Opportunities For Career Progression Gendered Sociology

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The concern sing adult females callings has been turning in the societal dockets. In the recent decennaries adult females have started to step into the managerial and skilled occupations. This essay shall concentrate on the theories and groundss that indicate how the adult females face a problem in calling patterned advance because of gender issues. It shall see assorted facets that adult females come across on a professional and a personal degree. The essay shall get down with a theory saying the three dimensions that influence career patterned advance. It shall further speak about the Preference Theory developed by Hakim ( 2000 ) . Furthermore, it shall reexamine about the deficiency of Female CEO ‘s in big corporations and the attempts taken by the senior direction to increase the engagement of adult females on a managerial degree and besides the schemes that adult females have to utilize to be on par with other male co-workers. It will besides see the barriers faced by adult females in nursing although it is preponderantly governed by adult females and an engagement of adult females in elect places. It shall continue by analyzing why adult females choose to switch to portion clip occupations and the challenges faced in that respect. It shall reason by reexamining a statistical grounds of the betterment in the figure of adult females managers in big organisations.

A several figure of runs were undertaken to increase the part of adult females on a managerial degree. A run called ‘Opportunity 2000 ‘ was started in 1991 which aimed to promote the engagement of adult females in a big sum on higher degrees in an organisation. Since the 1960 ‘s a big figure of adult females started acquiring engaged in their several professions. However, there a figure of issues related to adult females ‘s callings in assorted sectors.

The three dimensions

Harmonizing to Evetts, J. ( 2000 ) there are three facets of adult females ‘s callings viz. cultural, structural and action. The cultural dimensions strongly concentrate on the function of adult females in the household and the thought of muliebrity. When the cultural factors are taken into history, the focal point is on the mentality of the society which has an consequence on the professional lives of the adult females. The cultural systems influence the working lives of the adult females enormously. The beliefs that are associated with the cultural dimensions influence the determinations of adult females with respects to the choice of their profession, keeping a balance between paid and unpaid work and their function as female parents, girls, married womans, professionals etc. , Adkins ( 1995, as cited in Evetts J. 2000 ) . Besides the philosophical constructs, taking between paid and unpaid work and by avoiding the publicities is besides a tough determination to be taken on the portion of the adult females, Brannen and Moss ( 1991, as cited in Evetts J. 2000 ) . Such forces have strongly affected the aspirations and the success of adult females ‘s callings. The cultural surveies have concentrated on the gendered characteristics in the organisations by explicating the ‘discriminatory environment ‘ , Bourne and Wilker ( 1982, as cited in Evetts J. 2000 ) . Some research workers besides categorized professions like technology, Cockburn ( 1985 ) , military or engineering, Hacker ( 1989 ) as extremely masculine.

However, on the contrary, professions like nursing were strongly associated with adult females, which portray their lovingness nature. In the 1980 ‘s attempts were made to give penchant on holding a female work civilization. This brought about a alteration in the relationships and was besides good for the clients, co-workers and the employees themselves, Gray ( 1987, as cited in Evetts J. 2000 ) . This helped the adult females to heighten their failings in their callings by doing it their strengths. However, adult females continued to confront a job in obtaining publicities and had to expose their ability in the organisation. It is because of such problems that obstructed the presence of adult females on senior places.

The 2nd dimension is the structural dimensions which comprise of the organisational signifiers and theoretical accounts in both the household and work. It aims to administer the responsibilities and duties between members of the household, sections of an organisation. It is because of these constructions that decides the calling way and picks of adult females. Womans are given the feel and they themselves realize their duty of looking at their households. Hence it obstructs their dedication towards paid work thereby restricting the opportunities of publicity ( as cited in Evetts J. 2000 ) . Halford et Al. ( 1997 ) explains about the restructuring of organisations and which has resulted in gender holding a important function in banking, local authorities and nursing. Internal labour markets are besides responsible for impacting the calling chances. The formation of a gendered internal labour market takes topographic point when a calling is structured in such a manner which will assist the growing of some members ( for illustration work forces ) and obstruct the advancement of others ( for illustration adult females ) . The structural effects on callings have enhanced the consciousness of household and organisational constructions thereby restricting the actions of adult females workers ( as cited in Evetts J. 2000 ) .

