| 000 -LEADER |
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| fixed length control field |
02275nam a22001577a 4500 |
| 008 - FIXED-LENGTH DATA ELEMENTS--GENERAL INFORMATION |
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| fixed length control field |
220212b ||||| |||| 00| 0 eng d |
| 100 ## - MAIN ENTRY--PERSONAL NAME |
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| Personal name |
Tripathi, Malabika, et al |
| 245 ## - TITLE STATEMENT |
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| Title |
Glass ceiling and raising aspirations: Exploring managerial roles of women. |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. (IMPRINT) |
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| Place of publication, distribution, etc |
ASCI Journal of Management |
| 300 ## - PHYSICAL DESCRIPTION |
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| Extent |
50(1), Mar, 2021: p.1-14 |
| 520 ## - SUMMARY, ETC. |
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| Summary, etc |
The new decade has observed more progress in the status of women than before. However, when compared to the predominant corporate advancement of men, women are yet to receive an equivalent momentum. Much of this may be attributed to the glass ceiling effect. It remains a harsh reality that reinforces discriminatory barriers which inhibit a woman's chances of reaching high-level positions within an organization. The present chapter comprehensibly explores the relationship between the glass ceiling and women's role within the workplace. Specific focus has been placed on the areas of whether businesses need women at the top, the interrelationship between work and family for women, the extent of adequate representation of women in management roles, their readiness for such roles, and how organizational agility can impact the glass ceiling. Additionally, the glass ceiling and its determinants have been analysed through the Elacqua model (Elacqua et al., 2009) to understand the variables that influence people's perceptions regarding the glass ceiling. Extensive review of literature has helped explicitly identify, analyze, and interpret relevant researches in the present domain. It shows that while discriminatory organizational behaviour remains prevalent today, there is no difference in the readiness and the level of job commitment by both men and women managers. Organizations must work towards integrating agility to adapt to the changing sociodynamics of today's world to promote gender-equal values. This chapter concludes that while women may be favoured to reach high rungs of the corporate ladder, organizations must promote them and invalidate the stereotypically male-favoured corporate environment. – Reproduced |
| 650 ## - SUBJECT ADDED ENTRY--TOPICAL TERM |
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| Topical term or geographic name as entry element |
Business, Glass ceilling, Elacqua mode, Managerial roles, Women. |
| 9 (RLIN) |
29761 |
| 773 ## - HOST ITEM ENTRY |
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| Main entry heading |
ASCI Journal of Management |
| 906 ## - LOCAL DATA ELEMENT F, LDF (RLIN) |
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| Subject DIP |
LEADERSHIP |
| 942 ## - ADDED ENTRY ELEMENTS (KOHA) |
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| Item type |
Articles |
