InMaR Journal - The Journal of International Management Research
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InMaR Journal - The Journal of International Management Research
Doi Number : ISSN : QR InMaR Journal The Journal of International Management Research Uluslararası Yönetim Araştırmaları Dergisi, Yıl: 2, Sayı: 3, Nisan 2016, s. 48-61 Gülay BULGAN1 THE PROBLEMS WOMEN FACE IN THE MANAGEMENT LEVEL OF THE HOTEL BUSINESSES AND THE SOLUTIONS ÖZET Turizm sektörü geçmişten günümüze hem gelişmiş hem de gelişmekte olan ülkeler tarafından yoğun olarak ilgi gösterilen bir sektördür. Bunun en önemli nedeni ise, dünya genelinden en hızlı gelişen sektörlerden biri olmasıdır. Turizm sektörünün Türkiye gibi gelişmekte olan bir ülke için belki de en önemli özelliği istihdam yaratma özelliğidir. Kadınların çoğunlukla Sanayi Devriminden sonra çalışma hayatında yer almaya başladığı bilinmektedir. Son yıllarda yapılan çalışmalar kadınların iş hayatına giderek artan oranda katıldıklarını, ancak bu katılımın genellikle alt düzeylerde olduğunu ve “üst düzey” yönetim kadrolarında yeterince yer almadıklarını göstermektedir. Çalışmanın ana amacını, Türkiye’de hizmet vermekte olan otel işletmelerinde yönetici pozisyonundaki kadın sayısının düşüklüğünü yapılan literatür çalışması ile ortaya koymak oluşturmaktadır. Çalışma sonucunda, Türkiye’de otel işletmelerinde çalışan kadınların, cinsiyet temelli ayrışma, cam tavan, kraliçe arı sendromu, ücretlendirmede eşitsizlik, mobbing, cinsel taciz, özgüven eksikliği gibi engellere maruz kalarak üst yönetim pozisyonlarında çoğunlukla yer alamadıkları tespit edilmiştir. Anahtar Kelimeler: Kadın, Yönetim, Otel İşletmeleri, Kadın Yönetici OTEL İŞLETMELERI YÖNETIM KADEMELERINDE KADINLARIN YAŞADIKLARI SORUNLAR VE ÇÖZÜM ÖNERILERI ABSTRACT Tourism sector is a sector that is intensively shown interest by both developed and underdeveloped countries from past to present day. Probably the most important feature of tourism sector for a developing country as Turkey is the power of creating employment. It is known that women started involving in business life after the industrial revolution. Recent studies show that women take part in business life with an increasing rate, however this involvement is in low levels and not sufficiently in “top level” management staff. Revealing the insufficiency of the number of the women in management level of the hotel businesses with a literature survey is the main purpose of the study. In the conclusion of the study, it has been made firm that women working in the hotel businesses in Turkey cannot take positions in the top management level because of facing problems like sexual apartheid, glass ceiling, queen bee syndrome, wage inequality, mobbing, sexual harassment, lack of confidence. Key Words: Woman, Management, Hotel businesses, Female managers. 1Süleyman Demirel Üniversitesi, Isparta Meslek Yüksekokulu, Otel, Lokanta ve İkram Hizmetleri, Bölümü gulaybulgan@sdu.edu.tr 49 The Problems Women Face In The Management Level Of The Hotel Businesses And The Solutions 1. Introduction Parallel to the changes in business life, women have faced changes in their social status and they started to participate more in business life especially after industrial revolution. In course of time they have constituted most of the work force in service industry. In this process besides many advantages, women have started to face many disadvantages on reaching the top level of management. Women have a significant place in business life as in social life. However, both the roles they have because of traditional perceptions and inequalities they face in these roles, causes them to face problems in business life. This situation requires women to struggle with disadvantages while advancing to management level (Mayuk, 2013:1). In general terms, there are many career obstacles women face in proportion to male employees. While males advance easily in career steps, there are many career obstacles women have to struggle both in developed and undeveloped countries. In hotel businesses, which form the basic building blocks of tourism sector of which the importance grows day by day both in Turkey and the world, the rising star, it is a known truth that management position is very negligible as in other sectors. With this study, the reasons of the negligible number of women in management level in hotel businesses in tourism sector and precautions to be taken are shared. Also with this study, the reflections of the change of women in historical periods and career obstacles they have to struggle are be presented. 2. Social status and the place in historic process of women Both notably economic and political and cultural developments in social structure brought along many structural changes. These changes caused changes in the social role of man and women. Thus replacement of women from domestic life to business life smoothed and triggered the role conflict (Mayuk, 2013:5). It is necessary to accept the existence of women in business life as they forms the half of the world population. However, in both notably developing countries and the third world, women stand in the background. It is an undeniable truth that the effect of traditional roles and social perspective lie behind the being in the background of women. There has been also a change in the social conception of women after they started to take place in business life. With the results of more women’s progressively working paid, international agreements for women and national