Many think that when people move up the corporate ladder they are increasingly surrounded by people that care less about others' feelings and are more task-focused. To work your way upward in corporate America requires more "task-focused behaviors" and less demonstration of "communal" qualities. If this is the case then the glass ceiling is not in the way of people's race or gender but their behaviors.
Most women are told they are "too nice" to hold an upper management positions. Could this be the reason for women hitting the glass ceiling because they are "too nice" or their behaviors are not fit for the upper management positions?
Do senior level positions require a person task-oriented with a less feeling base of managing? If their is a certain behavior that succeeds in these positions could that be the barrier keeping many women and minorities from holding those positions?
Article
Aimee Rankovich
Tuesday, April 19, 2011
Diversity
For my last blog of the semester I just wanted to tell you all how much I have learned from this topic and how I will use these things to further my college experience and career. I always thought of myself as an open minded individual and someone who enjoyed peoples differences. Before this class I don't think I actually understood that diversity was more than just differences amongst race, gender, and age. I also never looked at diversity in relation to work. I think diversity is something that everyone should embrace and be mindful of because no one person is the same. Although diversity can have some challenges it also has its advantages. I think the main thing I will take from this chapter is embracing people's differences and not just in relation to the physical but also differences in opinion, creativity, education, and any other way people are different. I think its amazing when a group or team of different backgrounds and personalities are able to get together and come up with brilliant ideas together. Some day when I'm deciding who I want to work for me I'm going to make sure I have a diverse group of people, this way the creativity, customer service, and company performance will be successful. My major is Organizational Leadership so I'm probably going to have many more classes and job experiences where I will have to work in teams. Being able to understand and embrace other peoples differences when working in teams is crucial because it affects the team dynamics, function and productivity. Also by posting this blogs I have become more aware of diversity in the workforce and which companies are successful at it. I can look at these individual companies and use the techniques that have made them successful for my own success. I can also use this information when deciding where I want to work or intern. Being involved with a company that is diverse is definitely something I consider making me satisfied with a job and as we have learned job satisfaction is very important for a great experience at work.
Quasheena Ellis
Team 2
Quasheena Ellis
Team 2
It's not a glass ceiling, It's a sticky floor
Are you stuck by hitting the glass ceiling? Or are you stuck on the floor?
In this book, strategies are given on how to get ahead in your career where you might think you have hit the top of the ladder. The interactive and engaging book provides a number of targeted assessments, proven techniques, tools and strategies to help you overcome or avoid the 'sticky floor'.
Assessments help you determine what you own sticky floor is as well as your personal strengths in the workplace. This book should be read for anyone who believes they are hitting a normal glass ceiling in their career and for those who don't. Given strategies to help anyone include work/life balance, the loyalty factor, perfectionism vs. excellence, building strategic relationships, political savvy, making your words count, and asking for what you want.
Is their such thing as a glass ceiling or is it just sticky floors? With hard work and determination you should be able to accomplish everything you want. With the right tools and help you can climb the ladder to success. Do you believe you can work your way through the 'glass ceiling'?
Aimee Rankovich
Manly News...
In 2011, when you turn on the news you are more likely to find a male reporter than female telling you all the news going on in your area. Only 36% of reporters are women. Behind the scenes is not much different with only 27% of top management jobs held by women. South Africa ranks the highest with women in senior management positions with 8 in 10 held by a woman.
If women held the management positions in the media world would the news change? Many think that the difference in news stories reported would vary with a female producer compared to a male. Even if that was true, the vast difference in female to male management does not account for the opinion. The behavior in the work place will vary with female management but the present is the best time to work with the change.
The progress is slow but women will work their way up in the coming years to take over senior management positions. The younger generation is growing with the normal presence of women in upper management fields. Do you think that this problem of the glass ceiling will fix itself with time and the new working generation?
Article
Aimee Rankovich
If women held the management positions in the media world would the news change? Many think that the difference in news stories reported would vary with a female producer compared to a male. Even if that was true, the vast difference in female to male management does not account for the opinion. The behavior in the work place will vary with female management but the present is the best time to work with the change.
The progress is slow but women will work their way up in the coming years to take over senior management positions. The younger generation is growing with the normal presence of women in upper management fields. Do you think that this problem of the glass ceiling will fix itself with time and the new working generation?
Article
Aimee Rankovich
Mcdonalds and Diversity
Again this search resulted from me just exploring different company websites and reading about their diversity policies....
