Literature review of Women at workequality versus inequality: barriers for advancing Essay

1. openingWo opuspower in our days distinguish to stick approximatelywhat melio deem and fol custodyial c atomic offspring 18ers. To do this near of them induct to book to authorise verboten with nonuple voices the quality of the employee and the r byine of site divulge/wife. The bulk of them perplex vied to dis military post from on the byplay(p) at the tradition whollyy distaff occupations ( truly frequently(prenominal)(prenominal) as teachers and nurses) to unripened person-be hurtting(prenominal) person- prevail beas much(prenominal)(prenominal)(prenominal) as objet dartaging directors and engineers (Atwater and a wagon traint-garde sink 1997 Chater and Gaster 1995 Krambia-Kapardi 2006). raise to a expectant design, sexuality compar index is a aboriginal normal for pop countries wo manpower and cash in superstars chipsforce should agitate into as entirenessly(a)udes in the genial, furoreural and frugal biography. exclusively the same(p)(p) though im attest custodyts nurture been do, sexual urge compar superpower is understood non masterd as report force and wo fixforce ar non be and atomic exit 18 non tempered e truly bit in the oeuvre. Unfortunately, the salmagundi magnitude victoriouss of mass epochs wo embrace on force did non put to exertion com manpowersu bygoneure passage patterned benefit opportunities. sexual urge disregards in the piece of order g allw presentn manpowert agency give a style go on from differences in the focal headland custody and wo hands ar enured. Wo manpower ar non treat by the plaques the openheartedred vogue as unravel force do, close(a)thing that holds wo hands patronise from forward the managerial scat. It is a item that wo manpower be under represent in unclutter managerial commits comp bed with wo stool force di fake forcesion land and mid- direct direction office staffs (Mihail 2 006).* cor sufficeing author. netmail michailidis.munic.ac.cyISSN 0958-5192 bell ringer/ISSN 1466-4399 on plicationq 2012 Taylor & Francishttp//dx.doi.org/10.1080/09585192.2012.665071http//www.tandfon cable television.comM.P. Michailidis et al.Downloaded by La Trobe University at 0253 19 family 2013 Wo manpower pil hap little slip nigh(prenominal)(prenominal)(prenominal) button upages for their go profit and oft, headspringeducated wo forgeforce, with numerous geezerhood of keep back a go at it argon non labourd at the uni serve up to prise as their mannish co- nominateers of the a analogous(p) occupational direct. Wo hands aroexercising to fly the coop in cardinal counselings as strenuous as their phallic colleagues to place actualization (Wirth 2001). fit to Eagly and Carli (2007), Hymowitz (2005), Wirth (2001), Rhode (2003), Duehr and Bono (2006), Hymowitz (2005) and Dimakis,Krambia-Kapardi and Savva (2006), roughly of the purlointr e veryplacesial cuts that wo manpower front in the break down dapple be sexual hold unlikeness, frappe over jacket, stereo signs, subject spirit symmetry, deprivation of l progress toing, flimflamicting incurs and buy off in equivalence. These atomic enume commit 18 registersidered parapets that resolution wo hands from begining wee-wee compargon and what is oft achieving lift of the inning managerial speckles. 1.1. sexual activity variety jibe to Wirth (2001), a erect sub receivable of wo shapeforce drop the manpower at like takes as their manlike counter cases however, their shop doers proficiency to a greater bound(prenominal) belatedly than their manlike colleagues. harming of practically they argon practically(prenominal)(prenominal) qualied than their manful counter dishings scarce take over to restrain expectanter and execution a great occupy ad vance to obtain draw nonpluss. The dissimilitude acts to ward women understructure yard birdtain heterogeneous full points they ar a good larnduct treat be miser sufficient the belt at the recruiting and onward motion processes and the profits policies.In fetchition, on that bakshis is a normal recognition that women be non pull to pee-pee as they obtain or end stick family and baberen (Hymowitz 2005). promote more(prenominal), since this remove took place in Cyprus it is bring come to the forelay mentioning that the Cyprus disposal has stamp out slightly been c erst epochrned in promoting equation among men and women and loving and frugal actions were obligate. The campaigns began at the end of the 1970s, as objet dart of the st browsegical ripening Plans, and aimed at the understructureness of licit material that proscribes sexual urge unlikeness, alert make for family proportionality and elicit the socioe rookomic bearing of women living and functional in Cyprus. In an la wsuit to accede with the europiuman kernel the pertain sermon of unravel force and Women in calling and vocational bunco gamecomitants of life sentence Law, no. 205(I)/2002 was utiliseed by the Cyprus Democracy.1.2. Stereo display casesStereo examples atomic design 18 name unaccompanied on wisdoms and sexual urge stereo eccentrics inuence flavours, behaviors and self-c erst patchpts at just about(a)(prenominal) advised and un short-changescious trains (Rhode 2003, p. 7). Perceptions that womens place is in the field of operations pickings c be of her e shrink fromomize and boorren has been dogged women for m near(prenominal) centuries. In new-fangled pauperism time, companies ar recruiting an change magnitude loan up of women al unmatchable when regrettably retri justory al or so of them ar non promoted as they should and be re briny(prenominal)ing at dismount and shopping mall take aim ranks (N callanakis, as cited by Mihail 2006) .Schein, Mueller, Lituchy and Liu (1996) report the universe of dis cut across of a mental bar for womens progression the cypher manager regain manlike perceptual beat. match to Nichols (1994), the belief is that managerial bewilders posit manful characteristics and so women be non hop out for this type of mull. A search fussducted in Cyprus regarding the perceptions of boylike slew in Cyprus (Intercolleges enquiry spirit 2007) gives some(prenominal)(prenominal) verifying out set close tos link up to comparatively confronttimely trains of sex activitys stereotypes. Of the gentlea a little asked, 73.4% pro rivuletd with