regulations, agreements substituting or smoothing traditional roles, political involvement and the efforts of female organisations, women, especially in developed countries, have come in to very good condition nowadays. Nevertheless, considering the aggrieved minorities around the world, women are in first place again (Karaca, 2007:35). Also there are loopholes about woman rights both in legal regulations and implementations (Mayuk, 2013:6). Woman rights are one of the overemphasized subject of European Union (EU). EU has made many implementations about the equality of man-and woman. All measures taken on this subject, provided woman EU citizens a more equal social status, however; EU continues working on this field. Yet, both in underdeveloped and developing countries, this problem is very behind. In fact also this situation is similar in Turkey. Women in Turkey are treated far behind EU applications. It is known that women in Turkey have to struggle many inequalities in application area rather than regulations. Value judgements of the society pushing woman background, interregional inequalities and economic problems encountered are the reasons underlying this situation (Seyman, 2010:12). The Journal of International Management Research, Year 2, Number 3, April 2016, p. 48-61 Gülay Bulgan 50 The equality for women was made in Rome in 1957 and thus it was taken a decision to treat woman and man equally. According to postfeminist theory, woman and man has equal rights and these rights have been taken by struggles (Gander, 2010:120). It is necessary to review the rates of participation of women and men in production processes to observe the social development and changes in society where especially women live (Tayanç and Tayanç, 1977:12). Considering these processes; women and men worked together in primitive ages as they got along with picking. However in sedentary society, by the occurrence of cultivation, the developments in production means and in family structure, women started to leave the production fields (Tayanç and Tayanç, 1977:19-28). This condition featured the fertility factor of woman providing the continuance of the family, forming a matriarch structure and being considered that man has the power for hunting, and this continued until the industrial revolution. Eventually, women had stayed in background in social structure till the industrial revolution. Occurring of women more in business life has been one of the positive reflections of industrial revolution. After 1850 women workforce mainly occurred in textile areas, yet after 1850 they occurred more in agro-industries (Parlaktuna, 2010:1220). Developments lived through in public and service sectors in 19. Century raised the shares of women in total employment rates. During the years of 1st and 2nd World Wars, as men went to war, the rates of women workforce in all sectors raised substantially (Koca, 2012:5). After 20 th century, by gaining importance of knowledge and skills rather than power with passing from first agricultural society to industrial than to knowledge-based society, the social status of the woman has been changed and also the need for woman workforce has been increased (Mayuk, 2013:9). 3. Career obstacles of woman in Hotel businesses Career obstacles in Hotel businesses in tourism sector, reflects their effects in a more negative way. There are lots of careers obstacles women face in hotel businesses. The main ones are: inequality in salaries, inequalities in social rights, inequalities in promotion and in vocational training, facing sexual harassment and mobbing, queen bee syndrome and glass ceiling. 3.1. Inequality in salaries Although female workers advance equally in their career with male workers, they face discrimination in salaries (Uguz ve Topbaş, 2014:496; Stockford, 2004). In most of the countries, salaries of women stand for between %70 or %90 of the salaries of men’s. It’s around 0.75 average rate in European countries though (Uguz ve Topbaş, 2014:496; Plantenga ve Remery, 2006). European committee stated that the salary discrimination between women and men was continuous and women took % 15 less wages than men for every hour worked (ITUC, 2009: 23). According to an article published by International poverty centre in 2008, in Argentina, Brazil, Chili, El Salvador and Mexico, female workers could get around %80 of the salaries of male workers’ (ITUC, 2009: 27). According to the datum of U.S. National Committee on Pay Equity, it is known that female workers get only the %76.5 of male workers’ wages (National Committee on Pay Equity, 2014). In table 1, the rates of the paid and salaried workers are given in general and in terms of gender. According to World Bank datum, it can be seen in Table 1 that the rate of salaried and The Journal of International Management Research, Year 2, Number 3, April 2016, p. 48-61 51 The Problems Women Face In The Management Level Of The Hotel Businesses And The Solutions paid working women in Turkey is fewer than men’s. The rate of women working paid and salaried is %54.3, for men %66.5 in 2012, and it is understood that this situation progresses in favour of men and this is a significant indicator of gender discrimination. Table 1. The rates of paid and salaried workers in Turkey (by in General and gender) years Paid and salaried workers Total (%) Man (%) Woman (%) 39,0 46,5 21,6 1990 48,6 53,5 35,3 2000 54,2 57,8 43,8 2005 58,9 61,7 50,8 2006 60,5 63,3 52,4 2007 61,0 63,8 53,1 2008 60,0 63,4 51,1 2009 60,9 64,9 50,7 2010 61,7 65,8 