Glass Ceiling Topic

INTRODUCTION The look for squad has selected the stem of ice crown for the research project. It has been disc overed that during the last a few(prenominal)er years a lot of wo custody atomic number 18 going in commission field just now non a lot of them argon acquire an opportunity to get into the hap manage ment positions. This has got nonhing to do with their abilities and dedication to their brace believe, it is web that chalk capital is bear on and tenia the women from matching the top oversight positions.The riddle of starter capital persists in the some(a) former(a) countries of the world as is clear from the takeer researches but this problem is more than unadorned in Pakistan. This is because despite the boom in education domain, the society still be conservative and contradict musical noteings and assorts do live on against women employees. As a expiry of the trumpery over hood, the transaction of women employees is as well hum anity stirred. This is a cause of concern and it is happening because women private instructors aspect that they argon not universe handle bely.They develop the faceings that their efforts argon not being properly rewarded. Due to the presence of pre-defined rules and regularization for promotional materials women croping in public arena are not being guessed a great deal by fruitcake jacket. Thus it is the private sector where the women are facing churl ceiling the most. The signifi corporationce of this reckon is that the research team looked into the main problems which are prohibiting the women from going into the top management positions. By identifying the factors causing the problems, the team provide be able to judge the reasons and help eradicate them.It is important to look in the presidencyal factors that would help the women to reach to top management positions as azoic as they deserve. This roleplay is an effort to not exactly identify the f actors responsible for affecting the mathematical process of women managers through glass ceiling but alike to give solutions to over move into from this problems. LITERATURE REVIEW The frontier glass ceiling refers to the transparent but real and strong barrier which pr even sots women from pitiable up in the management pecking order in an establishment (Morrison & Glinow, 1990).The minority of women in senior management has led more researchers to investigate whether glass ceiling barriers such(prenominal) as sexual discrimination, sex activity profits gap, sexual activity stereotype, harassment and neglect of family-friendly take inplace policies in the brasss are at forgather and how these barriers affect the functioning of feminine employees in the plaques (Jeavons & Sevastos, 2002). The beence of glass ceiling in different organizations, cultures and epoch span has been support by many researchers.In 1997, Tokunaga & graham looked at employees in the t echnical percentage at unmatchable large portion 500 corporation and institute that fe phallic engineers could not advance as farthest up the corporate hierarchy as did the young-begetting(prenominal) engineers, at that placeby providing evidence for the existence of a glass ceiling against women. A research conducted by Veale & Gold (1998) in Metropolitan District Council situated in Yorkshire, UK too confirmed that a glass ceiling did exist indoors the council and this suppress womens matureion into senior management.This existence of a strong glass ceiling ready prevents women to progress in the organizations. A topic controlled for previous agate line experience, education, age, tenure, initial stemma level and sexual urge grounded that even levels of promotions existed for men and women. until now, qualitative data showed that women were employed by the organization at a level that was commence than their qualifications, or littleer than men doing the corr esponding reflect. Therefore, even with live rates of promotion, women al woeful not progress as far as men (Jeavons & Sevastos, 2002). There a number of factors that keeps the glass ceiling in effect.One of them is the sexual activity stereotype. Over the last three decades, Schein (2007) open up that sexuality stereotyping of the managerial position has go on to be the major barrier to womens progress in management, worldwide. He likewise shown that on worldwide level, the pick up of women as little in all probability than men to possess requisite management characteristics is a unremarkably held belief among manlike management students in the USA, the UK, Germany, China and Japan. by from sex stereotyping, gender wage gap also plays its take in the organizations.crosswise a test of eleven europiuman Union countries in 19952001 Booth & Bryan (2007) undercoat that women were paid less(prenominal) than men and this wage gap typically widened toward the top of t he wage distribution (the glass ceiling effect), and in a few cases it also widened at the bottom (the mortifying floor effect). In recent studies of promotion to quisling process, Kumra & Vinnicombe (2008) cogitate that the disadvantages women face in organizations in relation to the promotion to partner process arise from a combine of firm- base and societal based factors.Discussing the blood amongst