Gelisim News

This Syndrome Is Generally Seen in Female Employees!

The gender inequality that we started to hear more about in recent years certainly appears before us in commercial fields. The failure to promote the women to the top management cadres without taking their professional successes and talents into consideration and known to us as the Glass Ceiling Syndrome is regarded as a part of social gender inequality.

The Academic Member of the Faculty of Economics, Administrative and Social Sciences of the Istanbul Gelişim University, Dr. Yeşim Kaya, evaluated the obstacles that the Glass Ceiling Syndrome preventing the progress of the women through top management positions has created with relation to the women. 

THE BIGGEST OBSTACLE FROM THE POINT OF THE WOMEN TO PROMOTE TO MANAGERIAL POSITIONS: GLASS CEILING SYNDROME

The Glass Ceiling Syndrome, generally seen in women, is defined as the problems and obstacles from the point of promotion(s), experienced by them, to top management positions irrespective of the professional successes and talents of the women. The academic member Dr. Kaya, who indicated that the female managers applied different strategies in three fields as business-life and family balance in order to overcome the glass ceiling, said as follows:   
‘’Among these strategies, especially applied by the women in order to get admission thereunder, their bringing of dressing restrictions for them, developing a common hobby in order to be included in the business networks of their male workmates and emphasizing the respect to the private life in order to prove that she was an innocent (convenient) woman in respect of family life are substantially attention grabbing.’’

 ‘’WOMEN ARE STILL DISADVANTAGEOUS IN MANAGERIAL POSITIONS’’

Notwithstanding that the numbers of working women in commercial life show increases from day to day, the women turn out to be still disadvantageous in managerial positions and are not represented in corporate leadership positions at important degree. As a consequence, Mrs. Kaya, who underlined the fact that the studies so carried out were showing that the female managers were able to make progress by taking advantage of the support of the establishment where they might be working in, through their individual efforts and qualifications and at most, by struggling against the negative effects of other managers, indicated that the managers of the human resources as well as the leaders and managers play guiding role in all processes.