"Embracing and empowering a diverse workforce has been a part of the McDonald’s culture for decades."-McDonald's. McDonald's has invested in something they call Talent Management and this is a way for the company to create accelerated development programs to ensure they have high-performing, committed leaders, and diverse pool of candidates for their companies. McDonald knows the importance of having a diverse team. McDonald's believe that the values they believe in affect the decisions they make each day. McDonald's has an annual Employee Commitment Survey that they asks their employees to partake in and in this survey they ask questions regarding the company's values. McDonald's says these surveys(as a part of the new programs they are implementing) are developing high potential directors. I think it is very important for companies to take part in getting feedback from not just customers but their employees too! We discussed in class the importance of communication and feedback and in my opinion 360 degree feedback is the best way. When companies take part in hearing from the employees they can begin to access whether companies goals are being met according to the mission/vision of the company and it looks like this is what McDonald's is doing. In relation to diversity this talent program is allowing the company to choose from high performing candidates. These candidates are not limited to a set of criteria. As long as the people are able to generate great ideas and lead the company to success they qualify. In order to have diverse ideas and creativity in a company, firms shouldn't limit they hiring process to a specific age, gender, or race.
The questions I pose to you is if McDonald's make a public statement stating they didn't support diversity would this affect whether or not you would eat there? and have you experienced any training on diversity formally or informally? If so how do you think it has affected your work ethics?
Quasheena Ellis
Team 2
"Embracing and empowering a diverse workforce has been a part of the McDonald’s culture for decades."-McDonald's. McDonald's has invested in something they call Talent Management and this is a way for the company to create accelerated development programs to ensure they have high-performing, committed leaders, and diverse pool of candidates for their companies. McDonald knows the importance of having a diverse team. McDonald's believe that the values they believe in affect the decisions they make each day. McDonald's has an annual Employee Commitment Survey that they asks their employees to partake in and in this survey they ask questions regarding the company's values. McDonald's says these surveys(as a part of the new programs they are implementing) are developing high potential directors. I think it is very important for companies to take part in getting feedback from not just customers but their employees too! We discussed in class the importance of communication and feedback and in my opinion 360 degree feedback is the best way. When companies take part in hearing from the employees they can begin to access whether companies goals are being met according to the mission/vision of the company and it looks like this is what McDonald's is doing. In relation to diversity this talent program is allowing the company to choose from high performing candidates. These candidates are not limited to a set of criteria. As long as the people are able to generate great ideas and lead the company to success they qualify. In order to have diverse ideas and creativity in a company, firms shouldn't limit they hiring process to a specific age, gender, or race.
The questions I pose to you is if McDonald's make a public statement stating they didn't support diversity would this affect whether or not you would eat there? and have you experienced any training on diversity formally or informally? If so how do you think it has affected your work ethics?
Quasheena Ellis
Team 2
Companies and Diversity
For the past couple of weeks I've been researching Starbucks for our team paper and I came across a section on their website entitled Our Company. In this section they listed several things like company policies, the compan'y vision, and career diversity. As I read through the diversity section I thought it would be a good idea to BLOG about Starbucks Diversity. "As partners, we embrace diversity to create a place where each of us can be ourselves. And we always treat each other with respect and dignity. But don’t just take it from us"-Starbucks. Starbucks incorporates diversity in their everyday work experience. You can see how this affects the company's culture by making them a very successful business that is able to understand customer and employee needs. Starbucks has received many awards because of the great job they do at implementing diversity at work(ideas, gender, age, etc). Some of the awards include: supporting National Coucil of La Raza, lideres (young leaders) program, being honored by The Disability Rights legal Center for nurturing an environment of respect and sensitivity to people with disabilities, and named one of 40 best companies for diversity by Black enterprise Magazine. As we know diversity can be a very positve thing for companies who embrace it and manage diversity well. Starbucks has managed diversity very well and they see it in their customer and employees response to their services. If you would like to read more just go to Starbucks!
Another company I decided to research was Johnson and Johnson. Johson and Johnson also feels like diversity is a very important aspect of a company. In fact many of their ideas about diversity coincide with what we've learned in Chapter 2 of our text. "We recognize that differences in age, race, gender, nationality, sexual orientation, physical ability, thinking style and background bring richness to our work environments. Such differences help us connect better with the health needs of people in communities around the world."-Johnson and Johnson. So that I won't repeat past ideas I will refer you to a video on Johnson and Johnson's website that I think really describes the companys perception of Diversity...Celebrating Differences Video.
Another company I decided to research was Johnson and Johnson. Johson and Johnson also feels like diversity is a very important aspect of a company. In fact many of their ideas about diversity coincide with what we've learned in Chapter 2 of our text. "We recognize that differences in age, race, gender, nationality, sexual orientation, physical ability, thinking style and background bring richness to our work environments. Such differences help us connect better with the health needs of people in communities around the world."-Johnson and Johnson. So that I won't repeat past ideas I will refer you to a video on Johnson and Johnson's website that I think really describes the companys perception of Diversity...Celebrating Differences Video.