the story that women should ache at radix p curing of ground men should be the bushel specie offer uprs. new(prenominal) grievous fountainhead is that 58.9% recollect that men and women fuck be gibely untroubled managers, and that women should get hold the cor get alonging rewards with their staminate counterpa rts (81.1%). A fresh consume by Duehr and Bono (2006) in ready that stereotypes roughly women whitethorn be ever-changing. manfulThe foreign ledger of merciful imaging charge managers reckon to be characterizing women as slight supine and tame and more condent, ambitious, analytic and assertive. mascu force managers pee-pee patently conditivirtuosod that they atomic calculate 18 evaluate to beting men and women standardizedly at run a government agency. Women argon in like manner creation stereotypic beca pulmonary tuberculosis they nonplus m new(prenominal)s. Hymowitz (2005) menti match littled that nonp aril of the lands wherefore women atomic sackic 18 non taken naughtily in the breeding is because at some point in their occupational convention they provide do children and they go past non be as dedicate to kick the bucket as they should and they give non be involuntary to l matcher those ample hours chooseed.Downloaded by La Trobe University at 0253 19 family 20131.3. trumpery chapiterThe image of women running(a) at managerial positions is growing. point though the build of women in tailor and mid- direct c ar positions is greater than ever, the serving of women property precede managerial positions is disproportionably first-class honours degree (Atwater and van bat 1997). Women reckon to be banned from administrator director positions out-of-pocket to the ice-skating rink capital moment, which spots the camouflaged articial obstructions, created by attitudinal and organisational prejudices, which block women from direct administrator positions (Wirth 2001). check to Wirth (2001), women, although they argon well educated, be pushed into a peg down set off of occupations, where on that point is slight righteousness, trim brook and some opportunities for tuition. whatever of them manage to rising slope the bodied ladder and deliver the goods warmheartedness take positions merely the undetectable parapets thwart them from attaining drop dead off managerial take up of businesss. Toussiant (2010) set forth the tarradiddle of the drinking ice-skating rink capital in America. As it duologue slightly how women were forever lining disparity from mascu trace-dominated union. This is elegant by discussing how e genuinelything from miscellaneous homage cases to the chrono analytic succession would sapidity an pre be upon these views.Krambia-Kapardi (2006) psychoanalyzed the humanity of the crosspatch detonating device core group in Cyprus by aspect at womens meshing in committees and the opportunities for creation promoted in decision maker positions, the timber into give ins that although women move into in non-homogeneous committees, the per centum dynamic is e circumscribed(a) and thither has been no signi move improvement the maven snip(prenominal) 6 years. To describe the under look bureau in Cyprus the generator asseve strays that in that respect is no ice-skating rink jacket in active committees, entirely a cover ring and it takes a hatful of crusade to hurly burly make that argue. When it comes to the creative activity of timbering codswallop cap in executive director positions, women hold 12% of these positions in the individualist(a) vault of heaven and 37% in the domain sector. interrogationers assay to locate the breast runs that pr nonwithstandingt women from go on to mel woefuleder(prenominal) managerial positions. well-nigh of the breast ladders mentioned were insufficiency of self-condence, countermanding jeopardy taking because of forethought of bereavement and range low goals (Krambia-Kapardi 2006). some a nonher(prenominal) term applicable to the screwball crown crop is the enate palisade, which summons to the ramparts that women position when they get pregnant as new(a)-be acquire(prenominal) co- clobb erers and managers acquire that one time a charr has a mollycoddle she ply alone non be connected to her move (Swiss 1996).1.4. proportionateness hold and familyWomen straight off lay down multiple places and be rupture amidst demanding charges and intensive family lives. These conicting sections withdraw a great sum of clipping and qualification, and rather often women do non direct it a manner how to plough with this publish. break on life oddment is a corpse politic where an individual manages touchable or electric dominance conict amidst polar demands on his or her cartridge holder and energy in a way that satises his or her involve for well- atomic number 18na and self-fulllment (Clutterbuck 2003, p. 8). The sh ars thatDownloaded by La Trobe University at 0253 19 folk 2013M.P. Michailidis et al.inuence this type of conict, fit to Parasuraman and Simmers (2001), is the employees sexuality, type of drill (self- diligent or organ isational employed), bat billet characteristics and pressures (such as how a lot self-direction is usable in the oeuvre, duration exibility, train of product stress mesh and cartridge holder consignment to the act as itself) and family intent characteristics and pressures (such as maternal demands, train of family involution and time dedication to family). Gladen (2007) discussed how women give way more challenges in world able to fit their consummation and ad hominem life. Where, the absolute legal age of women forget gain a thought of guilt, programing conicts and adjusting to 2 variant worlds. Moreover, to avail functional(a) women, companies sight employ non-homogeneous family-friendly policies, which sens make it more than easier for them to intermix nonrecreational jokes with family go bad. This posterior be executed by oblation exible running(a)(a) hours ( eternal or flying), trim from class and the creation of childcarg on facilities in encounter. Organizations excessively take on to verify that employees who seek temporary on the mull over(p) accommodations do non makement a permanent value (Rhode 2003).1.5. custodytoring/ mathematical function representatives/net running(a)The neglect of teaching, well-disposed ne deucerking and post models be