According to Erica Strauss on Women and Obstacles (2007) reported that women aren't getting the credit they ought to have in the workplace despite having come a long way since forever. Most have become their way to congress or in politics and achieved high positions, been given voting protection under the law, and are involved in doing businesses across the Atlantic, and rocketed into space amongst others. Most women seem to be under-represented in upper management levels in many companies and getting paid less for the same work done by men.
The main discussion is that "glass ceiling" exists in the workplace and the word was coined more than twenty years ago with a Wall Street Journal to describe the obstacles women face at work with the term "ceiling" suggesting that women are clogged from advancing in their careers and the word "glass" can be used because the ceiling is not necessarily detectable. "
Phrases. org. uk defines glass roof as "an unofficial barrier to workplace progression, usually in regard to women or minority groups. " While ethnicmajority. org identifies the term as "the obstacles that often confront Ethnic Americans and women in trying to attain the top echelons of corporate America. " Castro (1997) concurs and says that it's a "term that identifies the unnatural plateau, beyond which women and other minorities are denied the opportunity to advance to top levels of executive management in corporate America. "
Mindtools. com studies that "goblet ceiling was an idea applied to women plus some minorities. It had been very difficult, if not impossible, for them to reach top management positions. No matter how certified or experienced, they simply weren't given opportunities to help expand advance their opportunities. There are a lot more women and minorities in powerful positions. However, the goblet ceiling continues to be very real. And it's really not always limited by gender or race. " The "glass ceiling" barriers toward women, Fieldman (1997) says "they are simply only an insidious form of love-making discrimination, in violation of regulation. "
Paycheck. in. com define a glass ceiling as "an manufactured barrier in a women's profession which deters her from attaining senior positions or attaining high salary levels. This specific term was first coined by Hymowitz and Schellhardt in a 1986 Wall structure Street Journal Article on corporate and business women. As the word ceiling is used to point that the advancement of ladies in their careers is limited the term wine glass is employed because the ceiling is not necessarily visible. The obstacles commonly include salary inequality for the same work, discrimination in deals, sexual harassment at work and lack of policies to keep work-life balance. "
From all these definitions there appears to be a commonality in the definition of glass ceiling. From my perspective cup ceiling can be an artificial hurdle in women's career and minority organizations including certain ethnic communities, which deters them from getting older positions or attaining high salary levels despite there being opportunities for progress no subject how qualified or experienced they may be, not only in the us but globally in careers which may have been male dominated for a long time. I also believe that nowadays, men are also facing glass roof in their workplaces even though they might not exactly be as majority as women especially in Kenya. I believe some major contributing factors will be the business work culture and environment, racism, nepotism, sexual harassment, diverse subcultures and ethnic beliefs, employment procedures and practices, kind of organization (family owned or operated) and control within these organizations.
Glass Roof from a global perspective
The ILO's Global Career Fads (2003) reported that "women continue steadily to have lower labour market participation rates, higher unemployment rates and significant pay distinctions in comparison to men. Women stand for over 40 % of the global labour force, approximately 70 % of women in developed countries and 60 per cent in producing countries. Women take up around 30 to 60 per cent of professional jobs in the sample of countries that new data were available. This represents a rise of 0. 7 % between 1996-99 and 2000-02. However, sizeable variations continue to be between women's share in different types of professional careers. " Figures also show that the "amount of women retaining administrative and managerial positions has risen significantly (U. S. Office of Labor, 1996), information also implies the entire market continues to be showing signals of a goblet ceiling for women. " (U. S. Division of Labor, 1995). In addition, "women represent nearly 50% of the total U. S. labor force. Yet relating to Catalyst, a non-profit group committed to extending opportunities for women in the work area, women presented just 16. 4 percent of commercial officer positions in 2005. Only 10 Bundle of money 500 companies got women CEOs in 2006, and none of them of those companies were among the Fortune 100. " (Copernicusmarketing. com). Additionally, Jacobs (1995) says that "extensive exploration of gender segregation at work indicated that ladies havent found job opportunities equivalent to those of their guy counterparts. " Corresponding to Lahtinen and Fiona (1994), "during the last twenty years in Britain, the number of women employees is continuing to grow; there has been a 2. 8 million fall season in the amount of men, and a two million go up in the amount of women who work. "
Liff andWard's (2001) research on a "UK High Street Standard bank investigates women's under representation in mature management positions, in relation to the work requirements for such positions. Their results found the lender giving constant information with their women that to be on top management one has to prove devotion and commitment through working extended hours and participating and including in the senior and top management functions. Moreover, women who were unable to adapt to this were undermined and excluded by the lender. "
In some interviews of authors and commentators in Dailymail. co. uk (2008), a feminist writer Fay Weldon commented that girls with children are the only ones that face goblet roof because bonding with newborns creates a relationship that can't ever be switched off and the mother role becomes more of the mother's responsibility than any role. The multitasking of women is what inhibits them from reaching the top as a result of many issues that go through their thoughts. Men on the other hands think it is easier because they can give attention to one process completely moving over off other issues and accomplish more at work. Additionally, majority of the women do not want to benefit long hours which bring with it a great deal of stress and strains because of the much responsibility they have at work and at home as they make an effort to maintain that balance.