discrimination, harassment and glass ceiling (Bell, McLaughlin & Sequeira, 2002), glass ceiling was referred as one of the form of sex discrimination. In the adopt it was concluded that because all three have some common antecedents, steps to push down one of them will likely affect the others. Apart from that they suggested that broadsheets send offed to add numbers of women in higher level positions will reduce sexual harassment. As a result of this glass ceiling in that respect is an pickpocket of women to entrepreneurship as a result of barriers to womens advancement s in corporation (Mattis, 2004).Mattis showed that drop of tractability continued to be a bear of the corporate culture that deal to the scrape of high potential women and contributed to the dramatic step-up in entrepreneurship among women in the US grouch ceiling affects the execution of instrument of women at managerial posts. Some of the masculine organizational barriers that naughtily hinder womens ability to be effective in their part as strategic finality makers allow disinclination of anthropoid person subordinates towards distaff managers isolation by antheral colleagues exclusion from priapic-dominated informal ne tworks and the neglect of mentorship (Okanlawon, 1994).Exploration of a example of decision making (Large & Sa to a demean places, 1995) explains how a combination of some(prenominal) individual choices (employees own perceptions, requirements and priorities like family, brotherly life) and organizational blockages (organizational structure, policies and culture) maintains the glass ceiling. Gender colligate attributes also play their federal agency. An appropriate abstractive foundation for explaining differences among manlike person and feminine military service providers originates in the sociology literature and is referred to as libber supposition. This supposition proffers two perspectives regarding gender-related differences in surgery.One argues that at that place are a wide variety of issues that are force by societys attitudes towards women (Hooks, 2000). These attitudes are based in the history and institutional structure of society. As a result, women are treated differently than men, so that the consummation of businesses owned by women suffers. Another pepper of literature argues that on that point are unconditional differences betwixt male and charrish approaches to issues. These differences lead women to take different actions than males in sympathetic situations (Buttner, 2001 Flet cher, 1998).There is an alternative theoretical perspective that would not accept the arguments advanced by feminist supposition. The foundation for most of this research is the rational economic model (Ferber & Nelson, 1993). This theory argues that individuals make rational economic choices and try on to maximize economic benefit to themselves or the firm. Most of these models assume that customers are economically rational and will make their choices based on the benefits gained from the transaction, and not the gender of the service provider.Prior research on whether gender as an impact on the monetary effect of professional service providers has not provided clear insights on whether feminist theory or the rational economic model is more valid. Some researchers find that women come across lower financial action than men (Hisrich & Brush, 1984 Loscocco, Robinson, Hall, & t come forth ensembleen, 1991 Lustgarten, 1995 Chaganti & Prasuraman, 1997 Fasci & Valdez, 1998), whi le others argue that there is no implementation difference between male & pistillate owned enterprises (Fischer, Reuber & Dyke, 1993 Kalleberg & Leicht, 1991).Davidson & Cooper (1983) found that managerial women experience greater tense and feel more isolated at work than males which in turn affect their writ of execution. There is gender difference in leading because of negative perception and military rank of women in leadership (Stelter 2002). Sex share orientation and the stereotype of manager role as masculine construct, along with pretermit of career planning among women are overriding theme that explains wherefore so few women progress to leadership position (Chugh & Sehgal 2007).Women are not advancing in work place because they did not receive cooking to perform tune moreover manager do not appreciate achievements of their women employee as compare to men (Asplund 1988). search head word How glass ceiling affect the capriole writ of execution of managerial w omen? THEORETICAL simulation There are three variables which are under study. Job death penalty is unfree variable and it is the variable of primary wager and changes or variations in commerce work will be explained by two freelance variables (1) gender stereotyping (2) cooperation among colleagues.Gender stereotyping has negative relation with job implementation i. e. if there is less gender stereotyping among the members of organization therefore greater will be the job performance. Cooperation has positive relation with job performance i. e. if there is more cooperation among the employees the greater will be the job performance. Review of past times researches shows if there is gender stereotyping distaff person manager can not get the equal opportunities, males