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EFFECTS OF GLASS CEILING IN THE WORKPLACE
ABSTRACT
This work discusses effects of glass ceiling in the workplace.
The term “glass ceiling” refers to invisible barriers that keep some people from advancing in the workplace.
You know you’ve reached it when lesser qualified individuals keep passing you by. In theory, any qualified person can rise in the ranks at work and enjoy the perks that come with that. There are legal protections and individual corporate protections that should make the glass ceiling obsolete.
Leaders may or may not be aware of their own cultural biases involving gender and race. Whether they do or not, it’s a subtle form of discrimination.
The glass ceiling keeps people from getting certain jobs, despite being well qualified and deserving. It’s a phenomenon that affects career trajectory, status, and lifetime earning potential.
The glass ceiling effect doesn’t end with the workday. It fans out into all areas of a person’s life. It can even affect mental and physical health.
One example of the glass ceiling can be seen in the office of the president of the United States. There’s no law that prevents a woman from occupying this office, yet it still hasn’t happened.
Now let’s take a company with a diverse workforce, boasting a good percentage of women and minorities throughout the ranks.
Then contrast that with upper management, where women and minorities are vastly underrepresented. Something doesn’t add up.
Or, suppose you’re a woman who’s been with the company for a long time. An upper management job opens up. You’re experienced and abundantly qualified.
But instead of getting the promotion, you’re assigned to train the new manager, who happens to be a less qualified man.
Maybe you’re doing all the work of a manager and handle your responsibilities well, but you don’t have the title or pay rate of others doing the same job.
The glass ceiling effect can be felt long before you bump up against it.
Women and minorities may be left out of meetings and mass communications. They may find themselves excluded from networking events that take place at or outside of work.
When you add it all up, these exclusions can deprive you of mentors and powerful professional relationships. You’re out of the loop on upcoming events and opportunities that could advance your career.
Other, more direct actions contribute to the glass ceiling as well. This can include discriminatory hiring practices, sexual harassment, and hostile workplace environments.
For the most part, the glass ceiling hides in plain sight and is difficult to prove. The glass ceiling effect, however, is keenly felt
.A hundred and twenty questionnaires were distributed among employees(male and female)from selected companies in Nigeria. Interviews and surveys were also conducted.
Primary and secondary data will be used in the analysis. Tables and percentages will also be used as the instrument of analysis
It will be observed therefore that glass ceiling may have a strong and significant effect on workplace. There is a strong relationship between glass ceilings presence and organizational productivity and workers’ morale improvement.
TABLE OF CONTENT:
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
1.2 Statement of the Research Problem
1.3 Objectives of the Study
1.4 Significance of the Study
1.5 Research Questions
1.6 Research Hypothesis
1.7 Conceptual and Operational Definition
1.8 Assumptions
1.9 Limitations of the Study
CHAPTER TWO
LITERATURE REVIEW
2.1 Sources of Literature
2.2 The Review
2.3 Summary of Literature Review
CHAPTER THREE
RESEARCH METHODOLOGY
3.1 Research Method
3.2 Research Design
3.3 Research Sample
3.4 Measuring Instrument
3.5 Data Collection
3.6 Data Analysis
3.7 Expected Result
CHAPTER FOUR
DATA ANALYSIS AND RESULTS
4.1 Data Analysis
4.2 Results
4.3 Discussion
CHAPTER FIVE
SUMMARY AND RECOMMENDATIONS
5.1 Summary
5.2 Recommendations for Further Study
References
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