Duncan Bannatyne disagrees and doesn't assume that glass ceiling exists. He doesn't have confidence in an enterprise being so male-dominated and highlights that whether or not one is male or female, all of them are in a position to start, own and run their own businesses, though he previously often questioned why there were less women in business in comparison to men.
Lorraine Heggessey views it otherwise and thinks that glass ceiling does exist. Regarding to her,
women seem to be to be producing their self-confidence and tendencies and are relatively new to working in the federal government, media, banking among other. She highlights that men's insufficient experience doesn't hinder them from getting to the top and make an application for jobs two years previously before becoming ready for this unlike women who make sure that that they had completed all they have to do before they may take up that position. Being a "successfully first woman controller of BBC1 in 2000 and now the chief professional of talkback THAMES, one of the country's major TV creation companies" she advices women to look over the glass ceiling and see it as something translucent and work as if it's not there.
It may be true that men never let their insufficient experience to enter their way but I also believe that there are women who never let it either and it generally does not mean that all women must feel that they are completely prepared for a job before going for it. I think powerful competition, high rates of unemployment and increased graduates on the market has made both men and women look for careers intensely or start their own business out of what they examined in campus.
According to Nicola Horlick, "one of Britain's most widely known businesswomen who was nicknamed Superwoman for holding down a high-powered City job while nurturing a family comments that girls are believe it or not successful today than previously - in fact, there are now more female than male millionaires. " She ascertains that to the fact that more women have become entrepreneurial and since the work environment for then is too inflexible while one has a family, then one opts for much more flexible opportunities and in careers such as PR, Marketing, and Posting which are more family friendly. The performing field for females becomes uneven in particular when they start elevating up children. (Dailymail. co. uk 2008)
Ruth Badger who "runs her own consultancy organization in Didsbury, Manchester and was a runner through to the second series of The Apprentice, now helps convert slipping companies into successes and operates her own consultancy company in Didsbury, Manchester" believed that she could always smash any a glass ceiling that would hinder her from moving up. She outshone her peers at the job both men and women by rising up to a much mature position from a mere junior supervisor. She thinks in effort and performance and the capacity to show your accomplishments verbally (Dailymail. co. uk 2008) Stfrancis. edu agrees and points out that cup can be smashed hard enough through determination and never giving up until one attacks it instead of complaining about any of it.
Michelle Mone, a "co-founder of MJM international and inventor of Ultimo, one of the UK's most successful creator lingerie brands is convinced that, the challenge for ladies in business is not men - it is their own lack of confidence. " She says that women are so fearful of being rejected more that just how men do hence lack the zeal going to the glass ceiling. She doesn't believe in a female behaving such as a man rather she highlights on persistence, being keen and assertive that will help women complete to older levels. She features to the creation of a glass ceiling by women scheduled to caring for families, want to do shopping, clean the home and clothes, and schooling. Also, women tend to be jealous of each other and cannot help one another get top most positions because they are perceived as hazards and specially when one is attractive. She induces women to interact since they can perform more. However, I also feel that men's ego, fear and need for status can hinder other men and also women from obtaining top positions. (Dailymail. co. uk 2008),
According to Dailymail. co. uk (2008), "Avivah Wittenbery-Cox a co-author of Why Women Mean Business and CEO of 20-First gender consultancy says that, all this discuss the glass roof doesn't help solve the true problems facing the feminine workforce. The phrase implies that we women rise and up through the ranks without any trouble by any means, until instantly we find our avenue is obstructed. " She says that the government policy in Britain doesn't support the maximum amount of dual income lovers and although many companies take women through programmes in command training and present extra support to feminine employees as they make an effort to do the right thing; insufficient administration support is a hindrance.