The concluding class consists of action dimensions. The cultural and structural classs concentrate more on the restrictions of callings of adult females. However, in the 1980 ‘s adult females were seen to equilibrate their calling and household in malice of the limitations created by the cultural and structural dimensions. Hence the action context does non contract down the advancement of adult females. However, the problems of publicity and the cultural beliefs of household still hold to be dealt by adult females. These can be handled by accommodations, influence or colony ( as cited in Evetts J. 2000 ) . This dimension stresses on the sound picks of calling determinations and variable calling resources. It was found that some adult females were come oning in their callings ; some were on managerial degrees, while some chose to equilibrate their household duties by avoiding publicities. However, the calling picks made by the adult females were personal. The adult females had come up with their ain redresss to the tensenesss caused by the structural and cultural factors. To sum up, in the action dimension the callings are non ascertained in cardinal manner by either structural or cultural factors ( as cited in Evetts J. 2000 ) .

Even though the three dimensions are distributed, they are internally connected between the procedures of civilization, construction and action. The structural alterations are apparent in the signifier of an impact of statute law on the calling chances for adult females and besides by equilibrating the household life. Regardless of these alterations, the structural dimensions continue to present a job in their callings by the manner of inequality in pay differences. The cultural givens shall alter as the beliefs start seting to the new calling theoretical accounts and the credence of working female parents has confirmed this alteration. Once the alteration is recognized merely so it will assist adult females in determining their callings that will be best suited to the altering constructions and civilizations.

Preference Theory

Hakim ( 2000 ) developed ‘preference theory ‘ which is involved with adult females ‘s precedence between household and work. This theory was developed unequivocally merely with mention to adult females because of the male bias and their engagement in the labour market. Hakim ( 2000 ) listed five alterations in the late twentieth century which created a different set up for adult females with quality and new chances. These alterations may non take topographic point together or they may non be ever prevalent in the modern societies, nevertheless their effects are corporate. The first cause of a new scenario is the prophylactic revolution which since 1965 enabled the sexually active adult females have a control over their ain birthrate. The following was the equal chances revolution which enabled an equal entree to adult females in all places, callings and businesss in the labour market. Third, it was the enlargement of the white-collar businesss which attracted adult females more than the blue-collar businesss. The 4th cause was doing available the occupations for secondary earners who want to give importance to other involvements instead than paid work. Finally, it was the increasing significance of values, personal picks and attitudes in the picks of comfortable modern societies ( as cited in Hakim, 2000 ) .

The Glass Ceiling: Engagement on a senior degree

Oakley J. ( 2000 ) cites that the obstructions that do non let adult females to accomplish senior degree places in big organisations have been called as the “ glass ceiling ” which restricts the growing of adult females beyond a certain degree, Morrison et Al. ( 1987 ) . The being of female Chief Executive Officers ( CEO ‘s ) is really rare particularly in big organisations. However, Adler and Izraeli ( 1994 ) reference that the multinationals are taking attempts to promote the engagement of adult females in the senior degree direction in order to run into the demands of the planetary competition of holding an effectual human resource in their work force. The publicity policy is a corporate barrier that prevents the growing and publicity of adult females to the top degree. Catalyst ( 1990 ) conducted a study in this respect and realized that merely 4 per centum of the companies who were questioned had taken attempts of promoting the engagement of adult females into managerial places and found out that the jobs that were associated with publicities of adult females were non tackled by the companies. A farther drawback that adult females observe is that they do non have any feedback based on their public presentation as compared to their male colleagues.