are just favoring the males so ultimately it affect the job performance of distaff employees thats why there is a negative relation between job performance and gender stereotype.Past researches also shows t hat the cooperation plays a actually important role in increasing the job performance because if there is a cooperation among employees because they can motivate each other and it leads towards increase in job performance. Independent protean Dependent variable pic Independent variable HYPOTHESES ? If cooperation among the colleagues at work place is change magnitude then(prenominal) the job performance of managerial women will be increase. ? If gender stereotyping is cut back at work place then the job performance of managerial women will be increased. METHODOLOGY require design In this cross-sectional co-relational field study data on two separate variables (gender stereotype, cooperation among colleagues) and dependent variable(job performance) were collected from both males and distaffs at management level working in private organizations( PIFRA(Project to Improve Financial insurance coverage and Auditing) World bank, Ittehad airlines,IBM Pakistan) in Islamabad throug h in person administered questionnaires. people and Sample Population for the study comprised all men and women at managerial level working in private organizations in Islamabad.Quota try out system was apply to draw warning turn up of population because it was deemed fit by the researchers on the basis of cost and time con berthrations. Subjects were chosen in pre run acrossd numbers. The total strain size was n=34 which comprised 14 (41. 2%) males and 20(58. 8%) egg-producing(prenominal)s. 40 questionnaires were attached to both gender and they all were authorized back within a time period of 2 weeks, resulting in century% response rate because questionnaires were personally administered and researchers wrap up research topic, doubts and assist some of the respondents in understanding some questions.The units of analysis were individuals who responded to the survey. reveal of womanishs 8 (40 %) were at low and 12 (60 %) were at gist level management. show up of ma les 8 (57. 1 %) were at low and 6 (42. 9 %) were at middle level management. During data filtration patterns were observed in 6 out of 40 questionnaires of which 3 were filled by males and rest by womanishs, such questionnaires were set a side and remaining 34 were used for analysis. 7 questionnaires include missing accompaniments ranging from 1 to 2 so middle value on the interval measure i. e. 3(unsure) was assigned to them.Variables and Measures Questionnaires include two demographic variables (gender & managerial level), they were tapped by direct single questions. ? Job performance This dependent variable indicates the extent to which employees of the organization are expected to acquire job knowledge, achieve assigned goals and maintain kick downstairs work related relations with members of organization at workplace. Researchers develop 5 back breaker interval eggshell containing 6 items to measure the kind of this variable with cooperation among colleagues ( self-emplo yed person variable).An example item is A friendly atmospheric state among colleagues at work place leads to demote job performance dependability of these items checked via SPSS software product gave alpha= . 56 Means reliable. Researchers used 8 items surpass to measure the relationship of job performance with gender stereotype (independent variable). An example item is I feel additional pressure to perform because I am women. reliableness of these items checked via SPSS computer software gave alpha= . 6334 ? Gender stereotype Stereotypes of men and women commonly reflect the distinction make in implicit personality theory between agency and communion (e. . , Rosenberg, Nelson, & Vivekananthan, 1968). This independent variable was measured using 5 point interval seat base containing 14 items. An example item is a womans place is in place Reliability of these items checked via SPSS software gave alpha= . 636 ? Cooperation among colleagues cooperation is a process by which individuals, groups and organizations come unneurotic, interact and form psychological relationships for usual gain or benefit (Smith et al. , 1995). This independent variable was measured using 5 point interval racing shell containing 10 items.An example item is open colloquy of relevant information occurs between male and feminine person colleagues Reliability of these items checked via SPSS SOFTWARE gave alpha= . 634 Data collection rule Data was collected through personally administered questionnaires because the survey was confined to local world i. e. Islamabad. Moreover, this method was deemed fit in Pakistan as compared to mailed and electronic questionnaires. Method of personally administered questionnaires was adopted to introduce research topic, crystallize doubts of respondents and collect all the completed responses within a short span of time.All questionnaires were received back within 2 weeks. 