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Essay / Research Paper Abstract
A 10 page paper presenting a study and concluding that the gender gap still exists, 40 years after it was being labeled as illegal through legislation. Though not included, a 4-slide PowerPoint presentation is available. Bibliography lists 10 sources.
Page Count:
10 pages (~225 words per page)
File: CC6_KSsocGlasCeil.rtf
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Unformatted sample text from the term paper:
unable to "perform" (financially) as well as men. Others maintain that the glass ceiling is very real and completely operational despite the fact that it was made illegal nearly
40 years ago. The purpose here is to conduct a study to determine which view is correct. The hypothesis is that the glass ceiling is very much in
evidence. Theoretical Framework Attribution theorys most basic definition is the "attempt to understand what causes behavior" (Hellriegel, Slocum and Woodman, 1998; p. 338).
In 1973, Harold Kelley developed a widely-accepted model of attribution integrating the three qualifications of distinctiveness, consistency and consensus related to internal and external factors and perceptions "to explain
how people determine who others behave as they do" (Hellriegel, Slocum and Woodman, 1998; p. 92). Employees tend to attribute much of their
ultimate performance to their leaders behavior (Hellriegel, Slocum and Woodman, 1998). From the employees view, either his manager gives them the freedom and the tools to do his job
or doesnt, and that freedom or access to resources in turn affects how the employee can operate within the boundaries set for him. Kelleys 1973 model is a complete
one that focuses on interactions between individuals is still beneficial in determining reasons the organization as a whole behaves in the manner it does. It has been used to
explain and then overcome the "glass ceiling" limitations of women in the workforce, as well as being used to explain the dynamics of the efficacy-performance spiral (Lindsley, Brass and Thomas,
1995). Attribution theory provides a means through which both leaders and employees can honestly evaluate the assumptions under which they operate. Literature Review
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