The Role of Women in Management - Essay Example

Running Head: WOMEN IN MANAGEMENT Women in Management of the of the Women in Management Introduction Can women climb the ladder? Women have been at a constant battle to reach the top in management roles that men have conquered, not only in America but also throughout the world. Working in a world that is dominated by male decision makers often make women encounter several obstacles such as sex discrimination, the glass ceiling, lack of communication through the network, stereotypes and sexual harassment. Men in Chief Executive Officer Roles strongly believe a woman cannot do as good of a job as a man would in management, but who is a male to say what kind of job a woman can or can not do. Women in Management Throughout the past thousands of years, males have been in top management roles, but women are making strong empowering comeback to pose a superior role. In 1996, 7.7 million women held executive administration and managerial occupations. This is a huge increase since the statistics in 1988, with a 39% job profession in management roles. Women are becoming more qualified for management roles with more work experience as well as expanding their horizons with higher education. Although women are 43% of the executive administration, management occupation, they account for less then 3-5% of top executive roles (The Lewis Group, 2003). The growth of women in management positions are more likely to work in such industries as finance, labor relations, accounting, and buying. Not only are women working towards the top of the corporate ladder, they are also becoming self-employed business owners. Majority-owned, privately women owned firms account for 28% of all business in this country (National Womens Business Council 2003). It is believed that women in management would pay special attention to parental leaves, day cares and more flexibility towards schedules of working women. Women are making a comeback throughout the country. Throughout the mountain and western regions, women who own business are growing unconditionally. Earnings and the Equal Pay Act Not only is a woman discriminated in her professional role but as well as in her pay. Median weekly earrings of women managers continue to be below those of male mangers (The Lewis Group, 2003). In 1963, a federal law was passed by the Equal pay Act, which requires employers to pay all employees equal for equal work, regardless of the gender. The law protects both sexes but it is geared mostly towards women. The Equal Pay Act has been aimed to fight sexual discrimination situations where women complain of being paid less for doing similar jobs as the opposing sex. The wage gap has narrowed slowly since 1980 when womens earring was only 60% of men; the 2000 figure has women earnings about 75% as much as working men (Repa, 2003). The downfall of the law is it strictly applies when women and men are doing the exact same type of work. Due to that fact the law affects very little women. According to Repa, 2003, she states to make a claim; an employee must have the following credentials: ·Are working in the same place ·Doing equal work ·Receiving unequal pay After a claim is made, a judge now must decide if the employee is being paid equally or not. Both jobs most require equal levels of skills, effort and responsibility as well as perform under similar conditions. According to Repa (2000), "The biggest problems arise when two jobs are basically the same, but one includes extra duties. For this matter, it is allowed for employees with extra duties to receive more pay". An employee who is doing equal work is allowed to be paid more it is based on merit or seniority system only, not gender. Self-Employed Women Self-employed women are on the rise over the past several years. Women who are self-employed have the luxury of being their own boss and managing their own company. Women who own their own firm are among all ethnicities, industry and sizes. "Women of color now own one in five women owned firms and expanding into non-traditional industries, such as constructions, manufacturing, agriculture and transportation" (National Womens Business Council, 2003). As of 2002, there is an estimated 10.1 million privately owned business in which a woman owns at least 50% of the company (National Womens Business Council 2003). One may ask why a woman would want to own her own business; well it is for the respect, a personal challenge and a self feeling of having control. Women owned businesses are privately held firms in which women own 51 % or more of the firm (U.S. Department of Labor, 2003). Due to a survey taken by the Census Bureau of Women Owned Business Enterprise, women own 5,417,034 businesses in the United States (U.S. Department of Labor, 2003). The US Labor Women Bureau stated, "The four industries with the largest total sale revenues in 1997 were wholesale trade services retail were wholesale trade series, retail trade and manufacturing. Over the past 18 years, a rise in self employed is on the rise from one out of four to one out of three with an increase of 74%, compared to a rise of 54% self employed men" (Devine, 1994). The total sales and receipts in the 1987 was $818.7 billion. Women are not only capable of being in management role but holds strength to be successfully running her own business (U.S. Department of Labor). Even though women are owning their