Exam 4: Organizational Structure and the Problem of Pay In-Equity

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The glass ceiling refers to the invisible barrier that prevents women and minorities from advancing to higher levels in the workplace, particularly in leadership positions. It is a metaphor for the systemic barriers and discrimination that prevent these groups from reaching their full potential in their careers.

One model that accounts for the glass ceiling is the structural model, which suggests that the barriers are a result of organizational structures and practices that perpetuate inequality. This model implies that remedies should focus on changing these structures, such as implementing diversity and inclusion initiatives, creating mentorship programs, and promoting more flexible work arrangements to accommodate diverse needs.

Another model is the individual choice model, which suggests that the barriers are a result of individual choices and behaviors. This model implies that remedies should focus on empowering individuals to overcome these barriers through skills training, leadership development programs, and networking opportunities. It also emphasizes the importance of changing societal attitudes and biases through education and awareness campaigns.

These two models imply different proposed remedies, with the structural model focusing on changing organizational practices and the individual choice model focusing on empowering individuals to overcome barriers. Both approaches are important in addressing the glass ceiling and creating more equitable opportunities for women and minorities in the workplace.