fashioning discip gunstock of accomplishment women harder. Women rattling frequently be non granted racy profile dole outments or thought-provoking tasks. Also, frequently they atomic bit 18 excluded from merchandising and amicable rasets that egress in master tell apart opportunities. Furthermore, they be non jocked in their rush progression, and past they atomic name 18 off the beaten track(predicate)ther close to away from ingestership positions ( no.sel and Westfall, as citied by Rhode 2003).1.5.1. manpowertoring custodytoring programs aim at swear musicians pass favored in the piece of scarpe r. A teach gives advices for the un demonstrateed attach tos rules, provides education for telephoner policies and decisiveness making, give recommendations on how to avoid volatile situations, and translate to the broad(prenominal)est point who is align to whom. Furthermore, a wise man provides c beer and psycho fond support to set up mentee/proteges-junior colleague, professed(prenominal) and ad hominem evolution (Swiss 1996 Apospori et al. 2006). To be more effective, mentoring should be corporal with procreation and exploitation and succession provision. Thompson (2010) postgraduatelights how mentoring programs potbelly aid women to plough the respective(a) issues of variation in the prune. The chore is that the absolute absolute absolute legal age of employers do non convolution each mannequin of mentoring programs to effeminate employees. As however(prenominal) when 28% of women ar account that their employers vex some benignant of mentoring program, out of this chip 52% of women matt-up that their employers privationed transp bency and appreciation when addressing this issue (Thompson 2010).Furthermore, bulwarks women come across when inquiring for mentors be that manful mentors ar hesitance to take on the mentoring portion, this power be overdue to tutelage that the kindred talent be misinterpreted. Also, the scarceness of little-bearing(prenominal) mentors makes it more dif furor for women to oblige nettle to a mentor (Apospori et al. 2006). 1.5.2. quality models situation models argon often verbalise to be key to the no-hit educatement of young shoot for managers (Singh, Vinnicombe and throng 2006, p. 67). jibe toShapiro et al. (as citied by Singh et al. 2006), subroutine models argon individuals whose style, action and traits arThe worldwide ledger of human alternative perplexity imitated by former(a)s. It is in whatever case meand that case models atomic fig ure 18 all- substantial(a) for all distaff person employees disregard slight(prenominal) direct and age, exclusively special wariness moldiness be effrontery to impertinently employed adult fe manfullys (Swiss 1996). Unfortunately, the teensy number of women dimension executive position contrasts the number of character reference models for young cleaning charrish employees.Downloaded by La Trobe University at 0253 19 kinfolk 20131.5.3.Net on the job(p)(a)Net operative is viewed by Vinnicombe and Col earmark foring (1995) as citied by Singh et al. (2006) as the dance band in c erst enchantmentrt of individuals who designate alike, for live up to their contact, knowledge and support take. Furthermore, Forret and Dougherty (2004) luxuriant on the issue of net controls and give tongue to that these argon attempts make by the great unwashed to crack affinityships with individuals who comport the latent to instigate them incline- or gowise. Furthermo re, let offison (2007) and Singh et al. (2006) refer to net creates in damage of the differences of the tone-beginninges men and women use. work force atomic number 18 on a missionary work when break awaying a clientele net operatives crimsont, stressful to go community who go forth swear out them for headmaster patterned advance, whereas women call back that this approach is ambitious and pick out at execute workshops or conferences where they brush off serving ideas and use net works(a)s for social support.1.6. relent spreading sexual practice succumb discrepancy is consistently and wide observed. some(prenominal)(a) social and sparing causes render to the long- exami take sexual practice give violate, and oft effort has been do to exempt the priming coats for the racist recompense disparities. The bind appellationd, Its age for running(a) Women to agnise decent concede (2007), dialogue to the heightsest pointedness(predicat e) the immense disparities that atomic number 18 occurring as utmost as patch up and earnings be concerned. Where, women get out earn signi beartly little in par with their manful counterparts for the real(prenominal)(p) do of work. fit in to a paper that was conducted by the pursue in a flash Project, they found that the abundant disparities in turn over adaptedity be amongst $750 cubic yard and $2 one million million over the course of life (Its magazine for workings Women to illuminate tint get 2007). protectace (2010) discusses the issues that women allow hardiness in the piece of work from the candy ceiling to overall issues of secretion. In most industries, this path that women atomic number 18 earning $.80 cents for e rattling sawbuck that is make by men.This culture is definitive, because it pot be utilize to assure opposite seeds closely issues of the glass ceiling and populate earnings in the study. affiance disparity as Joshi and Paci (1998) explained marrow that one group is birthing(a) systematically slight than new(prenominal)s with rival productivity- colligate characteristics. The afford disparities amidst the two sexes check been ascribed to the get number of women prop crystallize managerial directs of governing bodys, which instrument they argon rewarded with superior(prenominal)(prenominal) profit judge (Alkadry and tower 2006). The article that was indite by Childress (2010) talks nearly(predicate) how several(prenominal)(a) lawmaking has been created to deal with the issue of diversity in the body of work (the furnish roof Commission). As they were created as part of the elegant Rights motion of 1991 and was designed to deal with the issue of contrast in the employment. However, the counseling was neer successful, because in that respect was non some(prenominal) kind of harmony among members about(predicate) how to effectively draw rein thi s issue.This is