51,6 2011 62,9 66,5 54,3 2012 Source: World Bank, World Development Indicators 2014. Another aspect of the discrimination in payment is that some of the tourism businesses demand for seasonal workforce providing better working conditions or payment than manufacturing industry. Thus this condition causes a flow into tourism sector from the mentioned sectors, and faces the manufacturers with problems of finding workers to work constantly and so raising their knowledge and experiences. Eventually, these businesses either will move their facilities to the out of the region or they will begin to find workforce out of the region or country. In both conditions, there will be a leakage of income to out of the region and there will be negative effects in terms of regional economic development (Yıldız, 2011:63; Barutçugil, 1986: 41). To sum up, reasons caused by professional differences (as women mostly work in the works accepted as female works), and work experience, qualification differences, work hours can be listed as the reasons of wage differences between males and females. Besides, the force of the labour unions exist in the country and the practises of the collective-labour bargaining , scale of the enterprises, technological development, industrial growth models and the most important, the differences in social value judgements are among the basic factors triggering this inequality (Karaca, 2007:23). 3.2. Inequality in benefiting the social rights The rights and liberties of human beings about social and economic activities form the social rights. Right to work, social security, unionization, health services and protection, right to The Journal of International Management Research, Year 2, Number 3, April 2016, p. 48-61 Gülay Bulgan 52 strike and lockout are among the social rights forming most of the human rights. Ensuring these rights to all citizens without any discriminations is among the fundamental duties of the government. From past to present, it has been known that the participation of female workforce fall behind the males’ in unionization (Toksöz et al. Kadınlar, Kalkınma ve Sosyal Adalet). Behind this falling behind, parallel with the little participation in work force; the perception that sees the main duties of females are motherhood and housework, not benefiting enough from education opportunities, and social value judgements etc. are the factors effecting the participation of women negatively in unionization. In addition to this, ignoring the women during unionization, the arrangement formats of union activities and meetings, the language used in union environment, the way of doing politics and continuation of the in unions are among the reasons moving women away from the unions. Thus, even if female workers enrol in the unions, they do not/cannot take part in the managing and decision-making mechanisms and therefore unions continue their studies as male-dominant structures (Karaca, 2007:23). The basic features of female workers in labour market in Turkey are the low attendance and being subordinate (Low status and wages etc.). Thereby female workers cannot use their social rights enough. The basic reason for this is that female workers are forced to work informally and are qualified as backup workforce (Doğru, 2010:52). Within the framework of “The principle of equality between woman and man”, it is necessary to give women, who are in the work life, without any gender discrimination the benefits of the social security and aid services protecting them against illnesses, industrial accidents, elderliness, industrial diseases, disabilities and unemployment (TİSK, 2002:31). 3.3. Inequality in promotion and having vocational education Promotion is also one of the career obstacles women have to struggle. Generally employers consider females workers as temporary, not getting promotion owing to pregnancy and housework, and not being promoted especially to upper management levels. Priorities for women are maternity and being wife. Therefore with these roles, provided for women, professional success and career are in second place for women (Karaca, 2007: 22). According to a survey, the most important feature of female workers is “docility”. But according to the same study findings, for male workers are identified as more hardworking, reliable, punctual and dutiful in reference to women. It is understood from the results of the study that while women have not the professional qualifications, male workers have totally professional qualifications evaluating their performances. At the same time, female workers that are identified as “docile”, are mostly considered as in subordinate positions (Ciner 2003:39). It is a known truth that having a family and children is a significant career setback for women’s work life. Possible pregnancy, motherhood and housework are the reasons lying in the background of being considered mostly as temporary workers by employers. Therefore the opinion that women shouldn’t be promoted is common. Because it is mostly expected that women take the role of motherhood and housewife, professional success and career are pushed aside for women (Öztürk, 2007:54). Education of women is an important factor among the career obstacles. Women face some social barriers about receiving education mostly in male-dominated societies. Women who are far away from or not equally treated about education opportunities, cannot benefit enough from employment opportunities. Inequality of education against women shows up as keeping the education level of women, not giving the special educations for jobs requiring The Journal of International Management Research, Year 2, Number 3, April 2016, p. 48-61 53 The Problems Women Face In The Management Level Of The Hotel Businesses And The Solutions special abilities, and being not given enough opportunities to benefit from the development educations given in the workplaces (Doğru, 2010:38). If we explain the underdevelopment of the women than men in educations with examples, only 20 men are not literate in return for every 100 women in Turkey in 2010. 