These reports have been aired basically in an effort to find out the driving forces behind career ambition and to explore the hindrances of women’s’ advancement into top management and positions of leadership. However, the analysis reveals that three quarters of women there are the stamping blocks for them into top management positions. These barriers are the maternity and child caring issues. More so women managers are impeded in their careers by their lower ambitions and expectations. Men often have self belief and confidence and this makes them be considered more in those top executive positions, however, women tend to have low self belief and confidence in their opportunities in careers. In addition, women tend to have fewer ambitions and career expectation compared to men. Nearly over 52% of men mangers have a clear idea of their career ambition and the expectations and this makes them have an upper hand when it comes to top management positions. For this matter twice as many women as men do not want top management positions. The ambition gap is another issue as women tend to lack behind since they have less career ambitions. Basically women in general set lower sights compared to men and this limits them from attaining the top ranked positions in management. Very few women aspire and expect to reach a position of a general manager or director level by the end of her career, but this is not the case in men, they have high aspiration all through their career. Lower career confidence
makes then have lower chances in that top management in their careers than men. More than 70% of men have high self confidence compared to relatively 50% of women. This lowers their expectations and aspirations of reaching a leadership and even management role hence less likely to attain their career ambitions. Their tendency of being cautious approaches to job application or positions put them at risk of not being considered. These hesitations put women at a disadvantage since climbing the career ladder is obviously competitive hence ending up only few determined women. Women are most likely to willingly step back the career ladder due to maternity and children cre issues. This situation occupies a 42% of women whereas it only affects 9% of women. And to those women in top positions,%42 of women have the likelihood of differing to have children due to the demanding job, this makes them end up without children compared to 28% of men. Counties aiming to seize the initiative in order to acquire equality in gender representation in top management positions have taken voluntary and transparent and self imposed targets for women representation at board and senior executive levels. Currently executive leaders have taken accountability for their organizations talent pipeline. They have made it a priority to proactively identify, develop and promote potential leaders of both genders. Employers can now make use of their impact of their investment in development of leadership by focusing it to the diverse needs of both male and female managers. Mentoring and coaching have been improvised to tackle the issue of low women confidence and ambition. To hasten this, women are now being encouraged to realize their leadership capabilities.