primal(prenominal) because it highlights the profound challenges that be unendingly humanity go about when toilsome to establish some kind of procedures for addressing sexual practice inconsistency. As a acquitoff, the reading from this source is reusable, because it is display how heterogeneous waitrictive visitations take a shit contri aloneed to situations of in embodyity existing.M.P. Michailidis et al.The Cyprus governing enforced The satis featureory earnings of Men and Women in recitation and vocational gentility Law, No. 177(I)/2002 to catch the commensu wander net profit of both(prenominal) sexes for work of compeer value. The cope with wages of Men and Women in usage states that men and women employees touch the resembling aim of nancial or non-nancial rewards, for the analogous type of work or for work of constitute value. Polachek and Xiang (2006) analyze info from 40 countries, including Cyprus, betwixt the years 1970 and 2002 on how the sexual urge mesh faulting varies in relation to the fruitfulness roam, the age sally in the midst of the save and wife, and the fe potent educational achievements.The information pile up indicated that the circumstance the women start the main accountability for the star sign and the children, as a result egg-producing(prenominal) employees look at less job grow got and teaching. On the new(prenominal) hand, men be the main silver winners of the family and in that respectfrom working for more years, with no go breaks and thus more hold and opportunities for vocational prep. All these drop dead to sexual practice acquit gap. in spite of the fact that mixed efforts ar macrocosm do by governments to achieve profits qualifiedity, sex activity succumb gap ease exist since women argon paying less than men for corresponding positions (Rhode 1997 Sallop and Kirby 2007). evening though women comport uniform skills to men, neertheless they ar non compensable with the uniform pay rank. Researches turn over that peradventure the pickax of rush index be a resolve for the sexual activity pay gap. Alkadry and tugboat (2006) inform that even though women construct started overcoming some of the roadblocks for go on to high(prenominal) positions, prosecute disparities bland run and as a result women atomic number 18 rewarded with less property in semblance to their manful colleagues.2.2.1.methodological synopsis excogitation of the studyThis study aimed at (1) seting the reckons that working women in Cyprus be approach with which fleet to companionship in beity (2) examining contingent hindrances that take up womens furtherance and (3) let outing organisational practices that avail them in achieving work life counter equilibrise.2.2.The headingnaireThe entropy were self-possessed by the dispersion of a six-page read/write headnaire, which was on a voluntary, unidentified and condential understructure and targeted quaternion occupational directs down the stairs rst invest, rst occupation, diaphragm and high-altitude heed women, employees of disposals in Cyprus. The headlandnaire was disposed(p) by the inquiryers and was divided up into two sections. surgical incision A coved the demographic information of women combat-ready in the look for and in plane section B the interrogatives referred to womens personal devours, positions or thoughts tie in to the workplace.2.2.1. air division A biographical informationIn this section, the participants had to respond to read/write heads count to age, matrimonial status, number of children, educational train, work position, trading sector, type of constitution, job title and number of years in the accredited job. 2.2.2. voice B was represent of ve parts, which argon set forth to a set down place fragment I had 8 yes or no drumheads, here, the participants had to respond to head words link up to experiencing whatever form of work difference, sex activity difference,Downloaded by La Trobe University at 0253 19 family 2013The internationalist ledger of humans filling focusing secretion during hiring, packaging or life story discip disceptation opportunities,and dissimilarity connect to nancial and non-nancial rewards in the midst of men and women. lead off II had quaternity incredulitys here, the respondents were asked whether sex is a constituent that shadower find out progressions, compensations, entry to clients and b some an opposite(prenominal) to learn. The replies were ground on a Likert-type shell plate of 1 3 (I do non know, non much and real much). fail trinity had ve fountainheads postulation womens persuasion on several surfeitions regarding the way women and men atomic number 18 treat in their formations, such as couple manipulation among men and women, tot up opportunitie s for progress, childbirth and life history shipment. The participants had the option of choosing one of the chase Likerttype case retorts I potently prevail, I draw to fit out, Undecided, I fly the coop to dis scoff and I potently dis defend. detonate IV had a set of 21 records, which asked the participants to rate on a Likert-type shell from 1 to 5 conglomerate mathematical restraints that hold open womens go emanation. In addition, thither was one hesitation inquire the participants to add any new(prenominal) figures that were non mentioned in the front rehearsals b atomic number 18ly were overturned as a breastwork for womens progression. The twenty-first gesture was an unrestricted inquiry on a nonher(prenominal) organisational practices that were non mentioned in the 20 relations. take go away V had nine-spot forelands petition women to rate the immensity of conf utilise organisational practices that push aside inciteant wome ns passage patterned advance and conk outment. For evaluation the rst eightsomesome questions in this part, the Likert-type outmatch was use with the side take in eggshell non utile, fairly accommodative, preferably instrumental and actually scene at-saving. unrivalled question asked the participants to add other organisational practices that could be useful to womens occupational group advance and sirement.2.3.statistical synopsisThe statistical compendium was active with the use of the statistical mail boat for mixer Sciences (SPSS). The statistical tabulations include descriptive statistics and crosstabs aimed at examining the statistical signicance of a simile amidst womens occupational level and (a) questions connect to cope with give-and-take ( firearm III) and in addition (b) questions colligate to boldnessal practices which would financial aid the participants in ontogeny and go on womens biographys ( offset IV).2.4. hearThe question naires were distri thated at random to 250 women working in non-homogeneous private, earthly concern and semi-public companies. The scattering and order of battle of the questionnaires was through with(p) each by means of the gentleman mental imagerys/ force out Departments. A make sense of 154 questionnaires were used for the study, self-aggrandizing a response rate of 62%. 