This research examines one facet of the franchising phe nomenon in the United States (US). Specifically, this research explores the participation of women in this phenomenon as fran chise holders.
The demographics of the American workforce changed drama tically between 1960 and 1990, and, early in 1990 shows everysign of continued change. The workforce in the US is becoming older, and includes higher proportions of racial and ethnic minorities, and women.
The feminist movement is credited with getting women out of the home and into the workforce in ever increasing numbers. Since 1960, the female participation rate in the workforce has increased from 38 percent to 49 percent. The current male par ticipation rate is 71 percent. Thus, there has occurred a dra matic change in the composition of the American workforce in the context of gender. By 1995, the participation rates are expected to be 70 percent for men and 55 percent for women. Therefore, the change towards a more female American workforce is expected to continue at a rather significant rate.
The increase in employment participation by women has beenaccompanied by increasing numbers of women entering management. Progress for women in management, however, is often agonizingly slow. Significant inequities also exist for women managers with respect to status and compensation. While the demograph ics of the American workforce changed dramatically, many of the prejudices and barriers facing women in management remained dramatically unchanged.
The difficulties and inequities faced by women in manage ment derive from a complex problem. In part, this problem involves long standing prejudicial attitudes and discrimina tion. In part, also, the problem is concerned with societal structures which have often made it more difficult for women than for men to adequately prepare themselves for managerial responsibilities.
Some women also may have differing priorities ...