According to Avivah, there's a plan by most top companies to recognize high performing employees at the age of 30 and 35 and it is at the main point where a lot of women are starting their own families or are experiencing young children and are on maternity leave, or encounter sleepless nights as a result of small children, while their men acquaintances are at work and receive the promotions much faster. Women regarding to Avivah want to excel in what they certainly as a wife, daughter, mother, girlfriend, volunteer and professional professions and it generally does not mean they want the top positions.
According to Wells (1997) there has been an increase in women possessing bachelors and post graduate levels especially running a business management and laws at the postgraduate level which are believed to be the essential credentials needed for senior management positions.
Mallon and Catherine (1999), highlight that wedded women without children, unmarried or divorced women will be in senior management grades and unlike their men counterparts, they take long to determine their careers. In their study, the constraining influence on career development for females had to do with company culture especially doing work for extended hours, value, policy related to childcare and family, and practice and erotic discrimination. "A notable finding was that, regardless of the high level of qualifications held, 35 per cent of women attributed their (perceived) slow profession progression with their own insufficient relevant training and breadth of skill and an identical quantity thought that additional training was the answer. Lack of self-confidence was explained by one girl as a: ``powerful barrier with many understated results''. (Mallon and Catherine 1999) and it is often cited as a reason behind women's under-representation at senior levels (Inlogov 1989). Research conclusions confirm that the countless women declined for higher management positions are as experienced as the men joining the workforce (White, 1992) Even though women are actually graduating in higher numbers than men from educational corporations (Fagenson & Jackson, 1994), "the indegent representation of women at senior management level proceeds" (Hind & Baruch, 1997, p. 276). Research seems to suggest that wine glass ceilings, rather than a lack of skills, limit women's growth into the upper degrees of management (Lyness & Thompson, 2000).
Glass roof in Africa
According to un. org/africarenewal on articles written by Ernest Harsch (2006), "the election of Ms. Ellen Johnson-Sirleaf as the new chief executive of Liberia stands as a double landmark. The event signalled an important part of the Western world African nation's move to tranquility after 14 years of civil war; it also proclaimed the very first time that a female was elected to the best political office anywhere in Africa. " She was able to break the cup ceiling when you are the only woman among 22 presidential candidates.
According to africa-investor. com, breaking the glass roof (2008), until just lately, "the Nigerian overall economy was run by a female; South Africa has a lady Vice Chief executive; and Kenyans laud their own female Nobel-prize-winning scientist. " Despite women breaking the glass ceiling, "there are still major disparities between the sexes in the workplace. UNICEF quotes there are six million more women in the world than men, executing 66% of the work in return for only 11% of the world's income. Yet there are indicators that the bank industry in Africa - usually a male-dominated bastion - is beginning to indicate not only the make-up of bank elsewhere on the globe, but also the make-up of the societies it works with and relies on because of its business. Women are handling larger levels of money than at any other time, and are starting to emerge from behind the collective brain of many traditionally male-dominated environments to become leaders, pros and business owners. While South Africa's radiant overall economy offers women fascinating occupations with fast-growing, world-renowned companies, the road to the most notable has been doubly hard. Racial oppression through the apartheid time has compounded women's initiatives to break into business generally, resulting in what Ruwaida Kassim, CEO of the Institute of Retirement life Funds (IRF), identifies as a racially-tinted cup ceiling. " (africa-investor. com 2008)
"Ladies in South Africa's financial sector have been doubly marginalised as a by-product of discrimination, yet we've progressed steadily, " she says. She highlights that the existing pension account adjudicator is a female, and this she, at only 27, is going up a body that performs a vital role in overseeing a business that contributes more than ZAR 10 trillion (US $1. 24tr) to the South African economy. Many women also have the kind of life experience that makes them ideally suited to the human aspects of financial services, particularly if detailing or marketing products to other women. Beyond that, the multitude of roles women end up performing - mother, sister, wife, profession girl, homemaker - helps develop finely-tuned psychological intelligence that has to their benefit within the interpersonal dynamics of any workplace no subject who they are coping with, from the boardroom to the canteen. " (africa-investor. com, 2008)
In less developed countries there are few women with management skills, which creates a hurdle to growth. Additionally, women are much more likely to be studied out of institution early on by their parents in order that they add economically and materially to home life, and childbirth pressures which further disrupt profession leads. " (africa-investor. com, 2008)
According to ILO's Global Employment Styles (2003), "cultural and cultural behaviour towards what constitutes "male" or "female" careers lead to occupational segregation, however the extent of the challenge differs from country to country, and from job to job. Women are mainly focused in the "feminized" professions such as medical and teaching (horizontal occupational segregation), where at the same time they remain in lower job categories than men (vertical occupational segregation). However, women continue steadily to make small inroads into non-traditional areas such as legislations, information and communication technology (ICT) and computer research, and engineering, and there is research that employers are starting to promote women more systematically and also to introduce family-friendly procedures in order to preserve them.
