SYSTEMS APPROACH TO WOMEN IN MANAGEMENT

SYSTEMS APPROACH TO PROBLEMS OF WOMEN IN MANAGEMENT

According to Vecchio (1991), female managers often experience a number of gender-based career problems. The most frequently occurring problems are said to be: (1) low or unequal salaries; (2) restriction of upward mobility; (3) lack of mentoring; (4) difficulty meeting rigid work schedules due to the need to fulfill family roles; and (5) sexual harassment.

The most common means of assisting women to meet sex-based difficulties involving their work and careers has been the affirmative action program. Badgett (1995) defines such programs as responses to legal mandates proscribing that ethnic, racial, and gender utilization in a given organization be representative of the general labor market.

For example, if a given group is found to be under-utilized, an organization would, under affirmative action provisions, establish goals and timetables for the selection, promotion, and training of members of the under-utilized groups. Further, the employer would compile evidence that the company has made a "good-faith effort," to achieve the goals laid out in the affirmative action program.

However, recent Supreme Court Decisions have struck down affirmative action programs on the grounds that, as currently developed, they are themselves discriminatory in that they tend to have been designed to select certain individuals solely on the basis of race or gender with very few oth

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, reluctance to work for a female boss, the "glass ceiling" phenomenon, infrequent mentoring, corporate insensitivity to needs of working mothers and the scarcity of female executives as role models. In an effort to validate these findings, Talley (1988) assessed 176 business women, all of whom were members of Wilmington Women in Business. Questionnaires were used to determine whether there was concurrence between what the literature reported as barriers affecting the advancement of women and what the women actually experienced. The business women serving as subjects were classified as either corporate women (employed by corporations) or entrepreneurial women (self-employed) and a comparison was made of the type and the number of barriers which were most frequently experienced. Number of barriers experienced according to size of company and years of work were assessed, as well as a ranking of the six most important barriers to advancement experienced by each group of women. Corporate women ranked the six in descending order as "old boys network", power differences, lack/absence of mentoring, home/career conflict, low risk taking and traditional childhood. The entrepreneurs ranked the six as "old boys network", home/care

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