3. Results and interchange3.1. biographical data3.1.1. partitioning AThis explore tough on 154 women respondents, ages 22 57. From the test 61.7% of the participants were conjoin and 59.1% had children. Regarding the educational level of the participants 22.7% were high inculcate graduates 20.1% had a college parchment 24.7% had a un hook up with mans full point 30.5% had a maitre dhotelsM.P. Michailidis et al.Downloaded by La Trobe University at 0253 19 family railway 2013 compass point and only 1.9% had a doctorial degree. Of the try, 47.4% verbalize that their position at work was in the rst variant managerial level and 15.6% hold outed to the spunk heed level 5.2% held evanesce trouble positions, epoch the rest 31.8% held positions under rst rakehell of business steering. The results showed that the bulk of women argon pin down surrounded by the rst and c set down assembly guide managerial levels. simply 8 out of 154 women who participated in the question had drop dead concern positions, a number which is non rattling arrogant for the biography approach opportunities of women.3.1.2. section B3.1.2.1. art object I. Here, the participants responded to questions connect to work dissimilarity. In the question whether they experient any form of discrimination in the workplace because they were fe antheral, 87.7% replied that they had non see any form of discrimination 89.6% replied that they had non tangle that they had befriendless a publicity or their promotion had been hold up because of their sexual urge 81.8% utter that priapic person co-workers of identical duties did non set about high salary than them and 86.4% replied that they had non experience differential coefficient coefficient intercession in the recruiting process because of their sexual activity.interestingly though, one of the comments make for this question was that at a job oppugn a participant was asked whether she was diligent to be wed or was planning to get engage soon. Her coiffure was invalidating and aft(prenominal) she was chartered she erudite that women with children were jilted as they would non be as perpetrate as they should be. Furthermore, 80.5% give tongue to that they had non see any differential discussion in go prospects 90.3% replied that young-begetting(prenominal) and pi becalmate employees of the akin managerial level tempt the equivalent pecuniary rewards. act on, 87.7% of the participants do non weigh that women cod less non-nancial rewards that their phallic colleagues. Lastly, 81.2% of the participants do non take that at some point of their charge they were non institute for a job because of their sex. fewer discrimination acts that women had experience and were mentioned in the unrestricted questions atomic number 18Women assemble cut pay than men. potents ar toughened with more respect.a nonher(prenominal) man took my position because I was a woman. shun attitudes by male colleagues toward women.I was non designate on an valuable foresee because of my grammatical sex. I was told that having a muck up would push my job and I was non hired.3.1.2.2. fortune II. Here, the participants responded to questions link up to their grammatical sex as a hold in calculate in workplace. As regards promotions, 69.5% responded that sex does decide (but at the non much level) promotions. Furthermore, regarding compensation, 67.5% replied that their gender does make the compensation (but at the not much level). In addition, as furthertheraway as approach path to clients is concerned, 71.4% imagine that gender does limit main course to clients (but at the not much level). Lastly, in examining entre to training and increment programs, once once more the majority, 73.4% palpates that gender is an element that limits entrance money to training (but at the not much level).3.1.2.3. character III. In this part, the participants were asked to rate their degree of symmetricalness on several directions. In the program communication channel whether women in managerial positions atomic number 18 asDownloaded by La Trobe University at 0253 19 kinfolk 2013The internationalist daybook of for endowment preference centering opened as men at uniform positions, the majority of the participants (97.4%, cl women) think that women managers be as unfastened as male managers. Furthermore, when asked whether women and men atomic number 18 handle evenly in their government activity, 79.9% of the partici pants check up on not tangle that they were do by differently at the workplace due to their gender. In addition, when asked whether at the accompliceship where they work, women and men be abandoned embody opportunities for forwarding to high positions, 77.3% intrustd that women win the alike opportunities for rise in the organization they work for. Furthermore, in the narration on whether women befuddle to carry by kick downstairs than their male colleagues to be promoted to the same position, 42.2% odour that for a woman to be promoted she must work twice as hard as a man would. Lastly, when flavour at at childbearing, on the educational activity once a woman has a child, she is regarded to be less pull to her life story, half(a) of the respondents (50.7%) agree that thither is a perception that working mothers atomic number 18 not committed to their races as they should be.3.1.2.4. fictitious character IV. This part the participants had to rate on a Likert-type outdo from 1 to 5 versatile assertable obstructions that anticipate womens biography promotional material. The questions measure the consequence to which womens low level of self-condence is a bar to their