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Annotated Bibliography Summary

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Annotated Bibliography on: Women in Business and Management

COURSE: Management 6984:

Seminar in Business Ethics: Research and Pedagogy Professor

Richard Wokutch

Elham Asgari
Spring 2015

In this review it has been tried to get an overview on women's career in business and management. Reviewing the literature I decided to divide this area into seven categories and select articles in top journals and provide a summary for each of them. First, we review articles discussing "glass ceiling" in general and then we become more specific in areas like "women in board of directors" and "women as executives". Then we continue our review by focusing on "women in entrepreneurship", "women in leadership", "women and corporate social performance” …show more content…

Unfortunately, female managers already face a "glass ceiling" that seems to prevent their promotion to upper-level corporate positions. Yet, these women may actually face a second pane a glass - the lack of expatriate assignments and international experience - that is keeping the corporate hierarchy. This "expatriate glass ceiling" creates dual ethical dilemmas: first, should women be expected to change their behavior due to gender issues, and if so, how? Second, do gender biases still exist in MNCs that are preventing women from relieving expatriate assignments, and if they do exist, how can these biases be reduced and eventually eliminated? Breaking the "expatriate glass ceiling" is the responsibility of both the female managers and the MNCs that need expatriates. In this paper, several strategies for breaking the expatriate glass ceiling are outlined Selmer and Leung (2003a) argued that" employers can no longer take the responsibility for managing the careers of their employees". It is concurred that women managers who desire expatriate assignments must be more proactive in managing their careers, but it is also emphasized the role that MNCs must play in breaking the barriers that still exist for women seeking expatriate assignments. MNCs must …show more content…

The article addresses the following question: “does an increased number of women corporate boards result in a build-up of critical mass that substantially contributes to firm innovation?” In this article, the number of women directors (the size of the minority group) is used and by drawing on critical mass theory to identify the “different minorities of women directors”. It is expected that women directors contribute to firm organizational innovation when the critical mass of three women is reached. The aim is to test if “at least three women could constitute the desired critical mass by identifying different minorities of women directors”. The findings of the research indicates that attaining critical mass makes it possible to “enhance” the level of firm innovation. Moreover, the results show that the relationship between the “critical mass of women directors” and the level of firm innovation is mediated by “board strategic tasks” (Torchia, Calabro et al.

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1030 Words | 5 Pages

These constant messages may lead to a false belief that women do not belong in the high-powered corporate world. This gender discrimination is something that no one can escape. We are born into this imprudent, improper, and immoral society, that has not, will not, and chooses not to change for the better for women and children

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1074 Words | 5 Pages

In the essay “The Real Reason So Few Women Are in The Boardroom,” Marty Nemko explains why there are few women holding the higher positions in big corporations. He shares the fact that on average, women are very good managers, but they rarely make it to the top. In the Fortune 500 companies, women make up fifty percent of the senior managers, but they only make up one percent of the CEOs (Move On Up, 2005). Nemko’s thesis as to why there are so few women in the boardroom is that women tend to prioritize a balance between work and family, which is hard to have when CEOs normally work fifty or more hours a week.

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1155 Words | 5 Pages

Newburn, T. (2013.) Criminology: (Second Edition.) London: Routledge, (pp 102-104). This chapter of the book provides and insight on the media and its relationship with the police, explores how these two institutes interact with each other, looks at how the police have been represented in the media, and determines whether this representation has impacted the public’s attitude towards the police.

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609 Words | 3 Pages

Firms choose their board based on business needs and firms characteristics. For example, a chemical firm is more likely to have more technical people on board in order to evaluate manger’s performance and R&D budgets. We can use the exogenous increase in the number of female member on the board to eliminate the endogenity. I recall one European country has this regulation before. 3.

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2534 Words | 11 Pages

This one reason keeping women from promotion and top management position (World Bank, 2001). This invisible barriers keeps ladies from showing their full potential in skills and getting jobs that they truly deserve. Strategies for

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534 Words | 3 Pages

The difference in Managerial Style in Nicaraguan and American Women The difference in gender disparity in the managerial world has been decreasing over the years. Many years ago, the simple idea of having a woman as the head of a corporation would have been insane. Women were thought to belong at home taking care of children and their husbands. Today, women make up 40% of the global workforce, and although they only make up 3% of the Fortune 500 CEO’s, and about 15% of corporate executives, the number of women reaching power positions has been increasing through the years ( Carter & Silva, 2010).

