Glass ceiling and glass border are terminologies often used to Essay

Glass ceiling and glass border are terminologies often used to describe barriers women might face in the labour market. Do we see any evidence of these barriers disappearing - Essay Example Since little is known about these challenges, there is a lack of coping strategies developed to avert them. This deficiency in coping strategies limits the availability of opportunities for women’s progression to senior management positions by creating both covert and overt barriers (Donald and Hartmann, 2005, p.478). However, with the advent of globalization, issues of gender equity and gender equality are progressively gaining popularity (Donald and Hartmann, 2005, p.480). This has resulted in an increase in women’s participation in the labor force as they progressively get acceptance in professions, careers and occupations previously reserved for men. However, most of the results from the efforts fall short of set targets and expectations (Thomas and Sally, 2005, p.490). This has necessitated a proper understanding of the covert and overt barriers to women’s progression to top management positions. The slow but progressive disappearance of these barriers will form the major part of this document. IHRM is a practice that encompasses all the activities revolving around coordinating employees and their efforts towards attaining pre-determined goals and objectives at a global scale (Thomas and Sally, 2001, p.89). IHRM also entails the process of sourcing for human resources, allocating them appropriate roles, and effectively putting their skill sets to use to maximize on the organizational effectiveness and efficiency of international firms (Thomas and Sally, 2001, p.89). The term â€Å"glass ceiling† is used to describe the invisible and intangible barrier that prevents women or ethnic minorities from getting into top-level management in a hierarchical system (Olga and Rà ­o, 2012, p.160). A glass ceiling can also be defined as a set of attitudes that fosters the unjust prevention of women and ethnic minorities from getting into highly influential positions (Olga and Rà ­o, 2012, p.163). In most organizations, the existence of the discriminatory barrier in

Critically evaluate the behaviours and traits for effective lead Essay

Critically evaluate the behaviours and traits for effective lead - Essay Example This process can be effective through appropriate management of change to adapt to all the environments of the business. Change management refers to an organized and planned approach that helps to address the various variations that occur in the business environments. This also involves the appropriate response mechanisms for responding to changes that may occur among the workplace because of the changes that the business adopts. Change management involves an outline of a process to follow in order to experience an overall transformation in the whole business together with its employees. This guideline represents different steps that an individual has to adhere to so that the organization and its employees are coordinated towards the process of fulfilling its objectives. Create a Sense of Urgency An organization can only change if it can acknowledge the change. The leaders of the organization and its employees must recognize the need for change. The leaders of the organization partic ularly the managers should strive to inform employees about the need for change in the organization. This is done by developing a sense of urgency in the organization and its employees about the outlined procedures to revolutionize the organization. The management should be able to convince the employees through instilling positive thinking amongst the employees. This can be done by explaining the future circumstances to employees and potential future threats that may necessitate a change. This is to prevent the company from falling into such pitfalls. The company can also examine opportunities that can be possible in the future, if the company adopts different mechanisms of approaching its business environment. The company can give forth-convincing explanations about the change it needs. This is a strong motivator to speech and thinking among employees in order to arrive at the necessary change. This will also attract support from other areas of interest such as customers and other industries that may have interests in the company. This further boosts confidence for the company’s proposal since all parties are able to accept the change (Green, 2007, 167). Form a Powerful Coalition The organization should focus on leading the change to realize change. The company organization needs to bring a group of experienced individuals that are able to further the objectives of the organization towards change. Individuals from different levels of the company’s hierarchy, who draw their power from different sources, should be pooled together because they can offer the necessary advice on how change can be realized. This coalition will offer a priceless effort towards furthering the company’s urgency by build the required momentum towards change (Cameron & Green, 2009, 121). Create a Vision for Change The organization should be able to consolidate its ideas of change and bring it to the individual’s level of understanding. The vision for change should summarize the core values that the organization aims to achieve and should be effectively comprehended by the coalition formed to push for it (Vukotich, 2011, 41). Communicate the Vision The organization should ensure that its vision is thoroughly communicated and embedded in the organization. This is done through frequent expression of this vision in the decisions that the company makes,