지원사업
학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
커뮤니티
연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
논문 기본 정보
- 자료유형
- 학술저널
- 저자정보
- 발행연도
- 2001.6
- 수록면
- 177 - 193 (17page)
이용수
초록· 키워드
오류제보하기
The 20<SUP>th</SUP> century has witnessed an increasing number of women in the workforce. Yet, at the turn of the millenium, women are still less visible in the upper echelons of the organization. Studies have shown a real discrimination on women which is frequently referred to as the "glass ceiling" being a barrier that cannot be seen. More formally, the glass ceiling is defined as those artificial barriers based on attitudinal or organizational bias that prevent women as a group from advancing upward in the organization. While many researchers have been done to analyze the impact of conscious or subtle forms of barriers to women managers' upward mobility and the ways in which women have coped, little is known about the negative impact of the ceiling to work organizations.
This paper is divided into three parts. The first part reviews the literature in the field of Organization Behavior regarding the existence of the glass ceiling, the reasons why it occurs, and the different options taken by women in reaction to the glass ceiling phenomenon. Emphasis is given to the dissatisfaction in the development of researches pertaining to the real causes of the glass ceiling as well as to the efforts undertaken by business organizations to encourage greater representation of women in higher management. The first part ends by proposing a conceptual framework to deepen our understanding of women's role in managing organizations.
The second part adopts a conceptual framework that expouses the complementarity of the competencies of men and women managers. Using this model, the following questions are tackled: What are the significant characteristics of women in management roles? What are their strengths and weaknesses? How are these strengths and weaknesses manifested by women in their management roles? How do women managers manifest their unique contribution to a corporate culture of peace and humanity? What consequences do these strengths and weaknesses have in the organizations themselves?
The third part presents the results of an exploratory survey on companies which have experiences the glass ceiling symptoms. The interviewees are top managers who have experienced the resignation of women working under them. The paper concluded by recommending action plans for companies to take better advantage of the having women in top management roles.
This paper is divided into three parts. The first part reviews the literature in the field of Organization Behavior regarding the existence of the glass ceiling, the reasons why it occurs, and the different options taken by women in reaction to the glass ceiling phenomenon. Emphasis is given to the dissatisfaction in the development of researches pertaining to the real causes of the glass ceiling as well as to the efforts undertaken by business organizations to encourage greater representation of women in higher management. The first part ends by proposing a conceptual framework to deepen our understanding of women's role in managing organizations.
The second part adopts a conceptual framework that expouses the complementarity of the competencies of men and women managers. Using this model, the following questions are tackled: What are the significant characteristics of women in management roles? What are their strengths and weaknesses? How are these strengths and weaknesses manifested by women in their management roles? How do women managers manifest their unique contribution to a corporate culture of peace and humanity? What consequences do these strengths and weaknesses have in the organizations themselves?
The third part presents the results of an exploratory survey on companies which have experiences the glass ceiling symptoms. The interviewees are top managers who have experienced the resignation of women working under them. The paper concluded by recommending action plans for companies to take better advantage of the having women in top management roles.
목차
Abstract
DANGER SIGNS AND PROPOSED SOLUTIONS
CULTURAL BLOCKAGES AND PARADIGM SHIFTS
IDENTIFYING MENTAL MODELS ON WOMEN
LEVEL ONE - WOMEN AS ECONOMIC RESOURCE
LEVEL TWO - WOMEN AS COMPETITIVE INDIVIDUALS
LEVEL THREE - WOMEN AS PERSONS COMPLEMENTARY TO MEN
THE BASIS OF COMPLEMENTARIETY OF MEN AND WOMEN
CONCLUSIONS AND RECOMMENDATIONS
REFERENCES
참고문헌 (0)
참고문헌 신청함께 읽어보면 좋을 논문
논문 유사도에 따라 DBpia 가 추천하는 논문입니다. 함께 보면 좋을 연관 논문을 확인해보세요!
-
The Glass Ceiling for Women’s Empowerment in Vietnam
이화여자대학교 아시아여성학센터 학술대회자료집
2014 .01
-
Woman
International Digital Design Invitation Exhibition
2012 .05
-
Woman
International Digital Design Invitation Exhibition
2012 .05
-
Woman
International Digital Design Invitation Exhibition
2013 .12
-
The Women2
International Digital Design Invitation Exhibition
2015 .07
-
Woman
International Digital Design Invitation Exhibition
2016 .05
-
Woman Ⅱ
International Digital Design Invitation Exhibition
2013 .05
-
Korean Women Today and Toward 2000
Asian Women
1995 .05
-
Women, Men and Power
Asian Women
2001 .06
-
캐나다 연방의회와 여성대표성에 관현 연구
여성연구논총
2008 .02
-
여행사에서의 유리천장 지각과 이직의도
한국콘텐츠학회논문지
2009 .03
-
Women’s Activism in Timor-Leste
이화여자대학교 아시아여성학센터 학술대회자료집
2015 .01
-
Can Women Be Effective Leaders?
Asian Women
2006 .12
-
The Difference Women Make
여성연구논총
2010 .02
-
Violence against Women and Women's Movements in Japan
이화여자대학교 아시아여성학센터 학술대회자료집
2000 .10
-
Study on the Differentiation of Women's Movement Organization of Korea in the 1980s
Asian Women
2002 .12
-
Women’s Movements and Women’s Studies : The Indian Experience
이화여자대학교 아시아여성학센터 학술대회자료집
2012 .07
-
The Road Less Traveled : Deconstructing the World of Women's Enmity in Africa
Asian Women
2002 .12
-
Women's Movement and the Vietnam Women's Role through Historical Periods
Asian Women
1997 .12
-
보행 지면 상태에 따른 노인의 운동학적 보행 메카니즘
대한안전경영과학회지
2015 .01
이 논문의 저자 정보
이 논문과 함께 이용한 논문
최근 본 자료
댓글(0)
0