The Glass Ceiling is a notorious phenomenon which consists of biases and unfair treatment to women and minority males. The study consists of a qualitative analysis which is conclusive in regards to learning as the overall theme. Various other themes emerged in the study about the life experiences of female managers and CEOs who knocked out the glass ceiling.
The problem is that too few women are getting CEO positions in large organizations. The nature of the research was to explore the advice from women who understand the experience with management positions. Some of the female managers have experience as a female CEO and functioned in a dual role as manager and female CEO. The advice may offer a tool for other females to pursue to gain the CEO position or top positions in firms. The research methodology employed was qualitative analysis. The summary of the procedures was to schedule an appointment with the current female managers and interview them using phenomenological research. The results of the study are conclusive in that the common category among the 10 interview codes was learning. Also, the findings of the study revealed common themes with a frequency of three as Who You Know Helped You Get Your Position (Q1), Climbed the Ladder (Q1), Knowledge of the Roles (Q3), Come Prepared (Q3), Learning by example (Q4), Open to questions (Q4), Learning to deal with different attitudes (Q5), Communication (Q5), Hard work (Q6), Learn (Q8), Report it to HR (Q9), Don’t keep quiet about it (Q9), Hard work (Q10) and Be strong (Q10), respectively. Less common themes reflected a frequency of two for (Q2) as Keep Calm and Have Goals. Moreover, less than common themes were a frequency of two for (Q7) as Be Yourself. Recommendations for further study include researchers that continue to seek interviews with female CEOs in large firms. This may shed light on ways that women can obtain the CEO position in large companies. Also, this may allow for women to climb to higher positions in firms.
Table of Contents
CHAPTER ONE: INTRODUCTION
Introduction of the Problem
Problem Background
Purpose of the Study
Research Question
Limitations of the Study
Delimitations of the Study
Definition of the Terms
Importance of the Study
Conclusion
CHAPTER TWO: REVIEW OF THE LITERATURE
Introduction
Literature Review
Barriers to the executive suite: Evidence from Ireland
A gendered point of view on the challenges of women academics in The People’s Republic of China
Claiming authority: How women explain their ascent to top business leadership positions
Shattering the Equal Pay Act’s glass ceiling
Six ways of seeing the elephant: the intersection of sex, gender and leadership
Perceptions of women in management: A thematic analysis of razing the glass ceiling
Rethinking a glass ceiling in the hospitality industry
Shaking things up or business as usual? The influence of female corporate executives and board of directors on women’s managerial representation
Breaking the stained glass ceiling: Women’s collaborative leadership style as a model for theological education
A blind spot in organization studies: Gender with ethnicity, nationality and religion
Beneath the glass ceiling: Explaining gendered role segmentation in call centers
Benevolent sexism at work: Gender differences in the distribution of challenging developmental experiences
Breaking glass ceilings, ignoring dirty floors: The culture and class bias of diversity management
Fifty years later: Mid-career women of color against the glass ceiling in communications organizations
Locating women board members in gendered director networks
The glass ceiling that refuses to break: Women directors on the boards of listed firms in China and India
The glass ceiling: A perspective of women working Durban
The myth of the glass ceiling: Evidence from a stock-flow analysis of authority attainment
When should I quit? Gender differences in exiting competitions
Women entrepreneurs in a masculine society: Inclusive strategy for sustainable outcomes
What are the glass ceiling barrier effects on women career progress in Jordan?
To climb or not to climb: The probing of self-imposed barriers that delay of deny career aspirations to be an administrator in a public school system
Women in the corporate world: Who hires and promotes them?
Multiple Glass Ceilings
Influence and promotability: the importance of female political skill
Generational warfare: The new workplace
Gender gap in management in positions: A survey of male and female managers in zimbabwean hotels
Gender equality in the academy: The pipeline problem
Gender diversity policies in universities: A multi-perspective framework of policy measures
Gender differences in leadership role occupancy: The mediating role of power motivation
Cultural observations facing women managers: A south african perspective
Climbing the Himalayas
Are demographic attributes and firm characteristics drivers of gender diversity? Investigating women’s positions on French boards of directors
Conclusion
CHAPTER THREE: METHODOLOGY
Research Design
Selection of Participants
Demographics
Instrumentation
Printed Paper with Questions
Background Data
Computer
Telephone
Methodological Assumptions
Social Constructivism
Procedures
Data Processing and Analysis
Data Collection
Conclusion
CHAPTER FOUR: RESULTS
Restatement of the Purpose
Restatement of the Demographics
Table Description
Summary of Findings
Results
Interview Question One
Interview Question Two
Interview Question Three
Interview Question Four
Interview Question Five
Interview Question Six
Interview Question Seven
Interview Question Eight
Interview Question Nine
Interview Question Ten
CHAPTER FIVE: SUMMARY, CONCLUSIONS, IMPLICATIONS, AND RECOMMENDATIONS
Summary of Findings Restated
Conclusions
Major Question Related to the Purpose
Implications for Practice
Recommendations for Further Research
Research Objectives and Themes
The primary research objective of this study is to examine the lived experiences and strategic advice provided by female managers and executives who have successfully overcome workplace barriers, specifically the "glass ceiling," to achieve top leadership and CEO positions. The study aims to identify the key factors and behavioral patterns that enabled these women to reach senior management roles, with the ultimate goal of providing actionable tools and insights for other women aspiring to similar high-level organizational success.
