The Glass Ceiling: Recognizing Its Existence and Identifying Solutions
Management 630: Research Paper
The Glass Ceiling: Recognizing Its Existence and Identifying Solutions
Table of Contents
Paper Outline 3
Introduction 4
Women and Minorities 5
Recognizing the Problem 6
HR Planning 7
Succession Planning and Training 8
Performance Management 9
Mentoring 9
Conclusion 10
References 12
Research Paper Outline
Title Page
Paper Outline
Introduction
Define Glass Ceiling
State Thesis
Women and Minorities
Disadvantages
Recognizing the Problem
Solutions
HR Planning
Succession Planning and Training
Performance Management
Mentoring
Conclusion
References
Introduction
According to Heneman (2009), “The ‘glass ceiling’ is a term used to characterize strong but invisible barriers for women and minorities to promotion in the organization, particularly to the highest level” (p. 293). The glass ceiling has been a topic of debate for years causing organizations and Human Resource (HR) departments around the world to evaluate their recruitment and promotion processes in an effort to eliminate this unseen, yet debilitating divider. Many organizations deny its existence, while others train and strategically plan to embrace diversity. Whether big or small, a company must recognize how promoting the glass ceiling affects their employees, and the organizations growth potential. Preventing the promotion of women and minorities can negative effects on an organization. It is vital that HR departments take the necessary stapes to embrace the recruitment of women and minorities at top management levels in order to keep an edge over competitors, nurture an environment that promotes diversity. Identifying the problem; communication and performance management, HR planning, succession planning and training; and mentoring are key steps that will allow
The Glass Ceiling: Recognizing Its Existence and Identifying Solutions
Table of Contents
Paper Outline 3
Introduction 4
Women and Minorities 5
Recognizing the Problem 6
HR Planning 7
Succession Planning and Training 8
Performance Management 9
Mentoring 9
Conclusion 10
References 12
Research Paper Outline
Title Page
Paper Outline
Introduction
Define Glass Ceiling
State Thesis
Women and Minorities
Disadvantages
Recognizing the Problem
Solutions
HR Planning
Succession Planning and Training
Performance Management
Mentoring
Conclusion
References
Introduction
According to Heneman (2009), “The ‘glass ceiling’ is a term used to characterize strong but invisible barriers for women and minorities to promotion in the organization, particularly to the highest level” (p. 293). The glass ceiling has been a topic of debate for years causing organizations and Human Resource (HR) departments around the world to evaluate their recruitment and promotion processes in an effort to eliminate this unseen, yet debilitating divider. Many organizations deny its existence, while others train and strategically plan to embrace diversity. Whether big or small, a company must recognize how promoting the glass ceiling affects their employees, and the organizations growth potential. Preventing the promotion of women and minorities can negative effects on an organization. It is vital that HR departments take the necessary stapes to embrace the recruitment of women and minorities at top management levels in order to keep an edge over competitors, nurture an environment that promotes diversity. Identifying the problem; communication and performance management, HR planning, succession planning and training; and mentoring are key steps that will allow
References: Introduction According to Heneman (2009), “The ‘glass ceiling’ is a term used to characterize strong but invisible barriers for women and minorities to promotion in the organization, particularly to the highest level” (p Mentoring Heery (2006) noted corporate mentoring as involving “two crucial elements…team-to-team mentoring replaces one-on-one mentoring March 25, 2011 from EBSCOhost. Heery, W. (1994). Corporate mentoring can break the glass ceiling. HR Focus, 71(5), 17. Retrieved March 25, 2011 from EBSCOhost. Henemen, H., Judge, T. (2008). Staffing organizations. New York. Mcgraw-Hill-Irwin. Henshall, A. (2004). Women struggle to get top roles in mortgage sector. Money Marketing, 5. Retrieved March 25, 2011 from EBSCOhost. Naiman, S.. (2009). Generating positive energy in the workplace during hard times. Employment Relations Today, 36(1), 49. Retrieved April 1, 2011, from ABI/INFORM Global Sheleen Quish. (2006, May). The new glass ceiling; As one veteran CIO discovered, finding the next opportunity is not so easy when you’re over 50. CIO, 19(15), 1. Retrieved April 6, 2011, from ABI/INFORM Global. (Document ID: 1036867011). Toumi, S. (2005). Rubbish, there 's no glass ceiling. Accountancy Age, 12. Retrieved march 25, 2011 from EBSCOhost.