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Strategic Implications of Glass Ceiling on the Professional Leadership of Career Women Development in the West African Sub-Region

Author

Listed:
  • Heirsmac Princess
  • Edwin M. Agwu
  • Ohaegbu V. Awele
  • Agumadu Mercy

Abstract

Women’s ascent to leadership positions and authority in organizations and society is limited by social norms, organizational cultures, and structures collectively referred to as ‘the glass ceiling’. The society views leaderships and authority as exclusive reserves on men. The result of the domination is a male paradigm is that women leaders are out of place in foreign territory, ``travellers in a male world. The model of the leadership has traditionally been masculine and, while these stereotypes remain, they succeed in perpetuating the dominant place for men in management. The paper investigated issues concerning female’s participation in senior management in organizational settings and the glass ceiling that affects their career. It also explored the visible and invisible barriers that have kept women from reaching upper levels of leadership. Drawing heavily on historical and secondary data, the paper reviews the trends of career barriers, glass ceilings and proffered suggestions to eliminate these barriers towards development of the women folks and identifies areas for further research and highlights points of consideration for management of institutions.

Suggested Citation

  • Heirsmac Princess & Edwin M. Agwu & Ohaegbu V. Awele & Agumadu Mercy, 2015. "Strategic Implications of Glass Ceiling on the Professional Leadership of Career Women Development in the West African Sub-Region," International Journal of Management Sciences, Research Academy of Social Sciences, vol. 6(5), pages 260-271.
    • Handle: RePEc:rss:jnljms:v6i5p3
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    References listed on IDEAS

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    1. David Bjerk, 2008. "Glass Ceilings or Sticky Floors? Statistical Discrimination in a Dynamic Model of Hiring and Promotion," Economic Journal, Royal Economic Society, vol. 118(530), pages 961-982, July.
    2. David Bjerk, 2008. "Glass Ceilings or Sticky Floors? Statistical Discrimination in a Dynamic Model of Hiring and Promotion," Economic Journal, Royal Economic Society, vol. 118(530), pages 961-982, July.
    3. Ioanna Boulouta, 2013. "Hidden Connections: The Link Between Board Gender Diversity and Corporate Social Performance," Journal of Business Ethics, Springer, vol. 113(2), pages 185-197, March.
    4. Phelps, Edmund S, 1972. "The Statistical Theory of Racism and Sexism," American Economic Review, American Economic Association, vol. 62(4), pages 659-661, September.
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    Cited by:

    1. Roberto Pico-Saltos & Lady Bravo-Montero & Néstor Montalván-Burbano & Javier Garzás & Andrés Redchuk, 2021. "Career Success in University Graduates: Evidence from an Ecuadorian Study in Los Ríos Province," Sustainability, MDPI, vol. 13(16), pages 1-24, August.

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