Pavla FuxováHana Gablová

Kristýna HanžlováJana Kudělová

Jitka Němečková

Faculty of Economics and ManagementMSc – 1st year

Hotel industry Hotel industry LackLack of female in the hotel management BUT more of female in the hotel management BUT more

women managers than other industries women managers than other industries More female graduates from the Hotel More female graduates from the Hotel

and Catering Management courses and Catering Management courses (75%)(75%) 3:1 women to men3:1 women to men

Possible explanationPossible explanation The aspiration of female empl. in the hotel industryThe aspiration of female empl. in the hotel industry The cultural milieu of the hotel industryThe cultural milieu of the hotel industry The process of management developmentThe process of management development

Passivity of womenPassivity of women Lack of confidenceLack of confidence

Women choose jobs at a sub-Women choose jobs at a sub-managerial levelmanagerial level

Definition of career planDefinition of career plan

History of hotel industryHistory of hotel industry Women constantly connected with care and attentionWomen constantly connected with care and attention Women has always played decorative and supportive Women has always played decorative and supportive

rolerole Important departments (front office, restaurant) hold Important departments (front office, restaurant) hold

only by menonly by men

Relationship within hotelsRelationship within hotels Triadic relationship : staff – customers – managementTriadic relationship : staff – customers – management Women excluded from valued departmentWomen excluded from valued department Women working in low skilled activitiesWomen working in low skilled activities Personal service obtained by menPersonal service obtained by men Different training opportunitiesDifferent training opportunities

Nature of hotel managementNature of hotel management „„mine host“ role,“continual presence“ and multi-skilled mine host“ role,“continual presence“ and multi-skilled

character-“ad hoc“ management stylecharacter-“ad hoc“ management style Immediate problem solving at an operational levelImmediate problem solving at an operational level

Definition of hotel managementDefinition of hotel management Women do not fit the “personality“ conceptWomen do not fit the “personality“ concept

Becoming a hotel managerBecoming a hotel manager College and trainee as an assistant managerCollege and trainee as an assistant manager Attention to networks, encouragement Attention to networks, encouragement Sponsors – disadvatage for womenSponsors – disadvatage for women Practical skills valued highly than level of educationPractical skills valued highly than level of education Women miss practical skills?Women miss practical skills?

a ceiling based on attitudinal or a ceiling based on attitudinal or organizational bias in the work force organizational bias in the work force that prevents minorities and women that prevents minorities and women from advancing to leadership positions from advancing to leadership positions

at Hewlett-Packard in 1979, Katherine at Hewlett-Packard in 1979, Katherine Lawrence and Marianne Schreiber, describeLawrence and Marianne Schreiber, describedd how while on the surface there seemed to be how while on the surface there seemed to be a clear path of promotion, but, in actuality, a clear path of promotion, but, in actuality, women seemed to hit a point where they women seemed to hit a point where they seemed unable to progress beyond. seemed unable to progress beyond.

an article by Carol Hymowitz and Timothy an article by Carol Hymowitz and Timothy Schellhardt in the March 24, 1986 edition of Schellhardt in the March 24, 1986 edition of the the Wall Street JournalWall Street Journal

Historical backHistorical backggroundround Supportive and decorative role, stereotypesSupportive and decorative role, stereotypes Men as a money maker vs. women as housekeeperMen as a money maker vs. women as housekeeper

Physical appearancePhysical appearance Height, physical constitution, attractivenessHeight, physical constitution, attractiveness

OrganiOrganizzational cultureational culture Importance of networks and men’s fellowshipImportance of networks and men’s fellowship

Attitude to become a managerAttitude to become a manager Passive approach?Passive approach? Underestimating of knowledge and skillsUnderestimating of knowledge and skills AmbitionsAmbitions Desire to build vs. Desire to winDesire to build vs. Desire to win

WOMENWOMEN MENMEN team players (encourage team players (encourage

openness and are more openness and are more accessible)accessible)

democratic democratic reward-orientedreward-oriented respond more quickly to calls for respond more quickly to calls for

assistanceassistance better at managing diversitybetter at managing diversity identify problems moreidentify problems more quickly and quickly and

more accuratelymore accurately better at defining job better at defining job

expectations and providing expectations and providing feedbackfeedback

task-oriented (faster task-oriented (faster decision makingdecision making))

autocraticautocratic punishment-orientedpunishment-oriented command-and-command-and-

control (tend to earn control (tend to earn respect more easily)respect more easily)

not acting emotionallynot acting emotionally work is at the first placework is at the first place tend to be more confident tend to be more confident

EU countries ParliamentsEU countries Parliaments Spain and Norway – half and halfSpain and Norway – half and half

EU ParliamentEU Parliament 30% of women 30% of women

Czech TOP women managersCzech TOP women managers Magdalena Souček (Ernst & Young)Magdalena Souček (Ernst & Young) Klára Starková (PPF)Klára Starková (PPF) Jana Belyušová (Nike, European Central)Jana Belyušová (Nike, European Central)

Overcome prejudicesOvercome prejudices Understanding what social conditioning Understanding what social conditioning

meansmeans Pass communication gaps (Pass communication gaps (“Subtle bridge Subtle bridge

builders”)builders”) different communication based on social different communication based on social

conditioning (not malice intentions)conditioning (not malice intentions) QuotasQuotas

DO NOT “act like men”! DO NOT “act like men”! BE YOUR SELFBE YOUR SELF

SituationSituation is getting better with the new is getting better with the new generation of managers generation of managers ((29 percent in 1990 to 29 percent in 1990 to 36.4 percent in 20036.4 percent in 2002)2)

WomenWomen should put their uniquely should put their uniquely feminine cultural conditioning to work feminine cultural conditioning to work and do their part to bridge the gender and do their part to bridge the gender communication dividecommunication divide

Being equal does not mean being the sameBeing equal does not mean being the same

((Joanna L. KrotzJoanna L. Krotz))

http://wordnetweb.princeton.edu/perl/webwn?s=glass+ceiling&sub=Search+WordNet&o2=&o0=1&o7=&o5=&o1=1&o6=&o4=&o3=&h

http://www.coaching-for-new-women-managers.com/business-women.html

http://www.microsoft.com/smallbusiness/resources/management/leadership-training/do-women-make-better-managers.aspx#Dowomenmakebettermanagers

http://www.eeoc.gov/stats/reports/glassceiling/index.html

http://www.zenyamedia.cz/clanky/zeny-a-stereotypy/25-nejvyznamnejsich-zen-ceskeho-byznysu_-aneb-take-u-nas-se-zenam-dari

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