POLS2700 University of Utah Women in Workforce Gender and Politics Paper This paper is to be 2 PAGES LONG The paper should act as the case study and you wi

POLS2700 University of Utah Women in Workforce Gender and Politics Paper This paper is to be 2 PAGES LONG The paper should act as the case study and you will use the literature to explain, support, contradict, analyze, etc. 1 point is for the quality of your writing (remember there are resources available and listed in the syllabus if you need help—think back to my comments on your first paper);1 point is for meeting the technical requirements (page count, formatting, # of sources, and compliance with APA citation and reference rules); and3 points for the substance of your paper (how well you use the literature to support your claims).Question: why women aren’t represented in top level management (the glass ceiling)? Also, talk about the gender wage gap (which includes the glass ceiling effect). Please add to the essay already started.. Thanks Running head: WOMEN IN THE WORKFORCE
Women in the Workforce
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Women have, for a long time, been less represented in many top level management
positions. This is due to conventional practices that have placed women at a lower level than
men. According to Gao, Lin & Ma (2016), in 2012, despite women comprising 47% of the US
workforce, with 51% of women in management and other related occupations, only 14% of
women were executive officers, and only 4% of CEOs of Fortune 500 firms were women.
Women’s underrepresentation in top management is ironical given that women can preform
equally to men in senior-level management. Kuschel & Salvaj (2018) assert that even though
there has been an increased focus on women’s participation in executive levels, little has been
done to remedy the situation.
Many factors contribute to the absence of women in top level management. The first
factor is the lack of solidarity among women. Women in senior positions may be obstacles to
those ascending to top posts. Where firms are encouraged to create more opportunities for
women, the first woman to be admitted often has very competitive advantages since many
resources are at her disposal. Its believed that after ascending to high-ranking positions, women
tend to concentrate more on their satisfaction, forgetting to assist other women in getting to highlevel management positions.
The second barrier is norm satisfaction. Due to the underrepresentation of women in top
management positions, came increased pressure on organizations to observe gender equity in
organizational decision-making panels. Therefore, many organizations have resolved to train and
recruit a small number of women into management, perhaps to show the public domain that the
organization recognizes the power and intelligence of women in decision making. The third
barrier relates to the weight given to the decisions made by male and female executives. Gao, Lin
& Ma, (2016), assets that decisions made female executives are prone to higher announcement
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compared to those made male at the same level. This affects the confidence of women in making
decisions in organizations. This has been perceived by male executive board members that
women cannot make significant decisions that are capable of improving an organization.
The gender wage gap can be termed as the average difference in wages or salaries
between the male and female genders. Over the years, women tend to be paid less than men due
to various reasons. The first is gender discrimination. Due to gender discrimination, women are
unwilling and have limited ability to negotiate salaries and battle sexual discrimination.
According to Blau & Kahn (2017), women tend to settle for the initial wages even when the
employer states that there is room for wage negotiations. The second contributing factor to the
gender age gap is because motherhood. Low pay to women has been taken as a childbearing
penalty by organizations and sectors. Traditionally, women are the ones to leave work to care for
children. This is associated with the less working hours, and therefore the lower pay that women
receive. Another vital contributor to disparity in wages for both genders is the position of work.
Over the years, the majority of top and high-ranking positions that attract high salaries in
organizations are occupied by men.
The representation of women in top management positions is still low throughout the
world. In America, for instance, women comprise 4% of CEOs in 500 fortune companies. Some
of the factors that lead to a small percentage of women in executive positions are lack of
solidarity among women and norm satisfaction. On wages, men have been receiving higher pay
compared to women for a long time. Researchers have, however, pointed out that motherhood,
gender discriminations, and the high-paying positions that are majorly occupied by men are the
main factors that contribute to low pay women receive.
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References
Blau, F. D., & Kahn, L. M. (2017). The gender wage gap: Extent, trends, and explanations.
Journal of Economic Literature, 55(3), 789-865.
doi:http://dx.doi.org/10.1257/jel.20160995
Gao, H., Lin, Y., & Ma, Y. (2016). Sex discrimination and top female managers: Evidence from
china: JBE JBE. Journal of Business Ethics, 138(4), 683-702.
doi:http://dx.doi.org/10.1007/s10551-015-2892-x
Kuschel, K., & Salvaj, E. (2018). Opening the “Black box.” factors affecting Women’s journey
to top management positions: A framework applied to chile. Administrative
Sciences, 8(4) doi:http://dx.doi.org/10.3390/admsci8040063
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