Glass Ceiling

This perspective gives people the security they yearn as employees to be separated from watchful eye of a manger and a somewhat controlling sense over the salary they acquire from these positions. Inherently it takes the pressure from the Human resource departments in organizations such as these two to micro-manage employees. However, the sense of employees having virtually full control over the experience they deliver to the consumer on behalf of the company can result in the employee projecting personal and sometimes controversial behaviors. These behaviors, though solely projected by the employee, can have damaging effects on the culture of an organization. The new approach on Human Resources management throughout companies such as these
The theory of the “Glass Ceiling” describes an invisible limit or force preventing upward movement through a corporation, and while it affects women in particular, the term is often used to describe discrimination against minorities as well. The popular ride service Uber has come under fire recently for promoting this lack of diversity, being accused by three Latina engineers of limiting their pay, and passing women and minorities, Hispanics in particular, over for promotions. They claim that the company uses a stacked ranking system of job evaluation, a system which “requires supervisors to rank them from worst to best and results in inaccurate and subjective decisions about their performance” (Rosenblatt, 2017). While this method of evaluation may have been intended to increase innovation and performance through competition, the engineer’s complaint claims Uber uses it to systematically lower the ranking of females and allow their male counterparts to receive higher pay and more promotion
As Bloomberg journalist Laura Colby (2017) describes, the imbalance of job opportunity in the tech industry is staggering, with women holding only 21% of tech jobs as of 2016, and an even smaller 12% of engineering jobs. Her article also states that women are only earning 89 cents per dollar made by their male coworkers. Given these statistics, it comes as no surprise that women are unsatisfied with their treatment in the workplace. “In this system, female employees and employees of color are systematically undervalued compared to their male and white or Asian American peers,” the lawsuit filed by Ingrid Avendano, Roxana del Toro Lopez and Ana Medina