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805 Words | 4 Pages

Researchers examine different approaches that organizations can take in order to insure their companies practice gender equality. Although we live in a world where discrimination is discouraged, it still occurs in many organizations. Lenka, D., & Sahoo, D.K. (2016). Breaking the glass ceiling: opportunity for the organization. Industrial and Commercial Training, 48(6), 311-319.

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760 Words | 4 Pages

In the second decade of the 21st century, the few women that make it to the top as still seen as “the exception” and according to research this is a “pipeline problem”. Overall, women form a significant part of the labour force, but the pipeline breaks somewhere between middle management and the c-suite (the top executives). This break in the pipeline is caused by various issues including organizations failing to recognize and identify their own glass ceilings and developing appropriate solutions that not only destroy the glass ceiling but also rectify their leadership pipelines. Most importantly, the presence of high-status female managers has a huge impact on gender inequality in the workplace, women in positions of authority get to make decisions on issues including gender pay gap and diversified hiring practices. However, this break in the pipeline limits women’s access to leadership positions and “employees just don’t see enough women in leadership positions at their companies” (Coffman,

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864 Words | 4 Pages

This means that in the eyes of society women are not physically perceived as leaders, which contributes to why there is a lack of women in these leadership roles. Though majority of directors, 93%, believe that having women on the board is important only 61% of those companies have a board diversity policy (Crawford, 2013). Similar to the wage gap, the number of women on board seats varies based on profession (Crawford, 2013). For example, the profession where women are closest to par with men is the entertainment sector where women hold over 25% of the seats and the sectors with lowest female representation on the board are, the oil,

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1196 Words | 5 Pages

She also focuses on the absence of ambition among females in the labor pool and why women in today 's culture are fearful of being ambitions. Factors that cause a so called "leadership ambition gap" are discussed along with why women feel devalued within a professional

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1018 Words | 5 Pages

According to Kanter (1977) stated that female mentors can assist other women to overcome barriers to career advancement. It is therefore important for female executives to have female mentors who can serve as their

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1271 Words | 6 Pages

Sex discrimination is one of the “glass ceiling” for women that make holds them from career advancement. “Back in the 1960’s and the 1970’s, when women first entered the job market by the millions, females in male-dominated professions, like finance, kept quite about sexual harassment because they were afraid losing their job” (Driscoll & Goldberg, 1993, pp. 174-175). V: Conclusion: A. short-review: 1. Mostly gender roles have been assigned by the culture sensitive which is appreciate from the society and social norm which depends on the context that lead to have the different roles in society based by they gender since we born with, but women sometimes dissatisfy for their less heavy works which could change to make more impact and value for themselves and their family.

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1485 Words | 6 Pages

Trends in workplace discrimination against women: It is quite an irony that United Nation has concluded that women often experience “Glass ceiling” and there are no societies were women is enjoy same opportunities as like men. The term glass ceiling is normally described as a barrier or discrimination in gender in employment. Actually in reality many disagree with this fact that women are treated as glass ceiling. The facts reveal that in the fortune 500 companies, most of the positions are laid by men and not women.

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838 Words | 4 Pages

The international business organization are promoting gender equality and their markets are increasing tremendously (Healey 2014). Why some other international business organizations like the United State, United Kingdom, Canada, Australia, and Norway are interested in gender equality? According to Healey (2014), those few educated women in higher positions are helping the business organizations to enhance their markets. These companies are now seeing the effect of being diversity at work. There are several ways that can be used to reduce the

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1727 Words | 7 Pages

Over the past 40 years defenders of women’s right have worked hard to assure growth of women's careers, trying to contest what is attribute as ‘the glass ceiling’ which is the invisible barriers that control woman from rising to top positions in corporate context. From the mid-90s European Government firms and private and public organizations have pursued a suit, bringing the recruitment of women at the upper levels of companies. The increasing prominence of leaders like Carly Fiorina, Hillary Clinton, and Condoleezza Rice accentuate the development in gender roles over the last half century. In the first paragraph I will discuss what do you need to be a successful leader and also about how women rises in organizational structures and practices,

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