[Case Study 1: Organizational Development] (Definition of Glass Ceiling ,…
[Case Study 1: Organizational Development]
Definition of Glass Ceiling
Hymowitz and Schellhardt (1984)
The term "glass ceiling" is a concept that often refers to the barriers faced by women who try or aspire and to achieve a senior position (as well as higher salary levels) within an organization
Pai & Vaidya (2009)
defined glass ceiling as a clear difficulty that impedes the progress and improvement of a woman and minority than to occupy the highest position in a management organization
Major role of HRD professional
Human Resource Advisor
Ensuring there is no favouritism between the gender and the intervention of cultural issues in organization
In this role the issues and trends concerning an organization external and internal people are brought to the attention of the strategic decision maker.
Women can also take high positions in an organization and they also have the right to do such work as men
This role means assisting a group or individuals to add value in the workplace.
coaching and consulting role in which HRD people perform both analytical and systems design work.
Reasons for these resistances and recommend
Communication Issue (Reasons)
Communication is a discrimination response to organisms to stimuli (Stevens, 1950).
A disturbance in an organization itself due to the diversity of workplace that can affect communication within a company.
Dike (2013) stated that this barrier led to a decrease in productivity and integration amongst the general workers.
This causes the impediment of an organization between the employer and the employee itself.
The employer itself promotes social relations amongst employees (Recommend)
Most effective ways that employers can do to foster communication between employees.
An employers can also hold office activities such as celebrating festivals and so on for communication between employers and employees.
The relationship between the employer and the worker will be positive, but it will build a positive reputation, and they will be more motivated to communicate with each other.
Issue of racism that exists in an organization (Reasons)
Prejudice is a poor view of another person or group of people by simply referring to certain characteristics such as race, religion, occupation, gender or class (Macionis, 1998)
The racist nature if allowed to continue can threaten the political stability and peace of the nation
Prejudice is the root of all forms of racism
Employers should provide equal treatment to employees ( Recommend)
In an organization a superior or influential party should not look at the skin color, the offspring or the individual's race to get good service.
Opportunities and services should be given equally among all workers regardless of race and religion
Be fair to fellow workers is an important factor in producing multiracial workers, mutual cooperation and respect
In an effort to make progress for an organization, the attitude of acceptance between races leads to a solid unity to be practiced
When unity is achieved, the development of an organization will run smoothly
what needs to be done to ensure that all individuals including women and minorities have equal opportunity all of the time
The law protecting the right to equality and not discrimination
To ensure that equality of rights is effective in Malaysia.
The positive actions taken include various legislative, administrative and policy measures, to accelerate progress towards a particular group of similarities, including women and people with disabilities.
Example: Giving credence and support to this group, they have the opportunity to explore something unlimited.
The government policies action for gender equality, which must build on ongoing efforts to bring more women into workplace and particularly into positions.
Women are appointed to various decision-making level either in the public or private sector.
It is only after continued effort the Malaysia government through the ministry of women, family and community development, has establish measures to elevate woman in various sector.
Women account for 38% of the workforce, one percentage point higher than the 37% average in Asia-Pacific. They also contribute about 32% to Malaysia’s GDP, compared with 36% in Asia-Pacific.
Along with building a more equitable workforce, bringing participation in the workforce by women closer to parity would have economic benefits.
To advance equal opportunity all individual in Malaysia, measure should be taken that address gender stereotyping, sexual harassment, lack of women in leadership roles, support for pregnant women and balancing work and caregiving responsibilities, among other pressing issue.
The Gender Equality Act was introduced in 2006 to protect women from discrimination through all stages of life and efforts are needed to finalise and implement its provisions.