University HRM Report: Barriers to Female Advancement in Management

This report analyzes the barriers faced by women in their career advancement to top management positions within organizations. It identifies organizational barriers, such as structural aspects that impact employment and promotion, as a significant obstacle. The report also highlights workplace conflicts, lack of internal motivation and stereotypes and leadership styles as key challenges. The analysis draws upon peer-reviewed journals to support the findings, concluding that these various conflicts negatively affect women's career progression. The report emphasizes the need to address these issues to promote gender equality and create a more inclusive work environment. The report also provides a summary of the key findings and recommendations for addressing the barriers to female advancement.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
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Executive Summary
The report has helped in analysis of the different kinds of barriers which are being faced by
the women employees in the organization in climbing the top position. Furthermore, the
globalization along with internal motivation factors have been analyzed and identified which
affects the women employees.

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Table of Contents
Introduction 3
Two Barriers to Female Advancement in Higher Levels of Management 3
Conclusion 4
References 5

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Introduction
The report helps in the identification of the various barriers to female advancement
into higher levels of management. The analysis will be done with the help of the two peer
reviewed journals as this will help in identifying the barriers effectively.
Two Barriers to Female Advancement in Higher Levels of Management
According to Cook & Glass (2014), more than 50% of the female leaders observe
barriers which prevent them from inflowing towards the management positions. The major
barrier is the organizational barrier wherein this refers to different structural level aspects
which affects differential employment along with promotion of men and women and this can
affect the career of the women and becoming huge roadblock as well in the career of women.
As per Rast III, Hogg & Randsley de Moura (2018), this has been seen and opined that more
than 55% of the women employees do not excel in the career opportunities to succeed in the
top level as there are obstacles which are discrimination along with demands of family and
lack of opportunities in comparison to the male employees who are working in the same
organization in the same post( Glass & Cook, 2016).
On the other hand, Elmuti, Jia & Davis (2009), has opined and hypothesised that
stereotypes along with styles of leadership create a huge issue for the women to succeed in
management. There are different companies in which they include the masculine
characteristics with achievement and success ( Elmuti, Jia & Davis, 2009). These are
inclusive of assertiveness, aggressiveness along with leadership abilities which are rigid in
nature. Furthermore, this has been noticed that in different companies, internal motivation is
lacking as the higher authorities feel that the women employees do not have the yearning to
outshine in the current job opportunities and position. Lastly, the workplace relationship is

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the other obstacle which is being hypothesised by Glass & Cook (2016), in which this has
been found that many women employees have workplace conflicts with bosses, mentors or
female co-workers as well.
Conclusion
Therefore, this can be concluded that there are various conflicts and issues which are
being faced by the women employees while climbing ladder for the top management
positions. These are the various kinds of problems which affects the career of the women in a
negative manner as well.

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References
Cook, A., & Glass, C. (2014). Women and top leadership positions: Towards an institutional
analysis. Gender, Work & Organization, 21(1), 91-103.
Elmuti, D., Jia, H., & Davis, H. H. (2009). Challenges women face in leadership positions
and organizational effectiveness: An investigation. Journal of leadership
education, 8(2), 167-187.
Glass, C., & Cook, A. (2016). Leading at the top: Understanding women's challenges above
the glass ceiling. The Leadership Quarterly, 27(1), 51-63.
Rast III, D. E., Hogg, M. A., & Randsley de Moura, G. (2018). Leadership and social
transformation: The role of marginalized individuals and groups. Journal of Social
Issues, 74(1), 8-19.