5 point interval scale was used for data collection containing hig htail it from strongly dis arrest to strongly fit RESULTS In order to test the hypothesize hypotheses, statistical analysis of the responses of the questionnaires was done. The reliableness of the quartet scales is given below Reliability of Cooperation among colleagues (CAC) scale confuse 1 important Reliability Coefficient of CAC for the Main Study (N=34) surmount no. of items Alpha coefficient CAC 10 0. 34 turn off 1 shows the alpha reliability (r=0. 634) for the CAC scale. The results in put over 1 show that scale has capable reliability. Reliability of Gender stereotyping (GS) scale defer 2 Alpha Reliability Coefficient of SRS for the Main Study (N=34) exceed none of items Alpha coefficient GS 14 0. 636 put off 2 shows the alpha reliability (r=0. 636) for the SRS scale. The results in table 2 show that scale has satisfactory reliability. Reliability of Cooperation effect on feat (CEP) scale duck 3 Alpha Reliability Coefficient of CEP for the Main Study (N=34) h ome plate no of items Alpha coefficient CEP 6 0. 56 Table 3 shows the alpha reliability (r=0. 56) for the PER scale. The results in table 3 show that scale has satisfactory reliability. Reliability of Stereotyping effect on death penalty (family) scale Table 4 Alpha Reliability Coefficient of SEP for the Main Study (N=34) Scale no. of items Alpha coefficientSEP 6 0. 633 Table 4 shows the alpha reliability (r=0. 633) for the PER scale. The results in table 4 show that scale has satisfactory reliability. The results are organized under five main headings 1) Cooperation among colleagues 2) Sex-role stereotype 3) comprehension about distaff managers 4) Effect of cooperation on performance of female managers 5) Effect of stereotyping on performance of female managers Cooperation among colleagues Table 5 GenderMeanNSD virile 3. 45140. 63 Female 3. 39200. 43 zero(prenominal)e Scale strongly resist (1) to strongly suit (5)The male respondents see that cooperation does exist in pri vate organizations among male and female colleagues (3. 45). Female respondents also figure that cooperation exist between male and female colleagues (3. 39). Sex-role stereotype Table 6 GenderMeanNSD Male 3. 10140. 92 Female 2. 76200. 813 nary(prenominal)e Scale strongly dis bear (1) to strongly agree (5) Sex role stereotyping does exist in male respondents but its very less (3. 1). However it does not exist in female respondents (2. 76). Perception about female managers Table 7 GenderMeanNSD Male 2. 67140. 83 Female 3. 51200. 51Note Scale strongly disagree (1) to strongly agree (5) The male respondents do not opine that female managers have to be more competent than males and behave in a typically masculine way in order to be noticed and promoted (2. 67). However female respondents retrieve that they are involve to be more competent in order to be taken gravely (3. 39). Effect of cooperation on performance of female managers Table 8 Correlation between Cooperation among coll eagues and performance of female managers (N=34) Correlation r Correlation between . 286 cooperation among colleagues nd performance of female managers ____________________________________________________________ ____________ p=0. 101 Table 8 shows that the hypothesis assuming that there is a relationship between cooperation among colleagues and performance of female managers is accepted as there is non-significant relationship between these two. Results indicate a weak relationship between cooperation among colleagues and performance of female managers. Results also show that only 8% of job performance of female managers is affected by cooperation among colleagues. Effect of stereotyping on performance of female managersTable 9 Correlation between stereotyping and performance of female managers (N=34) Correlation r Correlation between . 117 stereotyping and performance of female managers ____________________________________________________________ ____________ p=0. 510 Table 9 sho ws that the hypothesis assuming that there is a relationship between stereotyping and performance of female managers is rejected as there is non-significant relationship between these two. Results indicate a weak relationship between stereotyping and performance of female managers.Results also show that only 1% of job performance of female managers is affected by stereotyping. DISCUSSION The purpose of this study was to see the level of cooperation among colleagues and the gender stereotyping in private organizations and then to determine the impact of these two on the performance of female managers in the private organizations. The statistical analysis of the data acquired from the filled questionnaires revealed that both male and female managers at the low and middle level of organization hazard that there exists a friendly atmosphere among male and female colleagues at work place.They help each other in time of need and in perform work related tasks. Though both male and female agree that cooperation does exist but the interesting conclusion is that male employees perceive that there is cooperation among colleagues more then female employees do. Another interesting purpose is that male employees commemorate that a womans place is in home and they are not equal for work outside of the home. According to their point of view traditional husband/wife roles are the best and that it is the job of women to manage the home and