Case Analyses: Robin Martin Jones

MBA 615

Case Analyses: Robin Martin Jones

Jiang Yao

Sep 29, 2016

1. DESCRIPTION  

Robin joined a large Fortune 500 organization, after she graduated with a business degree.  Robin advanced to a mid-level management position few years later. However, she can’t get further advancement in the firm after 3 more years of “star” performance. At end she left to form a start-up.

1. DIAGNOSIS

Robin was promoted to a mid-level management position as the same speed as others who had gone through the same fast-track program. After she married and had a baby, she has to balance her career with her family life. She worked on 80 percent flexible work arrangement. Because of that, she was passed over three promotion opportunities that she was up for, even she indicated that she was looking forward to coming back full-time and her baby was a year old. She has been pushed up against a glass ceiling. No matter how qualified or experienced, she simply was not given opportunities to further advance her career. There are stereotypes that woman’s roles are the caretaker of the house and the keeper of the children. Woman will spend more time with the family, less at work. It is very difficult to smash the glass ceiling. She decided to leave the firm at end.

1. THEORY

According to the definition of Merriam Webster dictionary, the glass ceiling means an unfair system or set of attitudes that prevents some people (such as women or people of a certain race) from getting the most powerful jobs.  The glass ceiling effects implies that gender disadvantages are stronger at the top of the hierarchy than at low levels and that these disadvantages become worse later in a person's career. (David Cotter, 2001). At the low level she received a promotion from financial analyst to assistant branch manager after MBA graduation. Then she got mid-management position few years later. However, she failed to advance to the top of the hierarchy after that.  The glass ceiling is real.

1. PRESCRIPTION

SHORT TERM:

Maybe Robin should wait few more years before she quit. She can come back as a full-time employee first instead of 80 percent flexible work arrangement in order to show her dedication.

LONG TERM:

Robin needs to find a way to break the glass ceiling. She can set objectives to align her competencies with top management, build her network, find a mentor in the firm, build her reputation, and etc. Eventually her time will come

1. FALLOUT         

Robin may not succeed, even after Robin tries all the things described in the prescription section. She could just leave the firm or she can team with other women who are in the same situation in the firm, arm themselves with all the facts, know their rights, and suit the firm with gender discrimination.

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