This Is a Power Point Presentation which includes Problems Faced by the Women in Management across the World.

1. ISSUES AND
CHALLENGES OF WOMEN
IN MANAGEMENT
By-
Bittu Jha
Mitu Phukan
Payel Chakraborty
Sunit Mondal

2. BRIEF HISTORY
The world historically has been male dominated.
Women were considered just as means to glorify
men.
They were meant to be married off as soon as they
attain maturity.
After marriage their duty was to take care of their
husbands and eventually take care of the children.
They had no say in the functioning of the family.
They were not allowed to work or do job to earn
livelihood.

3. INTRODUCTION
Entrepreneurship was once considered a man's domain,
but the tide has shifted.
More than 9 million U.S. firms are now owned by
women, employing nearly 8 million people and
generating $1.5 trillion in sales, according to 2015 data
from the National Association ofWomen Business
Owners.
Today as India is growing more and more women are
getting into the Business world and entrepreneurship.
Although more women are becoming entrepreneurs,
they often face a set of challenges not typically shared by
their male counterparts.
Specially Indian female entrepreneurs face more issues
and challenges in the field of Management and in
Corporate Sectors.

4. MANAGEMENT ISSUES
Problems and challenges facing
women/minorities in executive positions
remain a critical issue in today’s corporate
world.Women and minorities are held back in
their pursuit to climb up to the corporate
ladder.
The discrepancies regarding women and
minorities seeking executive positions are
discussed and the efforts to end
discrimination.

5. ISSUES FACED BY
WOMEN
Work life balance.
Equal life.
Harassments.
Career opportunities.
Children and career.

6. BIAS IN PERFORMANCE
EVALUATION
Women are considered and evaluated differently
than men occupying the same leadership
positions and under different standards, because
of gender-bias.
This has a negative impact on the genuine
appreciation of women’s talent and the assessment of
their performance.
“Female leaders face higher standards than male
leaders and are rewarded with less”-reveals a study by
Catalyst. (Workforce Management, 2007) .

7. WAGE GAP
In 2006, the median weekly wage/salary of a
full-time working woman was 81% ($600) of
men’s ($743). (101 Facts on the Status of
working women, 2007).
One of the widest pay gaps occurs in the CEO
jobs where women earned 63% of what men
did in 2004.

8. THE GLASS CEILING
First, it acts a literal “glass ceiling” in that
women and minorities see the opportunity to
get these leadership positions, but are unable
to attain them despite being highly qualified.
Secondly, the corporate world seems afraid
that women will shatter this masculine-
oriented “glass ceiling” and change the
dynamics of corporate leadership with their
diversity in management styles.

9. SIGNS OF
DISCRIMINATION
Being denied or not considered for promotions the
individual deserves.
Being given assignments that are less significant
than non African American co-workers are.
Not being trained for properly for the assignment.
Being given menial tasks outside of job description.
Being excluded from important meetings.
Being ignored.

10. IMPLICATIONS FOR
MANAGERS
A diverse workforce is strongly encouraged
on all levels because it allows for greater
competitive.
An organization with a well-rounded
workforce creates a balance of the
perspectives in business decisions; thus
creating more prudent decision-making.
HR managers need to be more proactive
about equality and diversity in the workplace.

11. CONTINUED…
Managers can address equality and diversity in
the workplace by addressing learning,
communication, and development by reactive,
proactive, or radical HR policies and practices.
A proactive approach to managing diversity and
equality would address the mindset of the
workers and the need to change procedures in
order to realign employees with the bottom line.

12. ♀ Ability to network with colleagues.
♀Ability to perceive and understand situations.
♀Strong dedication, loyalty and commitment to
the organization.
♀Collaborative work style solicit input from others, respect
for ideas.
♀Crisis management skills and gender-equality in behaviour.
♀Willingness to share information (interactive leadership
style).
♀Sensitivity in relationships, compassionate, empathetic,
understanding.
STRENGHTS OF WOMEN

13. FACTORS FOR WOMEN
TO SUCCEED
♀ A supportive family, both before and after
marriage, is a key factor for Indian professional
women to succeed.
♀ Determination and self-belief
within oneself is required.
♀Support from male counterparts
( by shedding the male chauvinistic attitude ).
♀ In the long run it is not gender but hard work & commitment
that decides where a woman’s career goes.
♀Organizations are increasingly looking at what a person is able
to bring to the organization and are not really concerned about
gender.

14. Success stories (CEOs fortune 500)
Ursula Burns
Current CEO
Anne Mulcahy
Ex-CEO

15. Success stories (CEOs fortune 500)
Christina Gold
CarolA. Bartz

16. Irene B. Rosenfeld
Indra NooyiWoertzA. Patricia
Success stories (CEOs fortune 500)

17. The Indian women’s success stories
Chanda Kochhar
Managing Director
Kiran Mazumdar
Shaw
MD & founder
Naina Kidwai
GM & Country head

18. CONCLUSION
Diversity and a sense of equality in the
workforce are essential to competitive
advantage in the workplace.
All facets of HR strategy must be examined
and retrofitted— or completely redesigned—
in order to accommodate this evolving
perspective of the ideal workplace for
competitive advantage.

19. The future looks bright with a
more interactive atmosphere
in the workplace. Its very
soon to be seen that even
women get par with men in
the field of management as
well as other fields in a global
level.