Womans are besides paid less and have less in the signifier of any fillip or fringe benefits. Gallese ( 1991, as cited in Oakley J, 2000 ) observed that adult females are non paid the same sum of wages and given advantages as that of work forces at all degrees in an organisation. A norm called ‘behavioral dual bind ‘ leaves the adult females in such a state of affairs where a adult female is judged in every facet of her behaviour. Double binds have been used by those who have the authorization to rule those without the power which were largely adult females, Jamieson ( 1995, as cited in Oakley J, 2000 ) . A survey conducted by Broveman et Al. ( 1972 ) and Heilman et Al. ( 1989 ) on the impact of gender based stereotypes on adult females in direction revealed that the male directors depicted female directors as less consistent, less confident, less systematic and missing in leading qualities. Hence it provides a elucidation of the deficiency of female CEO ‘s which links muliebrity with incompetency. A considerable figure of adult females on the top places are regarded as a menace to the ‘old male child web ‘ . It is a system among organisations that eliminates the less powerful work forces and all adult females in its group.

Womans besides face obstructions while acquiring on to the same degree while working with male co-workers. They besides highlight the demands to develop sameness with their male opposite numbers to achieve success. They have to utilize the schemes for suiting in the concern. Hence alternatively of stressing on difficult work the adult females change their address, attitude and behaviour to be consistent with other elites ( as cited in Davies Netzley, S. 1998 ) . The Fortune 500 companies consists of merely 4 percent adult females managers and 2 per centum corporate officers, therefore bespeaking that the engagement of adult females on higher degrees continues to be low, Glinow, V. and Mercer, K. ( 1988, as cited in Davies Netzley, S. 1998 ) .

There is besides a argument sing the engagement of adult females in elect places. Elites here are meant by the people who have the capableness of altering the national policy- devising by taking an advantage of their places. The engagement of adult females in such elect places is really rare because all the top elite places are taken up by work forces. They usually occupy the lower paying and lower managerial places in the professions that are dominated by work forces, Epstein and Coster et Al. ( 1981, as cited in Moore, G. 1988 ) .

Nursing has ever been chiefly adult females ‘s work and still adult females carry on to consist a greater portion of nurses. But nevertheless, work forces continue to hold a greater calling patterned advance than adult females in this field excessively, with work forces ruling in the important degrees by excepting the being of adult females. In order to hold complete calling promotion, the nurses are expected to hold a full clip occupation which is non possible for all the nurses, Davies and Rosser et Al. ( 1986, as cited in Lane N. , 2000 ) . Hence to enable a calling patterned advance it expects the nurses to hold a male calling construction, Goss and Brown ( 1991, as cited in Lane N. , 2000 ) . It is besides assumed by most of the directors that the portion clip workers are less dedicated towards their occupation as compared to full clip workers therefore restricting their opportunities of calling patterned advance, Corby et Al. ( 1991, as cited in Lane N. , 2000 ) .

Lane ( 2000 ) cites that there are a figure of barriers that obstruct the calling patterned advance of adult females. They are chiefly unequal preparation proviso, inflexible working hours etc. , Lane ( 1998 ) . The being of such barriers does non merely restrict the signifier of employment that adult females wish to set about, but besides has a negative impact on the ownership of the accomplishments that would ease them in progressing the calling ladder. The attitudes of employer that adult females with a household might non pay attending to paid work, consequences in an exclusion of adult females from calling patterned advance, Curran et Al. ( 1988 ) . This has to be tackled by doing equal chances an indispensable portion in the human resource policies. This although will non ensue in a alteration of attitudes instantly, but equal chances will organize a portion of the direction programs.

