1 research outputs found
The Female Executive’s Perspective on Career Planning and Advancement in Organizations
Gender bias continues to play a role in the gender discrepancy at
executive levels in organizations across the United States, although women hold 51% of
all middle management positions. Female middle managers may be overlooked for
advancement to executive positions because of a lack of synergy between individual
career planning and organizational development and advancement practices. This may have
significant implications for organizations as they struggle to recruit and hire
qualified senior leadership to close the widening leadership gap created as baby boomers
leave the workforce in record numbers over the next decade. One way to retain talented,
knowledgeable, female middle managers is to incorporate career planning and advancement
programs, which increase visibility for both the individual and organizational leaders
into potential advancement opportunities. This descriptive phenomenological study was
designed to investigate and describe the lived experiences of female executives with
career planning and advancement in organizations. Data collected from 16 female
executives employed in organizations in Nashville, Tennessee, revealed that although
individuals must make a commitment to career planning and take responsibility for
executing the plan, successful career planning and advancement are dependent on others
beyond the individual seeking advancement. The findings of this study are important for
women who desire advancement to executive levels and to organizational leaders who want
to hire and promote the right person for the job regardless of gender