Satisfaction level of corporate women

Type :

Term papers

Pages :

15 pages

Format :

.doc

Published date :

04/15/2009

Category :

Business & market

Sub category :

Human resources

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Summary :

Preface
Introduction
Objectives of the survey
Literature review
Methodology
Limitations in research
Findings
1. Women working in private and public sector respectively
2. Salary structure of 50 women
3. Ambition of working women
4. How women handle politics?
5. Factor analysis: Support from family
6. Factor analysis: Support from office
7. Chi Square test between salary and satisfaction level of corporate women
8. Companies with departments to attend complaints of sexual harassment
9. Measurement of effectiveness of complaint department
10. Satisfaction level of the corporate women
Conclusion
Questionnaire

Abstract

Indeed, it is not uncommon today to find women in most of the industries; in fact, they occupy top positions in many of the companies. They are no longer restricted to stereotyped professions. Deftly handling even the toughest of jobs, ranging from bus-conductors to astronauts, women have shown that they indeed are not the typecast weaker sex. However, studies across the globe have shown that men outnumber women by almost 5:1 at the middle management level and, believe it or not, by 20:1 at the senior level of management.

There could not have been a better time for women executives in the corporate world to come together for some collective thinking on the opportunities for their advancement to leadership and top-management positions than the present pressures of a fast-growing, talent driven, and global benchmarking corporate economy.

While CEOs, boardroom directors, and decision makers in companies have been increasingly sensitive to the issue of women executives in the workplace, they remain hesitant in changing the corporate profiles of their top management to reflect a greater diversity of thinking and innovative mix of professionals that will be the hallmarks of a globally best performing and best practices company.

The reasons often cited by the top CEOs and HR leaders point to the lack of availability of experienced women executives for top-management positions when the truth is that the constraints lie primarily on the demand-side of the equation. women executives agree that there is lack of 'a level playing field' in most companies and a gender-bias in performance assessment when the top jobs are considered for assignment. Further, traditional mindsets and corporate cultures appear to be hesitant in moving out of their 'comfort-zones' of stereotype identities and seek to find people 'just like themselves' when appointing senior management positions.