英国伦敦传播学院论文代写：性别歧视
玻璃天花板是无形的障碍,占据一个员工的成功之路。它通常存在某种形式的歧视。例如,一个女人完全有能力接受上级责任或移动到一个新的位置负责一个部门很难成功,交出了她应得的东西。被认为是女性与男性相比女性经理下属有更好的关系经理,这也被报道的关系来决定他们的国际任务(Varma出版社2000)。在一个有趣的研究阿德勒(1984)发现超过一半的公司参与这项研究说,他们不把女性国际任务,因为他们觉得女性比男性遇到更多的偏见,他们经常失败等作业。然而,据报道,在另一个研究,妇女比男人更成功在国际作业阿德勒(1987)。女性大多没有提升到更高的位置在一个组织,但增长仍处于停滞阶段。
英国伦敦传播学院论文代写：性别歧视
部分原因可能是,有一个明显的歧视在发展中国家的侨民通常缺乏法律保护,很容易出现在发达国家。这反过来会导致沮丧因为没有职业发展机会,没有支持,即使她有能力。这与文化价值和社会结构,社会发展对女性。世纪老认为女人不如男人在各方面仍有它的存在在日常决策,在公司会议室。只要有一个女人成长的机会,她要么是困于旧的信仰,她不能够足以面临挑战与职位相关联,因此有很大的玻璃天花板存在,她总是可以看到光明的未来,但不能到达那里。这个信念是维持警告和布坎南(2009)谁说,女性代表几乎全部劳动力的50%,但世界各地的管理职位仍相对较低(伊斯梅尔和易卜拉欣,2008)。
英国伦敦传播学院论文代写：性别歧视
Glass ceilings are invisible hurdles that occupy the path of an employee’s success. It generally is present in the form of discrimination of some sort or the other. For example, a woman completely capable of accepting superior responsibility or moving to a new location to take charge of a division is hardly successful and handed over what she deserves. It is been seen that women subordinates have better relationship with female managers compared to male managers, and this relationship have also been reported to decide their international assignments (Varma et.al 2000). In an interesting research Adler (1984) found out that more than half of the companies that participated in the research said that, they don’t send women for international assignments because they feel that women encounter more prejudice than men and they often fail in such assignments. However, in another research, women are reported to be more successful than men in international assignments (Adler 1987). Women are mostly not promoted to higher positions in an organization, but tend to remain at a stagnated level of growth.
英国伦敦传播学院论文代写：性别歧视
Part of the reason for this could be that there is an evident practice of discrimination among expatriates in developing countries which often lack legal protection which is easily available in developed country. This in turn can cause much frustration since there are no career development opportunities and no support even if she is capable. This has much to do with the cultural value and the social structure that society has developed towards women. The centuries old belief that women are inferior to men in all respects still has its existence in the daily decisions that are taken in corporate meeting rooms. Whenever there is a chance for a women to grow, she is either sidetracked by old beliefs that she would not be capable enough to face challenges that are associated with a position and hence there is a big glass ceiling that exists through which she can always see her bright future but cannot reach there. This particular belief is affirmed by Warning and Buchanan (2009) who says that women represents almost 50% of the total work force, but their share of management positions across the world remains relatively low (Ismail and Ibrahim, 2008).
