How Women Should Break the Glass Ceiling That Exists Nowadays?

Social Stratification: How women should break the glass ceiling? The glass ceiling starts to form itself very early on. Glass ceiling is one of the most compelling metaphors used for analyzing inequality between men and women in the workplace. Appelbaum & Chambliss (1997 : 232) describe the term ‘’glass ceiling’’ as a seemingly invisible barrier to movement into the very top positions at all levels of employment in business and government, which makes it difficult for women to reach the top of their professions. We have seen powerful women like Hillary Clinton enter high political positions. Janet Reno was elected as the first woman Attorney General. Women such as Oprah Winfrey dominate the entertainment industry. Oprah has overcome many discriminations being a strong black woman. These women are all very successful and have seemed to break through the “glass ceiling”, but we still have a long way to go. In the business world women can be just as qualified as men but something always seems to hold them back. The invisible barrier that holds women back from achieving their goals is called the glass ceiling. So the question now is how women should break the glass ceiling? Scott Taylor, an assistant professor at the University of New Mexico Anderson School of Management have conducted a new study that claims women themselves have imposed their own glass ceiling from a survey that revealed female managers are more than three times as likely as their male counterparts to underrate their bosses' opinions of their job performance. (Scott Taylor, 2005) I strongly disagree with the statement made by S. Why the study have to questions precisely why women seem to underestimate their performance ratings, or if the poor-evaluations could itself actually be a result of the glass ceiling, rather than the cause. It is true that things are getting better for women in the workplace. They are beginning to make little cracks in the glass ceiling, but things are still no