Glass Ceiling
...Sources of the discrimination can be a strongly held attitudes towards women's and men's social roles and behavior, belief on "women's and "men's jobs", belief that men worth more than women, insufficient knowledge, gender stereotypes, or just lack of respect based solely on gender. It is true that the number of women who hold senior-management position and get the top-level salary has increased during period of time. However, the percentage of women holding a senior-management position and getting the top-level salary is still too low compare to the men. A study conducted by Karen S. Lyness and Donna E. Thompson found that although women achieved equality to men in compensation, they are faced with greater barriers than their male counterpart in getting it. In the study, female executives reported that they received different treatments compare to men from the institution they work for. Female executives reported that compare to men, it was much more difficult for them to achieve the position they were currently holding because of the reluctance of institution to take risk in women. Female executives reported difficulty in getting developmental assignment, mentoring from top-level executives and opportunities that involved geographic mobility. Female executives felt that they were being excluded from informal networks and they experienced lack of cultural fit. This is because the old belief that institution still has about women; institution still believes that women will eventually leave their job to have a family and therefore there is no point for institution to invest of them. According to the study, men's developmental experiences were more likely to be given to them whereas women had to be more proactive in getting them. This means that women have to work harder than men in order to prove themselves so that they can be successful. Women who are hold top-level positions tend to have top staff jobs, not top line jobs. Top staff position, no matter how high, will not have as much power and control as top line positions. Line position can change the way institution do business; staff position only provides assistance needed by line position. In another word, although more and more women are in top-level management, they are still unable to influence or contribute to major decisions institution made. Finding from the study suggested that women had more developmental experiences involving non-authority relationships and men had more international assignment. This is again because of old belief that institution has about how women will choose their family over their work and therefore refuse assignment that required relocation. Institution still believes that women are not as serious as men in achieving success in their career...