How Glass Ceiling May Obstruct You to Build a Successful Career - Research Paper Example

Organizational behavior A glass ceiling occurs when discrimination upsurges in rigorousness with movement up the hierarchy of occupation. Consequently, disparity develops over the course of an individual’s career. It is, on the other hand, apparent when gender and racial disparity is observed after controlling for the relevant productivity factors. It is, therefore, apparent that the glass ceiling is a distinctive system of inequality. The racial and gender bias it provides might be severe later in the profession than at the labor market entry (Barreto, Ryan, and Schmitt 2009). With regards to the effects of a glass ceiling, it should represent a racial or gender variance that is not within the employee’s job-relevant characteristics. There are discrimination and inequalities in rank, title, salary, promotion title and level of obligation. There is a small representation of the people with color and the African American women in the academic field. The low representation leads to a limited probability of promotion to higher ranks. The other effect is bigger at higher levels of a result rather than lower classes. It mostly affects the individuals within the administrative ranks rather than those at the lower employee levels. On another account, glass ceiling effects exist in the opportunities of progress to the higher grades and not merely the percentage of individuals currently at those levels. The last principle of glass ceiling effects states that inequality represents variances in progress and opportunity that advance over the course of a profession. The glass ceiling system can be an essential and valuable apparatus in appreciating the race and gender based biased hiring practices (Barreto, Ryan, and Schmitt 2009). The aspect of glass ceiling affects the performance of the entire business because the social framework is not functional. Individuals have to co-exist without fear of any discrimination in order to maintain peace and harmony in the workplace and the society. Hiring and investing in female employees spread economic possibilities and create stronger communities (Evans 2001). Failure to employ women therefore reduces the possibilities of forming a cohesive working environment. Employment of women in the value chain may achieve a better outcome and higher productivity failure to which the benefits cannot be experienced. Women are consumers that use multiple products as compared to men; therefore, it is important for an organization to use the women in distribution networks and to prioritize them in terms of products. If an organization produces goods and services that favor only the male, there is a possibility that they might lose consumers at a very high magnitude. Women are a significant component of the community. Females have active and extensive social networks and are respected by the members of the community (Evans 2001). If a community ignores the importance of women in the society, there shall be no development in a community because it lacks a vital component. In the contemporary world the population of women is growing at a higher rate than men; furthermore, women play a significant role the world’s economy than previously. With regards to women and the community, the society cannot be complete without the female gender. There are chores and activities that only women can undertake in the community and cannot be performed by men. The participation of women in the community encourages individuals in the society to see the importance of women in the society. If women are allowed to undertake their functions in the community, there is a high possibility of a smooth flow of work and communication as well as a realization of economic benefits (Werhane 2007). An autocratic is a leadership style where only one individual has the authority and absolute control over others within a company for example employees, associates or country. The subordinates should not contribute, challenge the leadership in any way. The leaders in this regard plan and analyze everything therefore allowing them to apply their rules (McMahon 2010). The autocratic leadership style is significant and useful in emergency circumstances. One authoritarian individual in authority may lead to great achievements and success (Sadler 2013). This kind of leadership lacks creativity because the leaders use their power to oppress the employees or the citizens therefore creating fear and resentment. In this kind of leadership, those in authority do not conduct consultations because they see themselves as superior and all knowing that is not the case. Autocratic leaders often make wrong decisions because of lack of discussions; hence, the bad decisions may lead to dire outcomes in productivity and also the community (Sadler 2013). Good leadership listens and considers the thoughts of their employees and citizens because it is them who face the challenges and real issues. The ideas of the employees or citizens can be instrumental in realizing any positive transformations. Communication is vital to any business, organization or community. In particular circumstances where the leader exercises excessive authority and inflicting fear in their subordinates, there is a lack of communication flow. The communication hiccups will hamper the transfer of significant and important ideas from the leaders to the employees or citizens (McMahon, p.26). An autocratic leadership is only applicable to extreme measures. A democratic leadership style involves everyone in an organization of a community has an equal say. In this case, both the leader and the citizen or the employee share ideas in an equal measure. This is a kind of leadership where leaders seek opinions from other and allowing the one in authority to make the ultimate decision. Democratic leadership style creates a collaborative working environment that can be appreciated by the employees or the citizens. The environment created by this kind of leadership often results in more concrete solutions to the problems. In this kind of leadership, the leader depends on the ideas and the knowledge of other people (Sadler). In circumstances where the employees are inexperienced, democratic leadership style is not positively useful. The workers and the citizens tend to have a high satisfaction and are more proactive because of their involvement in decision-making processes. The style also helps in developing individual skills of each member of the workforce. Democratic leadership style allows the flow of information throughout the organization and the community. It is easy to share and delegate decision-making and problem-solving duties. The leader can quickly provide opportunities for staff to develop a high sense of personal progress and job satisfaction. Democratic leadership encourages team building in organizations and businesses as well as cohesiveness in the community (Sadler, p. 81). The democratic leadership style maintains the channels of communications open and engages all the staff on each level, thereby, it is significant in boosting the morale of the employees for more productivity. Works Cited Barreto, Manuela Da Costa, K Ryan Michelle, and T Schmitt Michael. The Glass Ceiling in the 21st Century: Understanding Barriers to Gender Equality. Washington, DC: American Psychological Association, 2009. Print. Evans, David. Women in Business. Harlow, Essex: Pearson Education, 2001. Print. McMahon, J. Timothy. Leadership Classics. Long Grove, Ill.: Waveland, 2010. Print. Murray, Rainbow. Cracking the Highest Glass Ceiling a Global Comparison of Women's Campaigns for Executive Office. Santa Barbara, Calif.: Praeger, 2010. Print. Sadler, Philip. Leadership. London: Kogan Page, 2003. Print. Werhane, Patricia Hogue. Women in Business the Changing Face of Leadership. Westport, Conn.: Praeger, 2007. Print. Read More