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Essay / Research Paper Abstract
This 10 page paper discusses the differences between male and female managers. The essay begins with a brief discussion of the glass ceiling and data regarding income gaps. The writer discusses stereotypes with examples and actual gender differences. Reaction to stress is discussed. Research is reported throughout the paper. bibliography lists 14 sources.
Page Count:
10 pages (~225 words per page)
File: ME12_PGfvmld.rtf
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Unformatted sample text from the term paper:
glass, but also a real barrier, i.e., ceiling. The glass ceiling is also reflected in the salary gap between men and women doing the same job. Salaries are based
on numerous factors, including education, training, experience, geographic location, and specific occupation. Gender is one factor that is not included in any pay scale but women still earn about 78
cents for every dollar a man earns (Center for American Progress, 2009). The discrepancies are huge. Over a 40-year work life, a woman will lose $434,000 due to a gender
pay gap (Center for American Progress, 2009). Women who have a lot of education lose even more. A woman with a Bachelors degree or higher will lose $713,000 over her
work lifetime (Center for American Progress, 2009). For women with just a high school degree, the loss will be $392,000 over her life (Center for American Progress, 2009). In retirement,
women will received about $8,00 less per year, which is primarily the effect of lower salaries over the years (Center for American Progress, 2009). This discrepancy is a major factor
in poverty among women, particularly single mothers. Clark (2006) said that the gender income gap sets the stage for the glass ceiling effect. The study found there is a larger
percentage of women in the United States who aspire to top executive positions than in other countries (Clark, 2006). There is a growing trend for women to seek higher level
positions across the world, though. The irony about this situation is 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). It makes good business sense to put women in the top positions. Even the CEO of Starbucks commented:
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