Women in Political Leadership Roles
http://www.thepeterboroughexaminer.com/ArticleDisplay.aspx?e=3025456
This article i found is from a leadership conference in Canada (consisting of mostly women) discussing women that are and are not currently in political leadership positions. The speaker mentioned that politics would change for the better if more women were elected, but because these women don't know how it would be to balance work and family life, they choose not to run. Also, whenever women are active in the political realm, tend to be sexualized in the media. All of the speakers at this conference are encouraging women to fight for their rights and according to Maryam Monsef, until the women decide that every single woman is free, they will never break through that glass ceiling.
For these women to gain access to a political leadership role, there needs to be some sort of power that they individually posses. The book mentions several types of power such as Legitimate Power, Coercive Power, etc. I believe that in order for women to get into the political office, they'll need to have Expert Power and Information Power. Expert power is very important because it signifies the woman's ability to comprehend the political atmosphere and give her knowledgeable two cents in without going straight into an argument. Also, these women should have access to most, if not all legal information regarding politics for them to use to express new ideas and remind other politicians that something similar to their debate or idea has already occurred.
One thing that women can do, but again the media would end up taking it too far, is wow the crowd with their charisma. Good looking women in the media or politics somehow always get examined as being sexual and not taken seriously after the media takes control. But with their Expert Power, they can model President O'Bama and use their charisma rational persuasion for their advantage to logically convince others that what they propose is a win.
For each woman to stand up for their rights and decide to go the political route, there needs to be nonverbal, verbal, and behavior impression management in order to interact and gain respect from others. For those women that can achieve the above types of powers and tasks, do you think they should give up their family time to go into the political world knowing they can actually make a difference with other women, as well as people in the country in general? If not, why?
Thanks.
Jon Locke
This article i found is from a leadership conference in Canada (consisting of mostly women) discussing women that are and are not currently in political leadership positions. The speaker mentioned that politics would change for the better if more women were elected, but because these women don't know how it would be to balance work and family life, they choose not to run. Also, whenever women are active in the political realm, tend to be sexualized in the media. All of the speakers at this conference are encouraging women to fight for their rights and according to Maryam Monsef, until the women decide that every single woman is free, they will never break through that glass ceiling.
For these women to gain access to a political leadership role, there needs to be some sort of power that they individually posses. The book mentions several types of power such as Legitimate Power, Coercive Power, etc. I believe that in order for women to get into the political office, they'll need to have Expert Power and Information Power. Expert power is very important because it signifies the woman's ability to comprehend the political atmosphere and give her knowledgeable two cents in without going straight into an argument. Also, these women should have access to most, if not all legal information regarding politics for them to use to express new ideas and remind other politicians that something similar to their debate or idea has already occurred.
One thing that women can do, but again the media would end up taking it too far, is wow the crowd with their charisma. Good looking women in the media or politics somehow always get examined as being sexual and not taken seriously after the media takes control. But with their Expert Power, they can model President O'Bama and use their charisma rational persuasion for their advantage to logically convince others that what they propose is a win.
For each woman to stand up for their rights and decide to go the political route, there needs to be nonverbal, verbal, and behavior impression management in order to interact and gain respect from others. For those women that can achieve the above types of powers and tasks, do you think they should give up their family time to go into the political world knowing they can actually make a difference with other women, as well as people in the country in general? If not, why?
Thanks.
Jon Locke
Monday, April 18, 2011
Business Advantages of Diversity in the Workplace
Link to referenced article: http://www.ethnoconnect.com/html/articles_09.html
There are so many benefits for encouraging diversity in an organization. It is crucial for an organization to stay one step ahead of United States Office of Employment statistics in order for that organization to survive. The United States Office of Employment predicts that more than 29 percent of the labor force in the U.S. will be composed of minorities by 2008. This has already passed so more than one third of the country's labor force comes from minority groups.
If a company's workforce does not come close to this 30% threshold, that company is not being as proactive at hiring minorities to increase diversity within the organization. Increased diversity inherently makes an organization stronger. The market is becoming increasingly globalized. Just because a company is based in the U.S. doesn't mean that global markets do not affect the company. Many companies have to take products onto a global stage to remain solvent and keeping an American cultural mentality during such a transition can be disastrous to the effort. Often times, a company will have to adapt a product or service to a specific culture or area in order to be successful.
Diversity in a workplace increases creativity, increases productivity, introduce new attitudes into the environment, and may encourage new processes to occur.
Diversity increases creativity by combining a wide array of opinions and ideas in order to solve difficult problems. Diversity increases the flow of idea sharing and can increase participation. Overall this advantage can help solve issues an organization has struggled with for years.
Diversity can increase productivity by involving multiple cultures into one singular goal. Different cultures have different strengths and weaknesses. By involving multiple cultures, one culture will compensate for another culture's weakness. This greatly increases the productivity of the team by assigning separate roles based on strengths.