However, women who choose non-traditional jobs can face special constraints in the workplace, not least which are isolation, limited usage of mentoring and feminine role models, and intimate harassment. "
In South Africa, while "women are gaining acceptance to informally enter in the boardrooms, the culture of long working time and challenging job requirements, are discouraging them from actually positioning seats there. " (Babita 2006)
It is seen that glass roof is not simply a one country women's problem however in Africa and internationally not only in one career field e. g. marketing, fund, technology but in majority of jobs if not absolutely all.
Glass ceiling in Kenya
In an internet article written by Muthoni Thang'wa (2006), "Statistics in Kenya show that more young girls enroll in college each year than ever before because of the release of free major education in 2003. " But it was mentioned that the enrolment of young girls only increased in some regions after introducing free education in main schools illustrating that many parents who didn't see the need of educating the lady child had to hold back for the advantages of free primary education. Additionally, most civilizations would marry off their daughters at age 12 years however, many organizations that cater for women have tried to avoid these traditions by educating the parents and contemporary society and sheltering ladies who try to be wedded off earlier and give them education. However, there's a whole lot yet to be achieved since some cultures have held to these customs.
According to Muthoni (2006), "Ms Agnes Pareiyo of Tasaro Females Rescue Centre in Narok runs a centre that provides as a refuge for mainly Maasai females who refuse to undergo girl circumcision and opt for an alternative rite of passage. " The centre really helps to advice, reconcile and teach parents and their daughters on other ways these rites of passage can be carried out while steering clear of these unsafe culture of girl's circumcision. Ms. Agnes was identified by the UN on her behalf efforts.
That the goal of the centre is to reconcile parents and their daughters after the solution rites and giving them an education speaks volumes of young ladies in regards to the social rites of passage.
Former Tetu MP Teacher Wangari Maathai, the Nobel Laureate, contributed to ecological development, democracy and tranquility and received the Nobel peacefulness award in 2004. Muthoni (2006) says that Teacher Wangari through the Green Belt Movements could mobilize rural women to struggle deforestation, thus rebuilding not only the key source of fuel, but preventing soil erosion and protecting our streams an lakes which include life to man. Teacher Olive Mugenda shattered a cup roof when she became the first female vice chancellor to provide Kenyatta University or college which is one of Kenya's six open public universities.
