SOC362H5 Lecture Notes - Lecture 5: Homophily, Glass Ceiling, Ibm Officevision
Document Summary
Get promoted based on how long you"ve been working there. Most often in lower-level jobs; question of time. Advantages: unambiguous no discrimination/favoritism because based on time: dependability promote employees who are willing to stay to get promotion. Preferred by some individual workers because seems fair to do well and get promotion. Means to assess performance through performance/job review. Companies can use both models; lower levels use seniority vs. upper levels use merit model. But, this benefits employees who stay in job for long time and women tend not to. Merit is a problem for women because it"s based on subjectivity. If high achievements means you need help/cooperation, then male co-workers who are prejudiced/biased will make your performance suffer and job evaluation reflects this. Not that women don"t get promoted; get promoted at same rate as men (up to a point) Women are more likely to be lower-level managers. Glass ceiling produces gender segregation within occupations; any has glass ceiling.
