Women and the Glass Ceiling
Women and the Glass Ceiling
Moreau, M. & Halsall, A. (2005). The career progression of women teachers in England: a study of barriers to promotion and career development: p13 97.
Moreau, & Halsall, (2005) look at the progression of women in the teaching profession. The article comprehensively covers the gendered pattern of the employment of teachers. The article relies on previous research and literature material to demonstrate the extent of gender imbalance in this sector. The article demonstrate that there is a gap between the fields that the women teachers engage in, and the fields that the male teachers engage in. the female teacher mostly teach in the nursery and primary level whereas a majority of the male teacher are in the secondary level of education.
The article also reveals the gap in terms of payments across the gender with men enjoying a higher pay than the women. The article digs deeper by reviewing the underlying factors that lead to gender imbalance in the teaching profession. The article discusses factors such as subject hood, home responsibilities, workplace dominance and factors related to promotions and appointments. Among the numerous measures suggested supporting women in their careers, the author states “family-friendly policies can be helpful to facilitate the combination between work and family demands” (98).
Definition: glass ceiling, career progression, gender imbalance.
Examples: movement from one teaching post to another is hindered.
Opposing viewpoints: The use of a narrow sample in the above study may present a varied that is different from the information on the ground. The article also misses to mention the factors that hinder entry of women into the teaching profession and more specifically management posts.
Simpson, R. & Altan, Y. (2000). The time bounded glass ceiling and young women managers. Journal of European industrial training.p190-198.
The article reviews the glass ceiling effect on the progression of female managers as compared to men. According to the article, the women face more obstacles in terms of career development compared to their male counterparts. The article aims to indicate that the glass ceiling is not permanent but is significantly influenced by time and age. According to Simpson, & Altan, (2000) “younger women appear to be presented with more opportunities than their male counterparts” (190). The article further reveals that women have a higher chance of moving up senior management positions. The women also strive to switch from one organization to the other in a bid to progress career wise. The article further states that the concept of the glass ceiling is now viewed as an ideology of the past as women are accessing better jobs.
Definitions: Career development, women managers.
Examples: Women have finally overcome the barriers of gender in terms of career development.
Opposing Viewpoints: The concept of the glass ceiling in career development means 3 things. First, that the glass ceiling has been demolished, and men and women can enjoy equal job opportunities and career development. Secondly, it can mean that the concept of the glass ceiling has been punctured and now allows women to enjoy career development. Third, it can mean that the glass ceiling concept has been raised in terms of age such that it is only the older women that continue to be affected. The article also reveals that there are no individual factors that interfere with women academic efforts.
Djajadikerta, H. & Trireksani, T. (2007). Predictors of women academics career progression: Australia. Asian academy management journal. Vol. 12(1); 51-68.
The article deviates from looking at the concept of the glass ceiling from a personal or systematic perspective and moves to an organizational set up. More specifically, the article focuses on the concept of the glass ceiling from the perspective of an institution of higher learning. The article further looks at the factors that influence the advancement of women academically. The article finds that human capital greatly influences the progression of women in academics. Human factors in this sense refer to the productivity, level of education and experience of women. The findings of the article indicate that higher education institutions need to clarify their promotion criteria so that it does not interfere with the career advancement of women (56).
Definitions: women academics, career progression, glass ceiling.
Examples: lack of career guidance and collaborative goal setting from academic institutions for individual academics.
Opposing view point: the study subjectively focuses on participants from one region. It is vital that future studies engage a broader population to get a definite representation of the situation of women in academic institutions.
Wrigley, B. (2002). Glass ceiling, what glass ceiling? Journal of public relations research. Vol. 14(1): 27-55.
Definitions: glass ceiling, women in PR and communication.
Opposing view point: the glass ceiling effect continues to be felt within organizations, and the PR and communications industry is no different.
Nelson-Gray, R. (2012). Comments by ABCT’s first female president on overcoming the glass ceiling. Journal of behavior therapy. Vol. 43; 705-707.
Definitions: history of behavior therapy, gender issues, females in academic, females in professional leadership.
Example: women must select supportive work institutions; enhance their efforts to network and utilize the collaborative leadership style.
D’Agostino, M. (2010). Making sense of women career progression. Journal of public administration & management. Vol. 16(1); 95-115.
Definitions: glass ceiling, women career progression, women and the workforce.
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