business management chapter 13-4

Some people think women might actually be better managers, partly because of:

a more collaborative, less hierarchical, more relationship-oriented approach that is in tune with today's global and multicultural environment

The movement of more women into management positions has coincided with:

a transition in many organizations to a preference for a nonhierarchical, collaborative, and inclusive style of management hat women seem particularly suited for

glass ceiling

an invisible barrier that exists for women and minorities that limits their upward mobility in organizations

Opt-out proponents say women are deciding that corporate success:

isn't worth the price in terms of reduced family and personal time, greater stress, and negative health effects

The glass ceiling also impedes the career progress of:

minorities

The greatest disadvantage of women leaders stem largely from:

prejudicial attitudes and a heavily male-oriented corporate culture

They can look up through the ceiling and see top management, but

prevailing attitudes and stereotypes are invisible obstacles to their own advancement

women are sometimes favored in leadership roles for demonstrating behaviors and attitudes that help them succeed in the workplace, a factor called

"the female advantage"

To break through the glass ceiling into senior management roles, top executives suggest female and minority managers follow this advice:

- be assertive and ask for what you want - highlight your achievements

have an impact on women's advancement opportunities and pay:

- glass ceiling - the decision to 'opt out' of a high-pressure career

there is evidence that women are:

stalling in the middle-management level

Some women never hit the glass ceiling because:

they choose to get off the fast track long before it comes into view

Research shows that companies with several senior-level women outperform those:

without senior-level women both financially and organizationally