Abstract
This study looks at the glass ceiling by examining three specific research questions. The questions look at the definition of the glass ceiling, its effects as well as how it can be broken. This part of the research contains a comprehensive literature review of some of the sources to be used. The literature review only includes sources from current peer-reviewed journal articles. The literature review reveals the fact that the glass ceiling is still in place in the current workplace and has various effects. The effects stem from factors such as unequal pay for the same job and lack of promotion among women. However, the effects of the glass ceiling effect can be addressed through various factors such as promoting diversity, education as well as promotion of women at the workplace. It is expected that the research will contribute significantly to existing literature on the subject of glass ceiling and how to deal with its effects.
Glass Ceiling
This research is about the glass ceiling and delves into answering specific research questions about the subject. This part of the research provides an outline of how each of the research questions will be answered. Moreover, the research plan about the glass ceiling also includes a literature review on some of the preliminary sources to be used when answering the research question.
Research Purpose
The foundation of this research is to examine recent research into the subject of glass ceiling through a comprehensive literature review.
Research Question
What is glass ceiling?
What is the effect of glass ceiling at the workplace?
What are the measures to break the glass ceiling effect at the workplace?
Literature Review Outline
Need for this Research
Research into the field of glass ceiling effect has proved to be controversial over the years. This is because the equity issues around salary are very sensitive and often causes anxiety (Rosser & Mamiseishvili, 2014).
Schuh et al., (2013) observe that the population of women has increased in the workplace but this representation is still low in leadership positions and this gives an ethical challenge not only to the society but also businesses.
Research Question One: Glass Ceiling Defined
According to Bruckmuller and Branscombe (2011), the glass ceiling is an informal barrier that hinders the progress of women from taking up upper management position. Research has shown that women only rise to top management positions when an organization is faced with crisis and this is something that needs to be addressed.
Gutek (2010), on the other hand, defines the glass ceiling as an inaccurate descriptor of women distribution in the workplace in industrialized countries. In their book review, the authors note that although some researchers have dismissed the concept of glass ceiling, it is still relevant in today’s workforce.
Research Question Two: Effect of the Glass Ceiling at the Workplace
One of the primary effects of the glass ceiling is that although women make a significant percentage of today’s workforce fewer are in leadership positions. The inadequate representation in leadership positions can be attributed to the unconscious bias that women cannot lead (Kaiser & Wallace, 2016). However, the authors recognize that although this bias is being addressed there is need for women to develop strategic leadership skills that will enable them to take up leadership positions and break the glass ceiling in the long-term.
According to Kumra and Vinnicombe (2008) the other effect of the glass ceiling in the workplace is that women are supposed to fit into an existing model of success that is dominated by men in order to advance their career and this disadvantages them. The other effect that is recognized in the research is that there is a presence of a self-managed process that determines career advancement which also disadvantages women. The authors recognize there is need for a new approach when it comes to the subject of glass ceiling by taking into account the implications of their research.
The glass ceiling also affects women’s commitment to advance to top management positions because of the environment around the organizations. Women develop individual attitudes on their positions in the workplace and this hinders their progress to management positions (Bilimoria & van Esch, 2012). The researchers further recognize the causes of the glass ceiling effect such as existing social structures in the workplace and compensation practices.
Research Question Three: Measures to Break the Glass Ceiling
According to Jordan and Battaglio (2013) there is a need to shift from the traditional models of the workplace and embrace contemporary models that do not hinder the advancement of women in the workplace. The need for diversity in the place of work has been underscored in various studies and this can go a long way on breaking the glass ceiling.
Whiteside and Hardin (2011) note that hard work by women in the workplace is enough to break the glass ceiling. Hard work at the workplace entails strong ethics that will enable the women to rise to management positions. Moreover, when a woman advances their career to management positions through strong work ethics, this also shows other women that they can achieve the same.
Advancing one’s career requires the right education and Ahmed, Mai, Elder, Rodriguez and Yaster (2014) point out the fact that the glass ceiling effect can be broken through education. Moreover, the authors recognize that women need to collaborate in the workplace with people from all walks of life to enhance their chances of career success.
Mahoney and Kor (2015) suggest that there is need to invest in firm specific human capital as this will build on organizational core competencies. The investment in human capital should also involve the investment in women as this will also break the glass ceiling effect. Moreover, the investment should focus on programs that enhance the entire workforce rather than a specific gender.
References
Ahmed, Z., Mai, C., Elder, B., Rodriguez, S., & Yaster, M. (2014). Breaking the glass ceiling: an interview with Dr. Shirley Graves, a pioneering woman in medicine. Pediatric Anesthesia, 24(4), 440-445. http://dx.doi.org/10.1111/pan.12363
Bilimoria, D., & van Esch, C. (2012). A Review of Key Readings in the Study of Women and Management. Sex Roles, 67(1-2), 127-130. http://dx.doi.org/10.1007/s11199-012-0129-3
Bruckmuller, S., & Branscombe, N. (2011). How Women End Up on the “Glass Cliff”. Harvard Business Review. Retrieved 28 March 2016, from https://hbr.org/2011/01/how-women-end-up-on-the-glass-cliff
Gutek, B. (2010). How Women Continue To Be Disadvantaged in the Workplace. Analyses Of Social Issues And Public Policy, 10(1), 337-339. http://dx.doi.org/10.1111/j.1530-2415.2009.01199.x
Jordan, T., & Battaglio, R. (2013). Are We There Yet? The State of Public Human Resource Management Research. Public Personnel Management, 43(1), 25-57. http://dx.doi.org/10.1177/0091026013511064
Kaiser, R., & Wallace, W. (2016). Gender bias and substantive differences in ratings of leadership behavior: Toward a new narrative. Consulting Psychology Journal: Practice And Research, 68(1), 72-98. http://dx.doi.org/10.1037/cpb0000059
Kumra, S., & Vinnicombe, S. (2008). A Study of the Promotion to Partner Process in a Professional Services Firm: How Women are Disadvantaged. British Journal Of Management, 19(s1), S65-S74. http://dx.doi.org/10.1111/j.1467-8551.2008.00572.x
Mahoney, J., & Kor, Y. (2015). Advancing the Human Capital Perspective on Value Creation by Joining Capabilities and Governance Approaches. Academy Of Management Perspectives, 29(3), 296-308. http://dx.doi.org/10.5465/amp.2014.0151
Rosser, V., & Mamiseishvili, K. (2014). Using Salary as a Measure of Glass Ceiling Effects: Lessons for Institutional Researchers. New Directions For Institutional Research, 2013(159), 13-23. http://dx.doi.org/10.1002/ir.20050
Schuh, S., Hernandez Bark, A., Van Quaquebeke, N., Hossiep, R., Frieg, P., & Van Dick, R. (2013). Gender Differences in Leadership Role Occupancy: The Mediating Role of Power Motivation. J Bus Ethics, 120(3), 363-379. http://dx.doi.org/10.1007/s10551-013-1663-9
Whiteside, E., & Hardin, M. (2011). “I Don’t Feel Like I’m Up Against a Wall of Men”: Negotiating Difference, Identity and the Glass Ceiling in Sports Information. Journal Of Intercollegiate Sport,, 4, 210-226.
