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ARTICLE PRESENTATION

By –Naveen SinghKumar GauravRahul Soni

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With the recent dismissal/demotion of Erin With the recent dismissal/demotion of Erin Callan (Lehman Brothers), Zoe Cruz Callan (Lehman Brothers), Zoe Cruz (Morgan Stanley), and Sallie Krawcheck (Morgan Stanley), and Sallie Krawcheck (Citi), a 2005 article in the British Journal of (Citi), a 2005 article in the British Journal of Management entitled "Management entitled "The Glass Cliff: : Evidence that Women are Over-Represented Evidence that Women are Over-Represented in Precarious Leadership Positions" is being in Precarious Leadership Positions" is being scrutinized anew.scrutinized anew.

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Glass ceiling?Glass ceiling?

The Glass ceiling – phrase coined in 1984 to mean an The Glass ceiling – phrase coined in 1984 to mean an invisible barrier to women being promoted beyond invisible barrier to women being promoted beyond middle management.middle management.

Research into the glass cliff examines what happens Research into the glass cliff examines what happens when women (and other minority groups) take on when women (and other minority groups) take on leadership roles. Extending the metaphor of the glass leadership roles. Extending the metaphor of the glass ceiling, 'the glass cliff' describes the phenomenon ceiling, 'the glass cliff' describes the phenomenon whereby whereby individuals belonging to particular groups individuals belonging to particular groups are more likely to be found in leadership positions are more likely to be found in leadership positions that are associated with a greater risk of failure and that are associated with a greater risk of failure and criticism.criticism.

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The Times – November 11th 2003

“So much for smashing the glass ceiling andusing their unique skills to enhance theperformance of Britain’s biggest companies.The triumphant march of women into thecountry’s boardrooms has instead wreakedhavoc on companies’ performance andshare prices”

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The Times – November 11th 2003

Cranfield Index ranking FTSE 100 companies:

Percentage of women on their boards of directors4 of the top 5 companies have underperformedThe bottom 5 companies all outperformed

‘Corporate Britain may well be better off without womenon the board’

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Problems with this Analysis

Crude measures of women in leadership and performanceDoes not take into account:• changes in the number of women• date of appointment• length of service• fluctuations in performance over time

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Archival Study: Ryan & Haslam, 2004

Reverse the causalsequencingA company’s poorperformance couldtrigger the appointmentof a woman to the board

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Archival Study: Summary

Contrary to the Times,

the appointment of a woman to the board of directors was not associated with a subsequent drop in company performance

In a time of a general financial downturn in the stock market, companies that appointed a woman had experiencedconsistently poor performance in the months preceding theappointment.

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Middle and lower management of the retail industry is less male-dominated than most parts of the British economy. But there are only three female chief executives among the 66 store groups listed on the London Stock Exchange.

Why is it that such a high proportion of women retailers do not want to become chief executives? The survey says that women shy away from the top jobs because they are unwilling to sacrifice their family life, are less aggressive than their male counterparts and are less concerned with job status than men.

Women don't want to be the boss

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Some Factors resulting in Glass cliff situation :

PERSONAL BIAS

ISOLATION FROM THE TEAM

CRASHING ON FAILURE

PERSONAL Vs PROFESSIONAL LIFE

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Evidence from Other DomainsIn politics:

• Canada — Kim Campbell, Prime Minister• Australia — Joan Kirner (VIC)Carmen Lawrence (WA), State PremiersAll appointed mid-term, post-crisis

PM four months

Premier 3 yrs

Premier 2 yrs1717

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High-school students asked to select a candidate for a youthrepresentative position for a music festival doing well or

doing badly.

The Candidates

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Ranking of Candidates

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Athena FactorAthena Factor

The Athena Factor, a new Harvard Business Review The Athena Factor, a new Harvard Business Review Research Report, examines the female brain drain to Research Report, examines the female brain drain to find out what’s causing it, and how to stop it.find out what’s causing it, and how to stop it.

41 % of SET professional are female.41 % of SET professional are female.

52 % of which quit52 % of which quit their job.their job.

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If the companies can able to control the If the companies can able to control the attrition of women by 25 %, they need not to attrition of women by 25 %, they need not to train the additional 2,20,000 qualified train the additional 2,20,000 qualified professional.professional.

Cutting female attrition yields huge gains

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The Times PublicationThe Times Publication

Nov. 2003 The Times publish an article Nov. 2003 The Times publish an article “Women on board: Help or Hindrance.”“Women on board: Help or Hindrance.”

Based on correlation analysis.Based on correlation analysis.

Wreaking havoc on the performance of FTSE Wreaking havoc on the performance of FTSE 100 Companies.100 Companies.

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Anecdotal EvidenceAnecdotal Evidence

Glass-cliff position– Potentionally dangerous. Glass-cliff position– Potentionally dangerous. (Meindl, 1993; Haslam et al, 2001)

[I was] promoted to manager at a time when failure of the company was inevitable. In my estimation I needed 6 months to put new practices in place and put the company on an even keel — I was made redundant after three and a half months.’

(Female Professional, 35)

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The other side of the coinThe other side of the coin

Glass-cliff position not necessarily lead to failure.Glass-cliff position not necessarily lead to failure.

It may seem as a “ Opportunity.”It may seem as a “ Opportunity.”

‘I am a geologist and I have always had great difficulty getting jobs in mining. I have found that picking and accepting glass cliff situations has helped me to get jobs…. I have proved that I can and as a consequence I now charge accordingly.’

(Female Professional, 48)

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A Positive Attitude Towards Life………….

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ConclusionConclusion Extending the metaphor of the ‘glass ceiling’, we

argue that women are more likely than men to confront a ‘glass cliff’, such that their leadership appointments are more likely to be made in problematic organizational circumstances and are thus more precarious.

I believe that Women make great managers , the thing that really bothers me is that they need keep their personal biases ,which may arise out of personal or professional life, at bay. The day this is achieved Women may turn into successful leaders rather than being mere Managers....

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Life Can Be Beautiful………………..

If Looked From the Other side………

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Women Can Also Smile……….. :o)

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SourcesSources Presentation by Dr. Michelle Ryan and Prof. Presentation by Dr. Michelle Ryan and Prof.

Alex Haslam.Alex Haslam. Glass cliff by Sylvia Ann Hewlett.Glass cliff by Sylvia Ann Hewlett. The Times Publication.The Times Publication. FTSE reviews.FTSE reviews. Google India.Google India. Discussion Forums.Discussion Forums.