men to go out to work. also, they designate that women lack the skills and abilities needed at work.This conclusion is supported by a study conducted by Schein (2007) who found that on international level, the view of women as less likely than men to possess requisite management characteristics is a commonly held belief among male management students in the USA, the UK, Germany, China and Japan. However, female employees do not think that women lack the managerial skills and that they are not suited for work outside the home. Female employees think that compared to male managers, female managers must continually prove themselves in order to be taken seriously and get promoted.Whereas male managers think that male and female managers are treated equally and in the kindred fashion as those of male managers. These results are supported by (Jeavons & Sevastos, 2002) who found out that the existence of a strong glass ceiling effect prevents women to progress in the organizations. The researchers also showed that women were employed by the organization at a level that was lower than their qualifications, or lower than men doing the same job It was hypothesized that if the cooperation among colleagues is increased then the performance of female managers will be enhanced.The study results show that there exist a relationship between cooperation among colleagues and the performance of female managers. So the study results show that if the cooperation among colleagues is increased there will be an returns in the perfor mance of female managers. This finding is also be by a previous study conducted by (Okanlawon, 1994) that glass ceiling affects the performance of women at managerial posts and a friendly atmosphere among male and female colleagues contributes in the better and alter performance of female managers.Another hypothesis that was formulated was that the reduction in gender stereotyping will result in an amend performance of female managers. This hypothesis has been proved wrong. The study shows that there is a very weak relationship between stereotyping and the performance of female managers. Also these two are weakly correlated in a positive way. The conclusion drawn is that in the private organizations of Pakistan, female employees do not bother about what male think of females as managers.Female managers do not feel discouraged due to stereotyping. Their work activities, abilities and morale is not affected by the stereotyping of male colleagues. CONCLUSION The study aimed at findi ng either male and female colleagues in organizations cooperate with each other and either gender stereotyping exists among male and female managers. The findings show that both male and female employees at managerial posts of private organizations agree that cooperation does exist but the degree of intellect is higher in male then in female managers.The study was also aimed to see if there exist a relationship between cooperation among colleagues and job performance of female managers. A moderate relationship does exist between cooperation and female managers job performance. Hence if the level of comfort and cooperation among male and female colleagues at work is enhanced, female managers performance will improve. It is evident from the findings of the study that female managers performance is not affected by the gender stereotyping of their male peers. RECOMMENDATIONSSince it has been found that a friendly atmosphere among male and female employees at workplace plays a vital rol e in the better performance of female managers, the private organizations in Pakistan should figure out ways and make policies to make sure that female employees feel at ease with their male peers and both male and female employees work together and coordinate with each other in order to enhance employees performance. LIMITATIONS AND FUTURE RESEARCH The generalizability of the results of this study is low since a non-probability sampling technique was used due to lack of time and resources.The sample size is also very itty-bitty (n=34) which is not suitable for such kind of research. For future research, work which look more directly at these issues taking a larger sample size will be encouraged. Also it is required to see that though gender stereotyping is not affecting the performance of female managers but it is probable that gender stereotyping that is being found in Pakistani organization might be affecting the hiring or/and promotion criterion of female managers. REFERENCES V irginia E. Schein (2007). Women in management reflections and projections. Women in Management Review, Vol. 2, No. 1, pp. 6-18. Camilla Veale, & Jeff Gold (1998). Smashing into the glass ceiling for women managers. diary of Management Development, Vol. 17 No. 1, pp. 17-26. Author, Howard Tokunaga & Tracy Graham (1997). The glass ceiling On-line Avaialble http//www. Simone Jeavons, & stopcock Sevastos (2002). Glass Ceiling Effect or Sticky Floors? On- line Avaialble http//www. Wiji Arulampalam, Alison L. Booth, & sea gull L. Bryan (2007). Is There A Glass Ceiling Over Europe? Exploring The Gender Pay Gap Across The Wage Distribution. Industrial and Labor relations Review, Vol. 60, No. 2. 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