Career inhibitors and career enablers for executive women
AbstractThis paper is intended to contribute to the study of career inhibitors and career enablers for women. The analysis is based on data obtained from a survey conducted by the International Center of Work and Family at IESE Business School. The main conclusions of the analysis are: - Women have readier access to general management posts in small companies. - The feeling of working a "double work day" is widespread among women managers, especially in large companies. - Lack of sympathy on the part of colleagues and superiors when women give priority to their family responsibilities undermines women managers' satisfaction with their professional life. - The main career inhibitor is corporate culture (the "glass ceiling"). - The importance that executive women ascribe to career inhibitors decreases with age and professional rank. - The average woman manager's main support is her husband, who in most cases is also a manager. - The principal career enablers are: motivation, training, mental strength and value system.
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Bibliographic InfoPaper provided by IESE Business School in its series IESE Research Papers with number D/632.
Length: 16 pages
Date of creation: 27 May 2006
Date of revision: 30 May 2006
top management; career; family; women;
This paper has been announced in the following NEP Reports:
- NEP-ALL-2006-07-02 (All new papers)
Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.:
- Ouchi, William, 1981. "Theory Z: How American business can meet the Japanese challenge," Business Horizons, Elsevier, vol. 24(6), pages 82-83.
- Traves Joanne & BROCKBANK ANNE & TOMLINSON FRANCES, 1997. "Careers of Women Managers in the Retail Industry," The Service Industries Journal, Taylor & Francis Journals, vol. 17(1), pages 133-154, January.
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