Diversity brings in new attitudes into an organization due to diverse cultures. Americans taking into account other culture's value of time and relationship-building may increase morality and good ethical behavior. Exposing American culture to a more collectivistic culture may rub off and improve relations with other business partners.
Diversity can also create new processes due to increased collaboration from multiple cultures. Employees keeping an open mind is essential for new processes to occur.
Overall, diversity has immeasurable impacts on an organization. Opening an organization to all new processes, ideas, cultures, and attitudes really does have a great impact on the bottom line of an organization.
Do you think organizations do enough to promote diversity in organizations today? What are some ways diversity can increase?
There are so many benefits for encouraging diversity in an organization. It is crucial for an organization to stay one step ahead of United States Office of Employment statistics in order for that organization to survive. The United States Office of Employment predicts that more than 29 percent of the labor force in the U.S. will be composed of minorities by 2008. This has already passed so more than one third of the country's labor force comes from minority groups.
If a company's workforce does not come close to this 30% threshold, that company is not being as proactive at hiring minorities to increase diversity within the organization. Increased diversity inherently makes an organization stronger. The market is becoming increasingly globalized. Just because a company is based in the U.S. doesn't mean that global markets do not affect the company. Many companies have to take products onto a global stage to remain solvent and keeping an American cultural mentality during such a transition can be disastrous to the effort. Often times, a company will have to adapt a product or service to a specific culture or area in order to be successful.
Diversity in a workplace increases creativity, increases productivity, introduce new attitudes into the environment, and may encourage new processes to occur.
Diversity increases creativity by combining a wide array of opinions and ideas in order to solve difficult problems. Diversity increases the flow of idea sharing and can increase participation. Overall this advantage can help solve issues an organization has struggled with for years.
Diversity can increase productivity by involving multiple cultures into one singular goal. Different cultures have different strengths and weaknesses. By involving multiple cultures, one culture will compensate for another culture's weakness. This greatly increases the productivity of the team by assigning separate roles based on strengths.
Diversity brings in new attitudes into an organization due to diverse cultures. Americans taking into account other culture's value of time and relationship-building may increase morality and good ethical behavior. Exposing American culture to a more collectivistic culture may rub off and improve relations with other business partners.
Diversity can also create new processes due to increased collaboration from multiple cultures. Employees keeping an open mind is essential for new processes to occur.
Overall, diversity has immeasurable impacts on an organization. Opening an organization to all new processes, ideas, cultures, and attitudes really does have a great impact on the bottom line of an organization.
Do you think organizations do enough to promote diversity in organizations today? What are some ways diversity can increase?
Sunday, April 17, 2011
Phase Two
For something different, I thought I would add a little humor to our blog. What do you think about women in Politics? Do you think a woman will ever be elected President of our country?
Nina Pysson
Sunday, April 3, 2011
Michelle Obama Tells Girls to "Break the Glass Ceiling" at White House Ladies Night
First Lady Michelle Obama held a mentoring dinner for 120 high school girls at the White House last month. She invited more than 20 famously successful women to talk to these young girls. Mrs. Obama was quoted telling the girls that “You don’t always see was what it took for many of us to get to where we are today. You don’t always see the thousands of hours that were spent studying or practicing or rehearsing, the years spent working for that promotion, the hammers used to break glass ceilings,” she said “All of them – every last one of them – had someone in their lives who took the time to encourage them and to inspire them. None of us are here on our own.”
Other notable guests at the evening’s festivities included Academy-Award winning actresses Hillary Swank and Geena Davis, Olympic gold medal gymnast Dominique Dawes, and the founder and CEO of Susan G. Komen for the Cure Nancy Brinker.
These women were there to inspire the high school students. They talked about how they had to work hard and fight to get where they are. Many of them were not born in a life of luxury; they had to earn everything that they have accomplished over the years. Mrs. Obama told the girls that they too could make a difference if they work hard, despite obstacles, and get the best possible education. If they do this they can surpass anyone if they really want to.
How do you feel about mentoring the children of the future? Do you think little things like this dinner will make a significant impact on their life?
Article
Nina Pysson
Other notable guests at the evening’s festivities included Academy-Award winning actresses Hillary Swank and Geena Davis, Olympic gold medal gymnast Dominique Dawes, and the founder and CEO of Susan G. Komen for the Cure Nancy Brinker.
These women were there to inspire the high school students. They talked about how they had to work hard and fight to get where they are. Many of them were not born in a life of luxury; they had to earn everything that they have accomplished over the years. Mrs. Obama told the girls that they too could make a difference if they work hard, despite obstacles, and get the best possible education. If they do this they can surpass anyone if they really want to.
How do you feel about mentoring the children of the future? Do you think little things like this dinner will make a significant impact on their life?
Article
Nina Pysson
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