According to deloitte. com (2010), within an interview with Ambassador Amina Chawahir Mohamed, the permanent secretary and ceo, Ministry of Justice, Country wide Cohesion and Constitutional Affairs of the Republic of Kenya, "countries that have women in authorities leadership positions have an increased volume of issues affecting women on the legislative plan, often leading to positive societal and economic developments. For instance, after ten women acquired parliamentary seats in Kenya, legislation associated with women's issues, such as combating home violence, was approved into laws. "
Likewise, "research has shown companies with ladies in control positions perform better and achieve more financial rewards than those without women representation. The very best 500 multinational firms, which acquired at least three women on the boards, saw a 16. 7 percent come back on equity, while average companies just found an 11. 5 percent come back. " (Marquez Jessica, 2007)
According to deloitte. com (2010), a report by UNIFEM, Migrating rates of folks with tertiary education, "as the globe grows a lot more interconnected, talent is now increasingly mobile. Apart from North America, parts throughout the world are experiencing a "brain drain, " where educated women are emigrating at alarming rates in search of advancement opportunities. For example, in Africa together, 27. 7 percent of females with tertiary education emigrate-10 percent more than men. An organization-wide culture switch must nurture an environment that is friendly to women and encourages their progress. " Women's progress has vital implications for the health and progress of governments, companies, and countries. Both the private and open public sectors must continue to nurture and enhance diverse talent-including high-potential women-- to be able to remain competitive and grow. (deloitte. com 2010)
According to "Prof David Ndetei, a lecturer at the School of Nairobi says that circumstances of depression among women are likely to be high in African countries where living conditions are difficult and there are no mechanisms to react to women who need psychiatric help. Prof Ruth Oniang'o, a gender activist who advocates women monetary empowerment in eastern Africa, records that "lots of the retrenchment programmes implemented by countries in sub-Saharan Africa in response to poor monetary performance have influenced those in lower cadres, that happen to be mainly occupied by women while Mr. Peter Lubao, a specialist counselor says that "the stress at the workplace, which might come in the form of sexual harassment, combined with the difficulties at family members level, incorporate to make life very nerve-racking for a working woman. "
(www. nation. co. ke)
According to allafrica. com, women have been overburdened by many gender roles and societal pressures more than men, which have contributed adversely to the fitness of women. The professional women are said to be the most influenced given that they have to combine both the demand of the family and those at the job and ensure that both run easily. Additionally, it is stated that sexual harassment and assault, and discrimination at work and in family members causes anxiousness development in women and depressive disorder and hence absence ideal ways on how to react to these stresses.
Glass roof facing ladies in marketing
According to Maclaran, Stevens and Catterall (1997), showcase that lots of women are choosing to become entrepreneurs because they are dissatisfied using their non-supportive working environments which "is determined by the culture within a specific organization, namely the systems of distributed beliefs which create the behavioural norms. " Within their study they offered an example of a woman marketing who would always feel disadvantaged and perceived herself as an outsider because the managing director would take all the other sales people who had been all men for refreshments, furthermore, in her endeavors to set up a customer responses system, the sales team resisted all her attempts. This affected her not to perform as required because she also experienced that these were withholding valuable information from her and hence, created a long distance marriage with them.
Other occasions included women being excluded from discussions, had to adjust to the male culture and possessed to prove themselves that they could handle the task at hand.
Maclaran, Stevens and Catterall (1997) argue that "the external environment is an portion of particular importance to the marketing role, and that we now have many cultures that the woman marketing administrator must comprehend, support and come to terms with. It is not sufficient for her only to seek to understand the culture of her own organization and work to improve her internal marketing communications; she continually encounters the challenge of being a woman in a mostly male world. Understanding how to adjust to the gender related culture of customers' organizations also becomes a crucial function for her to have the ability to deal with the company/customer program more effectively. "
Forrest (1989) highlights that "women are generally assessed as less appropriate individuals for stimulating, challenging jobs or for high position positions of their organizations. This was certainly the truth for one female marketing manager who related how, in a prior job, she got built up the marketing function within the business but didn't receive recognition on her behalf efforts. It had been not until she remaining the organization that there is tangible popularity of her work: a male subordinate, recruited and trained by her, was promoted to her position and was given the name of "marketing manager", a title which possessed eluded her. " (Maclaran, Stevens and Catterall 1997)
Maclaran, Stevens and Catterall (1997) point out that "one of the problems caused by the assumptions made about women's role at work is the fact women are generally excluded from group activities within those organizations in which a strong male culture predominates. These activities may be business-related, for example, considering a lady colleague too irrational to be involved in the development of a tactical plan, or too psychological to make a worthwhile contribution to the question of severing associations with a long-term supplier. At other times these activities are of an social Nature and may manifest themselves as "boys" weekends or sporting networks, communal activities which improve men's bonds with each other. "
