Indeed, it is not uncommon today to find women in most of the industries; in fact, they occupy top positions in many of the companies. They are no longer restricted to stereotyped professions. Deftly handling even the toughest of jobs, ranging from bus-conductors to astronauts, women have shown that they indeed are not the typecast weaker sex. However, studies across the globe have shown that men outnumber women by almost 5:1 at the middle management level and, believe it or not, by 20:1 at the senior level of management.
There could not have been a better time for women executives in the corporate world to come together for some collective thinking on the opportunities for their advancement to leadership and top-management positions than the present pressures of a fast-growing, talent driven, and global benchmarking corporate economy.
While CEOs, boardroom directors, and decision makers in companies have been increasingly sensitive to the issue of women executives in the workplace, they remain hesitant in changing the corporate profiles of their top management to reflect a greater diversity of thinking and innovative mix of professionals that will be the hallmarks of a globally best performing and best practices company.
The reasons often cited by the top CEOs and HR leaders point to the lack of availability of experienced women executives for top-management positions when the truth is that the constraints lie primarily on the demand-side of the equation. Women executives agree that there is lack of \'a level playing field\' in most companies and a gender-bias in performance assessment when the top jobs are considered for assignment. Further, traditional mindsets and corporate cultures appear to be hesitant in moving out of their \'comfort-zones\' of stereotype identities and seek to find people \'just like themselves\' when appointing senior management positions.
[...] The corporate women have to cope with the dearth in time, and practically they have to learn the art of time management so that they are able to balance both commitments with equal ease. They are not able to focus on their families or rather neglect their families and children at the cost of their personal freedom. There financial contribution to the family or their role in enhancing the social security of the family remains ignored. It has been observed that only a mere 30% of the corporate women are of the opinion that their husbands are supportive in sharing their responsibility on the home front. [...]
[...] However, highly articulate, sensitive and efficient women executives in corporate will be unable to celebrate their well deserved success stories as long the 'glass ceiling' remains at the top - and it will need the collective vision of all business leaders to make a contribution to this important mission. Introduction The corporate world has been, and is one, where men can escape away from home and family. Men made the rules, and when women come into this world, they are not sure how to conduct themselves. [...]
[...] The mode is 2 so most of the women are working in private sector The standard deviation is 0.45 so sample varying from mean is 0.45 which is less than 3 hence the mean is acceptable Salary structure of 50 women Salary (in Frequency Percentage Mode Mean Standard INR) Deviation Result The mean is 2.04 so the average number of working women are getting salary in the range of 20,000-30,000 The mode is 1 so most of the working women are getting salary in the range of 10,000-20,000 The standard deviation is 1.19 so sample varying from mean is 1.19 which is less than 3 so mean is acceptable 3. [...]
[...] no Factors Loadings Note- Negative Eigen values give wrong response Chi Square test between salary and satisfaction level of corporate women Chi-Square Tests Value df Asymp. Sig. (2-sided) Pearson Chi-Square 26.027 6 0 Likelihood Ratio 30.093 6 0 Linear-by-Linear Association 18.346 1 0 N of Valid Cases 50 a9 cells ( 75.0 have expected count less than 5. The minimum expected count is Directional measures Value . Std. Error(a) Approx. Approx. Sig. Nominal by Nominal Lambda Symmetric 0.315 0.093 2.95 0.003 SALARY Dependent 0.192 0.115 1.543 0.123 SATISFACTION Dependent 0.429 0.094 3.974 0 Goodman and Kruskal tau SALARY Dependent 0.185 0.062 .000(c) SATISFACTION Dependent 0.283 0.078 .000(c) Symmetric Measures Value Approx. [...]
[...] QUESTIONNAIRE This questionnaire has been prepared to check out the satisfaction level of Corporate Women in their respective companies. Please share your views frankly with us as it would be of great help to us and we assure you that information would be kept confidential. Section-A PERSONAL DETAILS 1. Name : 2. Company : Public sector private sector 3. Position : 4. Salary : 10,000-20,000 20,000-30,000 30,000-40,000 40,000- Kids : 6. Academic Background : 7. Ambition : To support family Growth prospects Section-B SUPPORT FROM FAMILY Rate these statements on the scale of 1 to 5. [...]
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