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Posted: August 5th, 2024
Mona
Goudarzian
MGT
513 Problem Statement & Organization
Women
and Barriers in the Corporate World
It maintains itself as a consistent and current issue in
corporate America where women are not commonly seen in the higher ranks. This
type of issue is multi-fold, so there are several factors to consider when
analyzing different situations. On one side, women look at moving up in the
ranks as not necessarily a great benefit, but having to experience a much
greater work load. With a greater workload comes an increase in time commitment
to their job. For the women who are family-oriented in their household, think
of their husbands, children, etc. when they anticipate a greater work
load (Waller, 2015). On the other side of this issue, there has been
experienced gender inequality. In various studies, the female population has
experienced inequality based on their gender at least once in their workplace.
Another âissueâ that becomes an obstacle for women to overcome in an company or
organization is in regards to paternity leave. Unfortunately, the United States
is the only country that does not mandate paid maternity leave. The United
States is also the only country that does not have any policy for the father of
the family (Kurtzleben, 2015).
Females play a major role in the small business world as well. However,
the characteristics and trends do not paint a positive picture for women in
this business world. Part of this research takes a look more deeply into small
business owners and the women that fill that position. It is stated that the
female demographic strongly differentiates from the male demographic when
analyzing small business owners. Women may differ from men when considering
education, previous experience to their startup and other external factors such
as motivations behind the establishing of their business, as well as
circumstances upon establishment. There are several studies that take the
approach of looking at the outcomes of female-owned businesses as far as
revenue and employment goes, but there is minimal research on the structure of
these female-owned business. Not only are there many studies oriented towards
the revenue numbers and employment, but there is a huge stream of comparative
studies done between male and female-owned businesses. It is also found that in
past studies that the characteristics of female-owned small businesses are
service-oriented, which has created a foundation for the stereotype to deem as
âfeminine.â When the service industry is mentioned in todayâs society, the
roles at the top of the chain include the following: nurses, receptionists,
waitresses, retail workers, etc.
Other characteristics with
these small businesses show as being solely owned by the woman that began the
establishment. The male-owned businesses are more known for having more of a
management style within their organizations. In comparison, the male-oriented
structures are looked at as being the ideal and much more appealing than the
sole owner of the woman on the other side of this contrast. Since one of the
main focuses in a previous study was to look at the outcomes, but even more
specifically, to look at the outcomes in revenue of small businesses both owned
by females and males. There was a major unfortunate outcome for women when the
results came to be more beneficially skewed towards the male realm. Performance
in numbers came out to be the following: business owners that were male
averaged to make $500,000 and above in annual revenue. As for women, it was the
complete opposite. Female-owned businesses averaged way lower than the male
standard, which was placed at the $500,000 and above mark. Female business
owners averaged around $100,000 and below, annually. Employment was another issue.
Issue, meaning it was not in the female demographicsâ best interest. When doing
a complete analysis of women involved in a business or in the corporate
industry, it seems as men have the upper hand when conducting an evaluation
upon small-business owners and the differences between the male and female
demographic.
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Source: Small Business: Critical
Perspectives on Business and Management
By D. J. Storey
When looking at
the management role within an organization or corporate entity, females hold a
good size of the majority of these positions. As years go by, more women move
into upper management roles within these establishments. Big-time role
reversals are occurring when looking at todayâs modern corporate culture in
comparison to historical traditions with men primarily owning the upper
management positions versus todayâs split with women. Not only is there a huge
split between these management roles, but it also has transitioned management
objective terminology. The terminology involved with management objectives has
been looked at as becoming more âfeminine.â Goals and objectives that are being
described include the following: sharing responsibility amongst different
roles, creating a team effort and group connection within an entire network and
relationship building.
Even though there
has been a gap filled when it comes to women moving into management positions,
there is a discrepancy involved with the topic. This discrepancy within women
and management is that it has not and is still not a fast process. This a very
large barrier for the female demographic since it has been such a slow
progression. Looking at the present, this barrier can be extremely discouraging
for women in the work force. Not only is this a negative display for women in
the work force amongst a broad spectrum, but honing in on women that are
looking to lead, this study is not appealing. Looking at the reasoning behind
this issue, it is stated that there are three concepts as to why this is the
way it is. The explanation encapsulates the following: women are slowly
progressing to upper management roles because of issues with structure and
discriminatory reasons, predisposed stereotypes in regards to gender roles and
negative connotations in relation to individuality.
Source: Women in Management: Current
Research Issues, Volume 2
edited by Marilyn J Davidson, Ronald J
BurkeOrganizational Behavior in Management Research Paper- partway done: Needing 5 more pages. Topic: Barriers with Women in Business and the Corporate WorldBelow are instructions:There must be four parts to your Research Paper.Summarize what was contained in your Problem Statement & Organization Description.Synthesize your complete set of articles in order to discover possible explanations of your problem or topic of interest.Write a discussion of what you think about all of these explanations.Provide a conclusion and recommendations, from a consultative perspective of how to solve the identified problem or issue discussed in part one. What changes you would recommend to your organization.You must write using 12 point font (Times New Roman or Arial), double-spaced with one inch margins on all sides, page numbers and running header, proper citations and reference page. Your Paper should be 10-14 pages in length, exclusive of title page and references. Your citations and references must follow the American Psychological Association Style Guideline.It is recommended that all of your articles come from peer reviewed journals such as included in this list of academic periodicals in the field of organizational behavior and/or management. Here are some appropriate examples:Academy Management JournalAcademy Management ReviewAdministrative Science QuarterlyBritish Journal of ManagementBusiness Communication QuarterlyBusiness Communication ReviewCalifornia Management ReviewEmployee RelationsEuropean Business JournalEuropean Business ReviewEuropean Management JournalHuman Resource Management JournalInternational Journal of Industrial OrganizationInternational Studies of Management and OrganizationJournal of Applied Behavioral ScienceJournal of Applied ManagementJournal of Communication ManagementJournal of ManagementJournal of Management StudiesJournal of Management InquiryJournal of Organizational Change ManagementLeadership and Organization Development JournalLeadership QuarterlyManagement LearningManagement QuarterlyManagement ReviewOrganizationOrganization ScienceOrganization StudiesStrategy and Leadership
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