"The marketing theory with its focus on understanding customers and interior coordination is quite essentially about teamwork and communicating with others, both within and beyond your organization. Yet the marketing professionals were often excluded from activities that could have enabled them to network more effectively and which could have made their careers so easier. For example, the female marketing director with an all-male sales team found that they would meet most regularly in the pub and she was never asked along to these conferences. Many of the women sensed excluded from tactical decision making, and usually found themselves in less respected support jobs in marketing, such as customer support, general market trends, advertising or promotional activities" (Maclaran, Stevens and Catterall 1997)
In the hospitality industry, Li and Leung (2001) advised that "a account characterized by determination, ambition, good attitude, social skills and hard work added to the a better job of female managers. "
According to copernicusmarketing. com, "women are experiencing success in marketing. Eighty percent imagine women are experiencing a larger degree of success in marketing departments than in the past and 66% say their success in marketing is greater than in other departments. 81% want to be Chief marketing officer someday compared to 68% of male marketers. It is argued that women "listen" to consumers better (because they're better listeners, generally). This is cited by 54% of respondents, including 52% of the men and 57% of the ladies in the review. Separately, almost as much (45%) say women understand the value of "emotional relationships to brands. " Women favor a "collaborative" methodology, and prefer to "influence, " however, not command their colleagues, which will be the best ways to produce a successful marketing program. These reasons are cited by about 40% of the male respondents and over 50% of the females. Based on the results of the analysis, the writer conclude that girls have achieved great success in marketing and that their success has been around large part because of the decision-making styles and characteristics like a collaborative style, team-orientation, service with consensus building, thoughtfulness, and tuning in skills that are progressively ascribed to feminine business decision-makers. Clearly these characteristics are believed a secured asset within marketing and have been rewarded in the form of increased progression opportunities. "
Not much research has been done on a glass ceiling facing ladies in marketing and it is an area that should be looked into. However, from the little research done, women are still facing glass ceiling, and some have been able to break the glass ceiling through willpower, hard work, good social skills, good attitude and ambition. Most of the promotional activities in marketing works well for females who aren't married due to travelling and night time outs promotions in various geographical places that's the reason the role is more fitted to men hence, move faster in the ladder. However, marketing careers within any office would work well for girls as a result of normal working time.
Causes of goblet ceiling in Kenya
According to copernicusmarketing. com, "one theory behind the slow-rise of women to higher management is that the characteristics and characteristics generally ascribed to female business decision-makers are generally undervalued-in spite of growing proof the strong, positive contribution these capabilities make to upgraded corporate performance. " This is especially true to the Kenyan culture as a result of culture and beliefs especially in various subcultures where in fact the woman's place in society is the house and cannot maintain higher positions than the men.
Due to the need to spend more time with their families, many women choose to benefit fewer hours as compared to their men counterparts. Statistics show that "it is simpler for men to have both a family group and a career. Where women forego their relationship and children and spend themselves to a job is more pronounced in industrialized countries than in growing countries. " Wirth (2001, p. 18). The highly knit culture in Kenya has taken up the woman as caring for the home like the grandparents hence, you will see many women starting small businesses to get enough money to take care of the family.
According to Powell and Graves (2003), "men tend to assess success by high salaries and important job headings and promotional opportunities whereas women place an increased value on the relationships with fellow workers and community service concentrating on interpersonal human relationships and feelings. Others claim that ingrained stereotypes and socialization cause the glass ceiling. In a few organizations, 'the good old boy network' is still pervasive. When deciding who to market in these organizations, women tend to be not even considered. " The stereotypes held about women and men in our population has been ingrained inside our organizations where in fact the men do not feel comfortable taking purchases from a female boss.
Businessmanagement. collection101. com (2010) argues that there are career gaps between women and men where, "women will have a leave of absence and work a part-time job than a man. " It really is true particularly when the woman has to go for maternity leave and at that time she comes home to work has to cope with both family and work seeking to maintain an equilibrium between the two, and when the kid gets sick making it easier on her behalf to start her own business or look for a less nerve-racking work situation where she can deal well. Wirth (2001, p. 114) records that, "career interruption for family reasons often means deficits in seniority, less odds of acquiring training, and depreciation of job skills. "
Women inside our society never have been empowered enough to know how they can get financial resources and also lack education and training and support especially in rural areas about how to work with the finances and the way to get the necessary education and training needed in the work market.
Additionally, insufficient childcare agreements whereby, obtaining a good house help is a challenge and this can affect performance at the job. The child care and attention services are also expensive and you may find a lot of women opting to improve up their children themselves or have a long chance from work or do not need to take up major positions in the business that might take up the majority of their time.
With fewer ladies in Kenya breaking the glass roof, we lack role models, mentors who provides course and motivate women to reach greater heights. In most cases, especially in politics, women who've tried to reach top positions have came across a great deal of harassments using their company men who are vying for the same positions including fatality threats. At the job places, if someone is seen to perform much better than your supervisor, a great deal of jealousy and hatred may build up and the supervisor of workplace at times makes sure that you cannot reach your dreams and searches for all ways to ensure you are always occupied and have little time to attend classes, no training and a better job.