- The persistence and prevalence of the "glass ceiling" phenomenon in global and U.S. organizations.
- The utilization of phenomenological research to capture the personal narratives and lived experiences of female executives.
- Common themes for success, including the role of mentorship, continuous learning, and political skill in career advancement.
- The influence of organizational culture, bias, and leadership structures on women's progression to top roles.
- Recommendations for corporate and policy-level interventions to foster gender equity in senior leadership.
Excerpt from the Book
Introduction of the Problem
Barriers exist in the work environment that impacts the promotions of women employees. Barriers relate to the glass ceiling theory that suggests that minorities may not rise above a certain level in the organization. The glass ceiling became a common terminology followed by when it was utilized in the Wall Street Journal by reporters Hymnowitz and Schellhard during 1986. The term is a daily metaphor utilized to depict the clear barricade before females looking to ascend up company pyramids (Smith, Caputi, & Crittenden, 2012; Powell, 2012). This occurrence is liable for the rarity of females occupying leadership and elder managerial roles in various segments; specifically in business and political arenas (Smith, Caputi, & Crittenden, 2012; Catalyst, 2007; Okimoto & Brescoll, 2010). A barrier like discrimination may block minorities such as women from gaining a higher position, equal pay, high sense of self-worth, and other benefits related to success.
The glass ceiling is a worldwide phenomenon that occurs in various countries and in the United States. Boston Consultant Group (2012) performed a study on all continents. Boston Consultant Group (2012) mentioned that the gender space in management is vivid and there is still space for enhancement. Boston Consultant Group examined the gender space and collaborative good practices. Boston Consultant Group (2012) benchmark examination of 44 global organizations discovered that merely 17 percent of candidates measured nationally revealed that their firms have particular, aimed actions for recruiting more females. Also, Boston Consultant Group (2012) discovered that the majority of firms are creating some progress. Female’s internetworks and diversity education are popular. Consequently, these alone cannot twist gender diverseness into a company benefit and suggests using measurable tasks for recruitment, advancement, and preservation (Boston Consultant Group, 2012; Dyrchs & Strack, 2012).
Summary of Chapters
CHAPTER ONE: INTRODUCTION: This chapter introduces the problem of the glass ceiling hindering female career advancement and establishes the phenomenological research approach to explore the experiences of successful female CEOs.
CHAPTER TWO: REVIEW OF THE LITERATURE: This chapter provides a comprehensive analysis of existing studies and theories surrounding gender barriers, management dynamics, and intersectionality in organizations globally.
CHAPTER THREE: METHODOLOGY: This chapter details the qualitative, phenomenological design of the study, including the selection of 10 female participants, data collection via semi-structured interviews, and the manual coding process used to analyze the results.
CHAPTER FOUR: RESULTS: This chapter presents the findings from the interview process, organizing the data into common categories and themes identified through the participants' responses regarding their career progression and the glass ceiling.
CHAPTER FIVE: SUMMARY, CONCLUSIONS, IMPLICATIONS, AND RECOMMENDATIONS: This chapter summarizes the research findings, provides conclusions on how women can break barriers, and offers recommendations for future research and practice to support gender equity in leadership.
Keywords
glass ceiling, phenomenological study, female CEO, career advancement, qualitative analysis, gender barriers, management roles, mentorship, leadership development, workforce diversity, organizational culture, professional identity, equality, workplace discrimination, interview analysis
Frequently Asked Questions
What is the primary focus of this dissertation?
The study investigates the experiences of successful women who have overcome the "glass ceiling" to reach top-tier management and CEO roles, aiming to extract their professional advice and strategies for other women.
What are the central themes discussed in this work?
The work focuses on systemic workplace barriers for women, the importance of continuous learning, the role of mentorship, overcoming bias, and the impact of personal agency in climbing the corporate ladder.
What is the core research question?
The central question is what activities or strategies successful female managers would recommend to other women to enhance their opportunities to excel and rise within an organization.
What research methodology was employed?
The researcher used a qualitative, phenomenological approach, conducting semi-structured interviews with 10 female participants to gain deep insights into their lived experiences.
What content is covered in the main body?
The main body reviews existing literature on gender representation, details the methodology for the participant study, analyzes the coding results from the interviews, and draws conclusions based on common themes like learning and perseverance.
Which keywords best characterize this research?
Key terms include glass ceiling, female CEO, career advancement, qualitative analysis, and organizational leadership.
How did the researcher handle the "member checking" process?
Member checking was integrated by inviting participants to review findings and provide feedback, ensuring the study maintained credibility and accurately reflected the perspectives of the interviewees.
How does this study address the "opt-out revolution" narrative?
The research contextualizes the "opt-out" debate by examining the structural and individual barriers that compel women to make difficult choices between domestic responsibilities and pursuing high-level career paths.
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- Gaberella Green (Autor), 2015, Women Who Knocked Holes Through The Glass Ceiling: A Phenomenological Study, Múnich, GRIN Verlag, https://www.grin.com/document/299588
