Glass Ceiling in Public Organizations (Editing Sample)

Glass Ceiling in Public Organizations Name Professor Course Date Introduction As society progressed, many women began to explore their careers. After all, they had a career position in society. However, as people dig deeper into the situation of women in their careers, their treatment does not have the same competitive advantage between women and men, as traditional career perspectives influence them. I noticed that. Women continue to develop their experience and skills but lag behind men. Therefore, the women employed do not belong to the mainstream career structure. In addition, women have become cheap laborers and helpers. There is no women's empowerment in the glass ceiling problem, and there are a few women who can be the ultimate policymakers of the company. The phrase "glass ceiling," coined by Gay Bryant in Working Woman magazine, first appeared in front of people in 1984. The glass ceiling is used in the 1986 Wall Street Journal report (Boyd, 2008). Thirty years ago, the glass ceiling first caught the American public's attention, and a feature in The Wall Street Journal featured a new look for women in the enterprise. There seemed to be an invisible barrier between the woman and the elite. They prevented women from reaching the highest level of business in public institutions. Still, they have achievements and benefits. People, business leaders, reporters, and policymakers also followed this column with interest (US Department of Labor, 1995). The glass ceiling is female and small groups of groups cannot achieve promotion to public sector managers due to their skills and experience. It is aimed at women and small groups struggling to get promoted in business because the organization has barriers in front of these people, which may not be visible. However, according to the US Department of Labor, the glass ceiling definition does not help achieve promotion to managerial positions, as the exit's attitude and organization influence individual barriers. This organization includes government sectors, education systems, businesses, and nonprofits (Fisher, Motowidlo, and Werner, 1993). Therefore, those who want to follow the results and slow their career development seem to see or feel the invisible barriers in front of them to prevent their behavior and development when they are on their career. As a result, your career remains at the position of the position. The definition of the glass ceiling is an invisible barrier, but sometimes most barriers can be such an achievement, degree, or ability. There is an invisible barrier that is forever, politics, faith, race, religion, and sexuality, but this is illegal and common in many countries (glass ceiling). Since the glass blanket is glass, it is not easy to see something in front of her. Therefore, it is not easy to know where this barrier is until you break the glass. But most people think that the glass ceiling of life does not exist. Also, they do not believe that women were treated differently. Women wanted to challenge, but they didn't look like men's chauvinism. Also, they should be responsible but not obedient to the following orders: They also wanted to be successful, prosperous, and powerful, but not to be treated equally. On the other hand, some believe that the glass ceiling exists in public institutions. -Also, they have seen and experienced this situation in their lives but can't say anything because they know what's going on. However, the glass ceiling is complicated to determine if a glass ceiling is present. Therefore, this treatise takes the opposite view to the general theory. This treatise also describes and analyzes issues related to the glass ceiling of public institutions. Literature As successful managers, they usually have no family or children. It gives them time to spend at work, as conflicts between family and work may represent barriers to their careers (Lyness & Thompson, 1997). However, this reason can raise concerns about the promotion of female managers. Senior managers suspect that if a woman is a manager, she can take on more complex or responsible work. There are five different clues to help ensure that the glass ceiling is in place in your life. The first clue is wages. Most women and small groups can feel it clearly when working for a company because they have to take on various tasks, usually not easy to do. But their wages should not be higher than those of others who do not undertake challenging tasks. On the other hand, if the couple is in the same position in the company, the wages will be different (Toor & Ofori, 2011). Men's salaries are usually higher than women's because the company believes that men are more valuable than women. The couple has a 4% difference as a software developer, a 4% difference between a project manager and a construction engineer, a 3% difference as a computer system administrator, a 2% difference as a registered nurse, and a 1% difference as an elementary school teacher. The difference is 1% in HR Administrator Wage% difference salary ("Do Men Earn More Than Women?"). Women and small groups cannot gain leadership positions in public organizations because of their corporate culture (Lewis, n.d.). Also, when getting married, the company is worried, and it is challenging to balance work and family, so it is often not possible to get promoted. Also, due to menstruation, women have shorter working days than men. You can leave earlier than planned and have the shortest working days if you have children. As a result, companies usually want to hire immersive, skilled, and responsible employees and do not want to hire employees who work shorter days than regular employees (Lewis, n.d). At some companies, management believes that women lack a career outlook, a strong sense of progress, and a willingness to take over Rix. Therefore, promoting a woman to middle management gives the company Rix (Eyring & Stead, 1998). From a psychological point of view, the role of gender means personality, which goes through actions that indicate the gender to which they belong. Expectations, formations, and values ​​for gender roles vary by socio-cultural (Fisher, Motowidlo, & Werner, 1993). The traditional gender role emphasizes what distinguishes men and women rather than the standard point. Most people usually think that women are women and men are men. Because the common notion of gender roles exists in different disciplines, society assumes that men are suitable for senior management in an organization and women are appropriate for subordinates or assistants (Singh, 2003). People provide the basis for definitions to explain the role of gender. 52 – Male managers pointed out that an essential feature of women's barriers is that men have stereotypes and prejudices against women. One of the female managers said she still hires an assistant or secretary, despite her excellent degree and promotion (Ragins, Townsend, & Mattis, 1998). As a rule, successful female managers are not married yet, so they have plenty of time to work. However, a married female worker can build her career because she cannot combine work with her family (Lyness, Thompson, 1997). Today, most women are responsible for household chores and education for their children in most families. Family responsibilities are unequal between men and women because working women want to take care of their work and families (Wirth, 1998). A successful woman will make a sacrifice for her family for her work. Also, some women with children reduce their chances of career advancement (Sonia & Kate, 2001). Family is one of the factors to consider when promoting a woman (Liff & Ward, 2001). Compared to men, female workers with families usually hesitate when allowed to be promoted. Therefore, the main factor is the family. Traditional females have a responsibility to care for their families and children, so they think about it when they obtain a promotion in their careers (Boyd, 2008). They will also forfeit the motion for promotion. They may force to abandon their jobs due to family and work conflicts. Those are the roadblocks to their advancement. In the past, most women were subjected to traditional culture, which created a divide between men and women (Ragins, Townsend, & Mattis, 1998). However, times are changing, and people are becoming more aware of gender equality because both men and women have equal opportunities to improve themselves (Singh, 2003). Furthermore, the female's ability is nearly identical to that of the male. As a result, the female possesses the necessary conditions to succeed as a leader. When it comes to female promotion, though, the workplace contains several unseen impediments. People are oblivious to the advantages of women because of their inherent sex. In terms of social status, most people will believe that they are the householders (Ragins, Townsend, & Mattis, 1998). The office environment is a disadvantage for female workers since the public organization's structure is flawed; therefore, their career advancement is fraught with difficulties. Analysis How can the glass ceiling be shattered? Female managers, for instance, must demonstrate leadership and management to their male coworkers and colleagues in the public organization and adapt to their organization's economy and management environment. If you need to tackle a problem in a specific setting, the male leadership model can help (Ragins, Townsend & Mattis, 1998). There are three benefits to breaking the glass ceiling. For starters, it can provide a nurturing and stimulating learning atmosphere. Others can help them boost their managerial positions by delivering training. Second, it can give female employees opportunities to address policymakers and top management (Ragins, Townsend & Mattis, 1998). Many female managers and employees, on the other hand, believe that the glass ceiling exists in high-level organiz...