Employer biases and negative perceptions of women such as with cultures where they don't believe that the woman cannot raise her voice in public areas or when a man is discussing or are just required to keep noiseless and wait for decisions to be produced by the man can have a poor effect on women achieving higher positions.
Sex-segregated jobs where there are jobs that can be specifically done by an individual. For example, initially there were no women pilots in Kenya however now there are quite a few. Careers in engineering, development, remedies, CEO's in companies, motorists etc, have been dominated by men but things are now changing. Hence, the highest paying jobs tend to be directed towards men since women are seen to be weaker and cannot embark on such careers and results to pay inequalities. It is not a free choice for females not to take on such jobs but the environment has been dictated by customs that have described roles for both men and women. Even in occupations where women predominate, for example in medical (Lahtinen and Fiona 1994) "In1986 it was found that 9 % of nurses were men, but they held 45 per cent of the most notable nursing jobs. " (Stamp and Robarts 1986). There are huge variations in the job type done by women and men do, working hours, pay, skills received and how the employment takes place.
Sexual harassment especially in organizations which can be male dominated. It is another major cause of glass ceiling where one cannot be marketed unless she agrees to the boss's needs even if the other end of the deal is attained by one obtaining a promotion, there's a limit to finding higher positions. This results to most women departing an organization to look for a better work environment and can limit their likelihood of continue. Men are also facing sexual harassment using their women bosses who also create a barrier for the coffee lover not to move up the ladder.
Research reflects the "effects of parents' traditional sex-role behaviour; despite kids getting the same school levels and being obtained in the same way in maths tests, parents of females express less assurance in their child's competence compared with the parents of boys(Hyde, Fennema and Lamon 1990, Kimball 1989) Actually studies of institution grades show that women do better in maths as well as other themes. ( Jacobs and Eccles 1992)This undervaluation of women's capabilities limits women's profession choices in order that they develop their abilities only in sex-appropriate areas by choosing arts content rather than maths or processing. This leads women into low-paid jobs like nursing or teaching. " I agree that it has been a problem initially since before free main education, most parents would have rather educated the young man child than the girl who was still left to get wedded after she grows up or is remaining to do house help careers to make a living. It was the belief that the youngster child was better. Due to the free key education many women have been given the chance to learn and many households have been informed on the importance of taking the girl to school rather than residing at home.
At times women lack the self-confidence and have a minimal self-esteem regarding the job position and dread taking up the positioning and failing woefully to deliver since it may require those to totally commit themselves in the long run, and giving little time to their people. Balancing both obligations can be somewhat difficult. Spencer and Podmore (1987) dispute that "it is assumed that women's domestic commitments will need precedence. This assumption brings about prejudice against them, detracts from the notion that women can be devoted professionals, and problems promotion prospects. "
How to deal with glass ceiling
There are factors "which were suggested as leading to women's a better job include mentoring, training and development, profession planning, specific characteristics, and hard work (Ismail and Arokiasamy, 2007; Burke, Burgess and Fallon 2006) amongst others. " The right training not just any training should get that is based on the new changes in the environment and based on the career of the person. The training needs should first be determined and matched to match the employee and use the best strategies that will help reap major benefits such as training about how to manage budgets and money and proper management.
Allafrica. com, shows that "African governments need to put in place legislation on gender-based violence and other family laws. Data on gender-based assault is still lacking in many countries, so that it is problematic for appropriate interventions to be designed. On top of that, gender advocates want information and education programmes initiated or enhanced, where they prevails, to cushion women from nervousness and melancholy. Reproductive health experts think women can reduce their vulnerability to anxiousness and depressive disorder by understanding what each goes through, seeking early treatment, and implementing different coping mechanisms. In addition they want their guy counterparts to aid women, sharing some of the gender jobs, and reducing erotic and physical violence against their companions or women they meet in social places. " I agree with the author and I feel that especially in Kenya there are numerous programmes which may have been put forward but haven't done much to mobilize the women and minority in Kenya. Additionally, due to high poverty levels, nearly all women cannot afford and often do not seek early treatment whenever faced with anxiety and unhappiness it gets a hold of them later when the consequences have afflicted them negatively influencing their working lives. There should be more understanding and action to educate women and help them set up projects that will help them.
