Assess the claim that progress has stalled in terms of raising the Essay

Assess the claim that progress has stalled in terms of raising the proportion of women in senior administrator and boardroom positio - Essay ExampleAs argued by Howard and Wellins (2008) in all major global regions, women argon more probable than men to fall mop up the management ladder before reaching the top (p. 6). They explained this through the theory of push and pull factors which involves an array of economic, organisational, and social aspects. Push factors refer to passive or unfulfilling jobs. On the other hand, the pull factors are life situations that force women to leave their jobs like health problems, family commitments, or caring obligations (Howard & Wellins, 2008). A recent study by Schneer and Reitman looked at the effects of line of achievement preference and outcomes for women in comparison to men in managerial positions (Bilimoria, 2007, p. 21). They discovered that the effect of gender differences on the work stage setting for women in comparison to men wi th MBA degrees was more pronounced in later than earlier calling phases. Numerous researchers have observed that organisations are gendered, and hence idea of career plans is expected to have more un booming effects for females than males (Fagan et al., 2012). Thus, what is most important is possibly not the quantity of work but the quality and record of that work, particularly for career women. Another major phenomenon that has been given much emphasis recently is the issue of whether underemployed job characterises unfavourable reduced work or favourable flexible work patterns for employees, particularly women. Several researchers report that women prefer or are more contented with part-time job than men, because this work agreement offers flexibility (Burke & Mattis, 2005). Nevertheless, stages of part-time work have detrimental effects on pay, and females are more likely than males to engage in part-time jobs. This implies that earlier assumptions that career women with chi ldren can gain from part-time work arrangement without considerable negative impact on present and future career opportunities or outcomes could be flawed, oddly in early stages of career (Durbin & Tomlinson, 2010). It is possible that these kinds of interruptions are not merely cutbacks in work time, but also signify a reduction or impediment in status that is disadvantageous for the womens future career outcomes. Some claim that the higher probability of a women engaging in part-time work compared to men occupying part-time jobs signifies the likelihood of preserving or reinforcing the inferior standing of women in society (Liff & Ward, 2001). Findings on job satisfaction show that women who are voluntarily engaged in part-time jobs usually agree to weaker job security and lower pay in return for less stress and more favourable working arrangements. Mothers are usually more likely than childless women to work part-time because it facilitates reconciliation of domestic and career obligations (Durbin & Tomlinson, 2010). Mothers in the UK, the Netherlands, Luxembourg, Germany, and Austria are specifically likely to engage in part-time job (Rubery, 1998, 200). According to Wirth (2004), the inadequacy of quality, inexpensive childcare compels many women with children to accept part-time work arrangements. Women, across all sectors, are currently engaged in managerial work but are less likely to occupy higher level leadership positions, suggesting that obstacles to womens career progression are still existing. The number of women occupying senior management and board positions across the globe are few compared