own business and showing exceptional sales they are still being faced with challenges such as to be taken seriously as business owners, employers and top management professionals. The workforces of women - owned firms show more gender equity, women business owners overall employ a roughly balanced workforce (52% women, 48% men). While men business owners employ only 38% women and 625 men on average (National Womens Business Council 2003). Now one may ask what type of business are owned by women and what is the percentage. As stated by the National Women Business Council 2003, 53% of women-owned firms are in the service sector, while 16% of firms are in retail and only 9% are in finance, insurance and or real estate. Over the upcoming years, more and more women will have ownership over corporations and they will be from all types of ethnic background. Strategies for Change The Feminist Majority Foundation believes women need to take a stand and fight back with strategies that can fight the battle of stereotypes, and discrimination. First of all, a womans pay is drastically less then a man pay by 68.4% in top management roles. Second, the Feminist believes, women in upper management would benefit all employees especially women with families and help with day care, parental leave and flexible schedules. There are five strategies that the Feminist Majority Foundation believes will make a change and give women more power. The first Strategy is: Explode the Myths. A common stereotype or myth is the reason for failure in a corporation is due to a women performance. A common myth is that discrimination is ignored by placing blame on a woman. The point of the strategy is to prove the myths are false whenever possible. For example, if a woman is in a board meeting she can bring up the subject of segregation and give her opinion and thoughts. Any place accessible is a good place for a woman should take a stand and fight for her rights. The second strategy is Pushing for Gender Balance. There is a new law, the Gender Balance law that is to help protect a woman of her rights and give her equality. The purpose of the law is to have equal women and men on public boards, commissions and state and local governments across America. "Already, five states have passed the law with resolution and at least fifteen added sates have introduces or have plans to introduced gender balance measures. (Feminist Majority Foundation, 2001) The third strategy is Organize with Other Feminist. This strategy is to join a feminist organization to fight against discrimination. Also it is important to schedule meetings with top management to present the issues against women in the corporation as well as around the country and to find strategies to solve it. The last idea in this strategy is to contact other feminist groups and come together to create ideas to fight discrimination in the workplace aiming at women. The Fourth strategy is to Consider Legal Alternatives. It is becoming more and more common for a woman to turn to the courts with complaints against sex discrimination and to win their rights back. Over the past 13 years the judges are on the womens side and compensate them for their loss and for being discriminated against. Not only are they granting the womens wishes, the courts were ruling for business to re-direct their recruiting and hiring processes. Last but not least is the fifth strategy Use the Media. It is highly encouraged for women to get in contact with a feminist reporter to hear her story and thought so it can be broadcast on the news, newspapers, and articles, anywhere possible. Also it is highly recommended for women to try to speak on radio talk shows, TV talk shows and anywhere that will publicize the issue of un-representation of the working woman (Feminist Majority Foundation, 2001). Conclusion Over the past years, women have been making changes in achieving management positions yet; they are still trying to overcome the barriers of the glass ceiling. Between 1997 and 2002, the number of women and equality owned firms grew by 11%, compared to 6% among all privately owned firms. Employment had increased by 18% compared to 8% among all privately owned firms (National Womens Business Council 2003). Any women have the same ability as any man to be in a top management position and do the same work as he does. The 21st century, women are finding ways to climb the corporate later to bet the discrimination that has kept them down for years. To this day, there are issues and battles that many women still encounter, with the many women who are activist this battle between men and women can be conquered and won. References Devine, T.M.(1994) The Transformation of Rural Scotland: Social Change and the Agrarian Economy, 1660-1815. (Edinburgh, Edinburgh University Press). Feminist Majority Foundation. Empowering Women in Philanthropy. Arlington, VA: Feminist Majority Foundation, 2001 National Womens Business Council Annual Report, 2003. REPA, Jindra. (1988) "Professional Status Today and Tomorrow: Case of Court Interpreters in Canada." In Languages at Crossroads: Proceedings of the 29th Annual Conference of American Translators Association. Ed. Deanna Lindberg Hammond. Medford, NJ: Learned Information, Inc., pp.441-449. U.S. Department of Labor, 2003, Team building in small businesses owned by women Team Performance Management. 2005. Vol. 11, Iss. 1/2; p. 12 Read More