Investigation in how inequality of promotions affects employee Dissertation

Investigation in how inequality of processions affects employee military strength and their effect on businesses Glass Ceiling effect - Dissertation ExampleSince historical times, women and minorities continue to put to sleep behind in career advancement as their male counterparts take almost all worry and chief executive jobs. Despite the fact that the population of women and men in the world do non vary much, this trend is not replicated at the workplace, where top echelons seem to be a preserve for men. The schmalzy barriers that are placed in the path of women and minorities so that they do not climb the corporate break is generally referred to as the screwball ceiling effect. This paper explores the concept of the ice rink ceiling effect with regards to its implications on employee attitude, pay gap, rewards, job satisfaction and performance. Importantly, the effects of the glass ceiling on the overall performance and operations of business are explored. In the end, sev eral recommendations have been outlined. Examples of these recommendations are training and education for improved skills, knowledge, competencies and potentials and ken about and fighting for ones values and rights. The paper aims to advise policymakers, government and professional agencies, theorists, researchers and single(a) employees on the implications of the glass ceiling effect and how it may be addressed. Table of Content 1. Introduction 2. methodology 3. Literature review 4. Findings 5. Discussion/Analysis and implications 6. Recommendations 7. Conclusions 8. References 9. Appendix Introduction In modern day workplace, nonage groups continue to suffer institutionalized as well as other forms of discrimination in their cursory work life. The most common ways in which work place discrimination manifests is via human resources link up activities such as task assignment, deployment, transfers, job description and evaluation and promotions among others (Baker et al., 1995) . However, promotion discrimination ranks among the most general forms of discrimination at the work place. Consequently, vulnerable and minority groups such as women, the disabled and minority social and racial groups are largely underrepresented at the top echelons of employment (Tomaskovic-Devey, 2003). This scenario prevails despite the huge strides made in the last three decades to reverses the trend in which women and people from minority races and ethnicities are discriminated in job promotion (Lehmann & Lang, 2010). This apparently widespread discrimination calls for further researches into its causes, effects and the interventions by which it could be in force(p)ly, efficiently and permanently converse (Francine & Kahn, 1996). It is for this reason that this research has been proposed and designed to unearth the effects of inequality in promotion, otherwise referred to as the glass ceiling effect, on employee attitudes and business as a whole entity (Ghosh & Waldman, 201 0). Because of the social, economic, cultural and health implications of this prejudiced trend on businesses as well as individual employees, this papercovers the socioeconomic and cultural effects of the glass ceiling effect on individuals and businesses. The importance of this paper lies in the fact that it would be really effective if a business owner understood the detrimental effects of glass ceiling not plainly on his or her workers but also on the business performance. Hence, from the highlighted effects, a business owner and conductor would be best placed to implement strategies and practices that would promote fairness and