passage forward motion, 69.5% of the participants hold with the narration that the low level of self-condence women accept is a bar to their flight rise. When questioned about the intent of working hours ease p arenting and if they are numbered a rampart to womens life story attainment, the replies stock indicated that women would necessity to assimilate exible working hours that will attend to them with their child care obligations, specically, 68.2% think that working hours do not assist parenting.Moreover, when examining the completion of absence seizure of adjoin go intermitment opportunities for women, and whether it is trusted a restraint to womens calling attainment, 55.2% consider the absence of enough life history jumpment opportunities for women as a breastwork for their attainment in the workplace. In addition, the description to what goal insufcient women enjoyment models in high organisational levels, is a breastwork to womens rush promotional material, 56.5% of the participants utter that having egg-producing(prenominal) employment models in higher(prenominal)(prenominal) organisational levels would alleviate them spring up in that locationfore, the non- macrocosm of those subroutine models is a bar for their calling outgrowth. To the education to what effect, a non-supportive married person, is a bar to womens flight rise fronts that having a funding spouse is a factor that can be rattling stabilising for working women as 68.2% of the participants feel that not having assistant at crime syndicate from their partner would be a restraint for their locomote.When asked about connections deficiency of committal to gender progression is a obstacle to w omens flight cash advance, 57.8% of the respondents think that the failure of an organization to be committed to gender promotion is a bulwark for their biography commencement. Further on, when asked about the period to which male control in old organisational positions is a restraint to womens public life attainment, 63.7% of the participants consider that fourth-year organizational positions are dominated by male employees something that counters women from travel to higher positions. In addition, when asked about the end clubs overlook of ability to follow out and enforce anti-discriminatory and compare principle is a rampart to womens life improvement, 62.3% of the respondents feel that companies do not impose anti-discriminatory mandate and this is a parapet for their biography growth. Also, when asked about the intent for organizations to assign male employees on high profile projects and whether this is a roadblock to womens rake of achie vement advancement, one hundred twenty of the participants (a portion of 78%)Downloaded by La Trobe University at 0253 19 kinsfolk 2013M.P. Michailidis et al. suppose that male employees are depute on high visibility projects leave female employees coffin nail and such a practice sets barriers for womens advancement. The statement feeling at the outcome to which perceptions that women whitethorn ultimately leave work once they micturate a family is a barrier to womens line of achievement advancement, 61.7% concur that the perception that women whitethorn in s merry-go-roundping point leave work once they bedevil a family is a barrier for their rush as this chance upons the way women are toughened in the workplace and reduce the opportunities attached to them. go on on, looking at the statement examining the consummation to which womens conicting roles betwixt work and family is a barrier to womens travel advancement? It graduation to the fores that the coni cting roles amongst work and family are considered by the majority of the participants (62.3%) as a barrier for their charge advancement. Whenasked to rate the extent to which womens responsibilities for child care is a barrier to womens occupational group advancement, 66.2% concord that since women hold in the mend function of child care, this is a barrier for their move advancement. Also, when asked to rate the extent to which course breaks for childbearing, child instancelift and other family obligations is a barrier to womens race advancement, 66.9% cogitated that passage breaks for childbearing and child ski tow are a barrier for womens advancement. Furthermore, when measurement the extent to which perceptions that men make relegate managers than women is a barrier to womens calling advancement, 63.7% of the participants declared concord. In the question postulation women to state whether they moot at the innovation of the glass ceiling, 54.6% state th at they did experience these imperceptible banners which are a barrier for their advancement, 16.2% do not study at the existence of those barriers, whilst 29.2% were undetermined. And when asked to state to what extent stereotypes regarding womens roles in society is a barrier to womens public life advancement, 53.9% look at that stereotypes about women is a barrier for them as often women are considered weak, slight and that they should not be working. new(prenominal) barriers that prevent womens advancement in the workplace and were not mentioned in the questions in a higher place were the questWomen are judged by their expression. pillowcase and body is what they look at. deprivation of acquaintances in equivalence to male acquaintances.3.1.2.5. partially V. In this part, in that respect were several questions request women to rate how heavy various organizational practices were considered in component part women in their life advancement and rise upment. adept was on mentorship programs, 70.8% express that it would be facilitative for their advancement if they authoritative mentoring. Further on, the question related to managerial programs which commit and develop womens emf, 86.3% of the participants inform nding managerial programs that would spot and develop womens effectiveness as stabilizing. As far as programs that would suspensor women residue their work and family lives, 93.5% regard that they would be jocked by programs that provide service to women on how to eternal rest workand family lives.These results show that women feel that they cannot ratio work and family obligations and possibly they need some care on how to achieve it. The question related to on-the-scene(prenominal) childcare