170 men graduated from primary schools in return for 100 primary school graduated women. 151 men graduated from high school in return for every 100 women graduated from high school. 149 men graduated from university in return for every 100 women graduated from university (TUİK, İstatistiklerle Kadın, 2011:14). This situation is the indicator that show women remained in the background of men and couldn’t reach their career goals. 3.4. Facing sexual harassment Sexual harassment is any sexual behaviour which is not desired or summoned that embarrasses, threats, frightens, intimidates, insults. Because sexual harassment is a serious and fragile subject and encountered widely in work life as a part of gender apartheid, there have been many legal regulations on the subject. However, the description and the content of sexual harassment change from country to country, culture to culture even among the genders (Durgun Şahin, 2002:40). Sexual harassment is a type of harassment that can be openly or indirectly, physically or verbally. As examples, staring, touching, joking, telling obscene jokes, showing pictures are in the content of sexual harassment. Sexual harassment may lead to result as firing, blocking the promotion ways of women (Acar et al., 1999:16). Another aspect of sexual harassment, while it comes to promotion or a change in position etc., women are offered to make sexual intercourse by men, and because of this female workers either leave the job or do not go to work for some time (Bekata Mardin et al., 34). Also because of the social sense of decency, most of the female workers keep the sexual harassment hidden. Thus most of the sexual harassments lived cannot be revealed. Especially in Turkey, women living through a sexual harassment prefer to be quiet as they are not protected when they express sexual harassment. However there is an article in labour law protecting women living through a sexual harassment. “if a person is forced to resign or resigns by an assault on their morals, honour or personal rights”, and if he/she applies to labour court in 6 days of time, and if the case results in favour, one can get severance pay (labour law article 24, 2003:8431; Durgun Şahin, 2002:40-41). There are not detailed studies made on sexual harassment in work life in Turkey. The basic reason for this is that it is avoided talk about these kind of events and women have concerns on being victimized when they make a complaint although they are right. Accordingly, it becomes difficult to evaluate the extent of the career setbacks that the women, who has been sexually abused, face. However abusing the work by using womanhood, motherhood and sexual attraction form the other side of the problem (Özdamar and Eyüpoğlu, 2000:74). 3.5. Being exposed to Mobbing The concept of mobbing first started to be used in 1980s. This concept used by Heinz Leyman to define similar, aggressive and hostile behaviours for a long time between workers (Tınaz, 2006:15). Mobbing means “intimidation, “psychological abuse” and “psychological violence” in Turkish (Çetin and Safarova, 2009:93). Persons who face mobbing are exposed to harassment, irritation, and snub without exception of age, gender or nationality (Mayuk, The Journal of International Management Research, Year 2, Number 3, April 2016, p. 48-61 Gülay Bulgan 54 2013:36). Mobbing is an incident that a person is exposed to physical or emotional violence. However, mobbing contains physical violence rather than emotional violence (Reichert, 2003:4). Considering the studies on Mobbing, assuming that they all work in same conditions, it was found that the rate of the people facing mobbing was %45 among males, and %55 among females in a study made by Heinz Leymann’s . According to a survey involving 385 managers in Finland, it was found that the rate of the people facing Mobbing was %11,6 among males and %5 among females. Also, according to a nationwide Mobbing survey in Ireland, it was confirmed that the rate of the females facing mobbing in work place was higher than males (Koçak ve Hayran, 2011:1115). According to Europe Working Conditions survey, it was confirmed that %6 of females and %4 of males face mobbing (Commission for psychological harassment in workplace and solutions’ report, 2011:18). However in Turkey, working males and females face mobbing more than European countries. According to a survey in hotel businesses in Turkey, 99 of 328 employees faced mobbing (Çalışkan ve Tepeci, 2008:141). 