In an attempt to solicit career advice for young women by interviewing experienced career women, this study discovered the location of the proverbial glass ceiling and revealed distinct types of power operating in organizations. The careers of the women participating in this study were circumscribed by conflicts. If they developed technical expertise as a mode of insulation, they escaped high conflict but remained on a technical career path without access to higher executive opportunities. If they pursued executive opportunities through general management positions, they were surrounded by high conflict and became career casualties in powerful threat systems. A review of the literature revealed that each of these systems is similar to a type in Boulding's (1989) theory of power. We are ...
When Michelle Y. Lee, Wells Fargo's regional president for retail and business banking in New Jersey, New York and Connecticut, was growing up in Newark, she wanted to be an opera singer. She went to the Boston Conservatory of Music and graduated in the early 1980s with a degree in Music and Applied Voice. Then Lee got what was supposed to be a temporary job as a teller at First National State Bank in Newark. She never left banking, where she rose quickly through the ranks, survived more than half a dozen mergers and oversees 460 branches, nine business banking teams and 4,800 employees.
This paper discusses the faulty perception that women cannot reach the top in corporate America or if they do they have "broken" something along the way. In the world of the "ceiling is not glass", it is reinforced concrete and cannot be "shattered" as many would lead you to believe. A better way is to realize that the structure is solid and un-breakable to begin with. With this in mind, one can adopt a strategy that uses the existing power structure, agreements, alignments, relationships and personalities that are already present to provide what is missing...achieving your career goals. The author has many years of experience in the corporate environment and has identified various patterns and trends that can be leveraged toward your advantage. Approach your goal from a new perspective...
NEW YORK, Feb. 24, 2011 /PRNewswire/ -- "Viva La Difference!" celebrates the slogan for diversity at Publicis Groupe, one of the world's "big four" advertising conglomerates. But for women employed at Publicis, there may be a "La Difference" but it gives them nothing to celebrate. A gender hierarchy haunts Publicis. The company's diversity program announces explicitly: "...every employee - both male and female - has his or her place..." And at Publicis, a woman's place is second place - far removed from senior management positions, almost all of which the company reserves for the men. Of the 45,000 PR professionals employed by Publicis, women account for approximately 70 percent of the staff and men for only 30 percent. Yet, men dominate the senior management ranks throughout Publicis w...
In 1929, American fashion model and photographer Lee Miller created one of the most disturbing images in the history of Surrealism: Still Life -- Amputated Breast on a Plate. Even today, her deadpan diptych displaying a woman's surgically removed breast on a dinner plate has shock value. "I actually can't think of another image which can compete with the graphic and unsettling element of this piece, not even in contemporary art," said Patricia Allmer, research fellow in art history at the Manchester Institute for Research and Innovation in Art and Design at Manchester Metropolitan University and curator of the exhibition Angels of Anarchy: Women Artists and Surrealists -- recently on view at Manchester Art Gallery. Miller's piece was part of the exhibit. "Miller went to a mastectomy and...
This paper reviews the demographic predictors of career success and proposes that technology plays a critical role in alleviating career success barriers for various demographic groups who have historically encountered barriers. Specifically we propose that technology can act as a moderator allowing minority groups greater participation and acceptance in networks. And, ultimately the greater participation and acceptance in networks will lead to greater career success for groups who have typically encountered "glass ceilings" based on demographic variables such as gender, age, race and ethnicity.
In 1991, the United States government began efforts to address the "glass ceiling" and its effects on the federal workforce. This article explores the nature of the glass ceiling, particularly progress made since 1991 on the pay status and hierarchical placement of the almost 200,000 engineers in United States federal civilian employment. When a glass ceiling exists, men occupy a disproportionately high percentage of the higher ranks in a career field, while women tend to be overrepresented in its lower ranks. Similarly, on average men earn higher pay than women in the same organizational rank. These were exactly the conditions of the federal engineering field in 1991, the year of the passage of the Civil Rights Act of 1991 that addressed the glass ceiling, among other topics. In 1991, ...
ver las páginas en versión mobile | web
ver las páginas en versión mobile | web
© Copyright 2012, vLex. All Rights Reserved.
Contents in vLex United States
Explore vLex
For Professionals
For Partners
Company
Other interesting searches:
Li Yifei | Domenico Dolce | christopher bunn | Peter Calveley | stamp duty calculator | publicidad registro civil | inversiones sorte c a | Comercialización de estupefacientes | Animo de liberalidad | reservas naturales de colombia