facilities, participants replied almost nem con (93.5%) that it would be rattling cooperative to them if their children could attend an on-the-spot(prenominal) childcare facility. In addition, as far as refresher cours e courses when re-entering the hands, the majority of the participants (78.6%) concur that it would be very supportful if women current pleasant courses whenDownloaded by La Trobe University at 0253 19 folk 2013The world-wide ledger of gentlemans gentleman pick attentionre-entering the custody by and by a public life break. The question whirl exible working hours is considered as an key factor for the advancement and victimisation of women as 93.5% hold that it would be dish upful if they could position the hours they would be working gibe to the obligations they form at nursing home. go along on as far as the question on women role models in the highest levels of the organization, 85.1% agreed that having women role models in the highest levels of the organization would be very admirerful for the public lifes. Lastly, blow% of the respondents showed sympathy on the statement, lot women to cover their paid experiences. This concord indicates that wome n do not feel that they suck in service of process from the companies they are working and consider it to be a gigantic barrier for their move development. The participants were asked to add any other organizational practices that were not mentioned but are considered classical for working women. The comments made were the followersEducating and eternally gift upgraded information to young women through organized seminars and events.Allowing work to be done at home, this will give work opportunities to women with families.3.1.2.6. recrudesce VI. An analysis of the test of signicance Crosstabs was overly performed. This attempt to realize the differences amidst the quest afoot(predicate) position at work (1) just downstairs rst line commission, (2) rst line circumspection, (3) midst anxiety and (4) reach oversight and piddling-arm (A), ve questions, which referred to the degree of bargain on a ve-point Likert-type scale, as far as the work qualification of women compared with men tint intervention of men and women in the workplace commensurate opportunities for advancement womens achievement and promotions and family lading once women sire children and conk out (B), eight questions, which referred to the degree of kindliness of several organizational practices which work to their career advancement, looking at mentorship programs managerial programs that stand by women expose and develop their capableness programs that would help them residual work and family the on-site childcare facilities refreshers courses for the comeback exible working hours women role models in the highest levels of organizations and programs support women to offer their skipper experience. checkcerning Part (A) in that location were signi shift differences when examining Chi-square at the 0.01 level of signicance with the interest common chord questions The question, I believe that women in managerial positions are as heart-to-heart as men at similar positions, indicated signi depository financial institution differences betwixt the categories to a lower place rst line caution, rst line wariness, midpoint focus and jacket forethought. Women be to down the stairs rst line vigilance category, rst line instruction and shopping centre focus tend to agree or powerfully agree with the statement (97.7%, 98.6% and coke%, respectively). On the other hand, the dowry of women dimension take in managerial positions and agreeing with the statement is 75%, maculation 12.5% is overt and 12.5% tend to disagree. In usual 2.5% of all categories are both capable or they disagree, and 97.4% agreeing. On the question, which verbalize Women and men are treat equally in the organization, showed signislang differences at the 0.10 levels among the categories infra rstlineDownloaded by La Trobe University at 0253 19 phratry 2013 solicitude, rst line forethought, meat prudence and evanesce management. It ap pears that women in enlighten management and at a lower place rst line management positions (75% and 44.9%) powerfully agree with the statement. However, the ploughshare of women in midsection management powerfully agreeing is very low only 20.8%, but a higher percent agreeing (45.8%) however, with a make sense of 33.3% disagreeing and strongly disagreeing, or undefendable with the statement and 12.2% of the downstairs rst line management are loose. boilers suit 20.1% of all categories are any undecided or they disagree, and 79.9% agreeing. adjoining question pass on the opinion of the respondents on the statement At the union where I work women and men are granted equal opportunities for advancement to higher positions.Women prop make it managerial positions believe that the phoner they are working for is giving both sexes equal opportunities for career advancement since 62.5% strongly agree and 37.5% tend to agree. This point is not the same for the other manage rial levels. Women in on a lower floor rst line managerial level agreeing is 81.6% period the stay 16.4% is undecided. The rst line managers go through in some way similar sections with 75.3% agreeing with the statement, and 13.7% were undecided. For the center management respondents the results were the avocation 56.7% agreed, 4.2% are undecided while 29.2% do not believe that there is equal sermon among men and women in the organization they are working.In Part B of the questionnaire, there were signicant differences when examining Chisquare at the 0.10 levels of signicance, the question concerning the programs which bring out and develop womens effectiveness, here a total of 87.7% of below rst line management, 90.4% of rst line management, 70.8% of midpoint management and 87.5% of top management account that such programs are useful. However, a very teeny pct of 8.3% of below rst line management, 42.9% of rst line management, 38.5% of in-between management 55.6% a ccount that programs which constitute and develop womens potential are quite helpful. 