This research examines the issue of inequalities in the work place in the United States. In this examination, inequalities are considered within the contexts of (1) the "glass ceiling," (2) sexual harassment, (3) white-collar vs. blue-collar, and (4) discrimination on the basis of race and ethnicity.
Powell and Butterfield investigated the "glass ceiling" phenomenon in relation to the actual promotions of women to top-management positions in American organizations. The major organizational problem to which this investigation was related is the issue of gender equity in human resource management.
The authors reviewed the progress made by women in American organizations during the 1970-1992 period. The literature, as reported in the article indicated that, while women had made significant progress in the context of being promoted to and hired for managerial positions in American organizations, comparatively little headway was made with respect to the promotion of women to top-management positions in American organizations. The literature reviewed in the article also explored the concept of the "glass ceiling," together with the support for using this phenomenon as an explanation for low numbers of women found at the level of top-management in American organizations. The authors indicated that one important area that was underrepresented in the literature was the decision-making processes in American organizations that are applied in making selections for promotion to top-management positions.
The new data analyzed by the authors were collected for the period extending from January 1987 through February 1992. A large department of the federal government was the participating organization. Data were collected in relation to 32 positions that were filled in the department during the relevant period, and to the actions of the review panels that assessed the qualifications, and the actions of the selection officials who ma...