The paper 'Glass Ceiling and Sticky Floor' is a great example of a Management Assignment. Years of research continue to prop up the theory of ‘ glass ceiling’ and ‘ stick floor’ . The current leadership trends support the view that this ought to be the decade of the women leader, more than one-third of the Fortune 500 companies are led by women managers (Shambaugh R, 2007). Not only this, women take a lead as far as literacy and holding degrees are concerned, they are found holding respectable elected positions but still women in the actual sense are far behind in the lead. They hold only 14.5 percent of the top cadre positions in the Fortune 500 companies.
This entire state where women are undermasted and prevented by the other communities especially men to rise up at the topmost levels is nothing but the ‘ Glass Ceiling’ concept. According to the US Department of Labour, “ Glass Ceiling is those artificial barriers based on an attitudinal or organizational bias that prevents qualified individuals from advancing upwards in the organization” . (David E M, Woodward D, 1998).
However many eminent theorists have started believing that the phase of the Glass ceiling is gradually converting into a sticky floor which means helping organizations transform capable women with leadership potentials into senior-level leadership positions. The glass ceiling is referred to with the specific name as "ceiling" is a constraint that blocks up the upward advancement, and "glass" due to its transparency factor as its not immediately visible and such barriers are unwritten and unofficial. the most suffered segment is the female workforce as they are supposed to be not worthy of acquiring high ranking positions as the bosses do not take women seriously or actually see them as potential candidates. Gender-earnings differences are much more than the only fact which says that men, on the whole, earn more than women.
Glass ceiling indicates the wages earned by the women whether conditional on covariates that fall drastically behind men’ s more at the top of the wage distribution than at the middle or bottom.
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