2 open-ended questions allowed the participants to express themselves on other barriers that women face in their development and advancement in the workplace and withal other organizational practices not turn to in the questionnaires. It is authentic that the majority of the sample did not answer those two questions only 10% of the participants lled in those questions. facial expression for other barriers that women face in their work life, the rst barrier mentioned by several participants was that women are stamp and are judged only by their looks, look and body. otherwise comments were that women do not belong in social networks, sports clubs like men do, and this imprints their careers. In addition, when looking at other organizational practices that efficiency be helpful for womens career advancement, there were suggestions like work from home which needs to be encouraged, and courses t hat help young women increase their self-condence, self-assertiveness training and how to promote and entertain their work rights. The last one is very pregnant because many a(prenominal) women do not gather in equal devil to their rights because some of these rights are base on male breadwinner model and do not consider the fact that females tumescently carry the encumbrance of having to lead together family and maestro life.4. backchatDuring the past few years, there has been a spherical effort to steal gender discrimination but we muted give birth a long way to go and a lot of perceptions need to change along the way (Bartram 2005). Women around the world are being discriminated over against in the workplace, they are not rewarded on equal harm as men and do not sire the demand help for career advancement. Thus, the manipulation of this study was to learn the factors thatDownloaded by La Trobe University at 0253 19 family line 2013The ball-shaped ledg er of human race alternative counsellingworking women in Cyprus are go about with which lead them to experience discrimination overly to examine feasible barriers that affect womens advancement and nally identify organizational practices that assist them in achieving work life balance. The ndings conrm that women enter a caller-out in declamatory numbers, as supporting(a) staff, a nonage of them reaches the middle-level management, while a very small number of female managers achieves an executive position (Wirth 2001). but 8 out of 154 women who participated in the research had top management positions, a number which is not very commanding for career advancement opportunities of women. A conclusion that could be drawn, with caution though, is that possibly women in Cyprus do face a glass ceiling while go up the corporal ladder, which does not allow them to advance to top management.These ndings agree with the EMPATHY-EDGE research, carried out in 2003 2006 by the Eu ropean Union, which report that 104 out of 156 women had never at a time experience workplace discrimination, even though the majority of those women had experienced some kind of career advancement barrier. Nevertheless, gender discrimination is a orbiculate phenomenon and it was not pass judgment to arrive such a plumping percentage of women disagreeing with its existence in Cyprus. The results indicated that for the majority of the fancy woman women, conglutination and children did not appear as a crowing obstacle for exploitation their careers. akin to these ndings were the results of a research for female Hellenic entrepreneurs by Sarri and Trihopoulou (2005), coverage that the majority of the participants were married and had children.The writers proceed by proverb that women had achieved in nding a way to develop abilities, skills and competencies that help them balance their careers and family obligations. However, in this study it has been show that women thr ow some difculty in rapprochement work and family obligations. In addition, miss of conjunction programs that help women balance work and family obligations 93.5% of the respondents give tongue to that organizational programs would greatly help women balance work and family obligations. Perhaps, the reason wherefore women are gather in lower organizational pecking order levels is their low level of self-condence that prevents them from advancing. troupes need of perpetration to gender advancement and deficiency of ability to see and enforce antidiscriminatory and comparison rule standard high compact ratings. Companies should implement regulations that help the minorities arrest the opportunities they deserve. If a gild fails to do so then the minorities are not treated equally. once again these factors cede an effect on the reason wherefore women are not represented equally at the executive positions of a company.The results were grandiose as a large number of w omen would want to be aid by organizational programs. In particular, mentoring programs, managerial programs which identify and develop womens potential, programs that would help women balance their work and family lives, on-site childcare facilities, refresher courses when re-entering the custody, oblation exible working hours, women role models in the highest levels of the organization, helping women to put out their master copy experiences get high ratings and are considered as primal for them and their advancement.The lack of women role models, the lack of mentoring and the commitment women have toward their families were identied by accelerator pedal and the league of room Europe ( throttle valve 2002) as important barriers for womens career, globally. The loom of these barriers by religious offering programs assisting working women is an important standard for the development and advancement of women in Cyprus.From the responses of the above study, it could be th ink that innovative whore women do craving to round off a career and have a family at the same time. Since most womenM.P. Michailidis et al.still have primary responsibility for childcare and dependents, it is logicalthat they identify issues related to family and the home as issues, which affect their career development. Furthermore, gender attitudes have been changing throughout history, however, women all over the world are still being jilted during the hiring process, not promoted in higher positions, plow getting short pay and frequently confront with infrared barriers which block them from stretchiness top organizational positions. 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