In today’s work organizations, the recognition and acceptance of women in business life have covered a long and a daunting route. When compared to men, women constitute approximately half of the labour force in developed countries such as in UK and US, however when the developing countries are considered the figures go down to quarters or at best less than half of the work force such as in Turkey. This imbalance by numbers, when gathered, highlights the under-representation of women in all levels of organizations around the world.
Taking the top levels of the hierarchy as the basis for discussion, to name the reasons why women can not climb the career ladder up to the top, a glass ceiling effect to advancing women at work is suggested. There are said to be artificial barriers with three dimensions in the sense that men, other women and sometimes the women themselves, intentionally or unintentionally, make the top positions unreachable for female workers. Heavy burden on women because of the embedded masculine norms and cultures inside organizations shall also be considered while exploring the reasons for proportional representation of women at work, relative to men.
From an optimistic point of view, as suggested by Freeland (2006), women are the hidden engine of world growth in the sense that the companies with more women at the top managerial positions deliver better financial performance when compared to those firms where men dominate the hierarchy. A strong argument is that the increased female participation in the labour force – womenomics has contributed even more to the growth of the world than any new technology or innovation.
|Keywords:||Female Manager, Women at Work, Glass Ceiling Effect, Queen Bee Syndrome, Masculine Business World|
PhD. Candidate, Organization and Management, Selcuk University, Konya, Turkey
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