Women are preferentially given the leadership functions which are related to an elevated negative risk consequence (Sabharwal, 2013). Theses role for women tend to be extra precarious compared to those which men have occupied. The glass ceiling is a kind of a block faced by women as they try to ascend to the top levels like CEO within an organization as compared to men.
In the present day world, it would be wrong to say that the “Glass Ceiling Phenomenon” is no more because of what women are achieving or the gender equality rule. In the present day world, many women have been able to study and acquire bachelor degrees among other higher education status. All the same, their achievements have not yet matched up to the office and organizational related environment. As much as thousands are graduating from higher learning institutions only a hand full manage to be successful in beating the glass ceiling. What is more, even those who succeed in beating the glass ceiling are still incapable of exerting men like authority. Women who have successfully managed to beat the glass ceiling and entered the higher levels in an organization seem to be less likely to be involved in the decision making processes of greater traction policy, feel less empowered and frequently report inequality cases within their workplaces (Sabharwal, 2013). In most cases, women are blocked from getting to the higher senior levels within an organization because of the biological factor which is childbearing belief. Most people tend to fall into the negative biological aspect, believing that women are supposed to bear children and take care of the family (Baker & Cangemi, 2016). There is a need for the strategic leaders to take action in order to end glass ceiling within their organization and ensure equality within the workplaces. For instance, strategic leaders can come up with a way of empowering the staff members and rewarding the winner irrespective of the gender. More so, the strategic managers can employ guidance and counseling to the staff members and help them to shade off the negative biological view they have towards women. Strategic managers should discourage discrimination and campaign for equality within the workplaces.
Delegate your assignment to our experts and they will do the rest.
Life is completely made out of choices, having children is personal, but all choices carry their own burden. It is true that having children may slow down the pace at which women take to acquire higher leadership ranks, but it should never be an obstacle for them to achieve a higher rank. But, as long as things fall where they need to be, then everything would be at the right point. For instance, as long as the advancements in corporate would pay attention to the significant consistency in performance, commitment and amount of convenience and provided motherhood choices by women are made over professional development, women careers’ mostly for those who have the aspirations of becoming CEOs, will take a path which is more circuitous compared to that of men (Baker & Cangemi, 2016).
In order to curb the effects of the glass ceiling phenomenon and ensure that they impact the career of women then there is a need for a number of things to be done. For instance, instead of viewing women as childbearing objects and for the purpose of caring for the family, they should be motivated in various ways and helped where need be. Motivating them will provide room for women to work harder than other peers, thus developing unique expertise as well as skills. This way, the women may successfully manage to exceed expectations of performance (Baker & Cangemi, 2016). In addition, the present day world still considers men as the most suitable individuals capable of running an organization, especially during the times when everything is calm and normal. In most cases, women are only considered during crisis times because of the transformational and communal nature that they possess (Baker & Cangemi, 2016). Glass ceiling and inequality are simply the same. Different studies have shown that both men and women’s organizational growth and development begin the moment they join organizations of their choices and develop to different organizational positions (Omran et al., 2015). But the moment they start approaching higher ranks their promotion and progress pace change; women’s decreases while men’s increases, the glass ceiling blocks the women (Omran et al., 2015). If only organizations can change and do away with this behavior and consider giving women chances similar to men then equality within workplaces can be greatly embraced and the glass ceiling may be done away with.
In the recent years, glass cliffs have been on the rise due to the social constructs and social psychological combination. Women are a very significant part of an organization’s middle management and the entire workforce and may constitute up to a half of the workforce of a particular company. It is important the organizations consider providing women with the same opportunities as men in an organization to develop and grow to higher ranks.
References
Baker, J. & Cangemi, J. (2016). Why Are There So Few Women CEOs and Senior Leaders in Corporate America? Organization Development Journal , Summer 2016
Omran, S. M., Alizadeh, H., & Esmaeeli, B. (2015). The analysis of glass ceiling phenomenon in the promotion of women’s abilities in organizations. International Journal of Organizational Leadership, 4 (2015) 315-323.
Sabharwal, M. (2013). From Glass Ceiling to Glass Cliff: Women in Senior Executive Service. Journal of Public Administration Research and Theory (JPART), 25 : 399–426. doi:10.1093/jopart/mut030
