits and physical attributes for success; whereas male dominated occupations such as doctor, lawyer, and business executive are seen to require male personality traits for success (Sanderson, 2010, p. 344).

In reality, however, women are equally and in some ways more qualified to hold leadership positions than men. Although there is no single explanation for why women are underrepresented in politics, the gender gap in the political arena stems from the lack of female participation in elections as women are often discouraged or feel threatened by society to run for political office. Young women who aspire a career in politics encounter both structural and emotional barriers, which prevent them from running for political office. Women battle issues of self-confidence, face stereotypes, and derive false perceptions of political campaigns, all of which broaden the gender gap in the political

Meaning women have additional problematic issue then man. For example in education women face more obstacles as faculty rather when in manager and directors in corporate America. Even though there been great progress in the workplace, most jobs are segregated by sexes. There is wag gaps, the average women have to work roughly 4 months extra every year to make the same wage as man. For example, when the educational attainment increases the gender pay decreases for women no matter what levels of education than men. In other words, women earn 77cents for every dollar man earn and put in their pocket (Benokraitis, 2010, p.160-161). Discrimination where both woman and man share in the workplace is the glass ceiling and glass escalator. The glass ceiling being, “women efforts to scale organizational and professional hierarchies but cant because they are constrained by invisible barriers to promotion in their careers, caused mainly by sexist attitudes of men in the highest position” Similarly, men that choose to go into position like nurse and librarians encounter the glass escalator mostly vituperative criticism from the public when they are in the most female-identified specialties” “Therefore man are pressured to move out of the most female-identified areas, and up to those regarded as more legitimate and prestigious for men” (Williams, 1992, p.

Meanwhile, the segregation of jobs by gender and other factors affect pay equity. A term used back in the 1980’s as a metaphor for the invisible and artificial barriers that blocked women and minorities from advancing up the corporate ladder to management and executive positions is called the glass ceiling (Hill, 2013). Louisville Women’s Careers Examiner argues “ Glass ceilings are still found in the workplaces, not only in the discrimination of pay scales, but also marked by sexual harassment, exploitation at work and as a feeling of insecurity in women due to conduct of the opposite sex” (Hill, 2013, p.33). Societal barriers that women tend to face are prejudice and bias, cultural, opportunity and attainment, gender, and color-based differences. Moreover, several other barriers women run into are governmental, business structural and internal businesses all of which have ramifications on their chances of success.

“Stereotypes are categories that constrain and shape what a person believes about, and expects from, other people” (Bartlett 1910). The workplace is one of the most active environments for women to be stereotyped against. Women are judged in ways such as being weaker than, and not as active as a man. This can be a problem for a woman in a male dominated occupation by making them feel, or seem, not as valuable as a man. For example, women in the police field will face the struggle of being seen as weaker, gentler, and to submissive to fight crime compared to men. This type of behavior leads to women not receiving much earned promotions, and having more struggles applying to male dominating jobs.

The “Glass Ceiling” is known as an invisible barrier that stops someone from gaining more success. In this case it deals with women in the workplace, not being able to move up in a company. Even though no one knows who started the phrase, “A widely read Wall Street Journal story in 1986 popularized the term”(Napikoski). The “Glass Ceiling” has played a big role in women not being able to be

We must ask ourselves how this all came to be? Why are men deemed to be effective leaders and outstanding policymakers? Why don’t females’ legislators receive the same acknowledgment? The answers to these pressing questions lie in hidden societal structures. According to Renzetti, the glass ceiling constitutes “the invisible barriers that limit women workers’ and minority workers’ upward occupational mobility”: (Renzetti, Curran, Maier 2012: 422). As women ascend up the career ladder, the glass ceiling effect restrains their job

Specifically, that individuals may observe controversial gender dynamics in their home, workplace, or church which makes these stereotypes to seem reasonable when thinking about politics. Women may also be under pressure to be overqualified for a position simple because she is a woman due to these types of social norms that they are surrounded by. However, Brook`s research shows that male candidates suffer more than female candidates when it comes to inexperience. Specifically, people were more not more or less likely to support the inexperienced woman candidate overall, but they rated woman more highly on specific characteristics. Those characteristics being honestly and productivity in Washington. She believes that women are not in the disadvantage in politics at all and that if more women knew this perhaps more would be running for

The idea of traditional gender roles were given to males due to the fact that companies believed that females could not do the job. Women often face the 'glass ceiling', a situation where women are not promoted to the higher offices in

Gender plays a huge role in workplace 'success' and can be a big challenge especially if the employee is a woman in a male dominated workplace or career. No matter how 'hard-nosed,' 'ruthless,' 'workaholic' a woman may be, or how much personal success she achieves, there will always tend to be some type of obstacle to keep her from getting completely to the top of the corporate ladder. She must also still fight stereotypes that undermines her confidence or limits her potential. Since the early 20th century, women and minorities have sought equal opportunities in education and in the labor force with little success. These obstacles or barriers are all known as the glass ceiling.

Stereotype threats are negative consequences about one’s race, sex, nationality, or social group. Stereotype threats are used a lot more frequently than people realize. Gender is a powerful stereotype that affects many people’s decisions and actions. The stereotype of women in the workplace has come a long way even in the last twenty years. Many businesses tend to want to diversify their demographics by making the ratio of men to women almost equal. “Demographic projections anticipate that by the year 2000 women will exceed 50 per cent of the total workforce…” (Johnston and Packer, 1987). Women were able to make their way in to the workplace when men were off at war during the 1950s. During this time, women proved their ability to do the same kind of jobs men did. Many women worked as machinist, factory workers, and clergies.

The Glass Ceiling A Glass Ceiling has only ever been loosely outlined, but Jone Lewis (2011) describes it as “an invisible upper limit in corporations and other organizations, above which it is difficult or impossible for women to rise in the ranks” this demonstrates the inequality exercised in the workplace and experienced by women daily, this is reinstated with statement “the existence of a glass ceiling would imply that women’s careers prospects fall behind those of men.” (Travers, 2008 ).

In the article Stereotype Threat Among Women in Finance: Negative Effects on Identity, Workplace Well-Being, and Recruiting, written by Courtney von Hippel, Denise Sekaquaptewa, and Matthew McFarlane, it discusses the struggles of women who are in predominantly male trades. It focuses on how little women are valued in certain fields, finance being an example. And in result of this treatment, women are less likely to recruit other women into the field. The article also talks a lot about stereotype threat, which is the fear of confirming a negative stereotype about a group which someone belongs to. The self-fulfilling prophecy also correlates closely because it says that people who are treated a certain way, for example women in finance, as if they don’t have the capabilities to do the job, may not perform as well, or as stated in the article may quit, due to their treatment (406).

Even though numbers are slowly rising in the United States, there are still more men in executive positions than women. According to one survey, female workers only made up 43% of legislators, senior managers, and senior officials whereas male workers made up 57%. In congress, congresswomen make up only 17% of representation compared to congressmen making up 83% (Ferrante, 2011, p. 312). Gender stratification is one explanation for the tremendous gap. Ferrante (2011) describes gender stratification as the unequal distribution of opportunities and resources amongst male and female employees. (p. 311) For example, male workers have an increased opportunity to receive a promotion than a female worker. According to Tinsley (2013), women are more likely to receive executive positions when a company is doing well, rather than when a company is suffering. Some companies stereotype that women workers will leave the workforce soon to bear children, limiting their chances of achieving executive status (Ferrante, 2011, p. 316).