A study of the barriers to career progress of women in an organisation
- Authors: Pillay, Sadeshini Shunmugan
- Date: 2005
- Subjects: Glass ceiling (Employment discrimination) -- South Africa , Sex discrimination against women -- South Africa , Sex discrimination in employment -- South Africa , Women employees -- Promotions -- South Africa , Sex role in the work environment -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8731 , http://hdl.handle.net/10948/822 , Glass ceiling (Employment discrimination) -- South Africa , Sex discrimination against women -- South Africa , Sex discrimination in employment -- South Africa , Women employees -- Promotions -- South Africa , Sex role in the work environment -- South Africa
- Description: Due to the continual constant battle women have to face in order to progress in the workplace, it has become necessary to assess the degree of transformational change within the workplace within South Africa to try to establish just what these barriers are and how it can be overcome. To examine the main problem, three sub-problems were identified. The first sub-problem that had been identified dealt with what the women’s rights in the new South Africa. It was investigated by evaluating the situation in the New South Africa and what has changed from the past. Is there more gender equality or not. The second sub-problem looked at the barriers that women face in the workplace. It is evident that sexual harassment, male chauvinism, trying to balance work and family as well as organisational structure and culture were among the top barriers that are a hindrance to women’s advancement in the workplace. Finally, the third sub-problem investigated what the glass ceiling effect is and the effect that this has on women in the workplace. The investigation evaluated, and emphasised the difficulties that women face in order to progress in the hierarchy of not only management but other occupations as well. Results have shown that most females and males believe that the glass ceiling is prevalent in the workplace. Most people believe that women can however break through the glass ceiling but now there is a new phenomenon, “The Glass Cliff” which allows women to break through the glass ceiling but only of organisations that are already in trouble.
- Full Text:
- Date Issued: 2005
- Authors: Pillay, Sadeshini Shunmugan
- Date: 2005
- Subjects: Glass ceiling (Employment discrimination) -- South Africa , Sex discrimination against women -- South Africa , Sex discrimination in employment -- South Africa , Women employees -- Promotions -- South Africa , Sex role in the work environment -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8731 , http://hdl.handle.net/10948/822 , Glass ceiling (Employment discrimination) -- South Africa , Sex discrimination against women -- South Africa , Sex discrimination in employment -- South Africa , Women employees -- Promotions -- South Africa , Sex role in the work environment -- South Africa
- Description: Due to the continual constant battle women have to face in order to progress in the workplace, it has become necessary to assess the degree of transformational change within the workplace within South Africa to try to establish just what these barriers are and how it can be overcome. To examine the main problem, three sub-problems were identified. The first sub-problem that had been identified dealt with what the women’s rights in the new South Africa. It was investigated by evaluating the situation in the New South Africa and what has changed from the past. Is there more gender equality or not. The second sub-problem looked at the barriers that women face in the workplace. It is evident that sexual harassment, male chauvinism, trying to balance work and family as well as organisational structure and culture were among the top barriers that are a hindrance to women’s advancement in the workplace. Finally, the third sub-problem investigated what the glass ceiling effect is and the effect that this has on women in the workplace. The investigation evaluated, and emphasised the difficulties that women face in order to progress in the hierarchy of not only management but other occupations as well. Results have shown that most females and males believe that the glass ceiling is prevalent in the workplace. Most people believe that women can however break through the glass ceiling but now there is a new phenomenon, “The Glass Cliff” which allows women to break through the glass ceiling but only of organisations that are already in trouble.
- Full Text:
- Date Issued: 2005
An investigation into strategies which enable South African women to break through the glass ceiling
- Authors: Peens, Maritha
- Date: 2003
- Subjects: Women executives -- South Africa , Women employees -- Promotions -- South Africa , Sex discrimination in employement -- South Africa , Sex discrimination against women -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:10898 , http://hdl.handle.net/10948/135 , Women executives -- South Africa , Women employees -- Promotions -- South Africa , Sex discrimination in employement -- South Africa , Sex discrimination against women -- South Africa
- Description: The objective of this study was to identify the strategies (personal and organisational) that would enable South African women to break through the glass ceiling. A questionaire was designed based on the strategies found in a literature study on the topic and used to gather inputs from executive women in South Africa. A combination of snowball and self-selection sampling was used. The questionaire was sent to 138 potential respondents, mostly by means of electronic mail. Of the 47 completed questionairs returned, 44 could be used. These were processed and anaylsed using Microsoft Excel spreadsheets and the STATISTICA Version 6 software. In generaL, support was found for personal strategies pertaining to career management, networking (especially the relationship building activities), the reconciliation of home and work responsibilities with the emphasis on building a support system, education, business and organisational insught, skills development and increased input, but not for the assimilation of masculine attributes. Networking opportunities and education, training and development activities were regarded as the organisational strategies with the strongest impact on career progress. The literature was confirmed regarding top management support, an organisational culture conducive to women's advancement, mentorship programmes and a few career development initiatives. Although more than half of the respondents had been exposed to employment equity and affirmative action programmes, they were perceived to have only little to moderate impact on career progress. This was also the case with diversity management programmes. Flexible work arrangements, career adaptation schemes and childcare facilities and programmes were seen as having had little impact on the respondents' career advancement. Only a few of the organisational practices to support women balancing family and work responsibilities were utilised by the respondents' employers. Respondents perceived personal strategies as having greater value than organisational strategies in their progress to executive levels.
- Full Text:
- Date Issued: 2003
An investigation into strategies which enable South African women to break through the glass ceiling
- Authors: Peens, Maritha
- Date: 2003
- Subjects: Women executives -- South Africa , Women employees -- Promotions -- South Africa , Sex discrimination in employement -- South Africa , Sex discrimination against women -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:10898 , http://hdl.handle.net/10948/135 , Women executives -- South Africa , Women employees -- Promotions -- South Africa , Sex discrimination in employement -- South Africa , Sex discrimination against women -- South Africa
- Description: The objective of this study was to identify the strategies (personal and organisational) that would enable South African women to break through the glass ceiling. A questionaire was designed based on the strategies found in a literature study on the topic and used to gather inputs from executive women in South Africa. A combination of snowball and self-selection sampling was used. The questionaire was sent to 138 potential respondents, mostly by means of electronic mail. Of the 47 completed questionairs returned, 44 could be used. These were processed and anaylsed using Microsoft Excel spreadsheets and the STATISTICA Version 6 software. In generaL, support was found for personal strategies pertaining to career management, networking (especially the relationship building activities), the reconciliation of home and work responsibilities with the emphasis on building a support system, education, business and organisational insught, skills development and increased input, but not for the assimilation of masculine attributes. Networking opportunities and education, training and development activities were regarded as the organisational strategies with the strongest impact on career progress. The literature was confirmed regarding top management support, an organisational culture conducive to women's advancement, mentorship programmes and a few career development initiatives. Although more than half of the respondents had been exposed to employment equity and affirmative action programmes, they were perceived to have only little to moderate impact on career progress. This was also the case with diversity management programmes. Flexible work arrangements, career adaptation schemes and childcare facilities and programmes were seen as having had little impact on the respondents' career advancement. Only a few of the organisational practices to support women balancing family and work responsibilities were utilised by the respondents' employers. Respondents perceived personal strategies as having greater value than organisational strategies in their progress to executive levels.
- Full Text:
- Date Issued: 2003
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