Women have begun to take part in business life
intensively in the last century. However, despite the rapid rise in the number
of women in business world, the proportion of women among senior managers and
leaders has been very low. Research on the subject demonstrates that women face
difficulties called ‘Glass Ceiling’, which cannot be seen apparently and at the
same time which is hard to overcome in order to reach the senior executive
positions. Glass ceiling refers to the difficulties that take place between
women and the top management which do not allow them to move along their career
regardless of their success and skills. There have been many theories about why
women are underrepresented in senior management positions. If gathered under
three headings, these are: Bias-centred, person-centred, and structural-centred
theories. Bias-centred theories consider that the fundamental causes of
inequalities are discrimination, stereotyping and prejudice by the greater part
of the society or dominant group. Person-centred theories accept that
differences in men's and women's personal characteristics and behaviour cause
women to be unsuccessful at management positions. Structural-centred theories
suppose that the main causes of inequality are the structural policies and
customs of a social system, thus social structure dominated by men raise the
discrimination against women.
In this paper ‘Glass Ceiling Syndrome’ has been
researched, the related literature on the subject has been investigated and the
results were tried to be tested by a field survey. Within the scope of the
study, a questionnaire was developed to determine the perception and attitudes
of women who are working in a research hospital in Izmir on "Glass Ceiling
Syndrome”. The glass ceiling was analysed at nine dimensions in the
questionnaire; these are: barriers stemming from top management, negative
prejudices against women, family life, sex discrimination, women’s rise in
their career, organizational culture and politics, informal communication
networks, mentoring and occupational discrimination.
Journal Section | Articles |
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Authors | |
Publication Date | April 30, 2017 |
Submission Date | April 28, 2017 |
Published in Issue | Year 2017Volume: 3 Issue: 7 |
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