The company should create flexible working time for the girl employee. Due to family responsibilities, the business makes it easier for girls especially working moms to home based, or offer in your free time jobs. Additionally, they can have child good care centers for example; Safaricom Kenya has increased a good working environment for the mother by having an onsite childcare center of their premises where in fact the woman can concentrate with work with no hustles of getting someone to assist with the house. "Organizations need to look at a culture that allows them to stay competitive but also allows their workers to maintain an equilibrium with their lives outside of any office. Employees should be inspired to take advantage of work-family programs that are offered in their group. Alas, women may feel unwilling to take good thing about these programs as they feel it may lessen than opportunity for success within the company. " (businessmanagement. collection101. com, 2010)
"Equivalent parenting and obligations could help women in their profession development. The ultimate goal for ladies is to break the a glass ceiling which requires first, bettering institutional agreements - child health care arrangements, versatile working hours and family leave. Many companies now offer alternate work agreements, such as job posting, flexitime and part-time work. " (Davidson and Cooper 1992). "Such practices can assist in women's career advancement. Similar parenting and division of housework constitute the main element issues which must be attended to if the conditions are to be created in which women and men have equal power relationships. " (Lahtinen and Fiona 1994)
Governments should ensure companies have clear policies for payment which no matter is you are a man or women but if you are doing the same kind of work the terms of payment should be the same. Women shouldn't be paid less for the same kind of job. Additionally, the federal government should put stringent measures that should be adopted. The recruitment and selection process should be constant and give identical chances to both men and women.
Higher level professionals or ladies in contemporary society should encourage, guide, motivate, support and facilitate women in lower positions to move forward in their careers. "Most top girl executives experienced mentors who had been vital with their success. It's advocated that mentoring received by women could cause them to experience less discrimination and increase women's occupations. " (Vertz 1985)
Organizations should create a culture that promotes and supports women to go up to higher positions academically and in their opportunities. Companies can understand and motivate women to take up more challenging tasks that would help them utilize their knowledge as well as broaden their knowledge where they could learn all the. Additionally, they need to create an wide open communication system where employees feel absolve to air their views and move to more flat constructions where power can be decentralized and employees can be empowered at every level.
Managers also needs to be trained how to handle gender and family issues and the best management styles that could work positively for your organization and their workers and also provide opportunities for upward freedom and good working relationships between departments.
Organizations should come up with clear cut plans that prevent intimate harassment and tight punishment for many who do not abide by it. Also, management should plan carefully for clean succession, encourage and appoint women and other minorities to fill managerial articles once a director retires or leaves. The business should create teamwork in the business where men and women can compliment each others skills.
Women should be motivated to join professional associations and are likely involved in social events where they can networking and help one another and be apparent. Regarding to Ackah and Heaton (2003) men used sites to obtain promotions. Zhong (2006) says that girls need to create their sites and participate in men's systems. There also needs to be mentorship programmes for women in organizations where they receive a coach from outside the country especially in developed countries with whom they can work with or study from them.
The educational curricula in most important, supplementary and tertiary establishments should promote gender
equality, raise consciousness on study choices especially, in line with what is presently happening in the world that will mould them prepared to take up careers on the market and become marketable, avoid stereotyping and encourage them to take up challenging jobs whether for female or male, try to remove cultural tactics that do not help women to donate to the development of the market and in their homes, curricula should be improved to ensure that more women participate in all areas.
Companies must have clear and objective performance assessments for all their employees giving equal opportunities for each; they should produce long-term potential profession pathways and goals and involve employees in developing their careers and also have clear benchmarks. The job design should be aligned with the skills of employees. They need to appeal to all diversities in the organization discovering their different needs and react to them to enhance their profession development.
The culture should be educated and promote a positive attitude and culture that improves diversity, growth and omit aspects in their culture that hinder women or other minorities from contributing to better our world. Individuals, friends and other who are likely involved in the development of the child should encourage women to take up lessons such as knowledge, mathematics, technology and other things that contain been thought as men's things.
CONCLUSION
I concur that glass ceiling does exist, but group work environment matters. Despite each one of these challenges, I do assume that the sky is not the limit anyone can break the goblet ceiling if one is set and passionate. You need to not be afraid and should take risks, gain assurance whenever one fails. Organizations should create an agreeable and conducive environment, good procedures for its employees both male and feminine that enhance growth and achievements within the business and empower them.
