Career Paths
D’Angelo studied line career paths based on gender and certification
level, of aspirant/incumbent statues, affecting the opportunity to
follow a line career path. She found that when comparing career paths,
59% of men as compared to 33% of women followed a line career pattern.
McKee describes a line career path as a path which began with
teaching and proceeded through successive line positions and which
also allowed for employment in one staff position . (1988) Two thirds
of the female certificate holders continue to be channeled into staff
positions where their performance is directed by line officers. Male
certificate holders follow line paths that will provide them with a
longer career path, including many opportunities for exposure,
growth, mobility, and reward D’Anelgo cites that rewards are tied to
promotion up the line. ( D¹Angelo, 1991)
The continued promotion of women into staff positions will decrease their
potential mobility into line positions by limiting their visibility and providing a sheltered
environment that inhibits their ability to learn prerequisite administration skills.
(D’Angelo, 1991)
Women also encounter a unique double-bind when they seek line appointments in
that they are given staff appointments prior to line promotions because they are perceived
to be too young, only to be limited in further opportunities
for promotion because they are perceived to be too old. Males tend to
move directly from teaching into line positions. The overrepresentation of women in staff
paths leaves them susceptible to age grading by position. (D’Angelo, 1991)
Women are adding to their skills of leadership, management, and
communication by learning more about career paths and advancement so
they no longer have to move out in order to move up. (McGrath, 1992)
Links
Homepage
Introduction
Leadership Theory
What makes Women Different
Barriers to Success
Job Satisfaction
Leadership Styles
Overall Expectations
Emotional Managers
Mentorship
Here Come the Women
References
Bibliography
