The Business Issues Of Roy And Jones Inc.

After reviewing the data it is apparent the promotional rate of women in managerial positions when compared to the men is disproportional to the size of the population. This shows disparate treatment, the company hires women, but women do not promote at the same pace as men. This shows strong evidence of discrimination and if not resolved will lead to a violation of the Equal Employment Opportunity Commission.

Over the past few decades, great strides have been made by women in the workplace. This increased number in women in the workplace does not mean equality however. Even with equal qualifications and achievements, women are still not given all the opportunities that men have. The chapter in the textbook, “Gender at Work”, shows us more of these inequalities in the workplace. Such inequalities cause gender segregation of jobs and can be linked with the pay inequality in the labor force. Even in jobs that are predominantly filled by women, men earn more than women. Women are often stereotyped as being family focused and not as able to travel, therefore they tend to get passed up for promotions (Garson p.353). This invisible barrier that keeps women from moving up the executive ladder is referred to as the “glass ceiling” (Baxter and Wright p. 346). Women also tend to do more domestic work, or unpaid labor and caregiving. This extra unpaid work is referred to as “the third shift” and is largely rested on the shoulders of women (Gersel p. 352). Consequently, this seems to be one of the biggest things holding women back from taking on jobs that are normally considered male

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).

Culture - What are the forces that lead to a male dominated culture in this organisation? What does the term 'male-dominated culture' really mean? What does cultural fit connote in this organisation? Does the concept of cultural fit perpetuate homogeneity and with it exclusion of women? In other words the existing culture in many traditional organisations perpetuates the view that only men are in a position and have the time and lifestyle to accommodate the work requirement of the organisation. This is the continuation of a historical model that was created at a time when women didn’t work outside the home and had very little rights even as citizens.

with MBA degrees said that gender was a factor in a missing raise or promotion.” Because they

Although in 2012, only 18 women served as CEOs of Fortune 500 companies. Furthermore, in a recent report, women only held 16.6% of board seats in 2012 in the fortune 500 companies (Aguilar). Women are somehow being held back from achieving their higher potential, and is is not due to lack of education. The department of education found that “140 women will graduate with a college degree at some level this year for every 100 men”(Aguilar). Most people believe the reason is because of the phenomenon of the “glass ceiling”. Many large companies do not hire women for the upper level positions, because they have always hired men, and many companies may believe that they do not see women in that position. This is also influenced by the media as well, as “women hold only 3% of clout positions in telecommunications, entertainment, publishing and advertising.”(Newsom 2011). With so few women leaders in the media industry, women are rarely portrayed in highly respected executives roles. This in turn communicates to young girls and the public in general that women are not supposed to hold these

This myth has been perpetuated throughout history and in result; we have barriers such as the glass ceiling in existence. If we were to pull up a list of the Board of Directors for any given company, the probability of it being a predominately male group is high. This notion alone shows how companies have continued to dwell in olds days where men are considered more capable than women. The Glass ceiling effect has continued to place barriers against women endeavor in achieving success in their careers and participation in their work place. Women have not been able to realize their potential in their work places since they are not offered equal chances as compared to their men counterparts who enjoy great opportunities in organizations. The fact that an organization is ran by men, may cause an adverse effect on the performance of men. Obviously, a man thinks differently than a woman. It is likely that a decision made by men only is likely to ignore the interests of women in the organization. This creates a domino effect because it affects the woman’s performance in business since they only get limited chances to learn, and limited job assignments that will enhance their skills. Hence, low or limited skills and experience will lower their overall

"Women's advancement often stops short of the general management level" as a partial result of discrimination by white men in positions of power, which include the differences of developmental job assignments they are afforded (Ohlott 46). "Developmental job assignments have been found to be one of the most important factors in preparing both men and women for upper-level management positions" (Ohlott 46 - 47).If women do not experience these same job assignments, they may be less prepared than men for handling future upper-level management jobs. These types of job assignments lead to high-level positions, make managers more visible, and prepare them for future jobs. With men being in the top ranks of organizations in most cases, they are less likely to assign these challenging tasks to female subordinates (Ohlott 49). "Organizations more often move women into staff positions and out of functions central to a business" mainly because those making the staffing decisions are more interested in advancing their own careers (Ohlott 49).

At the risk of placing myself of sleeping on the couch for a week, I am present with the thought … if the idea of” breaking the glass ceiling” is ultimately for women to have the power to choose and compete fairly against its male counterparts… whom is more in control women or men? Therefore, can only come to the conclusions women are as much responsible for the lack in opportunities for women in leadership roles in the public and private sectors.

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.

This article is connected to my sociological problem in that it shows that after an extensive research conducted on 240 (male and female) employees with high management positions, more than half the women surveyed declared that they would relocate for their career, thus proving women see work as a central factor in their lives. Of the 240 employees surveyed, only 70 of them were women, again demonstrating a lack of equality in the work force.

Promotion and pay gap are the main concerns in gender discrimination. Many studies in the past and present have shown that women do not get promoted as fast as

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).

Gender in Management: An International Journal Vol. 26 No. 3, 2011 pp. 220-233 q Emerald Group Publishing Limited 1754-2413 DOI 10.1108/17542411111130981