3.6. Queen Bee Syndrome Work life resembles to a huge hive as women and men have interaction with each other and are in rush continuously like bees. This hive is a like a breathing place for women as they assume the roles of housewifery and motherhood in the traditional layout. This process, starting with self-discovery, measuring skills, developing social relationships and earning economic freedom, is a process proving that women is not only housewife or mother. Thus, women will start to be promoted to manager positions instead of being managed. Nevertheless, observing a rise on depression symptoms and stressful behaviours on women being managed by fellows, caused to dwell on studies on this area. Consequently, it was observed that Queen Bee Syndrome started on women (2012:43). Queen Bee Syndrome is basically women’s being jealous of each other’s success. Women’s being not wanted to be promoted to upper positions by other women (Queen Bee Syndrome), women’s jealousy of each other on building a career, form one of the most significant career obstacles for women to struggle for being promoted to upper managing positions. By making a literature review, it is confirmed that facing Queen Bee Syndrome affects the career of the women negatively (Örücü et al., 2007:133). Studies carried out show that female managers want to be unique in their positions, to stay unique and thus do not support the women working in lower positions. This situations is named as “Queen Bee Syndrome”. Female managers do not support much the careers of female workers not to be considered as favouring the fellows, not to create a difference between males and females (Besler ve Oruç, 2010:26; Aycan, 2004:453-477; Zel, 2002:39-48). This condition is a significant career obstacle for women to overcome. Queen Bee Syndrome According to another comment, is deprive from the belief that being a unique woman in the top management position is an indicator for success and privilege (Çoban, 2012:42). 3.7. Glass ceiling syndrome Glass ceiling syndrome was first identified as a widely faced career obstacle by Hymotviz and Schellart in 1986 for women desiring to advance higher managing positions. Also it is known that male manager who are different in race or ethnicity faces Glass ceiling syndrome even if it is not as much as women’s (Lockwood, 2004:2). Glass ceiling syndrome, is an invisible and undefeatable career obstacle between women and upper management level The Journal of International Management Research, Year 2, Number 3, April 2016, p. 48-61 55 The Problems Women Face In The Management Level Of The Hotel Businesses And The Solutions preventing women to advance without considering their success or qualifications. Glass ceiling show up as an obstacles preventing the variously talented people, who can provide a competitive advantage, from taking charge in upper management positions, and using talents which can contribute to the effectiveness of the business(Aytaç, 1997:27-28). It was identified that gender-based Glass ceiling obstacles were classified in different ways in studies carried out on Glass ceiling syndrome. However, element causing to Glass ceiling syndrome gather around of individual, organisational and social factors (Dreher, 2003:542). Table 2. Glass ceiling syndrome obstacles of female managers Obstacles based on Individual factors Obstacles based on organisational factors Or U ganization culture ndertaking multi Or roles ganization In policies dividual La preference and ck of mentor perceptions La ck of participation in informal communication networks Obstacles based on social factors Professional apartheid Stereotypes(c onventional prejudices associated with gender) Source: KSSGM Yayınları, Ankara, 1998. In obstacles based on individual factors; adopting the female manager’s the idea of being ready in desired place in desired time with her children and wife, causes them not to limit their time and borders. Therefore women cannot take the responsibilities of being promoted in their career and fall behind of men in top managing positions (Barutçugil, 2002:58). In Glass ceiling syndrome obstacles based on organisational factors; while conditions are equal for women with men’s in some organizations, in some organizations women have to work harder to be accepted. This situation is perceived as an obstacle for women to struggle (Rosener, 2006:128). Also in male-dominated organizations, women are prevented from career steps. It is a truth that the progress of women in organisation is relevant to applications based on the people in organization, and the performance evaluation, the power and gender equality (Mızrahı ve Aracı, 2010:150; Ergeneli, 2004:89). In Glass ceiling syndrome obstacles based on social factors; as a matter of socialization based on gender, it is the expects of the society from the individuals to take different roles according to their genders (Eyüpoğlu, 1999:33). Conventional stereotypes about women while preventing their work life, also prevent the existence of role models in management level and thus prevent the idea that claims women are suitable for these roles (Deemer, 2006: 89). The Journal of International Management Research, Year 2, Number 3, April 2016, p. 48-61 Gülay Bulgan 56 4. Conclusion and Recommendations Women have been beneficial for economic life from past to present and day by day they are taking over more active roles. This process that got strong with the foundation of Turkish Republic, has become faster by the raise in the education level of the women and with the support of government policies. With this study carried out, the career obstacles women face in management levels were studied and eventually it was understood that women had to struggle with obstacle more than one. The percentage values of the women taking part in the manager position in Turkey and was given in Table 3. Table 3. The percentage values of the women taking part in the manager position in the world Turkey %25 Thailand %45 Brazil %24 Georgia %40 Vietnam %23 Russia %36 England %23 Hong Kong %35 Armenia %23 Philippines %35 spain%22 China %34 Italy %22 Botswana %32 France %21 New Zealand %32 AVERAGE OF THE Poland %31 WORLD %20 Ireland %19 Malesia %31 Belgium %19 Greece %30 Mexico %19 Singapore %30 Argentina %18 Taiwan %30 Holland %16 Canada %28 Amerika %15 South Africa %27 Switzerland %12 Australia %27 India %9 Sweden %27 UAE %8 Chili %25 Japan %8 Finland %25 Source: Mayuk, 2013:41; Grant Thortorn, IBR, 2012. Considering table 3, women work in the manager position in Thailand at most rate (%45), and Georgia (%40), Russia (%36), Hong Kong (%35) follow this respectively. Turkey, with a %25 percentage value, is in the intermediate level. As the average in world is %20, Turkey seems to be a country valuing woman workers in manager positions. Mostly, it has been The Journal of International Management Research, Year 2, Number 3, April 2016, p. 48-61 57 The Problems Women Face In The Management Level Of The Hotel Businesses And The Solutions observed that women have entered the work life after industrial revolution and worked in manager positions even if it has been in a low rate than men’s. There are many career obstacles women have to overcome to take part in the manager positions both in Turkey and the world. These obstacles have been identified as inequality in pricing and benefiting from the social rights, inequity in promotion and professional training, exposure to sexual harassment and mobbing, glass ceiling syndrome and queen bee syndrome. While women are expected to fulfil the motherhood and housewifery, trying to advance in professional life at the same time prevent them to compete with men equally. Besides all these difficulties, exposure to sexual harassment and mobbing in work life complicates their advancing to the goal in career steps. This situation is more complicated in hotel businesses for women to reach their career goals in reference to other businesses. Because in serving hotel businesses working hours and conditions are more intensive in comparison with other businesses. The first one coming to mind when there is any chance of promotion is male workers in hotel businesses. This is because women are thought to be profitless as they have a hard pregnancy process and after the birth they need a very long time looking after the children, or there are some responsibilities at home they have to deal with as housework. Besides all these, having inequalities both in pricing and benefiting from the social rights decrease their motivations. Although mostly men are thought to be rival to women in career, women have problems with their fellows as in queen bee syndrome. Female managers, desiring to be unique in their positions, may not want their fellow to be promoted to a similar or equal position. This is an other career obstacle for women to struggle. With this study carried out, some solution recommendations have been developed to make women overcome all these career obstacles. These recommendations are given as a list below. The number of female workers is increasing day by day. Thus it is necessary to develop career opportunities for women in hotel businesses. Human resources departments in hotel businesses should deal with the career goal and plans of the female workers more intensely and necessary measure should be taken. A special treatment for female workers for pregnancy and childcare should be put into practice, and thus these kind of feminine conditions should not be taken into consideration as an obstacle for career steps. To overcome the career obstacles in hotel businesses as glass ceiling syndrome, queen bee syndrome, exposure to mobbing, organizational struggles should be considered, and it should be known that these struggles will affect the development of union culture. Positively. Education, organizational communication and flexible working hours based strategies should be developed while performing organizational strategies. The government should take precautions to remove the negative attitude that the society formed on the involvement of women in work life. To enlighten the society, preparing necessary regulations and education plans will be useful. If possible, every hotel business should reserve manager positions for female workers. The Journal of International Management Research, Year 2, Number 3, April 2016, p. 48-61 Gülay Bulgan 58 The factors preventing female workers to become managers should be analysed and the manager position should be a reachable position by women. Affirmative action and opportunity precedence against women, which was suggested by Many studies and there are many implementation examples in some western countries, will provide women to be represented more in all decision-making mechanisms that was dominated by man. The women reaching the top management level of hotel businesses should support the women working together and should clear the way for highmotivated, talented people whichever gender they are. Female workers should be determined, competitive, and should work target-driven and should show a go-getter attitude. Female workers should pay attention not to confuse the house life with work life. Female workers should demand to question assumptions in work life and should fight the idea that they will choose their family in all conditions. Female worker should push the limits of their abilities, but they shouldn’t forget their limits. REFERENCES Acar, F., Güneş Ayata, A., Varoğlu, D. (1999). 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