Durbin, S. and Tomlinson, J. ( 2010 ) citation that adult females ‘s callings are looked upon otherwise as compared to work forces. It is because of the Orthodox sentiments of male senior directors that are responsible for the deficiency of calling patterned advance of adult females frequently doubts their proficiency, Smithson and Stokoe ( 2005 ) . Liff and Ward ( 2001 ) further claim that adult females in in-between degree direction feel that they may non be able to work in senior degree direction sing the irregular working hours and the work civilization. There has been a displacement towards portion clip work which has affected the calling chances and the degree of gender separation in the UK. A study conducted by Labor Force Survey demonstrated that 60 per centum of the female parents working portion clip were grouped in 4 classs, ‘elementary disposal and service ‘ , ‘caring personal service ‘ , ‘administrative ‘ and ‘sales and client service ‘ . On the reverse, merely 3 per centum of the female parents working portion clip were corporate directors, Tomlinson et al. , ( 2009 ) .

An indispensable subject in the research on adult females ‘s employment is whether adult females work portion clip out of pick or irresistible impulse, Gash ( 2008 ) , Hakim ( 2000 ) , is considered to be a determinant factor in adult females ‘s working inclination, Hakim ( 1996, as cited in Durbin, S. and Tomlinson, J. 2010 ) . Part clip employment has ever been given a low respect in the context of quality, occupation chances in comparing with full clip employment, Hoque and Kirkpatrick ( 2003, as cited in Durbin, S. and Tomlinson, J. 2010 ) . A research conducted on 16 female portion clip directors suggested that out of the 16 directors, 13 retained full clip occupations before acquiring a decrease in the working hours. All the adult females working full clip were dedicated to their calling and were in a place to derive publicities and a opportunity for patterned advance. However, none of the adult females got a publicity when they switched to portion clip employment and resulted in a diminution in success. Hence when adult females were asked about their portion clip calling they expressed letdown about their patterned advance.

Statistical grounds

The statistics of adult females in Financial Times and Stock Exchange ( FTSE ) reveal a figure of adult females who are on board places from the largest organisations. The top companies ranks include the undermentioned ( as cited in Sealy, R. , Vinnicombe, S. , and Singh, V. , 2008 ) .

1. Burberry- holding 3 adult females managers out of 7 on board.

2. Diageo- 4 out of 11

3. Alliance Trust- 3 out of 9

4. British Airways, Pearson PLC – 3 out of 8,

6. Astrazeneca, Marks and Spencer, Standard Life, Sainsbury- 3 out of 11

10. British American Tobacco- 3 out of 12, followed by Inmarsat Group, Unilever- 2 out of 8.

After holding a brief apprehension of the assorted facets of calling patterned advance of adult females we can reason that callings are gendered that restrict the growing of adult females. It can be seen how the cultural systems influence the working lives of adult females which decides their profession and forces them to avoid publicities. Further the structural dimensions force the adult females to compromise on their calling by maintaining household as their precedence. However, on a positive note, the action dimensions help in happening a manner to cover with the jobs caused in the other two dimensions. The penchant theory helped in apprehension of how adult females can equilibrate their personal and professional lives which listed five alterations.

The construct of ‘glass ceiling ‘ examined that adult females still face problems in achieving the senior places, but besides illustrated how the multinationals are taking attempts for the publicity of adult females on topmost places, which is besides associated with a batch of barriers. It explains that adult females are judged in every facet in comparing with work forces, thereby doing their calling patterned advance gendered and supplying the ground for the deficiency of female CEO ‘s. The instance of nursing shows that work forces have a greater calling patterned advance in this field even if it is managed by adult females. Further, the barriers blockading calling patterned advance reappraisal grounds of emphasizing the demand of equal chances policy. It can besides be noted that there is a high degree of displacement towards portion clip work because of the deficiency of calling patterned advance. Hence it reduced the opportunities of publicity because of deficit of working hours. Finally it can be evaluated that there has been some degree of engagement of adult females in the senior degree in big organisations. To sum up, it can be concluded that there exists a degree of calling patterned advance in organisations that are gendered that restricts the growing and publicity of adult females, nevertheless stairss have been taken to forestall it, which have non resulted in a big sum of success. It is of import to handle both work forces and adult females every bit and do certain that adult females are non underestimated with respects to their personal duties.

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