Women Employment in sri lanka

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    19-Jul-2016

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presentation regarding women employment in sri lanka

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GYJUGH

IS GLASS CEILING A PEOBLEM TO SRILANKAN WOMEN EMPLOYEES? CRITICALLY ANALYSETC/IS/2010/MS/64

Introduction of glass ceilingReasons for the glass ceilingProblems in developing countries Glass Ceiling for Women Problems Faced by Women at WorkplaceGlass ceiling in SrilankaBreaking the glass ceilingConclusionReferences

CONTENTS Glass Ceiling is an unfair system or set of attitudes that prevents some people from getting the most powerful jobs.

The phrase glass ceiling refers to an invisible barrier that prevents someone from achieving further success.

Introduction

Last 1970s- early 1980:Women lacked required experiences and skills.They were restricted to clerical and other support services jobs. Mid last 1980s:Trends started changing.More women took up higher education in managementLooked for careers in operating in glass ceiling began.

Reasons for the glass ceiling

Cultural issueMale chauvinismMarriageCorporate organizations do not favor women.Unwritten rules of not employing womenProblems in developing countries

The glass ceiling still exists for women in the workplace.

Glass ceiling prevent the women employees up to next stage.

Glass ceiling for women

Sexual HarassmentUnequal PayLack of Family SupportPoor SecurityInsufficient Maternity Leaves

Problems Faced by Women at Workplace

GC has 27.4 % influences on the Woman Career Development among the Female Executive level employees working in organization in Sri Lanka.

Most organizations function with the traditional attitude about female employees.

Women is for being for family responsibilities and men for earning.

Glass ceiling in Srilankawomen represent more than half of the population in Sri Lanka, their labour force participation rate is less than men. Mens participation in labour force is twice as womens.

Male workers are do not accept the female workers as their seniors. This kind of ideas and myths must be prohibited.

Women is for family raising. If she want to collapse this traditional attitude she should show that she also can work at maximum hours in an organization.

1. Recruit and promote based on talent and potential2. Eliminate evaluation bias3. Encourage mentoring relationships4. Promote gender-neutral networking5. Adopt a zero-tolerance policy6. Provide flex-time options for all

Breaking the Glass Ceiling

Whatever it is whatever suggestions have made to break the glass ceiling it is still functioning very silently in Srilankan organizations.

However in this newest century whatever the barrier they face they break them and it the keep going on through the path of success.

CONCLUSION Blogs.wsj.com/speakeasyEn.wikipedia.org/wiki/glass ceilingwww.ask.comwww.google.com

References

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