Female Executive's Perspective on Career PLanning and Advancement
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.
This publication has been peer reviewed.
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Wednesday, October 1, 2014
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