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Essay / Research Paper Abstract
A 6 page paper. Is there a glass ceiling for women? This is discussed with data provided about both the gender pay gap and the lack of women in top positions. Suggestions for breaking the ceiling are provided as well as what many women are doing to avoid it. The essay also discusses the need to manage oneself in order to manage one's career. Specific areas for reflection are discussed. Finally, the old and new management paradigms are outlined, including new ideas on managing diversity. Bibliography lists 8 sources.
Page Count:
6 pages (~225 words per page)
File: MM12_PGglscpd.RTF
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Unformatted sample text from the term paper:
in 2004, women earned between 74 and 77 percent of what men earned (National Womens Law Center). Many seem to think that a professional woman certainly earns as much as
her counterpart but that isnt true either. The National Womens Law Center reported that in 2004, "female physicians and surgeons earned 52.2% of the median weekly wages of male physicians."
Another study found that in academic medicine, in 2004, women were paid an average of $12,000 less per year than men (Fleckenstein 14). Fleckenstein also reported that scientists practicing in
life sciences earn $65,000 per year compared to a white mans salary of $72,000. The head of the science department at a university said that women will always earn less
than men (Fleckenstein, 14). The reason? "Women simply cannot negotiate as aggressively as men for better salaries" (Fleckenstein 2006, p. 14). The gender pay gap sets the stage for the
glass ceiling, a term coined by the Wall Street Journal about 20 years ago (Clark). The term refers to an invisible barrier that prevents women from rising beyond a certain
executive level in corporate America (Clark). A recent international study have revealed that "70% of women and 57% of men believe" (Clark 2006) this barrier does indeed exist (Clark). Harris
reported that among Fortune 500 companies, women hold 16 percent of corporate officer jobs and 15 percent of Board seats. Among these same 500 corporations, there are only 10 female
chief executive officers (Harris). Thats the equivalent of 2 percent. What is ironical about this situation is that studies have found "that companies with the highest percentage of female
corporate officers experienced, on average, a 35 percent higher return on equity and a 34 percent higher total return to shareholders" (Harris 2006). So, it makes good business sense to
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