Abstract

In this paper we try to focus the glass ceiling phenomenon persist in large corporations or not. This report has the specific objectives describing, analyzing and evaluating a narrowly defined issue. It is organized so that it specifically addresses each part that is described below. The report organized in separate sections so that it covers the suggested information below (a) A concise background and historical in formation concerning the issue. This should include an introduction of the main issues to be covered in the report. (b)An objective and critical evaluation of both sides of the issue, the arguments carefully analyzed and should include consideration of overall economic well being of consumers, producers and resource owners. These arguments balanced giving weight to both sides of the question. A careful discussion of the winners and losers should be given. Among the relevant economic criteria that might be considered in your evaluation are equity, efficiency, productivity, profitability, competition, cost, price, organizational performance, and product success and product variety. (c) A review of empirical evidence that indicates the impact of the issue. The study reviewed statistical information that has actually measured its impact. (d) A conclusion indicating main findings and which side of this issue you believe is most convincing.

Glass Ceiling

Executive Summary

The expression glass ceiling used to describe artificial barriers based on attitudinal or organizational bias that prevent qualified individuals from advancing to, positions of power offering higher salaries more responsibility and authority. Research has shown that, compared to men and whites, women and racial minorities in professional occupations concentrated in lower- and middle-level positions and underrepresented in upper managerial ranks. Positive steps would be taken to promote equality of opportunity, ranging from affirmative action legislation to greater diversity in hiring and promotions on the part of employers. Despite these widely publicized efforts, women and minorities still do not enjoy the same advancement opportunities as men and whites.

Since the first version of this essay appeared in 2002, women have made little headway in attaining top management positions.

Although women now hold more than 50 percent of all management and professional positions, they make up less than 2 percent of Fortune 500 and Fortune 1000 C.E.O.s (1.8 percent of the Fortune 500 and 1.9 percent of the top 1000).

Only 16 percent of women earn six-figure salaries, and only 15 percent of the dollars loaned to business in the United State loaned to women-owned businesses, almost none of that coming from venture capitalists.

While four years is a relatively short, global economic and political factors make it to be unlikely that men in power will become more open-minded in the not-too-distant future.

It may be women's superior skills at the “take care” behavior of supporting and rewarding that will allow them to transform the world, but not by withdrawing to home and hearth (as a recent article in the New York Times suggested that female undergraduates at Yale are planning to do). Rather the glass ceiling might be considered a boot camp, a rigorous training ground for understanding how ...