Glass Ceiling

Glass Ceiling

Introduction

This research paper will present a detailed discussion constituting an elaboration of the concept of the glass ceiling. In order to do so adequately, the research paper will explore multiple perspectives pertaining to the concept such as the cases in which glass ceilings are observed to be present, the causes that lead to the prevalence of the glass ceiling and how it essentially functions.

Discussion & Analyses based on Research

An excellent example of the glass ceiling at work can be found in workplaces where over-time is a widely accepted and acknowledged workplace culture (Moore, 2006). In such cases, male employees are more likely to be available after normal timings than female employees. As a result, male employees become much more likely to be awarded growth and incentive when the time for employee evaluation arrives (Russo & Hassink, 2012). This creates a glass ceiling for women where the performance measurement metrics fall against the female employees' favour; while giving male employees an unjustified edge over their female counterparts (Dimovski, škerlavaj & Mandy Mok Kim, 2010). This is mostly found in developing countries where women do not feel secure in staying out of the house after hours because of safety and security issues (Bendl & Schmidt, 2010).

In addition, such cases also rise in scenarios where cultural characteristics demand women to be home after a certain time (Smith, Matthiesen & Kay, 2010). Breaking the cultural regulation creates difficulties for women at their home and in their family (Pichler, Simpson & Stroh, 2008). As a result, women are forced to function within a set of regulations and limitations that are applicable upon them because they belong to the female gender. It merits highlighting at this point that the senior management personnel responsible for assessment and the assignment of growth and incentives will not consider the presence of the glass ceiling; but will consider the female employee's inability to stay after hours to be a limitation of her gender - and thus a demerit that applies without question (Hoobler, Wayne & Lemmon, 2009). This example makes it clear that there is no merit based criteria for the application of the glass ceiling (Pendakur & Woodcock, 2010).

Former perceptions towards the glass ceiling held that it is only present in regions where the socio-economic scenario is constricted (Insch, McIntyre & Napier, 2008). However, this was quickly ruled out by feminist groups which made it clear that the glass ceiling is very real and present in organizations around the world regardless of the size and nature of the organization, the region in which the organization is located and the socio-economic backdrop of that region (Jackson & O'Callaghan, 2009). The glass ceiling is difficult to identify because the presence of a glass ceiling at a workplace is hard to come to terms with. Under normal circumstances, an organization that is victim to a glass ceiling may not even be aware of its prevalence across the ranks (Titkow, 2010). This is because of the fact that the assessment ...