Women in Middle Management

Everyone was required from the family economic unit if they have been to survive. The Industrial Revolution marked the end on the cottage industries that have been a preferred work location for women, who were also expected to bear and raise kids even though generating marketable products and solutions (Almquist, p. 154). They now had to jobs in sweatshops for low pay and extended hours. With the Industrial Revolution came the rise of the middle class, in which some men have been in a position to offer for their families single handedly and their women, freed from housework by new technology pursued other tasks. If they did work it was felt that it would be temporary and for some immediate need. Their genuine careers have been raising their families. They were encouraged to believe of themselves as part-time workers and did not ask for advancement. Their employers also felt they (were tempor-ary and did not advance them nor give them raises (Rothman p. 42-48). It is important to note how the temporary-work attitude is often a white middle class one. The lower class minority women typically did not have this attitude and jobs for them was permanent and necessary.

Throughout history, men have defined as soon as women could jobs and what work they could do. They hired women to fill work that men, because of social class, education, or during war times had been either unable or unwilling to fill.

This reluctance to view women in high-level management positions has been translated into lower salaries for women. It has been observed that white men earn very much over minority men, who in turn earn more than white women. On the lowest level of earning potential are minority women (Burstein, p. 367-91).

The research learn will be conducted during the summer and fall of 1987, having a total find out period of six months.

Another reason that white men at upper levels of management (and generally in older age groups) consider that white men require special training in dealing with minorities and women is that by saying this the aren't condemning themselves due to the fact they don't must jobs with these groups.

Studies also indicate an increasing awareness that women needs to be paid the exact same wages as men for comparable jobs (Agassi, 1982; Erskine, 1971; Mason, et. al., 1976; Harris, 1970). 1 national Gallup poll discovered that in 1945, 76 percent of those people question agreed that women should receive the same rate of pay as men to your exact same work. That range rose to 87 percent in 1954, indicating a ceiling effect. Mason, Czajka, and Arber in 1976 also indicated a ceiling effect between high school and college students with 95 percent with the respondents in 1970 and 98 percent with the respondents in 1973 agreeing that people needs to be paid the same funds if they do the same work.

 

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